Ariel and Caliban Relationship

At the beginning of the Tempest, Prospero finds two other inhabitants on the island, Caliban and Ariel. Ariel is portrayed as a mythical being coming from the heavens; he acts upon explanation and motive, being connected with God. Caliban, on the other hand, represents a creature descending the devil. He acts upon instinct, and is a creature of the wild. Both of them desire freedom, but Caliban is the one who is enslaved by Prospero.Prospero, being the Duke of Milan, also controls Ariel in order to help him succeed in his study of magic. This magic keeps Caliban subjugated under Prospero’s control. It seems simple to understand the relationship between the three- Prospero has two servants and their names are Caliban and Ariel. But really, Caliban seems enslaved while Ariel seems more as an â€Å"indentured servant. † Why should Prospero favor Ariel more than Caliban?They both contribute to the same amount of work and both are under Prospero’s control. It is obvio us throughout the play that Prospero enjoys the company of Ariel more than Caliban, as Caliban tries to kill him and Ariel is a peaceful kind spirit. But looking through the postcolonial lens, it seems as if Caliban deserves nothing less than Ariel, as he has as much knowledge and leadership as Prospero. Throughout the whole play, Prospero uses harsh language upon Caliban, and vise versa.This shows that Caliban once had love for Prospero, but is now angry with Prospero for taking his island. While Caliban is ordered to fetch wood and make fire, Ariel is given more important tasks, as Prospero depends on her. Caliban is usually reluctant to complete the orders of Prospero, while Ariel is willing to help his master. Simply, Prospero is the master of two beings: one being good, and the other being bad. Ultimately, the relationship between Ariel and Prospero completely juxtaposes between that of Caliban and Prospero.

Sergical Tech. Informative

Courtney Davis English 111 –CML 02-09-12 Essay #2 – informative Do You Want to Be A â€Å"Scrub†? Have you ever considered entertaining the idea of establishing a career in Surgical Technology? Many people are not thoroughly familiar with the job duties, educational requirements, earnings, job outlook, and potential downsides. Exploring these five areas will assist you in making a more informed career decision. Surgical Technologist can also be referred to as â€Å"Scrubs† (Occupational Outlook Handbook, p. ). A Surgical Technologists’ duties before an operation is to help prepare the Operating Room by setting up instruments and equipment that are used and needed by the Surgeon performing the procedure. Cynthia Davis, RN/ CST states her duty â€Å"I prepare and maintain highly complex sterile environments. † They get the patients ready for surgery by washing and shaving the necessary parts of the body that the surgeon will be focusing on. The y also observe the patients vital signs and check charts.During surgery a surgical technologists assist the surgeon or their assistant by passing and holding instruments, cutting sutures, counting needles and other supplies that are essential to the surgery being performed at the time. Sometimes the surgical techs even operate suction machines, sterilizers, adjust lights to a specific area, and help operate diagnostic equipment that is in the surgical room. .Cynthia describes her position as â€Å"the primary surgical tech responsible for handling instruments, supplies, and equipment during all surgical procedures. These procedures range from minimally invasive biopsies to highly complex surgeries†.After an operation Scrubs may help the patient to recovery. They also clean and restock the operating room so that it will be ready for the next operation. Jennifer Davis, NP . , says, â€Å"My responsibilities as a surgical technologist are to set up, maintain a sterile field dur ing surgery, assist the surgeon if needed and clean up and start all over again†. Most Scrubs work a regular 40hour week, but also will remain on call to work nights, weekends, or whenever needed just depending on how many surgeries are scheduled throughout the week. Usually, holidays are on a rotating basis. (Bureau of Labor Statistics,U. S.Department of Labor. ) Most employers prefer to hire certified technologist. Training programs last 9-24 months and lead to a certificate, diploma, or associates degree (Occupational Outlook Handbook, p. 1). Technologist may obtain voluntary professional certification from the National Board of Surgical Technology and Surgical Assisting by graduating from a CAAHEP-accredited program and a passing a national certification examination In order to maintain certification they must earn 60 hours of approved continuing education over 4 years or retake and pass the certifying exam at the end of 4 years (Occupational Outlook Handbook, p. 3).The wa ges of surgical technologist can vary with their experience, education, responsibility of the position, working hours, and the economy of a given region of the country (Occupational Outlook Handbook). The benefits that are provided by most employers will include paid vacation and sick leave, health, medical, vision, dental, life insurance; and a retirement program. A few even provide tuition reimbursement and child care benefits. Cynthia Davis reports she organizes her own schedule that must consist of four twelve hour shifts , says she is always on call but that the excellent benefits and health insurance make up for it. . On average surgical technologist made $38,740 in May of 2008 according to Occupational Outlook Handbook. According to the Bureau of Labor Statistics, U. S. Department of Labor the employment is expected to grow much faster than average. Job opportunities will be the best for those willing to relocate (ooh) in 2008, surgical Technologist held about 91,500 jobs, wi th 71 percent of the jobs being in hospitals. Other positions were held in offices of physicians’, dentist, and ambulatory surgical centers (Occupational Outlook Handbook). Industries employing the largest numbers of surgical technologist were Specialty hospitals $40,880 and Out patient centers $39,660. (Bureau of Labor Statics, U. S. Department of Labor) â€Å"Technologists must respond quickly and must be familiar with operation procedures in the order to have instruments ready for surgeons without having to be told to do so† (Occupational Outlook Handbook, p. 3). Scrubs need manual dexterity to handle instruments quickly. They must be conscientious, orderly, and emotionally stable to handle the demand s of the operating room environment.Potential downsides are standing for long periods of time, being exposed to communicable diseases and unpleasant sights, odors and materials. Jennifer describes this job as high stress but very rewarding. The worst part of the job is losing a patient. † In conclusion, the thought of establishing yourself in a surgical technology career can consist of knowing the duties, educational requirements, earnings, job outlook, and the potential downsides to the job.The relatively short amount of time it takes to obtain a degree or license needed to start a career, the joy of doing something different everyday, and the substantial earnings you can make each year are all good reasons to pursue nursing as a career, as long as the downsides are tolerable for you. If you are thinking that the downsides don’t seem so bad then you should check into pursuing a career in surgical technology and you can be a â€Å"Scrub†.

My Last Duchess Practice Commentary

We know that it is from a first errors perspective as personal pronouns are used and we know that the narrator is Nell because she comes in other stories from the same anthology such as With Art of Cooking and Serving'. The first paragraph starts with the first line from the poem and introduces the character Of Miss Bessie. The line from the poem creates a literary allusion and shows how the poem by Browning is connected to this story. It is clear that Miss Bessie is a teacher in this story addressing a class of high school students.The nouns â€Å"Gorilla, Scrip, Hippo† are used for other teachers. This name calling is comical but also shows how Miss Bessie is different from the other teachers as she has a comparatively more respectful name among her students. There is a use of colon before listing the names and Miss Besides dialogues are given in quotations. The paragraph ends with Miss Bessie asking a question to her class. The purpose of this paragraph is to introduce the character of Miss Bessie, briefly give the setting of the classroom and show how that poem by Browning is connected to the story.The second paragraph is a lot more secretive about the classroom and the setting outside the room. We get a lot of visual imagery of the sky outside which is described as a â€Å"hazy blue, a warm, drowsy color†. These words give the reader a sense of laziness and the relaxed atmosphere outside the classroom. Also the fact that the students â€Å"couldn't see anything out of them[the windows] except the sky† suggests that classroom is confining. She then goes on to describe the sky in even more detail as â€Å"at the edge of eye sight, huge and featureless and soothing, rolling on and on like the sea†.Here the writer makes a simile between the sky and sea but the sky could also be a motif for Knell's future after high school as she is about to graduate soon and doesn't know what she wants to do, but her time is passing away just like t he sky. We also get an auditory of other the some flies â€Å"buzzing† and â€Å"bumbling† in the classroom. This shows that Nell is distracted as she is paying attention to these tiny details instead of paying attention in class. She also says she â€Å"couldn't risk turning [her] head† to see the flies which makes the action sound more dangerous than it should be.The paragraph ends with her saying â€Å"l was supposed to be thinking about last†. This takes Nell and the reader back to the class where Miss Bessie is discussing the poem. â€Å"Last† being the last sentence in the paragraph also gives a sense of ending to the reader. The purpose of this paragraph is to contrast the confined setting inside the classroom with the freedom and space outside the classroom and also show a indirectly characterize Nell. The third paragraph starts with the word â€Å"last† repeated which says that Nell is really thinking about the poem.We also get an i nsight into what Nell thinks a duchess is like when she describes it as an â€Å"instituting rustle, a whispering: taffeta brushing over a floor†. Such an auditory and visual imagery gives the reader a sense of royalty and luxury. She then goes on to describe the sleepy atmosphere in the classroom saying â€Å"it was hard to resist dozing off, drifting down into reverie or half sleep† and this contrasts with the lively atmosphere outside the classroom as â€Å"the trees outside were flowering' and â€Å"pollen was eddying everywhere†. She says this is during the month of May which gives us he wider setting and the season which is spring here.Words such as â€Å"classroom†, â€Å"metal framed desks† give us a sense of confinement. It mullein's thoughts and views are confined by what she is being taught in the class. The classroom with â€Å"the vibration of it's newness† is juxtaposed with â€Å"the old smell in the room† given off by the adolescents in there. This shows how even though something may change over time, others remain unchanged. This gives a sense of timelessness. We also get some unpleasant olfactory imagery when she describes the old smell as â€Å"fermenting', â€Å"LIFO', â€Å"salty†.The fourth paragraph starts with the word â€Å"last† just like the previous paragraph. This creates parallelism with the previous paragraph which also started with the same word. It shows how Nell diverged from the topic for a bit and is again thinking about it. She creates a simile between the number of duchesses and a chorus line to help us visualize how many duchesses there might have been before. The words â€Å"gone, over with, left behind† create negative diction to imply that something terrible might have happened to the duchess.In terms f structure this is a short paragraph compared to others so far and gives a sense of abruptness. The purpose of these first four paragraphs of the s hort story is to introduce two of the main characters, the protagonist Nell and her English teacher Miss Bessie, give the audience the setting and show how the poem in discussion is an important part of the story. The audience for this short story is adolescents in high school as the protagonist herself is a teenager and is going through an important transition in her life that the adolescents can relate to.

Memori Essay Example | Topics and Well Written Essays - 1000 words

Memori - Essay Example It all begun with a disagreement on matters of tribe and religion between my father a friend he had made soon after we had moved in to Australia. They had become easy friends especially in view of the fact that both of them and their families were Muslims in a predominantly Christian country. On that fateful day, the man invited my family to visit him and my father was glad to accept, my sister and I were ecstatic about the prospect of meeting other children since we had been told he had other girls with whom we could play with. The home was tastefully furnished and the decor bespoke a moderate but style conscious lifestyle, there were several Muslim texts displayed on a glass display giving the impression that the man was deeply religious like my father. The kitchen was beautifully decorated and from the excitement my mother showed as she examined the furnishings I could tell it was everything she had ever dreamt of in her ideal kitchen. After refreshments, my sister and I went upst airs to play with the little girls as the grownups talked in the living room. While the room was not decorated it looked just like as small looking box with two pink beds it had hundreds of toys. I had more fun than we could remember playing dress up with them especially when they gave us dresses to match theirs. I was given an elegant blue dress adorned with beautiful pink flowers, and it looked and felt so fantastic I could not find words to describe the feeling, I felt like a princess. We also played with their doll house which was full of tiny plates and chairs and for four hours, we forgot that there was a world outside our secluded heaven of fun and games just like Alice in wonderland. Although my family relatively close, I never really felt a very close connection with them, my father was a workaholic and he spent most of his time working or studying to be a doctor. My mother rarely had time for me since she was too busy being a health freak and monitoring our diet and making us eat â€Å"healthy,† while my sister was close to my age I did not find her very good since she seemed to only copy what I did. My two brothers are the last people I would play with since they are not only serious but very reserved and we almost never notice them since they seem lost each in their own world. Therefore, these two girls were the best thing to happen to me and we got along beautifully coming up with different games and I was sure they would be my friends forever. This is what made the events that followed so painful, I had convinced myself I had found my true best friends and I was to spend the rest of my childhood pinning for them knowing I would never have another chance to play with them. Abruptly, we were jerked back into the harsh realities of the outside world, strange noises were coming from the living room and there was shouting and banging of tables. The door to the bedroom was opened and my mother quickly dragged us from our new playmates were silen t with bewilderment just as we were. The girl’s mother was calm, mine looked terrified but their father and mine were each livid, I had never seen my father as angry as he was on that night, his pulsating veins seemed to push through his skin threatening to bust through and he looked as if he was on the edge of saying something but didn’t say a word. The girl’s father was equally angry and as they stood across from each other in the sitting room looking like

Assignment Example | Topics and Well Written Essays - 1250 words - 26

Assignment Example The 96 hours of exposure indicates the maximum time of exposure that may result into viable results. Acute toxicity may not apply to natural environments hence limiting the results of studies involving them. The disadvantages with these also involves the reliance on cause and affect aspects in research and lastly the effect of the specific nature of the study that limit they results. The usefulness of acute toxicity is in the analytical nature of the experiments and the results provided (Acute and Chronic Toxicity Testing, n.d). The maximum levels of concentrations set by the regulators are normally lower to reduce the effects that the chemicals may have on the experimenters. Through these, the margins of exposure determinations become possible since the NOEL levels provide the basis for other measurements to provide relevant information and the concentrations become easier to interpret (Reference dose RFD, 2012). In other words, NOEL sets the reference dose for usage in all experiments that acts as base. Natural endocrines provide a hormonal support to the body systems. Endocrines play a role in building connections with glands tasked to carry hormones around the body and place them into the blood stream for purposes of hormonal responses and support. Glands and hormones have the role of regulating growth, development and maturity aspects among other body regulations. There exist natural endocrines and artificial endocrines. The natural endocrines exist naturally in the body and build up because of natural processes while the artificial endocrines are introduced into the body to play the same role as natural endocrines. Among the many glands that produce, hormones in the body include pituitary glands, thyroid glands, thymus, pancreases, and ovaries among others. There exist many endocrine systems in animals serving a

Project Management Essay Example | Topics and Well Written Essays - 1250 words - 1

Project Management - Essay Example Carly's ability to become an effective group leader is definitely in question since according to the other team members she is the real reason for the conflict and not Morris as she claimed. I feel she was using Morris as an excuse to divert responsibility for not completing project tasks in a timely manner. As an individual Carly must work on improving her management and communications skills as well as improve her emotional intelligence since this situation was completely avoidable. I think her mistakes and dysfunctional emotional conflict with Morris might have been the main contributing factor for the project delays and lack of group cohesiveness. 2) I think Carly was being blinded by her own emotions and insecurities. From what the other team members mentioned they felt that she was treating Morris unfairly as compared to other team members. Since the other team members felt Morris was not causing any problems there was no real reason or excuse for her to confront. The reality w as that Carly was the root of the conflict and not vice versa (Umsl). I think that Carly would benefit from having a one to one conversation with Morris in order to vent out her concerns and fears. As an individual Carly needs to figure out ways to better communicate her emotions without falling into destructive patterns or behaviors that only create unnecessary conflicts and misunderstandings. Morris would probably be shocked, but not necessarily surprised by some the fabrications or negative ideas that Carly probably harbors about him. He would probably be more open to keeping the lines of communication open between team members in order to resolve underlying conflicts that will continue to affect team performance if the underlying causes for the conflict are not addressed. 3) Overall there is a definite lack of group cohesiveness between all team members not just Carly and Morris. The lack of open lines of communication between team members is an overall symptom of the underlying tensions and climate of mistrust that Carly as a team project leader has created. Since the team members were aware of Carly's unfair treatment towards one of the team members, their responsibility as a group was to address the problem directly and not let an individual team member's actions negatively affect the overall group performance. As a functional team all members are responsible for team performance, they as a functional group should have discussed ways to address the issue and resolve the underlying dysfunctional conflicts for the benefit of the whole. I think that the group would benefit from participating in a one day conflict management and effective communication seminar in order to empower, educate, and provide all team members with the knowledge and a set of tools to better deal with all types of functional and dysfunctional conflicts that are commonly encountered in group settings. During the seminar the expert speaker and psychologist could have a short 15 minute individual session with all team

Health inequalities in Britain Essay Example | Topics and Well Written Essays - 2000 words - 1

Health inequalities in Britain - Essay Example Britain’s Office for National Statistics mentions that the country’s subject were more well-off in almost all aspects, but these trends in lifestyles are not constant and are not distributed equally. It is shown that through time Britain’s subjects are healthier than in any point in their history. But some statistics also show that the life expectancy, risks of pregnancy and other aspects of British lifestyles are slowly being improved over time but the dilemma of unequal distribution of health benefits is still a problem. Also as the middle and upper class subjects have improved their health lifestyles, the health conditions of the poor slowly decrease. Although the British government has meant to eradicate the problem of health inequalities, it is often not up to the task . In a report by the British Department of Health, people on the lower brackets of society have lower life expectancies in the late 1990’s and early 2000’s. It is estimated that the difference between the life expectancies of wealthy individuals are 7 to 8 years longer than lower class subjects. Also the ONS reported that development between privileged and underprivileged areas are significantly different. For example, while the less privileged has had higher employment rates in the recent years, the unequal distribution of wealth and other benefits has increased. Male professionals working on less laborious jobs have longer life expectancies than manual workers. In a survey made by the ONS, tit showed that the difference between the life expectancies of these two classes is 7 years apart in favour of professionals. It has been found that the gap between life expectancies grew to 2 years.

Assessment of English Language Learners Essay Example | Topics and Well Written Essays - 1000 words

Assessment of English Language Learners - Essay Example This is done to improve the ability of a test to achieve the required outcomes with little or no drawbacks. Introduction Spanish speaking students in the United States have varying English language proficiency. This might limit their learning ability when undertaking educational programs administered in English. To determine the level of English proficiency on these students, English language learners assessment is crucial. The assessment is currently undertaken in schools using English language proficiency test that is a combination of both summative and formative assessments. This currently used test has both benefits and drawbacks. Hence, there is a need for review of this test to make it much better. The benefits make it unnecessary to replace the test with other tests. However, the drawbacks call for a review of the test in order to make it more effective. Review of English language proficiency test English language proficiency test currently used in most schools, including ours , is a combination of formative and summative assessments. The summative tests are undertaken at the end of an English language instruction to determine the students English proficiency developed during the learning period. Formative tests that are used to guide instructions are taken at the beginning or in the middle of instruction. In this kind of a test, an educator designs an assessment activity to detect an aspect of a student’s language proficiency that could guide him in his decisions. However, in this English language proficiency test an educator rarely involve students in the designing of the test. According to Spodek & Saracho (2006), this test is effective in promoting accountability for students’ progress as well as monitoring this progress. The formative part of this test has been effective in monitoring the progress of the students. Summative part on the other hand has been promoting the accountability for students’ learning among the educators. Mo reover, this English language proficiency test has been effective in categorizing students according to their levels of English language proficiency. However, according to Stiggins (2007), this English language proficiency test has been categorizing students into two categories, which are those on the winning streak and those on the losing streak. Those on the losing streak have become de-motivated and thus failing to succeed in education thus the requires a review in order to reverse the trend. Several reviews applicable to the test that can avoid drawbacks exist. One review is through inviting students in the creating and interpreting the results of the test. This could enable the students to monitor their learning and levels of achievements, as a result, all of them would be more motivated to learn. Another crucial review is involving students in keeping records concerned with the test. This would enable the student to know and understand his changes in performance levels. As a r esult, students would be able to monitor their improvements. The other important review is improvement in the test development. English language test could be reviewed to become purpose driven and effective in results delivery (Abedi, 2007). This could be achieved through a collaborative effort between the educators, students, and other stakeholders. Undertaking these reviews would make the test more effective, thus giving it an ability to overcome most of its drawbacks. Alternative assessment formats Five

A current event in healthcare Assignment Example | Topics and Well Written Essays - 500 words

A current event in healthcare - Assignment Example 1990 carbon levels by 2020, due to the fact that the greenhouse emissions from the state’s woodlands was underestimated during the formulation of this target. The bill which was formulated in 2006 to have the state reduce its carbon emissions to 1990 levels by 2020 had previously assumed that no net carbon emissions would come from the wild lands (Gonzalez, Battles, Collins, Robards & Saah, 2015). Achieving the balance between the storage of carbon and its emissions to the atmosphere is normally a difficult challenge. This is because, through growing vegetation, carbon is removed from the atmosphere. This in turn serves to reduce any incidence of climate change naturally. On the other hand, burned or dead and decaying vegetation releases carbon to the atmosphere. This in turn increases the incidence of climate change (University of California, 2015). Therefore, the fact that the wild lands will always have decaying vegetation at any one particular time means that incidences of carbon emissions from the wild lands shall continue. Further, the dead and dried vegetation acts as fuel for wildfires, which when it burns the vegetation, releases a huge quantity of greenhouse gases to the atmosphere. Thus, the recent research seeking to quantify the amount of carbon gas emission that results from California’s wild land ecosystem has indicated that its forests has the potential of releasing a huge amount of greenhouse gases into the atmosphere. The forests acts as huge carbon reservoirs, and it was estimated that the quantity of carbon reservoir in the California’s forest is to the tune of 850 million tons (Gonzalez, Battles, Collins, Robards & Saah, 2015). Most especially, certain types of trees and vegetations were found to be the major reservoirs of carbon. For example, the redwood forests that is near California’s Redwood National Park was found to hold more carbon reservoirs on the ground per hectare, compared to any other ecosystem globally (Gonzalez,

Elements of Evaluation Assignment Example | Topics and Well Written Essays - 250 words

Elements of Evaluation - Assignment Example They are reach, adoption, efficacy, maintenance and adoption. Reach is used to measure the depth in which the intervention is exposed to a specific group of people or a community (McKenzie, Neiger & Thackeray, 2012). Adoption is an analysis of the effectiveness of the way in which intervention strategies have been implemented in a certain community setting. The creation of an intervention program should be based on its ability to be adopted to solve a specific problem (McKenzie, Neiger & Thackeray, 2012). The efficacy of an intervention refers to its ability to address the health problem described. An intervention program should also be maintained. Maintenance of an intervention reflects heavily on the evaluation results of the intervention which reflects the durability of an intervention and its ability to maintained and remain relevance in addressing the health problem stated (McKenzie, Neiger & Thackeray, 2012). After obtaining of the results an intervention can be moved forward by using validity, reliability and sensitivity to change. Validity increases the durability of intervention and helps it maintain relevance in addressing the stated health problem (McKenzie, Neiger & Thackeray, 2012). Reliability is the ability to increase the level at which a health issue is dependable on an intervention program to be solved. Additionally, an intervention can be enhanced by increasing its adaptability feature which increases its sensitivity to adapt to incorporate changes (McKenzie, Neiger & Thackeray,

Domestic Issue Essay Example for Free

Domestic Issue Essay One of the problems that the United States is currently facing is immigration. Every year, a large number of people immigrate to the country to start a new life. They believe this country will bring them answers and will solve their problems in the instant that they arrive. Many do get successful and live the life they dreamed of, and there are even more immigrants who become unfortunate. Still, the problem lies on the fact that too many immigrants exist in the country leaving less opportunities to the American people. It is a fact that these immigrants are talented and hardworking people. Because of their determination to succeed to help their families, most of them are willing to do anything just to make some money and be accepted in the workforce. Most of them agree even to be paid with the minimum amount because having a legal job is important. Employers prefer to hire these immigrants due to the ease of dealing with them. As a result, many Americans workers lose their opportunities to be hired by these employers. The competition is getting tougher, as the number of immigrants increase each year. Another problem that immigration can bring is the spread of diseases to the country. Immigrants come from all over the world and some of them may be hosts of communicable diseases including the human deficiency virus (HIV), hepatitis, or bird flu. This presents a threat to the health of Americans, and to the whole world. Immigration is not all negative if other aspects are analyzed. It might even be a very good thing for the country if it were not in excess. However, it is still a problem, which the

Polysar Limited Essay Example for Free

Polysar Limited Essay Executive Summary This report seeks to explain the key differences between the NASA (North American South American) and EROW (Europe and rest of world) sales performance over the past nine months. There are several reasons causing the sales performance figures currently stemming from NASA to be incomparable with the EROW numbers, including the current practice of transferring large quantities of regular butyl rubber from the Sarnia to the Antwerp production facilities. As Polysar operates globally, it is also important to consider certain international aspects and specific risks. These include, foreign currency exchange fluctuations, potentially creating gains or losses, as well as international taxes and tariffs. The decisions made regarding allocation of profits between the two geographic centers will directly impact the taxes paid in either location. ADD ON WITH SPECIFICS Introduction A high-level overview of Polysar Limited provides an all-encompassing image of the nature of this case, necessary to later effectively focus in on specific financial details and problems. Polysar is Canada’s largest chemical company, with the North American production facility located in Sarnia Ontario. The company splits into 3 main groups including petrochemicals, diversified products, and rubber, of which the latter is the largest representing 46% of sales. This rubber division is the core of the report, as its success is vital to Polysar. The rubber division is split into two geographic centers, in Sarnia Ontario and Antwerp Belgium respectively. (See Appendix 1 for graphical representation). Both geographic centers produce both regular butyl and halobutyl rubbers. In 1985, Sarnia opened a second production facility that has not yet reached capacity. By comparison, Antwerp has only one facility operating at full capacity and still unable to meet demand for regular butyl rubber. To cope with this, the Sarnia transfers large quantities of its production to Antwerp at cost. The inability of the Sarnia facility to earn a profit from these transferred units represents one of the main causes of concern regarding sales performance figures. In order to correctly and efficiently asses the current situation, we will be reviewing a number of criteria, and from there introduce and analyze several alternatives presented by these assessments. Further Recommendations Transfer Pricing As you are aware, the NASA segment is currently charging EROW for the butyl rubber being transferred in order to meet the European demand. This charge is currently calculated on the basis of NASA’s cost. This is only one of three possible approaches that are used to set to transfer prices internally within Polysar Limited. The three options that may be considered are: 1. Set transfer prices at cost 2. Set transfer prices at a negotiated mutually agreed upon level 3. Set transfer prices at the market value  Currently, as the first option is implemented, this is causing the two major problems. The first is in regards to the product mix produced within the Sarnia production facilities. As no profit is recorded for the units that are transferred, the product mix may be decided on a sub-optimal basis. Our team recommends further investigation to determine the necessary information as to if the costs to produce the halobutyl and butyl rubbers within both NASA and EROW. This could lead to decisions of specialization in the Sarnia plants or Antwerp plant for one type of rubber produced if cost savings for that product line is higher than transportation costs of shipping to the other facility. Additionally, another problem being experienced through the current transfer pricing approach is that the NASA does not show any profit on the Polysar internal transfer of rubber. Consequently, the EROW segment may record this profit without the same having the additional fixed costs pertaining to the costly initial investment of the second Sarnia plant amounting $550 million and the associated depreciation. This leads to an unfair representation of profitability for the two cost centers. In terms of which to use for Polysar Limited’s Rubber Segment, setting prices at cost hereby benefits the EROW center, whereas using market price would benefit the NASA segment. This is because then NASA is recording revenue for the units transferred, whereas EROW will not, (provided that the prices in both markets are similar – international arbitrage). With Polysar’s company wide profitability in mind, as well as spirit of fairness in representation for both segments using a de-centralized approach, our recommendation is the use of negotiated transfer pricing. This occurs when the NASA and EROW segments collaborate to agree on a selling/purchasing price for the internationally transferred butyl supply. Implementing this will cause both segments to have better information of the costs and benefits associated with the transfer. To narrow down on what this transfer price should specifically be, a range of acceptable transfer prices will provide an estimate.  As this is an international transfer, there are even more considerations that become relevant. For example, the corporate tax rate applied in North American versus Europe should be considered. Furthermore, management should look specifically into duties, tariffs, foreign exchange rates and risks, as well as governmental relationships. By this token, charging Antwerp a lower transfer price will result in fewer Custom Duty payments as the rubber crosses borders. Flexible Versus Static Budgetary Systems Currently Polysar employs a static budget system for their budgeted level of rubber sales. However, if more butyl or halobutyl rubber is produced and then sold these will cause a variance as composed to budgeted figures. For  example, variable costs will go up, however this may simply be in direct correlation to the increased rubber produced. It is important to be able to analyze if variances are based on volume or cost differences. By tracing the cost variances more closely after implementing this flexible budget system, a better evaluation of management’s performance may be achieved. This can be directly used when considering compensation for managers. INSERT NUMBERS. Employee Compensation Plan Polysar uses the participative budgetary system, which is directly linked to employee compensation. Although this bottom-up approach to budgeting allows for accurate estimates due to managers with specific rubber cost knowledge being involved, it can cause a conflict of interest that may be costly. It is essential, and highly recommended that the NASA rubber division establish a budgetary committee to review the estimates made to ensure the lower level management has not added in budgetary slack intentionally in an effort to achieve their compensation figures based on meeting these targets. However, even the top management currently possesses a huge conflict of interest influencing them in the direction of allowing for budgetary slack as their compensation is up to 50% for both meeting divisional profits, as well as exceeding corporate profit targets. These targets can clearly be met, if costs have been artificially manipulated to be higher than expected. As it is improbable to find members of the budgetary committee who will be completed impartial and not subject to a bonus on the premise of meeting profit targets, responsible accounting should be implemented. This system holds each manager responsible for the estimate of the individual cost and revenue basis for which he or she was in charge of deciding. This means, he or she is essentially responsible to explain the differences between the actual and budgeted results. In order to negate the previously mentioned conflict of interest, it is recommended to include the amount of variance in a manager’s estimate in the calculate of compensation, hereby eliminated large bonuses if the original estimate was not within a certain range of the actual value (extra-ordinary occurrences excluded). Hedging of Risk The nature of the Polysar’s business contains a certain degree of  specialized risk. First and foremost, operating internationally in various currency zones contributes to foreign exchange risk. This can be hedged through capital markets, resulting in lowering risk for the corporation. Also, as there is a great degree of risk for the variable costs of production in relation to the oil, it is imperative to hedge this risk as well. It is very possible to hedge market commodity price risks through capital markets or advance purchase of these oil inputs. This can provide more stability for Polysar Limited as a whole, particularly the key rubber division. Capacity Analysis Appendices Appendix 1 Polysar Rubber

How Organization Wide Change Is Best Carried Out Management Essay

How Organization Wide Change Is Best Carried Out Management Essay Both change and continuity may be desirable for the triumphant accomplishment of change. Picture upon the results of an global investigation the article suggests: 1. Company are deteriorating to fully consider the consequences and implications of change. 2. Many changes individual introduced as a result of contemporary management carry out have negative impacts. 3. The hypothesis of steady linear progress is not always justified. 4. Continuity and change are important complements, and more attention needs to be devoted to the continuity of valued relationships. 5. People should be given the liberty to decide the level and nature of modify required in relation to their exacting activities. 6. More holistic, thoughtful and people centered approaches to management are needed. To really appreciate organizational change and begin guide thriving change efforts, the change agent should have at least a broad understanding of the circumstance of the change effort. This includes considerate the basic systems and structure in organizations, as well as their typical terms and roles. This obligation applies to the understanding of leadership and management of the organizations, as well. That is why divide up courses in business often initially include a course or some discussion on organizational theory. This topic includes several links to help you gain this broad accepting. The following relations broadly reviewed in the following order might be helpful to establish some sense about organizations, and their leadership and management. Overview of Change Management There are several phrase regarding organizational change and development that look and sound a lot similar, but have diverse meanings. As a result of the importance of the topic, there seem to be increasingly different interpretation of some of this phrase, while others are used interchangeably. Without at least some sense of the difference between these phrases, connections about organizational change and development can be more and more vague, confusing and frustrating. Methodology of the study: What is Organizational Change: Typically, the concept of organizational transform is in stare to organization-wide change, as opposed to smaller changes such as addition a new person, modify a program, etc. Examples of organization-wide change might contain a change in mission, reformation operations, new technologies, mergers, major collaborations, rightsizing, new program such as total quality management, re-engineering, etc. Some experts refer to organizational alteration. Often this term designates a basic and radical reorientation in the way the organization operates. What is Provokes Organizational Change: Modify should not be done for the sake of change its a policy to accomplish some in general goal. Usually organizational change is aggravated by some major outside heavy force, substantial cuts in funding, address major new markets/clients, need for dramatic increase in efficiency/services, etc. Typically, organizations must commence organization-wide change to evolve to a similar level in their life cycle, going from a highly instant, capitalist organization to more steady and planned development. Change to a new chief executive can incite organization-wide change when his or her new and unique personality pervades the entire organization. Why is Organization-Wide Change Difficult to Accomplish: Typically there are tough resistances to modify. People are afraid of the unknown. Many people think things are by now just fine and dont appreciate the need for change. Many are inherently cynical about change, particularly from reading about the idea of change as if its a mantra. Many hesitations there are effective means to accomplish major organizational change. Often there are conflicting goals in the organization, to increase resources to accomplish the change yet concurrently cut costs to remain viable. Organization-wide change often goes against the very values detained dear by members in the organization, that is, the change may go alongside how members believe things should be done. Thats why much of organizational-change text discusses wanted changes in the development of the organization, including changes in members values and beliefs and in the way they ratify these values and beliefs. How Organization-Wide Change Is Best Carried Out: Winning change must engage top management, as well as the board and chief executive. Typically theres a champion who originally instigate the change by being creative, persuasive and consistent. A change agent role is usually responsible to translate the vision to a sensible plan and carry out the plan. Change is frequently best carried out as a team-wide attempt. Communications about the change should be common and with all organization members. To maintain change, the structure of the institute itself should be customized, including strategic plans, policies and procedures. This change in the structures of the organization typically involves an unfreezing, change and re-freezing procedure. The best approach to address resistances is from side to side increased and continued communications and education. For example, the leader should meet with all managers and employees to explain reason for the change, how it usually will be carried out and where others can go for supplementary information. A plan should be developed and communicate. Plans do change. Thats fine, but communicate that the preparation has tainted and why. forum should be held for organization members to state their ideas for the plan. They should be able to state their concerns and aggravation as fit. Some General Guidelines to Organization-Wide Change: In adding to the general strategy listed above, there are a few other basic guidelines to keep in mind. 1. Consider using a counselor. Ensure the consultant is highly knowledgeable in organization-wide change. Ask to see reference and check the references. 2. Widely communicate the possible need for change. Communicate what youre doing about it. Communicate what was done and how it work out. 3. Get as much advice as sensible from employees, including what they think are the problems and what should be done to determine them. If possible, work with a team of employees to manage the change. 4. Dont get wrap up in doing change for the sake of change. Know why youre making the change. What goal do you hope to achieve? 5. Plan the change. How do you plan to get to the goals, what will you need to reach the goals, how extended might it take and how will you know when youve reach your goals or not? Focus on the coordination of the departments/programs in your organization, not on each part by itself. Have someone in charge of the plan. 6. End up having every employee in the end exposure to one person, if possible, and they should know who that being is. Job images are often complained about, but they are useful in specifying who reports to whom. 7. Delegate decision to workers as much as possible. This includes yielding them the power and responsibility to get the job done. As much as possible, let them decide how to do the project. 8. The process wont be an it will take longer than you think. 9. Keep perspective. Keep listening carefully on meeting the needs of your consumer or clients. 10. Take care of yourself first. Organization-wide change can be extremely stressful. 11. Dont look for to control change, but rather to expect it, appreciate it and manage it. 12. Include conclusion in the plan. Recognize and celebrate your accomplishments. 13. Read some resources about organizational change, as well as new forms and structures. Finds of the study: Harley-Davidson copes against Suzuki to survive and take over in the market by the following way: Level 1- shaping and anticipating the future : At this level, Harley-Davidson start out with few assumptions about the business itself, what it is good at, and what the future will be like. Management generates alternate scenarios of the future, defines opportunities based on these possible futures, assesses its strengths and weaknesses in these scenarios changes its mission, measurement system etc Level 2 Harley-Davidson defining what business to be in and their Core Competencies: Many attempts at strategic planning start at this level, either assuming that: 1) The future will be like the past or at least expected 2) The future is personified in the CEOs of Harley-Davidson vision for the future 3) Management doesnt know where besides to start 4) Management is too scared to start at leve because of the changes needed to really meet future necessities 5) The only permission they have is to refine what job already exists. After a mission has been defined and SWOT strengths, weaknesses, opportunities and threats analysis is finished, an organization can then define its actions, goals, strategies. More information on this is in the next article, moving from the Future to your Strategy. Level 3 Reengineering (Structurally Changing) Your Processes: Either as a result or result of level one or two work Harley-Davidson independent action, level three work focuses on basically changing how work is consummate. Rather than focus on modest improvement, reengineering focuses on making major structural changes to everyday with the goal of considerably improving productivity, efficiency, quality or customer satisfaction. Level 4 Incrementally Changing your Processes: Harley-Davidsons changes are focus in making many small changes to obtainable work processes. Oftentimes organizations put in substantial effort into getting every employee focused on creation these small changes, often with substantial effect. Unfortunately, making improvement on how a buggy whip for horse-drawn carriages is made will hardly ever come up with the idea that buggy whips are no longer necessary because cars have been invented. To read more about organizational changes and how it compare to level , We trained an internal facilitator, helped them deliver teaching in a just-in-time fashion, and had them focus on specific technical problems. The team management shaped reduced early quality defects by 48%. The disadvantage of such an incremental move toward includes avoid structural, system-wide problems, and assume existing processes need modest development. In addition, using incremental approaches can be frustrating to employees and management if does not catch on in the organization. As a result of these disadvantages, many organizations experience a high risk of failure in the long run. Harley-Davidson also takes positive decisions in the following ways: These levels have much of the similar goal increasing customer fulfillment, doing things right the first time, greater employee efficiency, etc. in spite of these similarities, they differ considerably in the methods they use to achieve these goals. In Harley-Davidsons skill, companies that use this method tend to have a elevated need for change, risk-tolerant management, comparatively few constraint and have considerable agreement among its management on what to do. Types of industries include those whose environment requires rapid revision to fast-moving events, electronics, information systems and telecommunication industries. Companies using mostly incremental tools have management that perceives only a unassuming require for change, is relatively risk-avoidant, has many constraint on its events and only has a modest consensus among themselves on what to do. Harley-Davidson using level three methods. If they are considering changes in business lines, re-organizing by customer instead of by purpose, or making key changes in how the everyday employee is being paid, they are using method. regrettably, all of this argument hinges in managements belief about how much change is necessary. This belief often hinges on their often unaided beliefs of: 1) How well the organization performs compare to other organizations a not have of benchmarking. 2) What the future will be. As a result, my suggestion is that organizations conduct scenario/strategic planning movements anyway, even if they have by now decided that incremental method will be sufficient to solve their problems. This way organization can be aware of the limits of the lower-level methods they are using and understand when it is best to throw away these lower-level methods for something more substantive. Based on this exercise, comparison of existing inner processes with world-class examples benchmarking and market study, management may come to realize how much change is necessary. Goals Based on no matter what level work you are doing, the chance that are found need to be evaluate to determine which of them best suit the obtainable and future capability of the organization and offer the most bang for the buck in terms of development in your measures of success. In calculation, goals need to have the resources. Harley Davidson uses the slogan We will expand into the polystyrene market within the next five years and achieve 20% market share. Strategies Harley-Davidson focuses on what, strategies focus on how. Some examples include: We will re-engineer our research and development process We will evaluate and improve our sales and marketing department We will conduct a SWOT analysis and then define our core competencies Supplementary examples of strategy are included in the affecting from the future to your strategy. Wait a second. Arent goal and strategy really the same. They are in one sagacity as they both need to be SMART. As what you force guess, the goals of a level are achieve by create strategies at the minor levels. History of Harley Davidson: William S. Harley and Arthur Davidson make available to the public the first production Harley-Davidson motorcycle. The bike was built to be a racer, with a 3-1/8 inch bore and 3-1/2 inch stroke. The factory in which they worked was a 10 x 15-foot wooden shed with the words Harley-Davidson Motor Company crudely scrawled on the door. Arthurs brother Walter later joins their efforts. Harley-Davidson Motor Company is incorporated on September 17th. The stock is split four ways between the four founders, and staff size has more than doubled from the previous year to eighteen employees. Factory size is doubled as well. Dealer recruitment begins, targeting the New England region. In 1908, Walter Davidson himself scored a perfect 1000 at the annual Federation of American Motorcyclists (FAM) Endurance and Reliability Contest. Three days later, he set an FAM economy record at 188.234 mpg. Also in 1908, the first motorcycle sold for police duty was delivered to the Detroit police force. By 1909 Harley-Davidson was bustling, and the partners introduced the very first Harley-Davidson V-twin engine, a design that continues to thrive to this day. From that base, they built twin-cam V-twins, overhead-cam V-twins and 4-valve V-twinsall before 1920. The company exported its first bike, to Japan, in 1912. In 1916, the company began publishing a magazineThe Enthusiastfor its customers. Still available today, it stands as the longest continuously published motorcycle periodical in the world. During the war, the famous Wrecking Crew, Harleys team of factory riders, was nearly unbeatable in racing, and in 1921, the Crew won every race during the season. Although prime competitor Indian was two years older than Harley-Davidson, Harley was already becoming dominant, both in sales and racing. To further spur buyers, Harley introduced bike financing in 1923. Despite the fact that the country was in the throes of the Great Depression, in 1938 Harley-Davidson introduced the overhead-valve V-twin engine that would come to be known as the Knucklehead, as well as the sophisticated new bike that went around it. That engine and its refinements stuck around for 12 years. The same year, Harley licensed the manufacture of and supplied tooling for a Japanese version of the Harley, called Rikuo, for which the Japanese company Sankyo never paid any royalties. In 1937, Harleys factories were unionized. Mission of Harley Davidson Heritage Harley-Davidson fulfills dreams by providing all riders and customers with a friendly, comfortable and knowledgeable Harley-Davidson environment. We will consistently treat everyone with fairness and integrity and be genuinely interested in their satisfaction and in maintaining a long term relationship. Vision of Harley Davidson Our vision is to provide an unsurpassed experience for all motorcycle enthusiasts while providing fulfilling, worthwhile work and growth opportunities for our team of trained professionals. We strive for continuous improvement in everything we do. Our Work Values Integrity; Loyalty; Fairness; Competence; Sharing knowledge; Accomplishment. We ride with our customers and apply this deep connection in every market we serve to create superior value for all of our stakeholders. Harley-Davidsons values are These are our values. They are the heart of how we run our business. They guide our actions and serve as the framework for the decisions and contributions our employees make at every level of the Company. Tell the Truth. Be Fair. Keep Your Promises. Respect the Individual. Encourage Intellectual Curiosity. Harley-Davidsons financial reports: In Millions of USD (except for per share items) 3 months ending 2009-12-31 9 months ending 2009-09-27 3 months ending 2009-06-28 3 months ending 2009-03-29 3 months ending 2008-12-31 Revenue 893.65 3,888.26 1,277.61 1,395.32 1,342.92 Other Revenue, Total Total Revenue 893.65 3,888.26 1,277.61 1,395.32 1,342.92 Cost of Revenue, Total 743.86 2,738.14 953.45 907.33 959.56 Gross Profit 149.79 1,150.12 324.16 487.99 383.36 Selling/General/Admin. Expenses, Total 256.39 594.78 209.89 221.08 246.05 Research Development Depreciation/Amortization Interest Expense(Income) Net Operating Unusual Expense (Income) 122.34 130.33 43.52 34.86 0.00 Other Operating Expenses, Total Total Operating Expense 1,122.58 3,463.24 1,206.86 1,163.27 1,205.61 Operating Income -228.93 425.01 70.75 232.05 137.31 Interest Income(Expense), Net Non-Operating Gain (Loss) on Sale of Assets Other, Net Income Before Tax -238.10 416.76 69.53 223.74 138.04 Income After Tax -147.17 217.81 19.75 117.35 91.94 Minority Interest Equity In Affiliates Net Income Before Extra. Items -147.17 217.81 19.75 117.35 91.94 Accounting Change Discontinued Operations Extraordinary Item Net Income -218.70 163.58 19.75 117.35 77.81 Preferred Dividends Income Available to Common Excl. Extra Items -147.17 217.81 19.75 117.35 91.94 Income Available to Common Incl. Extra Items -218.70 163.58 19.75 117.35 77.81 Basic Weighted Average Shares Basic EPS Excluding Extraordinary Items Basic EPS Including Extraordinary Items Dilution Adjustment 0.00 0.00 0.00 0.00 Diluted Weighted Average Shares 232.72 234.43 233.52 232.65 232.04 Diluted EPS Excluding Extraordinary Items -0.63 0.93 0.08 0.50 0.40 Diluted EPS Including Extraordinary Items Dividends per Share Common Stock Primary Issue 0.10 0.30 0.10 0.10 0.33 Gross Dividends Common Stock Net Income after Stock Based Comp. Expense Basic EPS after Stock Based Comp. Expense Diluted EPS after Stock Based Comp. Expense Depreciation, Supplemental Total Special Items Normalized Income Before Taxes Effect of Special Items on Income Taxes Income Taxes Ex. Impact of Special Items Normalized Income After Taxes Normalized Income Avail to Common Basic Normalized EPS Diluted Normalized EPS -0.29 1.22 0.21 0.58 0.40 Findings of the study: There are no typical activities that always effectively address certain types of issues in organizations. Many times, the achievement of a project lies not with having chosen the perfect choice of actions, but rather with how honest and participative people were during the project, how much they learned and how open they were to altering their plans for change. However, there are some basic consideration that most people make when select from among the many choices for organizational expansion, or capacity building, actions. Considerations include: First, does the change-management method propose what organizational growth activities to use now, for example, the method of strategic management might propose that a SWOT analysis be done, strategic goals be recognized along with action tactics for each goal, and then achievement of the action plans be closely monitor. Frequent Monitoring the Dealers: Continuous monitoring system is very important to observe the market. Therefore Marketing Executives visit to the distributors should be more frequent like other competitor companies To Increase good relationship: Distributors are the main sources for the sales of motor cycle products. So my recommendation is that, the company should extend and increase good relationship with all dealers and salesmen. Price Stability: Presently because of Under rate process the distributors are facing different problems. As Under rateof product price creates a great problem in smooth selling, therefore price stability of all product is very much necessary. Availability of marketing executives: In present competitive market situation most of the competitive companies are engaging a big marketing executives to capture the market. In compare with that marketing executives are not sufficient to cover all of the distributors. So marketing executives availability should be ensured. Low price of products: At present the price of Harley-Davidsons products is relatively high in comparing to other competitor companies product. But to capture the market and reach their product to all kind of customers, my recommendation is that, Walton should reduce somewhat their product price. Recommendation of the study: 1. Standard Advertisement Advertisement plays a vital role to run any business well. But in my survey, I have found hat the advertisement of Harley-Davidsons is not satisfactory at all. So the company should pay more attention to advertising. 2. Quality of the products: From my survey I came to know that the of some products of Harley-Davidsons is very low. Some products create disturb even two or three months after selling. If Walton wants to exist in the market for long time and face the competition, it must concentrate on better quality products. Continuous customer contact and monitoring is essential. 4 Integrated Marketing Communication (IMC) must be used. 5. Customer attraction and retention policy should be modified. 6. To identify new area where the product is not available. At last I want to say that the company should practice Total quality management (TQM) properly. Conclusion: merely put, strategic planning determine where an organization is going over the next year or more, Harley Davidson how its going to get there and how itll know if it got there or not. The focus of a planned plan is usually on the whole organization, while the focus of a business plan is typically on a particular product, service or program. There are a variety of perspective, model and approaches used in strategic planning. The way that a strategic plan is residential depends on the nature of the organization leadership, culture of the organization, complexity of the organizations environment, size of the organization, expertise of planners, etc. For example, there are a variety of strategic planning models, as well as goals-based, issues-based, organic, scenario some would state that circumstances planning are more a method than model. goals-based planning is most likely the most common and starts with focus on the organizations mission and vision, values, goals to work toward the mission, strategies to achieve the goals, and act setting up who will do what and by when. Issues-based strategic planning often starts by examining issues facing in the Harley Davidson organization, strategies to address those issues, and action plans. Organic strategic planning might start by articulating the organizations vision and values and then action plans to achieve the vision while adhering to those values. Some planners prefer a particular approach to planning, eg, appreciative inquiry. Some plans are scoped to one year, many to three years, and some to five to ten years into the future. Some plans comprise only top-level in order and no action plans. Some plans are five to eight pages long, even as others can be significantly longer.

Woman Warrior Essay -- Maxine Hong Kingston

The Woman Warrior Argumentative Essay Maxine Hong Kingston’s novel The Woman Warrior is a series of narrations, vividly recalling stories she has heard throughout her life. These stories clearly depict the oppression of woman in Chinese society. Even though women in Chinese Society traditionally might be considered subservient to men, Kingston viewed them in a different light. She sees women as being equivalent to men, both strong and courageous. In a few stark story, depressing in their own unique way, attempts to disprove the traditional Chinese saying â€Å"it’s better to have geese than girls†. The first talk-story told to Kingston by her mother deals with the suicide of one of her aunts, who remains nameless throughout the tale. After becoming pregnant from a man other than her husband, Kingston’s aunt is forced to conceive the illegitimate child in a pigsty, while the villagers raid and destroy her home. The next morning the disgraced woman plunges down a well while holding her newborn child, resulting in both their deaths. Kingston’s mother told her this story as a warning; to avoid being a disgraceful and disloyal woman like her aunt. Kingston, however, does not view her aunt as a promiscuous woman, but rather a victim or a martyr. â€Å"Imagining her free with sex doesn’t fit†, she claimed. Kingston imagines her aunt as a woman who abandoned the traditions set forth by China’s extremely patriarchal society. She saw her and someone who did what so many Chinese women shou...

Idealism in Auden’s O who can ever gaze his fill, Out on the lawn I li

Idealism in Auden’s O who can ever gaze his fill, Out on the lawn I lie in bed (A Summer Night 1933), and The Shield of Achilles W.H. Auden’s poems are celebrated for their intelligence, detachedness, and musicality. Often, idealism is associated with romanticism and the excessively personal, because it is an attempt at envisioning the world as it ought to be and not as it is. However, Auden successfully blends idealism into his objective poems, and this idealism manifests itself in his â€Å"O who can ever gaze his fill,† â€Å"Out on the lawn I lie in bed† (â€Å"A Summer Night 1933†), and â€Å"The Shield of Achilles.† In â€Å"O who can ever gaze his fill,† mortals from various walks of life comment on their ideals while Death watches over them. Composed of four stanzas, Death’s refrain succeeds the mortals’ thoughts and gets the last say in each instance. In the first stanza, the farmer and the fisherman look upon the water and the land fondly, believing that the traditional life of hard work coexists with their closeness to nature. This ideal life is how their forefathers have lived, and it is how â€Å"the pilgrims from [their] loins† should live in the years to come (6). However, Death remarks as it oversees the â€Å"empty catch† and â€Å"harvest loss† (9) that, â€Å"the earth is an oyster with nothing inside it† (12). Therefore, it advises, forget this ideal and â€Å"throw down the mattock and dance while you can† (15). This advice can be seen as giving up on the traditional way of life, so that the fisherman and the f armer no longer have to be bound to their toils. Death also says, â€Å"Not to be born is the best for man† (13), and this phrase is repeated in the subsequent stanzas. In the ideal world, perhaps mankind is not born i... ...ion, love, art, and nature. This idealism, far from being romantic, is imbued with rationality. Often, it is also countered by a strong cynicism. Using haunting imageries and melodic poetic devices, Auden successfully demonstrates a balanced sense of idealism in his â€Å"O who can ever gaze his fill,† â€Å"Out on the lawn I lie in bed† (â€Å"A Summer Night 1933†), and â€Å"The Shield of Achilles.† * some versions of the poem, like the one in Selected Poems, ed. Edward Mendelson (Vintage) appear to have 15 stanzas. Works Cited Auden, W.H. â€Å"A Summer Night 1933.† In The Colleced Poetry of Auden, pp. 96-98. New York: Random House, 1945. Auden, W.H. â€Å"O who can ever gaze his fill.† In The Colleced Poetry of Auden, pp. 224-226. New York: Random House, 1945. Auden, W.H. â€Å"The Shield of Achilles.† In The Shield of Achilles, pp. 35-37. New York: Random House, 1955.

The Endless Circle in William Faulkners Barn Burning :: Barn Burning Essays

The Endless Circle in William Faulkner's Barn Burning      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   William Faulkner's short story â€Å"Barn Burning† is the tale of a southern man forced into a role by society.   â€Å"Barn Burning† takes place in the post Civil War South where a mans place in society is derived by their actions during the war.   Ab Snopse, a man who served both the North and the South, is plagued with his non-allegiance and failure to accept authority.   When Ab comes into conflict with his employer, he finds himself taking control from the authority figure, and reverting back to his mercenary ways.   Having no allegiance, Ab makes the move from helping hand to the enemy by burning down barns.      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Along with many of Faulkner's short   stories, â€Å"Barn Burning† is set in the imaginary Mississippi county of Yoknapatawpha.   During the restoration of the South, the time period following the Civil War, the only thing that kept the South alive and running where the memories of fallen heroes and the belief that the South would someday regain the status that it had once held.   Families like the Sartorises and the de Spains were glorified and praised for honors that their family members had achieved during battle.   The honor that families like these were granted placed them in public offices, and gave them opportunities to prosper where others could only dream about.   This same honor seemed to carry on to those who shared the names of the great war heroes.   â€Å"‘Hey', the Justice said. ‘Talk louder. Colonel Sartoris?   I reckon anybody named for Colonel Sartoris in this county can't help but tell the truth, can they?'† (Kennedy 163).      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   On the other hand, the Snopses are viewed as dishonorable.   During the war, Ab Snopse was considered a mercenary for serving both sides of the way.   â€Å" ...nights passed during those four years in the woods hiding from all men, blue and gray, with his strings of horses (captured horses, he called them)† (165). Ab stole horses from the North and the South, to earn a living.   He was even shot by a confederate soldier, â€Å"His father turned, and he followed the stiff black coat, the wiry figure walking a little stiffly from where a Confederate provost's man's musket ball had taken him in the heel on a stolen horse thirty years ago...†(164). Actions like these caused the community to look down upon the Snopses, which in turn caused Ab to invoke revenge upon his adversaries.      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   When Ab comes into conflict with an employer, he reverts to his old Civil War ways of non allegiance to benefit himself.

Immigration at Ellis Island Essay

Specific Purpose: to inform my audience about the immigration process at Ellis Island Central Idea: The immigration process at Ellis Island had four main steps: arriving at Ellis Island, the medical examination, interrogation, and actually leaving the island Method of Organization: chronological Introduction Have you ever wondered where your family history lies and how your ancestors ended up in America? Well, chances are that your ancestors traveled to America and entered through Ellis Island in New York City. Ellis Island opened on January 1, 1892 and became our nation’s most popular immigration station. Up until its closing in 1954, the station processed over 12 million immigrants. In order to become a citizen, though, there were four main steps in the process of immigration at Ellis Island: arriving to America, a medical examination, interrogation, and actually leaving the island. Transition: First I will tell you about the first step of immigration. Body I. The first step in the immigration process at Ellis Island is actually arriving to Amrtica. a. Once the ship arrived in New York Harbor, inspectors came on board to inspect the first and second class passengers. i. The inspectors checked for any contagious diseases plague, measles, and typhoid fever, as well as others. ii. If any passenger was suspected of having a disease, they were sent further on to Ellis Island, which happened very rarely. iii. According to ellisisland.org, the theory was that if a person could afford to purchase a first or second class ticket, they were less likely to become a public charge in America due to medical or legal reasons. b. This first step was far different for â€Å"steerage† or third class passengers. i. After the first and second class passengers disembarked in the harbor of New York, the third class passengers were then sent to Ellis  Island for a thorough inspection. ii. They were transported to Ellis Island by a ferry that could tak e only 30 passengers at a time. iii. Before boarding the ferry, each emigrant received a nametag with their individual manifest number that was then stuck to their clothes. Transition: Next I will tell you about the second step of immigration. II. The second step in the immigration process at Ellis Island is the medical examination. a. Once on the island, the immigrants were viewed quickly by doctors to look for weakness, heavy breathing, which was an indication of heart problems, and signs of mental illness. b. After every immigrant passed, a doctor with the help of an interpreter examined the hair, face, neck, and hands of every person. i. If the doctor noticed something abnormal, he would write a letter on the immigrant’s clothing as a sign that an area needed to be checked more thoroughly. ii. About 2 of 10 immigrants got a letter on their clothing. iii. This check was known as the â€Å"six second physical.† c. Next was the eye exam.  i. The eye doctors searched for a disease of the eyes called trachoma, which is an eye disease that can cause blindness and can lead to death. ii. According to the Ellis Island information website, the nearly 50% of those who had to be examined further before registration was due to this eye disease. d. If an immigrant had other diseases or was too sick or weak to manage work, they were not allowed to enter the United States. i. Sick children 12 years of age and older were sent back by themselves to their home country. ii. Children under 12 years of age that were not allowed to stay in the United States were forced to go back with one parent. Transition: Now I will tell you about the third step of immigration. III. The third step in the immigration process at Ellis Island is interrogation. a. After the check-up with the doctors, the immigrants were sent to the registry room to stand in lines to wait for the interrogation. i. Here the inspectors would double check the name, age, religion, last  residence, sex, civil stats and if the immigrant should meet up with some other relative. ii. Every inspector had only approximately two minutes with each immigrant to determine that the information was correct and that the person could take care of himself and fulfil the demands to be able to stay in the United States. iii. Due to the time with each immigrant being short, this is where the spelling of some immigrant’s names would end up being spelled wrong. Transition: Lastly, I will tell you about the fourth and final step of immigration. IV. The fourth step in the immigration process at Ellis Island is getting to leave the island. a. After approval and receiving their â€Å"landing card†, it was time to prepare to leave the island and continue to their final destination. b. Before leaving the island, immigrants were able to exchange money, buy travel tickets, and claim their luggage. i. Immigrants were able to exchange gold, silver, and foreign currency for American dollars. ii. For those immigrants who wanted to travel to further cities outside of New York would buy train tickets to get to their destination. iii. After everything was said and done, immigrants were able to claim their luggage and leave the island. Conclusion With their landing card, American money, train ticket, and luggage in hand, the immigrants were ready to leave Ellis Island and embark on their journey in America. If you are ever bored some Sunday afternoon I suggest going to Ellis Island’s website where you can enter your ancestor’s name and do a passenger search. According to thestatueofliberty.com, today, over 40% of America’s population can trace their ancestry through Ellis Island. I found all of my great-great grandparents’ names and their information on the manifest sheets, and it truly is amazing to see.

Between Technology and Criminal Justice

I. Introduction As information plays a vital role in the advancements of criminal justice system, technological changes are closely related to the best conduct of criminal justice. The very efficiency of system can be integral to the quality of justice it provides. Moreover, the timely dissemination of information through new technologies too has larger impacts on criminal justice system. At present, technological development has become more complex and it has given birth to new types of databases which are qualitatively different.The purpose of this paper is to analyze the effects of technological advancements pertaining to the communication capabilities of criminal justice system. It would the merits and demerits of major databases such as AFIS, Live Scan, Facial Recognition, and Iris Scan briefly and compares them in their strengths and weaknesses. II. Technology, Database and Criminal Justice Over the years, information technology has become a key component of the criminal justic e systems as it has unprecedentedly enhanced the communication capabilities of database available for the conduct of criminal justice.Not only the inquiry bodies such as police but also courts and governments as decision making agencies too make use of advances information and communication technologies in their pursuit of criminal justice. Blitz (2004) has argued that the creation of databases for entire population itself is illegal and categorically asserts that â€Å"it is not merely the continuing observation of activities that undercuts privacy, but to an even greater degree, the ongoing recording of these activities†.Importantly, criminals too have been using sophisticated technology not only for cyber crimes but also for inflicting severe crimes over several realms of social life. Technologically sophisticated databases â€Å"such as GPS tracking bracelets, biometric scanners, online offender indexes, and DNA databases–give the government power to control dange rous persons without relying on any exertion of physical control† (Murphy, 2008). Automated Fingerprints Identification Systems (AFIS) enables the checking of criminal history records of a person just a matter of minutes.It has been argues that â€Å"the ability of AFIS systems to search millions of records in minutes and present candidates to the latent print examiner borders on the incredible† (Komarinski, 2005). AFIS is technologically sophisticated mainly in three counts; quantity wise-the extent of fingerprints could be cross checked, quality wise- the extent of correctness of the information and time wise-the extent of time saving and other related benefits involved. AFIS can be helpful not only in identifying criminals but also the victims of crime.Following the World Trade Center attack, it is with the help of AFIS, â€Å"the latent print examiners were able to identify over 300 victims, bringing closure and comfort to their families. This would not have been p ossible without AFIS technology† (Komarinski, 2005). It is also helpful for identifying people with memory disorders or who are dead. Moreover, it could be as intense as possible to integrate the entire biometric details of all the people in the world.Also, it is possible to link AFIS systems easily with other databases too. AFIS can also be used in avoiding welfare cheating and the right allocation of government services for the right people. As AFIS systems grow in spectacular speed, a latent print found at crime site could be compared against all the known people and if not matching, could be stored for future match. Iris Scan is highly advanced as â€Å"which are per perceived to have a higher accuracy rate than traditional facial recognition programs†.Also, Iris scan enables the documentation of ones identity without even his/her identity as it is legal in most countries to snap the image of a person in public. It also could be potentially used for imposing â€Å" residency and movement restrictions that declare certain areas off limits to particular individuals† who have conditional paroles, barring notices or stay away orders. However, it gives the possibility of the misuse of Iris Scan databases for segregating ethnic minorities or other dissident groups.A technology like Live Scan or Iris Scan can be an easy tool for governments and big corporations to breach the privacy of innocent individuals and authoritarian regimes could well use them for surveillance of the entire population. Also, such databases and techniques could be hacked by criminal elements and used for terrorizing the whole world. Murphy (2005) has pointed out that government strategies virtual contol could be more dangerous than physical control as still the â€Å"courts unduly focus on the physical world as the relevant metric against which all restraints are judged.As a result, technologies of restraint are imposed without necessary procedural safeguards†. Th e unaccountability of the possible uses of databases by the governments too is a matter of alarming concern. In other words, a technological development such as Iris Scan enables the government and security agencies to monitor the entire population amounting to imprison people in a prison without walls. In comparison, it could be argued that Iris Scan could be considered as the best available database could be used fro criminal justice.It does not involve any physical touch for the obtaining of date and it could be taken without the consent of a person. Moreover, Iris Scan could be well used to obtain the sample even from an unwilling person without using force. III. Conclusion The technological advancements have helped the conduct of criminal justice faster, accurate and less procedurally complex. More than punitive measures, database could be used also for affirmative actions such as victim identification, welfare distribution, cheat prevention etc.However, it opens up new possibi lities for abuse as well such as those by authoritarian regimes and commercial interests in monitoring the population. Reference Blitz, M. J. (2004). Video Surveillance and the Constitution of Public Space: Fitting the Fourth Amendment to a World That Tracks Image and Identity. Texas Law Review. 82 (6). pp. 1349-85 Komarinski, P. (2005) Automated Fingerprint Identification Systems (AFIS). Burlington. Elsevier Academic Press. Murphy, E. (2008). Paradigms of Restraint. Duke Law Journal. 57 (5). pp. 1321-45

Tools and Skills for Performance Consulting

Useful Tools and Techniques for Performance Consulting Many researchers have developed experiments within several organizations that demonstrate the right approach to effective performance consulting. Bell and Jones (2008) reported that â€Å"Research and theorizing recognizes that a manager's identification and judgment of a moral problem is a subjective, socially constructed process that can be influenced by principles, theories, and values†(p. 503). Furthermore, research also offers suggestions that serve as a useful guide when engaging in the consulting process.However, when consulting there are seven critical skills that must be used when consulting, and they are as follows; one must define clear objectives and goals, maintain confidentiality, involve people that will be affected by project, forge a partnership, have clear communication, develop contract, and also have a strategy. The purpose of this research paper is to correlate different ways that prove some technical and critical skills of consulting. This paper also intends to give examples and offer techniques used through research that can help one to consult flawlessly.There are several different strategies that can be used during the performance consulting process. When engaging in performance consulting the consultant should find out some information about the company prior to meeting with the client. According to Thamain (2004), effective consultants are social architects who foster a climate of active participation by involving people at all organizational levels in the assessment of the existing system, and in the planning and implementation of the desire change.They also build alliances with support organizations and upper management to assure visibility, priority, resource availability, and overall support for sustaining the organizational improvement beyond its implementation phase†(p. 42). The first section highlights and analyzes the seven critical skills needed to consult. T he second section suggests guidelines for the five tools and techniques which can be used to consult flawlessly. Lastly, the final section acknowledges some leadership behaviors that can be used to help organizations meet their needs.One of the key concepts to consulting is to understand the basic needs of a client. When making initial contact with the client, the purpose of the project must be defined immediately. In addition to that, it is good to make sure that both the consultant and client are clear of what the objective of the project is. From the start be sure to develop a mutual understanding of what the issue is, and if there are any underlying problems that contribute to this. If employees need to be involved, it is best to relate the intervention being used to the companies’ goals or mission statement.Employees show much more interest knowing that their involvement will help for the better of the organization and not just one individual. According to Thamhain (2004 ), â€Å"Organizational members are more likely to engage in a development initiative if they perceive it to be clearly related to the goals of the company. Clear linkages between the intervention and company mission, goals, and objectives create enthusiasm and desire to participate, as well as lowering anxieties and helping to unify the people behind the intervention†(p. 42).The employees must feel confident about the interventions that are going to be used if not they will be less reluctant to offer insight. The consultant must also inform the client to keep staff informed on the status of the project so that the client feels they’re playing a role in the consulting process. Understanding the basic needs of the client could help the process to get executed in a timely manner. During the consulting process one must expect some resistance at some point, because employees may feel like the consultant hasn't made them feel confident about the outcome of the project.Anoth er key aspect of consulting is to maintain confidentiality. In addition to that, the client must feel that any information that is revealed in the project will not be leaked out to anyone outside of the organization. This is a useful tool to help to ensure buy in from the client and any employees that might be involved in the project. If client does not feel that the companies’ information is secure then the information provided will not be accurate. Confidentiality can be linked to several aspects of the consulting process, in that it can help you to understand what clients value most.According to Parker (2003) , when you develop a better understanding of what clients value it can increase both client satisfaction and help improve a organization’s performance (Parker, 2003). By understanding your client’s needs it will help link objectives of the project closely to the goals of the company. Consequently, this will help to gain more support from not only clients , but also the consultant will receive even more support from individuals within the organization. By understanding the client’s needs it increases the probability of getting to the root of the problem.In the end this will help to make implementation and feedback go smoothly. Thamain (2004 ) reported that â€Å"Consultant’s will have a better chance for smooth implementation and for gaining organizational acceptance of the new system if they can show that the newly developed process is consistent with already established values, principles, and practices, rather than a new order to be imposed†(p. 43). In the consulting process it is very important to involve any party who will be affected by the project. By involving all parties who will be affected by project it will help to obtain a better outcome.Once employees know that there is something in it for them, they feel obligated to offer information. Throughout this process the employer must value their employees ’ opinion, as well as offer support and recognition. This will help to enhance employee engagement on the regular issues that come up on a daily basis. Thamhain (2004) reported that, â€Å"While expert based consulting has dominated the project management field, it is critical to also engage in more process oriented consulting, ensuring that relevant organizational members are part of the intervention† (p. 3). In addition to that Sussman and Norton (2009) reported that â€Å"to achieve excellence, organizations must seek and implement effective tools and techniques to transform quality from an abstract concept to a shared value embedded in the fabric of everyday part of an organization† (p. 7). It is important to involve anyone who will be affected because they are the best change agents when it comes to assessing the situation, searching for solutions, and evaluating new tools and techniques.One of a consultant’s most useful tools is being capable of for ging a partnership with the client. This is useful in that once this is established it helps create a joint effort in executing the issue and discovering what the objective will be. It is very important to learn some background information about your client prior to your first meeting. Lacey, Thompkins, and Egan (2007) reported that â€Å"Internal practitioners must understand the language and culture in which they operate.In business organizations this means a working knowledge of key business processes including strategy formulation and implementation within a global context. While Consultants are not hired to be experts in strategy, they must have an understanding of the unique expertise that offers in ensuring the success of strategic initiatives† (p. 2). With that being said, this is one of the key concepts to successful consulting in that it assures the client that you are serious about affecting change within the organization.In addition to that, clients tend to feel m ore comfortable when they are confident that you are looking out for their best interest. Furthermore, from beginning to the end of the consulting process both parties must have clear communication, and both the consultant and client should make all phases of the process clear to everyone involved in the project. Having clear communication can help establish what direction the project will go in and will also build up the client’s confidence of having a successful outcome.By establishing this you will better understand what the clients expectations are, and you will already have an idea of what it will take to get there. According toThamhain (2004), team members will be more likely with implementing new management processes, tools, and techniques to cooperate with necessary organizational requirements, if management clearly articulates the criticality to business performance and the benefits to the organization and it’s members (Thamhain 2004).Communication helps both the client and the consultant feel more comfortable and it also leaves room to receive honest feedback from all parties involved in the process. According to Mellor and Dewhurst (2009), when you establish a line of sight, an effective internal communication function helps make sure the strategy is clearly defined and supports people translating the business strategy into action (Mellor and Dewhurst, 2009).Furthermore, effective communication helps everyone be accountable for the objectives or any measures that they come across, and whatever get measured usually gets done. Several companies have discovered that when consulting the contract is one of the most important things of the process. It helps to protect both the client and the consultant. This serves as the agreement where the consultant and client define each other’s roles in executing the project. Norton Jr. nd Sussman (2009), reported that â€Å"contracts, agreements in principle, and letters of understanding are ex amples of documents designed to transform implicit assumptions into explicit behaviors; however, each prescribes expectations or behaviors at the individual level rather than the team level† (p. 9). When consulting another critical skill is having a strategy set up in a way that both the consultant and the client understand how to move forward. Communication is key because it helps everyone involved in the process understand what is expected of them by opening clear barriers of communication.According to Sussman and Norton (2009), when one is communicating a strategy an effective team uses tactics that enable managers and employees to discuss, engage and internalize the strategy so that they can bring it to life, understand what it means and translate it into everyday actions and behaviors (Sussman and Norton, 2009). Therefore, consultants must understand that using strategies and brainstorming is one of the key concepts of the consulting process, and if this is not establishe d from the beginning the entire project will be a disaster.It is also important to establish rapport with the client in that it will help to build a stronger collaborative working relationship throughout the process. Owen, Goldwasser, Choate, and Blitz (2008) reported that â€Å"by translating the business strategy into operational goals, and by creating structures and processes to enable collaboration across all segments of the organization, innovation leaders can motivate and enable new behavior† (p. 40). Furthermore, research often suggests several types of critical steps that are involved in consulting, however, it is solely up to the consultant to assess the situation before he or she enters it.In addition to that, researchers also identify the right approach to performance consulting as well as different techniques that have proven to be successful. Critical steps to consulting also can serve as a useful guide to making the process much smoother to both the client and t he consultant. Research has been done and it has proven that when entering the consulting process, it is key to find out information about the organization prior to meeting with them. As stated earlier in the paper organizational members are more likely to engage in a development initiative if they perceive it to be clearly related to the goals of the company.Thamhain (2004) reported that â€Å"it is crucial, however, that these team initiatives be integrated with the overall business process and supported by management† (p. 44). Therefore, any of the tools listed above must be supplemented into the continuously changing of business processes. In addition to that these tools must be updated and tested on an ongoing basis. In the consulting process a tool can be considered as a model, checklist, or a series of steps that can help guide both the client and the consultant through the process.Furthermore, successful consulting requires consultants to use tools and techniques that are useful in executing the process. Thamhain reported that (2004) â€Å"successful implementation of new project management tools and processes often requires modifications of organizational structures, policies, and practices† (p. 44). In addition to that it is very important to have support of management when coming up with team initiatives. However, to gain the benefits of a new project management’s tool or technique it is also important that everyone involved perceive this as a win-win situation.Some ways to ensure this is to carefully plan with all parties involved during all of the consulting phases. Consultants should also be open for suggestions, and hold open discussions which encourage all parties to be more proactive in the future. Therefore five tools and techniques that can aid to consult flawlessly are alignment, commitment, contracting, and authenticity, and empathy. According to Owen, Goldwasseer, Choate, and Blitz (2008), to avoid the pitfalls of col laborative innovation, our research and experience show the best building blocks of consulting are: alignment, boundaries and commitment, which they call the ABC’s.Alignment entails synchronizing the strategic vision and innovation goals with the implementation of these throughout the organization, focusing on collaboration both vertically and horizontally (Owen, Goldwasser (Lawrence Owen, 2008), Choate, and Blitz, 2008). When consulting from the start of the process the consultant must define what each other’s roles will be throughout the entire process. It is very important to understand what the client’s expectations are and then work solely off of what the client wants and what the he hopes to accomplish.Owen, Goldwasser, Choate, and Blitz (2008) stated that â€Å"Alignment is a key step in ensuring that the business strategy is communicated and enabled throughout the organization both vertically and horizontally. Alignment also requires looking at the orga nization from the perspective of innovation objectives, and then using the insights gained to position the organization to meet those objectives† (p. 39). Vertical alignment helps to explain the business strategy objective and also transforms it into an organizational strategy as well as an implementation plan.This helps to provide both the client and consultant comfortable about change in the future. Horizontal alignment requires the implementation of a new organizational unit for redefining the existing one. Thamhain (2004) reported that â€Å"If at all possible the introduction of new management tools and techniques should be consistent with the established project management practices within the organization. The more the new order of operation is congruent with the existing practices, procedures, and distributed knowledge of the organization, the more self sustaining and successful the change intervention will be† (p. 4). This is where the highest level of acceptan ce is found because these useful tools are added incrementally. When implementing new tools and techniques they should be tested on smaller projects with those who are more experienced. Thamhain (2002) suggest that â€Å"ensuring that organizational members are more proactive and aggressive toward change is not an easy task but must be facilitated systematically by both consultants and management. Any project management tool or technique, for example must be integrated into the continuously changing business process† (p. 6). When coming up with new techniques it is also important to ensure that the client understands what role he or she will play during the implementation stage. To avoid these problems one must conduct a thorough assessment of the problem, and he also must have some background information on the company. Commitment is one of the most important things in the consulting process. In that it helps the consultant obtain buy in from the client and members who becom e a part of the project.In addition to that, this helps to ensure that everyone is working towards one common goal, and it will alleviate all confusion between the consultant and client. Owen, Goldwasser, Choate, and Blitz (2008) reported that â€Å"organizations that are serious about collaboration for innovation make an ongoing commitment to transformation and change. Creating a collaborative culture happens over time through leadership communication and reinforcement, the development and ongoing tracking of key measures, and institutionalized learning and knowledge management to continually develop the capabilities needed for collaborative innovation† (p. 1). The consultant should be able to facilitate change whereas it will foster a climate for continuous learning and improvement. Furthermore, this means that the consultant and client should maintain collaboration and reuse it. Over time this will help to establish processes to learn and change. Consequently, this will he lp the client be able to aid himself in solving issues within the company in the future internally. One of the most important aspects of consulting is empathy which means understanding the nature of the client’s problem.This is important because it will make your client feel much more comfortable about revealing important information. The consultant must also get to the root of the problem and find any underlying issues that may be making the problem get worse. According to Parker (2003) research suggest that work with a client can often be extended simply by gaining a better understanding of where the client wants to go and what impedes getting there—a process that requires explicit exploration with the client of these broader aspirations and related frustrations.While this may be stating the obvious, consulting teams often become so focused on the engagement at hand that they don’t consider the client’s broader needs until the end of the assignment (Par ker, 2003). Research has been done by Kostman and Schiemann (2005), which suggest that the most commonly used principles and techniques include continuous improvement, customer satisfaction, loyalty measurements, and project management (Kostman and Schiemann, 2005).In addition to that, after conducting surveys and research, it was found that organizations who receive the highest marks for successful implementation of quality initiatives are those that have support from top leadership, possess and quality culture and do a good job of managing their people effectively. Research has the shown the relationship between employee engagement and organizational performance. Kostman and Schiemann reported that (2005) â€Å"engaged employees –those more highly connected and committed to their organization –dramatically outperform their peers on numerous measures, including their attention to quality and service.They further said that this does indeed contribute to the successful implementation of quality initiatives but is only one part of the bigger picture† (p. 40). Furthermore during the consulting process, there are several techniques that can be used, however one must look deeper into the problem and decide what approach is suitable to help circumvent the problem. During the consulting process, tools such as commitment and being able to facilitate change are key concepts because this is what will help keep the collaborative effort throughout.It is also important when using these tools to have some of the goals of the project linked closely to the goals of the organization. Kostman and Shciemann (2005) reported that â€Å"gaining top leadership support, developing quality minded cultures and more effectively managing the hidden driver of quality—people equity—are the critical difference between success and failure† (Kostman and Schiemann, 2005). Lastly, consulting requires a lot of action research that the majority of the tim e helps uncover any underlining problems or issue in the organization that may cause the entire project to collapse.Therefore, to consult flawlessly these tools will help to obtain buy in as well as maintain confidentiality, and it helps all parties feel more comfortable in presenting authentic information. When one serves as the leader of an organization it is important to understand your employees and leave open communication so that employees feel that they are capable of consulting their boss when they need help. In addition to that a leader must acknowledge his employees’ at all times to help them to feel more comfortable and appreciated for their performance.Further, a leader must be authentic with his staff especially when it comes to on the job assigned duties. It is important to be able to not only reward your staff but encourage your staff to exceed all aspects of the job for the better of the organization. Fleet and Griffin (2006) stated that â€Å"if a top manage r is commonly known to be untruthful, if a leader does not respect the rights of others, or if the leader puts profits before all else, others in the organization will likely recognize the signals.As the signals get institutionalized throughout the firm, it’s culture will become increasingly dysfunctional†(p. 704 ). Most organizations are centered around the leader or CEO, and the example he sets or how he leads the company can have a major impact on his or her employees. Consequently, leaders play a major part in how the company and its employees function within the organization. It is important for the leader to be open to receiving ideas from his staff in that it helps employees to feel like opinion count and that they can make a difference in the company.Harris and Kuhnert stated (2008) that â€Å"acknowledging the ideas of others is paramount to increasing success within the organization and makes leaders at this level more effective. This level of development is not without drawbacks, because leaders still depend on input from outside sources to make decisions. The opinions of others matter more, and leaders risk making decisions by depending on those who lack the appropriate expertise† (p. 50). Seeking information from leaders have a better probability and it also is much less riskier than seeking advice from someone who is unaware of what’s going on in the organization.However, leaders must recognize that for an organization to be successful the example that he sets forth must help his staff in meeting all of the companies’ needs as well as keep their performance on a consistent level. Reward and punishment plays a major in the behavior of your employees as well as how leaders delegate to their staff what is expected. According to Bell and Jones (2007), a rule or behavior is conventional if it is recognized to be valued in one group but not necessarily applicable to thers, or moral if it is considered necessary to be f ollowed by everyone regardless of group membership or local preferences (Bell and Jones, 2007). Furthermore, leaders also must help his staff adapt to change and he should paint his employees a mental picture of his vision and where he would like for the company to be on an ongoing basis. Harris and Kuhnert (2008) reported that â€Å"leading change encompasses the ability to challenge the status quo, and higher level leaders do not define themselves by how others see them.Effective leaders acquire their source of understanding within, that is, who they are and can relinquish ties with outside sources to make effective decisions† (p. 61). The main goal of a consultant is to affect changes in their clients which will help achieve the purpose more effectively. In addition to that, a consultant should know what his client is capable of doing and what he actually can do. For leadership to achieve business needs, they must increase staff morale to improve employee performance, and must not allow employees too many options for when company goals aren’t being met.Schaffer (1999) stated that â€Å"to ensure success each project should be constructed to produce plan that the client is ready, willing, and able to implement. Also instead of tackling a huge project all at once, the client and the consultant can carve off sub-projects, each focused on a near term goal that both parties are reasonably certain can be achieved. It is important for leadership to be aware of what is working well and what is not working well. However, they must also have an idea of what an improved system might look like, and facilitate learning to the employees so that they help to keep this system consistent.According to Kendra and Taplin (2004), â€Å"the primary tool for change is education that is designed to increase people ideas, beliefs, and behaviors, which will bring about new approaches to organizational challenges† (p. 23). Many consultants try studying a problem in whole and offering a complete remedy before the problem is diagnosed, or before uncovering any underlying problems. Moreover, consultants define the project in terms of their expertise and not in terms of the clients specific results that need to be achieved.What’s more important is that leaders must understand what their employees are contributing to the company and they must be effective in helping them meet company goals. Fleet and Griffin (2006) stated â€Å"some important factors that help management achieve business needs are, how leaders reward and punish employees, agendas that are set for meetings, how they react to problematic situations for change, whether they follow the companies’ code of ethics, and how they decide who gets promoted or receives special privileges† (p. 704).As a result, it is important for consultants to examine how leaders construct meaning out of particular situations because it may help clarity why some leaders are effective while others are not. Harris and Kuhnert (2008) stated that â€Å"evaluating leadership effectiveness can prove quite difficult due to the complexity of organizational success indicators, difficulty in obtaining such information, and external factors often beyond the leader’s control. Therefore some suggest a 360 degree feedback can serve as a proxy measure for leadership effectiveness, because it provides us with a well-rounded measure of performance† (p. 1). Also leaders need to be comfortable with dealing with conflict at all levels, and they must be able to handle people’s resistance to change. Besides if leaders aren’t capable of facilitating change they won’t be considered as effective change agents. According to Harris and Kuhnert (2008), research suggest that to improve a organizations’ functions one should involve individuals from within the organization which may further develop individuals and lead to a larger organizational chang e (Harris and Kuhnert, 2008).Consequently, leadership plays an undeniably central role in the successful operation of a company. Also leadership responsiveness to employee requests will result in more favorable employee attitudes and behavior. The environment that the company provides plays a major role in leadership behaviors. Moreover flawless consulting involves many critical steps and useful tools that were provided in this paper, which was supported by research. In addition flawless consulting requires clear communication, authenticity, and confidentiality.Consultants must realize that with all projects you must have an objective and a ultimate goal that needs to be accomplished in the end that is measurable. However, consultant and client must have a collaborative effort from the start of the project. Further they must establish each other’s roles and map out a game plan and put it in writing. This serves as a agreement that can be referred to throughout the entire proc ess. Facilitating change is another tool that will prove to be effective throughout your project.As a result, to consult flawlessly consultants must involve everyone who will be affected by the project. Therefore, when it comes to consulting there are several rules of engagement that must be adhered to in order affect change within an organization. Antonio Tencati, L. Z. (2008). The Collaborative Enterprise. Journal of Business Ethics , 367-376. Retrieved from ABI/Inform Global on February 24, 2009 Chris M. Bell, J. H. -J. (2007). Power, Self-Regulation and the Moralization of Behavior. Journal of Business Ethics , 503-514. Retrieved from ABI Inform Global on February 29, 2009Antonio Tencati, L. Z. (2008). The Collaborative Enterprise. Journal of Business Ethics , 367-376. Chris M. Bell, J. H. -J. (2007). Power, Self-Regulation and the Moralization of Behavior. Journal of Business Ethics , 503-514. Dewhurst, V. M. (2009). A Definitive Framework for Internal Communication. Strategic Communication Research Forum , 16-19. Griffin, D. D. (2006). Dysfunctional Organizational Culture. Journal of Managerial Psychology , 698-708. Lauren S. Harris, K. W. (2007). Looking through the Lens of Leadership: A Constructive Developmental Approach.Leadership and Organizational Development Journal , 47-67. Lawrence Owen, C. G. (2008). Collaborative Innovation throughout the extended Enterprise. Emerald Group Publishing , 39-45. Retrieved from ABI/Inform Global on March 30, 2009 Miriam Y. Lacey, T. C. (2007). Curriculum Implications Based on Analysis of Internal Consulting Best Practices. Organizational Development Journal , 199-233. Parker, S. (2003). Understanding What Clients Value. ABI Inform Global , 5. Schaffer, R. H. (1999). Replacing Recommendations with Results. Consulting Psychology Journal , 242-251.Sussman, W. I. (2009). Team Charters: Theoretical Foundations and Practical Implications for Quality and Performance. The Quality Management Journal , 7-17. Taplin, K. A. ( 2004). Change agent Competencies for Information Technology Project Managers. Consulting Psychology Journal , 20-34. Ted Shore, T. S. (2006). Leadership Responsiveness, Equity, Sensitivity, and Employee Attitudes and Behavior. Journal of Business and Psychology , 227-241. Thahmain, H. J. (2004). 15 Rules for Consulting in Support of a Client Project. ABI/Inform Global , 42-46.