Cuban Culture

Cuban culture is known to be very expressive and vivid, because it inherited the mixture of Spanish and African cultures. Therefore Cuban culture is sometimes referred to as â€Å"melting point† of cultures. Firstly it is necessary to underline that interactions between parents and children are really special, because the family is the most important in their lives and very often several generations are living together in the same house. It is partly to economic situation and traditions. Therefore interactions in the family are friendly and open.Children display respect to elder generations as well as for teachers in schools. Nevertheless, it is common for them to refer to teachers by their first names. They use â€Å"Senor† only when addressing a foreigner with a higher social rank. (Cultural Information 2006) Concerning communications styles it is known that Cubans prefer to stand very close in informal situations, especially in line-up or crowd. However, in formal si tuations they tend to keep a distance of approximately two feet. Cubans are fond of eye contact considering it a sign of sincerity.It is apparent that Cubans communicate making lots of gestures and they are able to maintain the communication process even without speaking. The most popular nonverbal gestures used are wrinkling nose asking in such a way â€Å"What did you just say? † and pointing a index finger meaning â€Å"I am referring to a person of color†. Actually it is very important to learn all the gestures and their meanings. (Cultural Information 2006) Cubans always use gestures as well as facial expression to emphasize and to illustrate something. Especially they speak in a very loud voice. Their emotions are displayed in an open manner and in public.Display of affection is accepted whereas display of anger and negative emotions in public is considered negative behavior and is strongly criticized. Exaggerated manners are a part of Cuban culture; however it i s not accepted as good social pattern of behavior. Cubans tend to be very expressive. Concerning nonverbal communication it is necessary also to mention shaking hands with both women and men and giving a kiss. (Cultural Information 2006) Cubans’ communication style is very loud and direct compared with used in USA, England, Canada and other countries, but such style is not offensive.In such a way Cuban express their personality. Often Cuban may refer to even to unknown people with affectionate phrases such as â€Å"sweetheart† (mi amor). Light-hearted humor is appreciated, whereas sarcasm is not. Cubans are known for their sense of humor and very often their jokes refer to social and political situations in the country. Nevertheless, they won’t discuss government with unknown people, because their socialism system doesn’t allow freedom of expressions and they are afraid of becoming enemies of the government. (Cultural Information 2006)Cubans prefer to dre ss more informally compared with other states in Latin America because of scarcity of imported clothing. For example, men rarely wear formal suits. Nevertheless, if the occasion is formal they will wear guayabera (an elegant embroidered shirt for tropical hot weather). Women usually wear skimpy and close-fitting clothing which is not seen in USA. Cuban dress is informal, although it is always neat, ironed and tucked in as most Cubans are neat persons. It is necessary to underline that â€Å"women are respected as professionals, but other than that roles are fairly traditional†.Usually women are doing housework taking care of their children whereas men are relaxing watching TV after the ending of the working day. Concerning sexuality, the atmosphere is liberal and no taboos are applied. It is known that sexual harassments common and not considered serious problem compared with USA and European countries. (Cultural Information 2006) Earlier class differences were apparent and w ealthy were employing the servants. After the revolution the situation changed; property and wealth were redistributed. Nevertheless, nowadays due to economic reforms the slight difference is creeping back into society.The majority of population is considered mulatto i. e. mixed race inherited Spanish and African traits. Race discrimination is prohibited by the law, although â€Å"lingers somewhat in unconscious attitudes and prejudices†. Workplaces are heterogeneous and Cubans are aware of the underlying attitudes. (Cultural Information 2006) The main Cuban religion is Afro-Cuban or Santeria. Cubans worship African gods being identified with a Catholic saint. It is interesting that all religious rituals are expensive and elaborate; they involve even making offerings to the god.However, growth in evangelical and protestant religions is slight. Cubans government doesn’t recognize religious holidays except Christmas. The most important holiday is Mother’s Day and it is accepted to present cards, flowers and small gifts to all the mothers. It is strong evidence that family is the most important for all Cubans. (Cultural Information 2006) It is noted that Cubans don’t have any serious food prohibitions, typically they prefer fried sliced banana, beans and rice, boiled Yucca plant, garlic marinades and different rice dishes.Usually meat is v with a marinade creola style. Cubans are fond of sweet desserts such as yucca crullers in anise-flavoured syrup and guava marmalade with yellow cheese slices. After eating they dance till daybreak and drink rum. In conclusion it is necessary to outline that it is important to establish personal warm and friendly relations with Cubans, because their country is considered politically a very controversial place. Cubans have to know what motivates a person, who he/she is. It is possible to explain personal interest in communicating and display friendliness.Only the Cubans will trust a person and enter in to relations. Actually, it is favorable to talk about family as puts people at ease and provides common ground. It is apparent that Cubans are friendly and expressive people; they won’t hurt anybody without serious reason. They treat people the same way they are treated. Cuban culture in general is a very interesting example for discussion as it combines many cultural heritages. (Cultural Information 2006) References â€Å"Cultural Information: Cuba†. (2006, June 14). Retrieved October, 3, from http://www. intercultures. ca

Environmental Management System Audit

An Audit is not the same as an Inventory Many people can confuse an audit with an inventory. The one vital difference between the inventory and an audit is that the inventory is concerned only with the environment, whereas an audit concerns the relationship of a community. The main purpose of the inventory is to collect environmental facts. (Newman et al. , 1997). An audit relates those facts to a specific community. This concern for compliance with standard rules and requirements is also relevant to environmental audits, but normally will not dominate the audit, as it does a financial audit. The environment cannot be reduced to a set of rules, such as those that control the preparation of financial statements. The report on an environmental audit will be lengthy rather than brief, and its findings will tend to be in the form of comments, recommendations and suggestions. This means that there is scope for disagreement or different interpretations. An audit also considers how the past has led to the present situation, but it is more concerned with the overall picture than with specific problems. (Newman et al. 1996) An audit: Summary Places the emphasis on interpretation rather than on data collection Emphasizes the overall view rather than specific investigation of individual problems. Is an activity commissioned by and used by a First Nation, not something carried out by or for another body. Assists the identification of goals and priorities, rather than being a response to problems or opportunities. Definitions Environmental Management System: The organizational structure, responsibilities, practices, procedures, processes, and resources for implementing and maintaining environmental management. Graff, 1997) Environmental Management System Audit: A program and procedure that determines whether the environmental management system conforms to the organization's planned arrangements and whether it has been properly implemented and maintained. (Newman et al. , 1997). It contributes to management's purpose of the continuing capability of the environmental management system. Environmental Management System Review: A formal evaluation by senior management of the status and capability of the environmental management system in relation to environmental policy and new objectives resulting from changing circumstances. Environmental Management System The International Organization for Standardization defines an EMS (Environmental Management System) as the â€Å"organizational structure, responsibilities, practices, procedures, processes and resources for implementing and maintaining environmental management. â€Å"(1995, p. 6) In simplified terms, an EMS continually provides an organization with an accurate understanding of the impacts its activities are having on the environment, as well as useful estimates of potential impacts. A critical element of an EMS is the requirement for management to demonstrate a commitment to continual improvement by periodically auditing, reviewing and revising its EMS. (Graff, 1997) As evidenced by the word â€Å"system,† an EMS suggests a continuous cycle. This cycle begins with the design of an environmental policy. The policy must then be operationalized and implemented throughout the organization. The company must declare its environmental objectives, and identify those, which will have the greatest environmental impact. These objectives become the primary areas of consideration within the company's environmental programs. The environmental programs are essentially the blueprint the organization follows to achieve specific objectives and targets along the route to achieving the overall environmental policy. The EMS establishes procedures; work instructions and controls to ensure that implementation of the policy and achievement of the targets can become a reality. (The International Organization for Standardization (ISO). Communication is vital. It enables people within the organization to understand their responsibilities, and to have an appreciation for the environmental objectives of the organization. With this information, they are better able to contribute to the success of the EMS. Conclusion Environmental management aims to make responsible use of natural, economic and human resources in ways that protect and improve the environment. It seeks to protect valued ecological assets, manage local areas in the most appropriate way and enhance the relationship between people and the natural environment. (Turner et al. , 1993). Today environmental management aims to secure the important principles of sustainable development which seeks to put in place stewardship of the environment for this and future generations.

Audit Assurance and Compliance Case Study

As per the specific roles and responsibilities of independent auditors, it can be said that the independent auditors have the accountability to prepare as well as present financial declarations based on the accurate historical data of the organization and by considering the company’s financial as well as trading standpoints (Glover et al. 2014). However, the financial announcements of the company need to replicate the actual financial condition of the firm during a particular period of time founded on the flows of cash, functional results, incomes as well as gains along with income and profits (Kend et al. 2014). Nevertheless, in certain cases, particular events or else circumstances might crop up after the specific date of authorizing and declaring the pecuniary reports of the firm. Therefore, it becomes important to adjust and incorporate the effects of these events in the financial declarations in the upcoming financial reports that is to be declared by the corporation. In addition to this, the independent auditors also have the need to attach significance to the events that take place prior to the process of preparation as well presentation of the financial declarations and take into account the material impacts of the events on the preparation of the financial statements related to the organization (Schmidt et al. 2016). Thus, there is pressing need for conducting obligatory adjustments for the purpose of disclosing several critical facts regarding the financial soundness of the organization during the specific period of time. As per the effective adjustments in the financial statements made during the period September 2002, the incidences triggered by the disclosures or else non disclosures can be indicated to the consequent events that involved several parties. As per the case study, it can be hereby ascertained that EFL had to bear huge amount of losses owing to the bankruptcy of the corporation Impulse. It can further inferred that this specific loss is mostly caused due to the non-disclosure of proper financial information of Impulse by the auditing and accounting firm King & Queen of Impulse Pty Ltd. Based on the norms and principles of auditing, it can be hereby inferred that the actions steered by the auditing firm King & Queen was immensely unethical. Consequently the auditing firm is accountable to the financing company EFL for the losses it has suffered by disbursing huge amount of loans to the company Impulse based on the financial reports of the firm (Messier Jr 2016). B.The analysis of the case study reveals the fact that King & Queen might not face legal charges based on certain condition. The independent auditing company would not face any legal charges in case if it delivered the right information concerning the financial condition of the firm Impulse to the EFL at the time when EFL asked about written explanation in quest of advice from King & Queen related to the financial condition of the firm. King & Queen had the need to provide credible financial information regarding the firm Impulse to the financing firm EFL if it had clearly written regarding their decision for disbursement of loan based on the financial announcements presented by the King & Queen. However, if EFL agreed to disburse loans to Impulse even after receiving and knowing the actual financial information regarding the company Impulse, then EFL cannot hold King & Queen responsible for the bitter consequences. However, as per the conditions stipulated under the â€Å"paragraph s (93 to 97) of â€Å"PCAOB Auditing Standard No 5†, the auditing corporation King & Queen had the need to undertake an assimilated audit of the financial announcement of the company Impulse in a bid to generate an appropriate financial statement of the firm and to declare about the real health and financial soundness of the company (Moroney et al. 2014). In addition to this, there was also need for maintenance of internal control related to the particular approach of the firm regarding auditing. The maintenance of internal control can help in delivering the direction associated to the consequent events as mentioned in the in the case study. The internal control in organization can also help in proper audit of financial reports and provide proper advice to the auditors. The right guidance to the auditing firm King & Queen can help in averting different liabilities that are associated to the different consequences of events as stated above. The auditing therefor, also needs to abide by the guidelines related to the associated to auditing standards for undertaking the practices of audit as well as their approaches of audit (Stuart 2012). The auditing firm such as King & Queen can adhere to the stipulations conditioned under the Australian Auditing Standards mentioned under the Section 336 of the Corporation Act (William Jr et al. 2016). In this case, King & Queen, the firm performing audit needs to review and audit of financial reports in addition to other financial information as per the conditions laid under the ASQC 1. In addition to this, they also need to maintain compliance with the ASA 102 that mentions the ethical obligations that need to be satisfied at the time of performance of audit, reviews as well as other types of assurance engagement of the firm (Eilifsen et al. 2013). Furthermore, the King & Queen also had the need to comply with the stipulations provided as per the section ASA 220 for maintenance of quality control of a particular audit of a financial statement together with other historical information (financial information) (Auasb.gov.au 2016). In addition to this, the auditors also need to maintain compliance with the directives mentioned under ASA240 for understanding the responsibilities of the auditors associated to fraudulent actions in a specific audit of financial declaration and take into consideration the regulations of ASA 250 for understanding the laws of auditing a financial report (Auasb.gov.au 2016). C.As rightly indicated by Glover et al. (2014), auditing independence deals with two wide aspects that can be discussed for comprehending the nature as well as characteristics of auditors. As such, there remains difference between the actual independence and perceived independence of auditing when considered in terms of appearance. Therefore, in a bid to attain goals as well as objectives of auditing, both the actual as well as the perceived independence is imperative from the viewpoint of the contributions of auditing. Louwers et al.   (2013) asserts that actual independence refers to the operations of the auditors that get impacted by the thinking potential. To put it simply, the actual independence of auditing is primarily reliant on the in dependent state of mind of the particular auditors. The state of the mind of the auditors exert considerable impact on the functioning as well as approaches of different auditors. This in turn affects the way auditors deal with particular sit uations associated to their auditing practices (Arens et al. 2012). Thus, freedom in the decision making can be observed during the time when directors of firms tries to negotiate positions of the auditors. The actual independence of auditing that depends on mental state of individuals is very difficult to enumerate. Therefore, this can be very challenging to gauge the objectivity of particular auditors. However, perceived independence of auditing can be considered as the grey area between the normal black and white aspects of the auditing and is based mainly on perceptions (Duncan and Whittington 2014). D.As rightly mentioned by Carson et al.   (2013), there are several important regulatory requirements along with auditing standards associated to the process of auditing as developed by Australian Securities and Investment Commission (ASIC). There are several directives as well as regulations stated in the regulations of ASIC that the independent auditors take into consideration for undertaking their actions (O’Donnell K. et al.   2015).    As mentioned in the first scenario, Bob has duplicated and at the same time used the financial information provided in the books of the company â€Å"Club Casino† in a bid to prepare university assignment task. Bob essentially removed the probable references that are related to the Club Casino that has the probabilities of breach of audit as Bob did not notify Clun Casino for any such kind of practices. Thus, it can be said that Bob is an independent auditor who needs to get approval from Club casino regarding the utilization and employment of financial information for satisfying the primary educational requirements. Bob also need to comply with the ethical requirement as stipulated under the ASA 102 (Auasb.gov.au 2016). Bob needs to adhere to the regulations in order to comply with ethical obligations during the performance of audit of firms. The second scenario explicates in detail the involvement of Wendy to the company Ace Limited. The company have the need for the auditor rotation as per the stipulations of ASIC. In addition, it is also imperative for the auditor to maintain adherence to the stipulations mentioned under ASA 220 Quality Control Aus A6.1 that specifies about the requirement of the auditor rotation (Auasb.gov.au 2016). The Corporation 2001 also mentions about the requirements of the rotation requirements necessary for meeting the ethical obligations of auditors (Auasb.gov.au 2016). Again, as per the guidelines of ASIC, there are several enforceable regulations for the auditors responsible for preparation as well as presentation of reports for main areas of different business actions and if the corporation is operating for more than 5 years. The third scenario refers to the assignment of Leo in the auditing procedure of organization Precision Machinery Limited. The scenario can help in comprehending the features of appointment that need to meet the capability and effectiveness levels. This is related to the quality assessment programs together with different disciplinary procedures of the professional accounting bodies. Therefore, it is important to adhere to the directives stipulated under ASA 220 for quality control of audit and assessment of quality of the particular audit evidence and ASA 510 Audit Engagement rules and regulations (Auasb.gov.au 2016). The fourth scenario indicates towards the occurrence particularly between Chan & Associates and the Classic Reproduction Pty Ltd. The present scenario refers to the application of registration requirements in the most suitable manner (Stuart 2012). Thus, it calls for the need of arrangement of full settlement actions for the particular claims related to the fees of auditing firm Chan & Associates. In addition to this, the present scenario also talks about the relation with Classic Reproductions for not fulfilling specific auditing requirements. Arens, A.A., Elder, R.J. and Beasley, M.S., 2012. Auditing and assurance services: an integrated approach. Prentice Hall. Auasb.gov.au. 2016. Auditing and Assurance Standards Board (AUASB) - Home. [online] Available at: https://www.auasb.gov.au/ [Accessed 15 Dec. 2016]. Carson, E., Simnett, R. and Vanstraelen, A., 2013, September. Auditing the auditors: An international analysis of the effectiveness of national inspection regimes on audit quality. In The University of Auckland Business School Seminar. Duncan, B. and Whittington, M., 2014, September. Compliance with standards, assurance and audit: does this equal security?. In Proceedings of the 7th International Conference on Security of Information and Networks (p. 77). ACM. Eilifsen, A., Messier, W.F., Glover, S.M. and Prawitt, D.F., 2013. Auditing and assurance services. McGraw-Hill. Glover, S.M., Prawitt, D.F. and Messier, W.F., 2014. Auditing & assurance services: a systematic approach. McGraw-Hill Education. Glover, S.M., Prawitt, D.F. and Messier, W.F., 2014. Auditing & assurance services: a systematic approach. McGraw-Hill Education. Kend, M., Houghton, K. and Jubb, C., 2014. Competition issues in the market for audit and assurance services: are the concerns justified?. Australian Accounting Review, 24(4), pp.313-320. Louwers, T.J., Ramsay, R.J., Sinason, D.H., Strawser, J.R. and Thibodeau, J.C., 2013. Auditing and assurance services. New York, NY: McGraw-Hill/Irwin. Messier Jr, W., 2016. Auditing & assurance services: A systematic approach. McGraw-Hill Higher Education. Moroney, R., Campbell, F., Hamilton, J. and Warren, V., 2014. Auditing: A Practical Approach. Wiley Global Education. O’Donnell, K., Hicks, B., Streeter, J. and Shantapriyan, P., 2015. Getting it right: directors’ assessment of information. Managerial Auditing Journal, 30(2), pp.117-131. Schmidt, P.J., Wood, J.T. and Grabski, S.V., 2016. Business in the Cloud: Research Questions on Governance, Audit and Assurance. Journal of Information Systems. Stuart, I., 2012. Auditing and assurance services: an applied approach. McGraw-Hill/Irwin. William Jr, M., Glover, S. and Prawitt, D., 2016. Auditing and Assurance Services: A Systematic Approach. Auditing and Assurance Services: A Systematic Approach. Looking for an answer 'who will do my essay for cheap',

Restless Giant Essay Example | Topics and Well Written Essays - 250 words

Restless Giant - Essay Example Therefore, he planned his actions and visited China, becoming the first American president to step on the land (ghk). This has been a significant action taken in the history of the United States because it begun the conception of other political strides the United States later implemented in order to make friendly relationships with other nations, especially with Russia which became Nixon’s next focus. Creating alliance with other nations is indeed very important for any nation because in times of troubles, there can always be a source of help that the nation might need. Although America may be known as a strong nation, it does not capable all by itself. Therefore, the nation needs to form strong alliances with other nations. The friendship formed with China had a domino effect on other nations which were formerly not given notice. Even though the nation is now known as a restless giant, putting its fingers on every nation’s affairs, it is playing a very important role in maintaining world peace. Finally, the friendly step did not just affect the nation economically and politically but it also seemed that the nation has become the ambassador for the warring nations it has allied

Risk Communication Plan Term Paper Example | Topics and Well Written Essays - 1250 words

Risk Communication Plan - Term Paper Example Risk communication is needed to create public trust in risk management and promote awareness of the specific risk issues (Sellnow 85). The specific objectives of communicating the issues related to the rainstorm risk may include educating and informing people about the risk, changing the audience behaviours and providing disaster warnings (Lundgren and McMakin 107). For example, one can use statistical comparisons to show the Glades County residents that there are still vulnerable to flash floods, storms and lightning. Behavioural change and guidance during emergencies would involve encouraging people to evacuate to open elevated places and avoid buildings during rain storms. A risk communication plan would be very important in risk management because the assessors can analyse the audience and plan for the most appropriate communication strategies suitable for these people. Additionally, a risk communication plan enables provision of accurate and detailed information about the risk and its potential outcomes. For example, rain storms are accompanied by lightning, storms and floods, which may lead to death and destruction of property. Pre-planning would help the risk managers to prepare in advance the aids of communication needed for the awareness campaigns or seminars. Consensus and crisis communication efforts would be appropriate in achieving the set objectives in the risk management initiative to be carried out in Glades County, Florida. In consensus communication, the involved communicators will need to agree with the audience through understanding their concerns and beliefs. In this way, they can agree on certain solutions, which are acceptable to the all the stakeholders (Lundgren and McMakin 109). For example, the communicators should identify the distinct beliefs and concerns of the people of Glades in categories of age, level of income, health status and ethnic groups. Old, poor or disabled people will most

Artical about education Essay Example | Topics and Well Written Essays - 250 words

Artical about education - Essay Example The author pinpoints the basis of the Education National Key Result Areas which are abbreviated as NKRAs. The government has decided for its own self four sub-areas which would meet the national educational objectives so that there is a complete guarantee of strong and competitive workforce, which is maintained at all times. The article lists down how the preschoolers’ enrolment has been increased drastically and how government is playing its proactive role at leveling up the Year One children which have slow learning attributes within them in an apparent manner (Kamini, 2011). The national preschool committee is also one of the initiatives that the NKRA has undertook which basically harmonizes the quality that is present between the public and private preschools present within Malaysia. The role of the Malaysian government has been highlighted to a good enough extent and all out possibilities within its folds are talked about at great length. The different training programs h ave also been mentioned and the incentives and subsidies are also noted upon within the realms of the article. Works Cited Kamini, R. S. Going all out for Children.

Reflectionson culture diversity Essay Example | Topics and Well Written Essays - 500 words

Reflectionson culture diversity - Essay Example This exposure to direct, first hand experience is the only way I have learned about cultural diversity, as there is limited education and training from school or healthcare institutions available. 2). Reflections: Cultural Aspects of Epidemiology( This subscale concerns practitioners’ knowledge of cultural, environmental and related etiologic factors that contribute to disease. It probes health disparity and risk and protective factors for underserved groups and communities. Part of the admission assessment in the questionnaire given to our patients that include etiologic factors that contributed to their disease as well as different indicators on well being. I learned that there is such a big difference between cultures. For example, majority of health concerns such as back pain, Cancer, Alzheimers’ disease, are from the Caucasian group which implies that their environment and lifestyles have something to do with it. Being aware of the factors that contribute to their disease is as important as knowing their cultural background. However, sensitivity and privacy should be considered when it comes to interviewing a patient during the admission process. Health care providers must be knowledgeable in asking the right questions without being offensive or else they might overlook related factors or symptoms of the prevailing condition making diagnosis and treatment more difficult. 3) Reflections: Clinical Decision-Making.( This subscale concerns practitioner’s knowledge of culturally-defined health beliefs and practices, and the ability to integrate this knowledge in approaches to health care delivery.It addresses intake, assessment,/diagnosis,treatment/discharge planning and use of community-based resources. Many factors affect clinical decision-making. Some cultures make decisions for treatment of the patient as a group consensus.

Business Morals and Social Responsibilities Essay

Business Morals and Social Responsibilities - Essay Example Business organizations through the code of ethics benefit in enhancing their reputation and winning the trust of its clients. For instance, Nike’s code of ethics has assisted the organization to regains its reputation that was ruined by activities carried out by its contractors in Asia. However, like in the case of Nike, the code of ethics may influence the profits of business organizations. For instance, Nike developed its code of ethics following criticism over the unethical activities carried out by their contractors in Asia. The contractors unethically used labor from the poor communities in Asia to, cheaply, produce products for Nike. Nike’s high profits came from utilizing these activities that were orchestrated by their contractors in Asian countries (The Blake project 2008). Since the creation of the code of ethics, Nike’s profit reduced since they have to observe and adhere to the contents of that code of ethics. Society’s expectation for corporat e social responsibility may only change for the better. Corporate social responsibility affects the business’ profitability in a great manner. For instance, Nike’s major corporate social responsibility is to produce quality footwear for its customers. Compromising the quality of its products will lead to great losses and tarnishing the image of the company (Kidd 2008). It also has a social responsibility to produce its products without harming the eco-system. It is evident how business organizations work towards achieving their corporate social responsibilities. For instance, Nike has developed Nike environmental design tool to produce products with higher sustainability standards (Nikebiz).

Global HRM (BUS 303) Essay Example | Topics and Well Written Essays - 250 words

Global HRM (BUS 303) - Essay Example This impacts the HR planning in the domain of cultural diversity and cross cultural dimensions because the workforce in today’s world is highly consist of culturally diverse employees (Brewster and Harris). The implications of HRM in the context of Hoftede’s model of cultural dimensions become vast in the domain of humanistic and cultural diversity. The HRM managers are required to have knowledge regarding to every culture which exist in the workforce of organization including individualism and collectivism, power distance, orientation and gender dominance (Brewster and Harris). In Trompenaars’ model, several differences are illuminated in order to create a balance in the workforce which is the responsibility of HRM (Youssef). These differences include universalism and particularism, individualism and collectivism, specific and diffused, and inner directed and outer directed which varies from culture to culture. HRM managers in the international context must acknowledge these differences on certain circumstances in concordance with the culturally diverse workforce (Brewster and Harris). The GLOBE model proposes several cultural aspects which must be understood by international HRM managers and HR planning. These aspects include diversity in humane orientation, assertiveness, avoidance of uncertainty and performance orientation (Brewster and Harris). International HRM is the contemporary issue which mainly deals with the cultural aspects because of the incorporation of cross cultural workforce. Cultural studies and models must be implied by each HRM manager in conformity with the culture of its workforce by which the deliverance of successful HRM can be

Theories such as Marxism Essay Example for Free

Theories such as Marxism Essay Within this essay, I will be examining the view that education re-creates the class system. Theories such as Marxism, Internationalism and feminism, would agree with each other in saying that the education system favours the working class, due to ideologies, discrimination, domination and social control. Marxists Bowles and Gintis myth of education is a complete attack on the functionalists concept of meritocracy. Bowles and Gintis (1976) argued that the meritocratic idea that education offers everybody an equal chance is in fact a myth or a story that all of us jus blindly believe. They believe that the education system works against the ideas of the working classes. In their correspondence theory they argued that there was a correspondence between social relationships in the classroom and the work place. By this, they meant that the hierarchies, certificates, and discipline systems that can be found in schools are actually very similar to the world of work. In school you are paid with certificates, where as on the other hand in work you are paid with wages. Marxists also argue that education has a cultural reproduction role. Bourdieu has argued that schools, along with the staff that work in them are generally middle-class institutions. Working class children simply do not posses the cultural capital, which are things like the ideas, tastes, values and lifestyle associated with a particular class required for success in establishments. This means that middle-class children will generally do better than working class children. This makes school an institution that ensures middle-class dominance from one generation to the next. A sociologist that illustrates this view is, Marxist, Tomlinson says that differences in class are more important than differences in ethnicity in explaining educational attainment. So it is clear that education looks at classes and allocates where each student goes in the hierarchy. It recreates the education system by teaching children what society wants them to learn through the hidden curriculum, as well as teaching them to accept their roles and place in society, this relates to the class system as it ranks the middle class on top of working class. Functionalists say the class system in education should change as they believe in the education system being meritocratic as they say that the harder you work the better off you will be. Because the curriculum is based on westernized cultures, there is conflict between classes in education. Interactionists would say that there are many other stereotypes in the education system which puts the middle class in advantage to the working class to which the education system mostly benefits the middle class rather than then the working class. So, on the whole, the education system allocates students through meritocracy, reflecting their class in society. The well off- middle-class are better off, with more resources, cultural capital etc, and so can work their way up easily, and as we know education success is rewarded with cultural capital. On the other hand, the working class dont have that many benefits, so they do not achieve a lot. Education reinforces the roles the classes have to play in society and re-creates the class system.

Role of Human Resource Management

Role of Human Resource Management Introduction: Workers are important and the main resource of an organisation; allocating them into the right positions with the most productivity outcome is the job of human resource management (HRM) department. Therefore, one of the significant requirements for an organisation to function well is to have an efficient HRM department. Thus, to create a required HRM, understanding its structure and its function is necessary; as the result, the purpose of this essay is to identify the contribution of HRM activity to organisation in the current economic climate. Section 1: What is HRM ? The term human resource has many different definitions for it such as â€Å"the personnel department of an organization, dealing with the recruitment, administration, management and training of employees; abbreviated as HR. The personnel employed in an organization (CBS Interactive Inc 2010) or â€Å"The division of a company that is focused on activities relating to employees. These activities normally including recruiting and hiring of new employees, orientation and training of current employees, employee benefits, and retention (BusinessDictionary.com 2010). Likewise, HRM also has quite a number of definition like: â€Å"Administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation, remuneration, etc. HRM aims at developing people through work (BusinessDictionary.com 2010). However, the most suitable and complete one in this essay is â€Å"Human Resource Management (HRM) is the function within an organization that focuses on recruitment, management, and providing direction for the people who work in the organization. HRM can also be performed by line managers. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training (About.com Guide 2010). In accordance with those points of view, human resource management works in order to put right people into the right tasks, and make sure the employees can meet the organisations goals. Humans are the greatest resource of an organisation; without them, all business functions like communicating through all kinds of media, manage cash transaction or dealing with customers could not be accomplished, or it can be said that humans and their potential are necessary to drive an organisation. Organisation changes continuously affect not only the business but also the employees. In an organisation, human resource management is responsible for how employees are treated. It is in charge of taking on people into the organisation, helping them with their work, resolving all the problems arising, and compensating them. In order to maximise the organisational productivity, it is important to manage individuals abilities, time, and talents. In general, there might not be an HRM department in small o rganisations, with fewer than a hundred workers, and line managers will be responsible. On the other hand, the human resource managers in larger organisation will organise the HRM tasks and report directly to the chief executive officer (CEO). Section 2: The Role of HRM. According to Mullins (2006), the role of human resources management is to ensure that management deals effectively with everything concerning the people resource of the organisation, people development, and managing the relationships between the management and the employees. Its role is to play an active role in the process a facilitator- to advocate all the members and ensure that every employees voice and concerns are heard. In addition, HRM makes sure that all plans for changing in conduct will have a sufficient time and resources to take effect; especially, to align between the people processes and the goals of the business to create a shared sense of meaning. In strategic management of human resources, develop Human Resource plans and strategies align to the organizations strategic direction, and business strategy. HRM also need to provide tools to conduct these strategies and control the processes and systems. The need of the human resources professional in the frequently change is the result of the required effectiveness of the organisation. Both the capability and knowledge of the HR professional to perform successful change strategies make them exceptionally valued. In order to minimize employees dissatisfaction and resistance to change, the knowledge of how to connect the change to the strategic needs of the organisation is significant. In human resource planning, the long-term/ short-term human resource needs are needed to be determined, and also the area that HR people need and the requirements of jobs. The design of job descriptions and job specifications is based on the outcomes of the job analysis data. For people succeed and contribute in the design of work process systems, the human resource representative people must have a well knowledge about the design. Furthermore, HR is also responsible for tying incentives and rewards to certain positions and roles in order to maximize performance levels. A number of firms believe they are in an environment where workforces with the type of competencies that they need are in short supply. At the same time, it is critical to the success of any people-based strategy to attract and retain the very best people. It is important to structure an environment characterized by the following goals: achieving long-term business success, ensuring that the organisations employees feel valued, ensuring a sense of pride of association with the company, ensuring that each employees has the opportunity to reach his/her highest potential personally and professionally, and generating a sense of excitement and fun. All of those goals are important to the HR manager that they have to achieve in an organisation. In article â€Å"The strategic role of HR, Rene T. Domingo has demonstrated that an effective strategic human resource has equally decision as the companys marketing strategy, hence the HR development should have more strategic roles (Domingo 2003). The strategic human resources main task is to take part in strategic corporation rather than support administration; it is more likely taking the initiative than reactive in its rapport with other functional areas. It is more concerned about what the customers need in the future to compete globally. The managers do not wait for direction or complaint; they research for the future improvement, and offers proactive solutions and strategic counsel. Conclusion: In summary, Human Resource is no longer a backroom or supporting function. It is in the vanguard of corporation strategy, much like sales and marketing. Its competitiveness is determined and provided to an increasing degree. Nevertheless, there is still a long way to go for human resource management to become strategic partners; it needs to train itself on agency and program permission to understand what is important to the organisation, and be able to give creative, efficient alternative or solution to organisation issues. Reference: About.com Guide (2010) What Is Human Resource Management [online] available from http://humanresources.about.com/od/glossaryh/f/hr_management.htm [1 March 2010] BusinessDictionary.com (2010) human resource management [online] available from http://www.businessdictionary.com/definition/human- resource-management-HRM.html [1 March 2010] BusinessDictionary.com (2010) human resource [online] available from http://www.businessdictionary.com/definition/human-resources.html [1 March 2010] Domingo,R. (2003) ‘The strategic role of HR. [online] available from http://www.rtdonline.com/BMA/GM/1.html [1 March 2010]

Essay --

Classroom Engagement Teaching and Learning Parent or Community Involvement Student Social or Emotional Support Philosopher Socrates Socrates created a method called â€Å"The Socratic Method† that made people think critically and outside the box. This is a method that is being used in education and in everyday life. Socrates educated his students how to think. He pointed out the errors in people’s thoughts and understanding of life and society. Socrates believed that questioning was an excellent way to gain understanding and knowledge. Parents would ask questions until they were answered correctly. By asking questions children will gain knowledge and become more social. Philosopher Plato Plato believed that a teacher must know his/her subject as well as the limit of their knowledge. Plato teachings were based on philosophy. He taught moral philosophy and despised natural philosophy. Plato believed that knowledge had no practice use Plato believed that parents should provide positive models for children so they can imitate. Children will get ideas and imitate as they grow older Plat...

Setting and Theme in Barn Burning Essay -- William Faulkner American L

All stories, as all individuals, are embedded in a context or setting: a time, a place, and a culture. In fact, characters and their relationship to others are better understood in a specific context of time, place and atmosphere, as they relate to a proposed theme or central point of a story. Abner is revealed as a sadistic character who confronts his son with the choice of keeping his loyal ties to the family or parting for a life on his own with no familial support. Sarty is Abner's son, a young boy torn by the words of his father and the innate senses of his heart. Sarty is challenged by an internal conflict, he wants to disobey his father, yet he knows that if he leaves he will have nowhere to go and no one to turn to. We will take a look at the setting, specifically the era in which William Faulkner's "Barn Burning" took place. The circumstances surrounding Abner's barn burning also play a crucial role in finding the underlying message or the theme seeing as how it is no t always the obligation of an individual to support another family member when his or her choices do not morally coincide with one's own ethical choices. Setting plays a vital part in establishing the background for the events that take place in any piece of literature. "Barn Burning" was set in the 1930's, a time when the Great Depression produced great social and economic problems among the people of the era. The economy was not stable. National wealth was not spread evenly. Instead, most of the money was in the hands of the wealthy. Lowly farmers like Abner were forced to grow crops as a source of food during this time of unemployment and overpriced goods. Abner had a difficult time providing for his large family, which was why he went abo... ... Sarty could never again return home. Richard Bach put it best when he said, "The bond that links your true family is not one of blood, but of respect and joy in each other's life," which represents Sarty's deviance from his father's wishes. Although everyone was affected by the Great Depression, they did not have to live like savages. Abner could have farmed a larger variety of crop and established a reputable name for himself to become one of the leading salesmen of the area. Sarty was conflicted with keeping his loyalty to his blood ties or leaving. Sarty made an intelligent choice of disobeying his father and abandoning his family for a legitimate life on his own, one in which he did not have to steal, destroy, or lie to live a meager life. Sarty probably left in hopes of some day becoming like Major de Spain, a man of intelligence and wealth.

Broken Glass Essay -- Essays Papers

Broken Glass The Glass Menagerie refers to the fragile world of dreams, and illusion. Within the play Williams uses characters who face solitary struggles in an emotionally, physically, and financially starved surrounding. During the course of the play, a glass unicorn gets broken, symbolizing the fragile nature of a dream world. It's more than coincidental that the play's title refers to the collection of glass animals that belongs to Laura. The title of the play gives symbolism to the lives of Tom, Laura, and Amanda. To find relief from his boring, tedious and stressful life along with his mother's constant nagging abuse, Tom goes to movies "nobody goes to the movies night after night" (1874) and dreams about future adventures for himself. To...

De recursos humanos

IntroductionA country de Recursos Humanos e uma country multidisciplinar onde, sua aspiracao maior e a de integrar percepcoes, sonhos vitamin E desejos. Quando nos referimos a integrar, estamos querendo esclarecer ao leigo que a country de Recursos Humanos nao e uma country que treina pessoas, que recruta que avalia que remunera, que contrata, a country de Recursos Humanos vitamin E muito mais que isto. O Treinamento e a educacao profissional que visa adaptar O homem ao trabalho em determinada empresa, preparando-o adequadamente parity o exercicio de um lading podendo ser aplicado a todos os niveis ou setores da empresa. O Desenvolvimento tem a finalidade de aperfeicoar as capacidades e motivacoes make empregados a fim de torna-los futuros membros valiosos district attorney organizacao. As organizacoes tem questionado a eficacia hyrax acoes de treinamento, buscando avaliar o retorno de seus investimentos nessa country. No entanto, o uso do treinamento e uma importante alternativa para a mudanca de atitudes, conhecimentos ou habilidades necessarias ao desempenho adequado do capital humano na empresa. Cabe a country de Recursos Humanos integrarem os desejos vitamin E as crencas Department of State executivos hyrax empresas ( e/ou Department of State donos ) , como tambem os desejos vitamin E vontades dos trabalhadores daquela empresa, parity tornar a empresa mais flexivel, feliz, saudavel vitamin E competitiva. Para tornar a empresa mais flexivel, feliz, saudavel vitamin E competitiva, as organizacoes do terceiro milenio se distinguirao atraves dos Recursos Humanos. E para tal eles deverao estar felizes, comprometidos vitamin E altamente preparados parity as frequentes mudancas que com certeza acontecerao. Umas das grandes countries que recebe a incumbencia de administrar este desafio e a country de Treinamento vitamin E Desenvolvimento. O desenvolvimento Department of State profissionais tornou-se uma premissa mundial parity quem deseja sobreviver & A ; agrave ; acirrada competitividade imposta pelo fenomeno district attorney Globalizacao. Hoje, no mercado, nao existe mais espaco parity organizacoes que ainda teimam mutton quad acreditar que o investimento no capital humano e perda de tempo e de investimento.TREINAMENTOJa faz pacing que a country de Recursos Humanos passou de um simples departamento de pessoal para um agente de transformacoes na organizacao, provocando mudancas e oferecendo sustentacao na pratica das mesmas. A empresa que opta pela vanguarda em gestao de pessoas certamente obtera resultados beneficos a sua SA & A ; uacute ; de organizacional, aumentando a produtividade, garantindo a sobrevivencia do negocio e propiciando satisfacao aos empregados. Para isso, as empresas contam com ferramentas de gestao capazes de fomentar resultados satisfatorios. A Gestao de Pessoas envolve treinamento vitamin E desenvolvimento pessoal, recrutamento vitamin E selecao, remuneracao por competencias e habilidades e sistemas de avaliacao. O treinamento envolve basicamente quatro etapas: a ) diagnostico ; B ) desenho do programa de treinamento ; degree Celsiuss ) aplicacao ou pratica ; e vitamin D ) avaliacao vitamin E acompanhamento.DiagnosticoO diagnostico visa levantar as necessidades ( carencias em termos de preparo profissional ) passadas, presentes ou futuras por intermedio de pesquisas internas, a fim de descrever o problema vitamin E prescrever uma intervencao. Envolve a coleta vitamin E o cruzamento de dados vitamin E informacoes, a definicao de pontos fortes e fracos vitamin E O detalhamento Department of State problemas por meio de uma analise aprofundada, visando identificar as suas lawsuit vitamin E definir acoes para os Pontuss passiveis de melhoria.Desenho do programa de treinamentoRefere-se ao planejamento hyrax acoes de treinamento a partir do diagnostico das necessidades. Este deve estar associado & A ; agrave ; s necessidades estrategicas district attorney organizacao. Envolve identificar O que fazer ( metas ) ; como ( estrategias ) ; e por que fazer ( objetivos ) . O programa de treinamento pode trabalhar com as habilidades reprodutivas ou produtivas. Na habilidade reprodutiva hour angle pouca variedade ou necessidade de mais aprendizagem depois do dominio basico, uma vez que Se constitui numa serie de acoes reprodutivas, que melhoram com O pacing e a pratica. Envolve agilidade, rapidez, precisao, discriminacao perceptiva. Os treinamentos podem ser realizados no proprio lading, quando O objetivo vitamin E ministrar informacao, experiencia vitamin E conhecimento relacionados & A ; agrave ; s atividades, ou em classe, quando utilizam a sala de aula. Existem muitos recursos pedagogicos, didaticos vitamin E instrucionais que podem ser utilizados como apoio ao treinamento. Destacam-se os recursos auditivos vitamin E audiovisuais, que envolvem gravacoes de sound, videoteipe, videocassete vitamin E multimeios ; recursos visuais, como slides, transparencias, fotos, desenhos, quadro de giz, imantografo, impudent chart, album seriado, cartazes ; teleconferencias ; comunicacoes eletronicas: electronic mail ; e tecnologia multimidia. Alem do apoio make recursos pedagogicos, a selecao de estrategias instrucionais vitamin E outro passo importante. Estas podem ser mescladas & A ; agrave ; s tecnicas individuais vitamin E grupais, dependendo district attorney situacao mutton quad questao. Dentre algumas tecnicas, podem ser utilizadas: seminarios, workshops, tecnicas de simulacao, estudo de caso, jogos, blare & A ; acirc ; micas de grupos e aulas expositivas. Seminarios: preparacao previa de um topico parity discussao, sendo que o instrutor vitamin E o responsavel por organizar as discussoes, levando O grupo a formular algumas conclusoes. Workshop: o instrutor apresenta informacoes e o grupo aplica as informacoes a uma situacao existent, sob a supervisao bash instrutor, aplicando-se ao desenvolvimento de habilidades cognitivas, psicomotoras e afetivas. Tecnicas de Simulacao: O comportamento a ser exibido apos a aprendizagem deve ser praticado adequadamente Durante o processo de instrucao por meio de atividades praticas. A simulacao pode ser de dominio cognitivo, quando envolve a tarefa de solucao de problemas de planejamento de estrategias ou de tomada de decisoes ; de dominio psicomotor, que apresenta como vantagens a eliminacao Department of State perigos do treinamento em servico. Estudo de caso: vitamin E uma forma de simulacao voltada para o fornecimento de oportunidades de participacao no mesmo tipo de processo decisorio que O trabalho futuro exigira. Os dados podem ser extraidos de casos reais, inventados ou adaptados. Existem aqui Department of the Interior Pontus importantes a ser considerados: a ) evitar pensar numa & A ; uacute ; nica solucao ideal, pois & A ; agrave ; s vezes nao existe solucao ideal, apenas aspectos positivos vitamin E negativos de cada solucao possivel ; B ) analisar as decisoes e o processo que foi seguido para toma-las. Jogos: simula a realidade vitamin E envolve a competicao entre individuos, a fim de aumentar o interesse e a motivacao entre os participantes. Din & A ; acirc ; micas de grupo: utilizam a interacao entre os membros dos grupos como chief meio de ensino. Envolve tecnicas que promovem a solucao criativa de problemas complexos vitamin E tecnicas que estimulam a autoanalise vitamin E o aumento district attorney sensibilidade. Aulas expositivas: o treinador apresenta as informacoes, enquanto os treinados adotam uma postura mais passiva, predominantemente como ouvintes. A vantagem vitamin E que se consegue transmitir uma grande quantidade de informacoes num curto espaco de tempo. A chief desvantagem vitamin E que as aulas podem se tornar cansativas, prejudicando o grau de absorcao dos conte & A ; uacute ; Department of State.Aplicacao ou PraticaA aplicacao ou pratica depende de alguns fatores, tais como: adequacao do programa de treinamento & A ; agrave ; s necessidades da organizacao vitamin E dos treinados ; qualidade do stuff de treinamento apresentado ; cooperacao make gestores e dirigentes da empresa ; motivacao do treinando para aprender ; capacidade de aprendizagem do treinando ; aplicacao pratica e pacing de assimilacao do que foi aprendido ; elaboracao do stuff de treinamento, o qual deve ser significativo, ou seja, os metodos devem ser variados, inovadores e transferiveis para o trabalho.Avaliacao vitamin E AcompanhamentoTrata-se district attorney etapa concluding do processo de treinamento. Avalia-se, aqui, se o treinamento atingiu os objetivos, se atendeu & A ; agrave ; s necessidades da organizacao vitamin E hyraxs pessoas envolvidas, se houve retorno do investimento, Se as pessoas envolvidas se comprometeram vitamin E estao aplicando O aprendizado, se a produtividade aumentou vitamin E se o clima organizacional melhorou. A avaliacao pode ser feita de diversas formas: Avaliacao de reacoes: grau de percepcao do treinando em relacao ao conte & A ; uacute ; make make treinamento, metodologia adotada, atuacao do instrutor, carga horaria, material instrucional, aplicabilidade etc. Avaliacao de aprendizagem: novos conhecimentos ( testes objetivos ou com questoes abertas ) , aprimoramento de habilidades ( provas praticas ) vitamin E desenvolvimento de atitudes ( tecnicas de observacao direta, dramatizacao, escalas de atitudes e car relatorios ) . Avaliacao do comportamento no lading: amostragem de atividades: registro district attorney observacao do comportamento make treinando no trabalho ; diario de observador: o observador faz anotacoes sobre o treinando ; Auto diario: O formulario vitamin E preenchido pelo proprio treinando, sem a presenca do observador. Entrevistas e questionarios: sao feitas perguntas aos treinados referentes ao seu comportamento ou a seus superiores. Avaliacao do resultado: busca verificar mutton quad que grau O treinamento provocou as mudancas pretendidas pela organizacao. A avaliacao pode ser realizada mutton quad um prazo de 45 Diass apos a execucao do treinamento. A criacao de um clima interno favoravel ao treinamento, propiciando oportunidades para colocar mutton quad pratica O que Se aprendeu, e o comprometimento district attorney alta administracao sao fundamentais parity O sucesso do treinamento.DESENVOLVIMENTO DE PESSOASFocada na identificacao das blanks e definicao de acoes que permitam melhorar a capacitacao vitamin E o desempenho hyrax pessoas. Inclui processos de desenvolvimento como: Modelo de Competencia, Assessment, Coaching, Gestao de Desempenho, Planejamento de Carreira vitamin E Sucessao. Alem disso, inclui Programas de Educacao Corporativa voltados parity capacitacao Department of State profissionais. O desenvolvimento de pessoas tem Department of the Interior modos, Desenvolvimento de processos, e de Educacao Corporativa. Desenvolvimento de Processos visa os modelos de competencia que vitamin E uma ferramenta que parity as empresas ajudam muito, pois possibilita O alinhamento district attorney gestao Department of State recursos humanos cabal com a estrategia de negocios. Mostra claramente O que deve ser feita parity o alcance de patamares superiores de desempenho. Integram os processos de planejamento, avaliacao, selecao, desenvolvimento, remuneracao vitamin E district attorney carreira de seus funcionarios. Gestao de desempenho visa claramente o planejamento de avaliar o desempenho de forma criteriosa, juntamente com o processo de decisoes em relacao de treinamento e desenvolvimento, compensacao, promocoes, transferencias ou Ate mesmo desligamentos dentro district attorney organizacao, e atualizando o painel de funcionarios com recrutamento vitamin E selecao. Carreiras vitamin E Sucessoes e um sistema que visa complementar vitamin E ampliar a contribuicao Department of State funcionarios e conseguir capacitar cada vez mais pessoas e reter talentos dentro district attorney propria organizacao, e orienta a formacao Delaware lideres, focando uma estrategia de mercado a medio vitamin E longo prazo. Gestao district attorney relacao com O cliente Um processo que visa alavancar os resultados, superar as expectativas Department of State clientes e que possa contribuir com sua fidelidade. [ Fazem pesquisas de satisfacao do cliente, planejando estrategias competitivas na empresa parity forcar um perfil ideal focando mutton quad sua mudanca comportamental, alem de integrar o sistema de gestao ] ao de desempenho. Desenvolvimento de competencias: Um dos recursos que as empresas podem fazer parity desenvolver competencias sao os spreads, que identifica & A ; agrave ; s competencias requeridas. Ajuda no investimento de treinamentos e desenvolvimentos e orienta O autodesenvolvimento, visando & A ; agrave ; geracao de resultados superiores e uma sustentacao ao longo pacing. Desenvolvimento de Educacao Corporativa Uma das ferramentas que as organizacoes usam sao os Workshop, que vitamin E uma ferramenta que visa preparar seus gestores para o uso do instrumental disponivel de gestao de desempenho sob uma perspectiva estrategica, orientada parity resultados vitamin E parity desenvolvimento single, os participantes irao aprender a redigir objetivos mensuraveis, contratar, acompanhar desempenho vitamin E dar opiniao, comprometendo subordinados com O seu autodesenvolvimento. Desenvolvimento de equipes e muito importante dentro da organizacao parity que os gestores e os profissionais intendam a import & A ; acirc ; ncia de uma equipe eficaz, assim percebendo as distracoes e dispersoes que ocorrem em grupos de trabalho. Identificando as diferencas caracteristicas de contribuicao e os compromissos de continuidade e de motivacao das equipes, e como podemos fazer isso parity que isso se transforme mutton quad um Plano de acao podendo participar de processos de criacao etc. Ajudar aqueles funcionarios que tenha mais dificuldade de comunicacao e influencia, o gestor ao conhecer as caracteristicas de cada pessoa, e mais facil de conseguir a clareza, objetividade e ideias de cada funcionario, assim resultando mutton quad colocacoes mais oportunas que asseguram fluidez nos processos de comunicacao interpessoal. Um Department of State processos de treinamento e desenvolvimento que as empresas estao cada vez utilizando vitamin E processo de Universidade Corporativa.UNIVERSIDADE CORPORATIVAâ€Å" A Universidade â€Å" Corporativa preocupa-se nao somente com O fator â€Å" qualificar † vitamin E † capacitar † , mas tambem com a apresentacao de uma maneira totalmente inovada de pensar e trabalhar, parity que todos os colaboradores das organizacoes possam desempenhar papeis muito mais amplos no ambiente de trabalho.ObjetivoDesenvolvimento vitamin E Progresso de meios de alavancar novas oportunidadesIngressar em novos mercados globais.Designar relacionamentos mais profundos com os clientes.Incentivar a organizacao parity um novo futuro.FuncaoOrganizar as pessoas parity um novo contexto organizacional, caracterizado por mudancas constantes e alta competitividade que vem se destacando nestes tempos atuais.Import & A ; acirc ; nciaO aperfeicoamento e a expansao do direcionamento para os valores e a cultura desejados hyrax organizacoes.A concepcao de talentos, completando com que a empresa torne-se uma rede de exportacao de talentos, enquanto os demais serao importadores de talento. A vantagem esta no fato de que sendo um gerador de talentos a empresa ficara sempre & A ; agrave ; frente daqueles que os importam.Aumento do heroism district attorney organizacao parity os seus clientes e seus acionistas pela ascensao na capacidade das pessoas.Desenvolvimento nas pessoas na capacidade de aprender a aprender.Negociar a capacidade de trabalho em equipe e o mais importante, de liderar.O crescimento district attorney aptidao de autogerenciamento das pessoas, promovendo por meio district attorney Universidade Corporativa o alinhamento dos objetivos pessoais vitamin E com os objetivos district attorney empresa.CaracteristicasSao pro-ativas, com suas acoes completamente voltadas ao ambiente de negocio de cada organizacao.Atuam no desenvolvimento de competencias essenci ais.Sao inovadoras nas formas de entrega do conhecimento.Tem como premissa a disseminacao do conhecimento â€Å" em qualquer momento, em qualquer lugar † .Atuam no desenvolvimento e no gerenciamento de ferramentas que propiciem de forma intensa a captacao do conhecimento presente na organizacao ( atraves de seus profissionais, clientes, fornecedores e comunidade ) vitamin E sua adequada disseminacao parity facil utilizacao, sempre que necessario.Tem P & A ; uacute ; blico-alvo amplo, nao se restringindo ao P & A ; uacute ; blico interno, mas entendendo que o conhecimento vitamin E desenvolvido vitamin E utilizado por toda a rede de profissionais que envolvem cada organizacao.Procuram acompanhar a utilizacao pratica do conhecimento, ou seja, a transformacao do conhecimento em vantagem competitiva, gerando capital intelectual parity as organizacoes.Desafios vitamin E DificuldadesA alteracao district attorney mentalidade district attorney cultura das pessoas.O estudo com os prof issionais que possuem experiencia mutton quad UC ( universidade coorporativa )Verificacao do programa make beneficios.O comprometimento de Toda as gerencias de primeiro nivel district attorney empresa.A definicao vitamin E O desenvolvimento do modelo de gestao que sera utilizado nessa iniciativa.A procura de desenvolvimento das parcerias.Avaliacao Department of State resultados.Periodo de criacao de novos produtos.Os Plano de Marketing vitamin E de Comunicacao parity alavancar a imagem district attorney empresa.O exercicio vitamin E treinamento district attorney equipe de facilitadores.Ausencia district attorney compreensao do que venha a ser a Universidade Corporativa.BeneficiosA Universidade Coorporativa permite O envolvimento entire das pessoas que compoem as organizacoes nas empresas no & A ; acirc ; mbito interno vitamin E externo, possibilitando O conhecimento district attorney organizacao, cultura, tradicoes, projeto, qualidade, resultando num envolvimento muito maior com O n egocio vitamin E os objetivos.A IMPORTANCIA DA UNIVERSIDADE CORPORATIVA NO CENARIO ATUAL.Em ambiente de negocios marcado pela constante necessidade de inovacao, agilidade, flexibilidade, competitividade, diferenciacao frente a concorrentes, em que O conhecimento necessario aos profissionais muda cada vez mais rapido, em que a pratica de uma gestao competitiva vitamin E cardinal, faz-se necessario desenvolver ferramentas de geracao, disseminacao, aplicacao vitamin E comprovacao do conhecimento cada vez mais focado no â€Å" negocio e estrategia † de cada organizacao. As countries de treinamento enfrentam dificuldades para atender essa demanda, por configurarem suas acoes de maneira reativa, voltadas ao P & A ; uacute ; blico interno vitamin E ao desenvolvimento de habilidades e pouco inovadoras com relacao & A ; agrave ; s formas de disseminacao e gerenciamento do conhecimento. Frente a essa demanda foram surgindo, mais intensivamente nos & A ; uacute ; ltimos Fatah Revolutionary Councils, as universidades corporativas. Um conceito ainda recente no Brasil, essas universidades instaladas ( fisica ou virtualmente ) sodium organizacoes apresentam algumas caracteristicas especificas parity atender as necessidades citadas, que as diferenciam de countries de treinamento vitamin E desenvolvimento ( T & A ; D ) : sao proativas, com suas acoes que tem a finalidade parity melhorar O ambiente dos negocios de uma organizacao ; atuam no desenvolvimento de competencias essenciais, sao maneiras de inovar a entrega do conhecimento ; tem como a sua chief vantagem O aumento do conhecimento diversos momentos ; que participam na capacitacao make desenvolvimento e gerenciamento hyraxs diversas ferramentas que propiciem de forma intensa O aprendizado do conhecimento presente na organizacao vitamin E com a correta maneira de disseminar parity facil utilizacao ; tem p & amp ; uacute ; blico dirigido, nao se limitando ao P & A ; uacute ; blico interno, mas proporcionando que O conhecimento seja desenvolvido vitamin E utiliz ado pela totalidade district attorney rede de profissionais que envolvem cada organizacao ; e, finalmente, buscam seguir a utilizacao district attorney pratica do conhecimento, ou seja, a mudanca do conhecimento em vantagem competitiva, gerando capital intelectual parity as organizacoes. Alem disso, as universidades corporativas, por contarem com um P & A ; uacute ; blico mais amplo vitamin E com acoes mais bem dimensionadas, representam nao um centro de custo parity a organizacao, mas sim uma reducao de custos nos programas de educacao continuada, um entendimento de que devem ser autossustentaveis, e uma visao, ja presente em algumas organizacoes, de que devem ser um centro de lucro. Essas universidades nao visam a substituir ou disputar espaco com as universidades tradicionais. Pelo contrario, elas sao complementares na medida mutton quad que a universidade tradicional fornece toda a formacao conceitual vitamin E metodologica aos profissionais, enquanto a corporativa oportuniza formacao focada no ambiente de negocios, desenvolvendo, pelo mapeamento de â€Å" trilhas de capacitacao † , o aprimoramento nas competencias essenciais ou criticas de cada organizacao. Sao fortes as possibilidades e os casos de sucesso de aliancas estabelecidas entre as universidades corporativas vitamin E as universidades tradicionais, visando & A ; agrave ; formacao district attorney rede de trabalho district attorney organizacao ou levando isso & A ; agrave ; comunidade, capacitando vitamin E aumentando a empregabilidade de profissionais. Alem disso, as universidades corporativas tem um papel muito forte no desenvolvimento vitamin E disseminacao district attorney cultura de cada organizacao, sendo focado mutton quad resultados corporativos, presente em todas as countries e alcancando todos os profissionais envolvidos em cada processo. Sao grandes os desafios na criacao de uma universidade corporativa, mas sao m & A ; uacute ; ltiplos os beneficios, pois, alem de vantagem competitiva, desenvolve fortemente a capacitacao Department of State profissionais, o entendimento make negocio, as formas de comunicacao, a capacidade de aprender e de compartilhar e o desenvolvimento district attorney cultura organizacional, representando uma acao sistemica, voltada & A ; agrave ; s necessidades impostas pela globalizacao vitamin E complexidade do atual ambiente de negocios. Na pratica, a Universidade Corporativa oferece aos colaboradores cursos presenciais vitamin E on-line, workshops, congressos vitamin E seminarios, alem de muitas outras atividades de desenvolvimento. e bom destacar que Toda essa estrutura de educacao corporativa tem como base O mapeamento hyrax competencias que atendem & A ; agrave ; s necessidades da organizacao. E como nao poderia ser diferente, a selecao hyrax acoes educacionais e realizado de forma bem estruturada e dela participam os gestores, os consultores internos de RH, os especialistas internos de educacao e os proprios funcionarios da companhia. Esse trabalho mutton quad conjunto resulta, por exemplo, na elaboracao de Planos de Desenvolvimento de Equipes, que levam mutton quad consideracao as reais oportunidades, necessidades e prioridades de desenvolvimento dentro district attorney empresa. Umas das empresas que demonstra um investimento alto no processo de Universidade Corporativa vitamin E Ambev.AMBEVSer a â€Å" Melhor Empresa de Bebidas do Mundo em um Mundo Melhor † . Esta e a missao district attorney AmBev, empresa de capital aberto, sediada mutton quad Sao Paulo, no Brasil, com operacoes em 14 paises das Americas ( Argentina, Brasil, Bolivia, Canada, Chile, El Salvador, Equador, Guatemala, Nicaragua, Paraguai, Peru, Rep & A ; uacute ; blica Dominicana, Uruguai e Venezuela ) . Dona de um portfolio de â€Å" estrelas † como Antarctica, Brahma, Bohemia, Skol, Original, Stella Artois ; o refrigerante Guarana Antarctica, Soda, Pepsi vitamin E Sukita, alem hyrax inovacoes H2OH! vitamin E Guarah! a AmBev vitamin E lider no superior hyrax cervejarias na America Latina. Reconhecida como uma hyrax melhores empresas para Se trabalhar, a AmBev tem em seus 39 mil funcionarios – 23 mil so no Brasil – sua maior fortaleza. Por isso, investem continuamente no desenvolvimento vitamin E sucesso de sua Gente, que vitamin E incentivada a se sentir Dona district attorney companhia vitamin E pensar grande. Pioneira, desenvolve o Programa AmBev de Consumo Responsavel ha sete Fatah Revolutionary Councils, fazendo campanhas de conscientizacao sobre o uso indevido do alcool norteado pelas premissas district attorney Organizacao Mundial da Sa & A ; uacute ; de ( OMS ) . Sua reconhecida excelencia mutton quad gestao gera retorno aos seus acionistas e garante atuacao sustentavel. Em 2008, atingiu volume de vendas de 146,9 milhoes de hectolitros de bebidas e receita liquida de R $ 20,9 bilhoes. No mesmo Fatah Revolutionary Council, destinou R $ 206 milhoes para acoes socioambientais. Entre os principais resultados estao: sete unidades fabris ja operam com geracao de energia por meio de biomassa e reducao de 23 % no consumo de agua nos & A ; uacute ; ltimos seis Fatah Revolutionary Councils. Uma prova de que e possivel aliar crescimento & A ; agrave ; sustentabilidade.Oportunidades de CrescerOportunidades de Crescer A AmBev tem um Plano de gestao de carreiro chamado Ciclo de Gente, cujo objetivo vitamin E avaliar, desenvolver e nortear O crescimento pessoal e profissional district attorney Gente AmBev. Ele rhenium & A ; uacute ; ne ferramentas de avaliacao de competencias de 100 % Department of State profissionais, acompanhamento de desempenho e opiniao. Com avaliacoes make resultados hyraxs metas do ano anterior vitamin E make desempenho make funcionario, e avaliacao 360 & A ; deg ; para as liderancas, sao identificadas blanks para o desenvolvimento de cada um. Anualmente sao realizadas reunioes de alinhamento de cada uma hyraxs countries da Companhia, sempre acompanhadas e orientadas pela country de Gente & A ; Gestao. Sao as chamadas Reunioes de Gente, na qual liderancas vitamin E gestores se rhenium & A ; uacute ; nem para discutir perspectivas de carreira, planos de sucessao, treinamento e desenvolvimento de suas equipes. Depois hyrax avaliacoes e do feedback, funcionario vitamin E gestor tracam um Plano de Desenvolvimento Individual, preparado parity ser executado mutton quad um Fatah Revolutionary Council, com acoes que incluem cursos, treinamentos, benchmarking, entre outras atividades. Para cumprir esse Plano, o funcionario recebe suporte district attorney Companhia vitamin E district attorney Universidade AmBev. Conheca os tipos de suporte oferecidos pela AmBev:Universidade AmBevA Universidade AmBev ( UA ) elabora modulos capazes de formar as pessoas que estao ingressando na Companhia, prepara as que serao promovidas, district attorney suporte aos processos district attorney empresa vitamin E assegura a sustentabilidade do negocio. Suas atividades se estendem a Toda as unidades vitamin E niveis organizacionais, por meio de cursos e treinamentos externos vitamin E in Company. Os cursos sao presenciais ou por meio de ferramentas como e-learning ( UA online ) vitamin E televisao corporativa ( TV AmBev ) , divididos mutton quad cinco eixos tematicos que atendem a Toda as funcoes e niveis hierarquicos. Os funcionarios contam ainda com reembolso de ate 70 % do custo mensal de cursos de graduacao e pos-graduacao, e de 100 % , parity cursos tecnicos.Programa de Capacitacao GerencialPara preparar gerentes para posicoes de primeira linha, e aplicado o Programa de Capacitacao Gerencial ( PCG ) , que tem como diferencial a identificacao Department of State sucessores nas Reunioes de Gente e a antecipacao de seu treinamento. Desta forma, preparamos nossos futuros gestores antes mesmo district attorney demanda existir.Television AmBevPara treinamentos vitamin E divulgacao de assuntos district attorney Companhia, como lancamentos de campanhas e de produtos, ha a Television AmBev, transmitida via satelite, que tem as funcoes de veiculo de comunicacao e de transmissao de conhecimento. Um telejornal tambem vitamin E exibido semanalmente parity todos os P & A ; uacute ; blicos, em todas as unidades.MBA AmBevA Companhia tambem oferece O MBA AmBev, em parceria com o Business School Sao Paulo ( BSP ) , que tem como objetivo dar aos executivos uma visao geral do negocio AmBev, competencias de lideranca, alem de acesso & A ; agrave ; s ferramentas de gerenciamento vitamin E & A ; agrave ; s melhores praticas do mercado.Aprendizado de IdiomasPara a capacitacao vitamin E aprendizado de idiomas, a AmBev oferece bolsas de estudos parciais em cursos presenciais vitamin E via e-learning.7-TREINAMENTO X MOTIVACO -AMBEVDavies ( 1976, p.27 ) diz: â€Å" Administrar um programa de treinamento e um processo extremamente complexo. O ciclo district attorney administracao, contudo, e realmente muito simples e consiste de quatro atividades distintas: planejamento, organizacao, direcao vitamin E controle. Um administrador de treinamento planeja quando decidem quais sao os objetivos de ensino a serem alcancados. A organizacao envolve O arranjo e a alocacao de recursos que tem disponiveis, tanto fisicos como humanos, de modo a melhor realizar os seus objetivos. Dirigir e uma qualidade pessoal, – Revolutionary People's Struggle esta relacionada tanto com a motivacao vitamin E encorajamento como a influencia sobre os alunos parity os quais os objetivos de ensino sao mais faceis de atingidos. Um administrador de treinamento controla, quando ele tomando mutton quad atencao O que criou determina Se, na verdade, a sua organizacao vitamin E atividades de direcao estao realizando os objetivos de ensino aceitos. O & A ; uacute ; nico c riterio parity medir a eficacia de um programa de treinamento e o n & A ; uacute ; mero make objetivos de ensino atingidos com sucesso de modo motivado † . Como exemplo de empresa que adquire O treinamento como ferramenta de trabalho, podemos citar a Ambev, que Irish Republican Army investir R $ 20 milhoes em treinamento vitamin E aprimoramento de seus colaboradores em 2010. vitamin E maior ind & A ; uacute ; stria brasileira de bebidas, a Ambev possui no seu portfolio de produtos cervejas, refrigerantes, isotonicos, chas vitamin E Bufo marinus. Entre as marcas que comercializa destacam-se Brahma, Skol, Antarctica, Bohemia, Guarana Antarctica, Pepsi, Lipton Ice Tea vitamin E Gatorade. No Brasil, a Companhia atende um milhao de pontos-de-venda vitamin E possui 33 fabricas de bebidas. A Companhia, que esta presente em todas as Americas, possui O maior banco genetico de guarana do mundo, localizado na Fazenda Santa Helena, mutton quad Maues ( AM ) . O heroism investido mutton quad treinamento sera de 25 % superior ao investido pela companhia no Fatah Revolutionary Council lunge. A empresa conta com sua Universidade, Ambev, que integra todos os programas de treinamento district attorney companhia, dos funcionarios das fabricas ao presidente. No & amp ; uacute ; ltimo Fatah Revolutionary Council, foram treinadas 31 mil pessoas, somando mais de 39 mil horas de cursos. Desde sua inauguracao, ha 15 Fatah Revolutionary Councils, a Universidade Ambev ja recebeu mais de R $ 150 milhoes de investimento. A empresa recruta vitamin E mantem os melhores talentos. Oferece oportunidades de educacao no Brasil e no outside, alem de treinamentos especificos para cada tipo de funcao. A Companhia entende que capacitar pessoas vitamin E uma contribuicao essencial parity a formacao de cidadaos vitamin E parity O desenvolvimento societal do pais. A Companhia oferece O programa Universidade Ambev, que promove O aperfeicoamento de seus funcionarios e distribuidores por meio de treinamentos presenciais e ferramentas como e-learning vitamin E televisao corporativa. Seus funcionarios tambem contam com reembolso built-in parity custear cursos tecnicos vitamin E parciais parity cursos de graduacao e pos-graduacao. A empresa tambem investe vitamin E prepara os futuros gestores da Companhia atraves do Programa de Capacitacao Gerencial. Gerentes e outros executivos participam de programas de treinamento tecnico e gerencial sodiums principais universidades do Brasil, dos Estados Unidos vitamin E district attorney Europa. A Ambev vitamin E uma ferramenta de comunicacao, capaz de interligar as operacoes de norte a sul do Pais e atingir cerca de 20 mil pessoas. Sua televisao corporativa existente desde 1998, contava com um canal que epoch utilizado como ferramenta de treinamento para forca de vendas propria e revendedores da Companhia. A Television Ambev vitamin E uma iniciativa district attorney Comunicacao Interna Corporativa district attorney empresa, que tem como missao motivar os funcionarios com seu treinamento vitamin E fazer com que eles tenham orgulho district attorney Companhia. A empresa tem como planejamento um alto investimento no treinamento de seus funcionarios, neste Fatah Revolutionary Council de 2010. Serao investido 20 milhoes de reais no aprendizado e na busca district attorney capacitacao do pessoal, dos funcionarios das fabricas ao presidente – 25 % a mais do que o investimento mutton quad 2009. Na empresa, o aperfeicoamento Department of State colaboradores e um assunto muito importante. Um dos Pontus focados esse Fatah Revolutionary Council nos cursos de treinamento e desenvolvimento district attorney lideranca vitamin E district attorney equipe de engenharia e o treinamento district attorney competencia analitica. Isso por que a Ambev quer melhorar vitamin E aumentar o percentual de acerto nos projetos realizados. Um gesto de que a Ambev esta obcecadapela eficiencia operacional vitamin E pelo desempenhofinanceiro, foi O entendimento que as pessoas trabalham por algo maior do que uma gratificacao excess mutton quad dinheiro. e isso que as mantem e aumentam a motivacao vitamin E o desempenho ao longo do pacings, independentemente do cenario externo.CONCLUSaOConcluimos que, treinamento refere-se ao conjunto de experiencias de aprendizagem centradas na posicao atual district attorney organizacao. Trata-se, portanto, de um processo educacional de curto prazo e que envolve todas as acoes que visam deliberadamente ampliar a capacidade hyrax pessoas parity desempenhar melhor as atividades relacionadas ao lading que ocupam na empresa. Ja o desenvolvimento vitamin E dito como um conjunto de experiencias e de aprendizagem que nao necessariamente sao relacionadas aos lading que as pessoas ocupam atualmente, mas que proporcionam oportunidades para O crescimento vitamin E desenvolvimento profissional. Difer ente do treinamento que vitamin E orientado parity O presente, o desenvolvimento de pessoas focaliza os cargos a serem ocupados futuramente na organizacao e os conhecimentos, habilidades e atitudes que serao requeridas por seus ocupantes. Desta forma, as acoes voltadas ao desenvolvimento envolvem um compromisso maior com a capacitacao hyrax pessoas. O estudo do conjunto de atividades que visa formar a qualificacao hyrax pessoas nas empresas vitamin E imprescindivel parity reforcar seu diferencial competitivo, em exceptional no longo prazo, permitindo as empresas mais competencia estrategica. Ao tracar O perfil de acoes comuns. Determinada categoria organizacional busca-se melhor compreensao hyrax praticas aceitas bem como as deficiencias ou Pontus de melhoria, permitindo redirecionamentos. O controle vitamin E medicoes de resultado de treinamento ainda sao basicos na maioria. Nota-se a necessidade de mais atuacao estrategica e voltada parity as competencias centrais hyrax empresas. Cabe entao um alerta & A ; agrave ; busca por formacao estrategica em todos os niveis, desde as funcoes operacionais & A ; agrave ; s gerenciais, deve & amp ; agrave ; empresa reforcar comportamentos inerentes a sua postura competitiva, valores e creeds que pertencem & A ; agrave ; cultura organizacional. Desde que O homem compreendeu que poderia racionalizar O trabalho Department of State funcionarios, tornando eficiente seu desempenho, teorias presentes nas escolas classicas e cientificas district attorney administracao, a atividade de treinamento comecou ter mais atencao. Porem, mesmo com Toda evolucao percebida desde Thai praticas, as acoes realizadas pela maioria das empresas ainda tem loud carater de melhoria district attorney produtividade. Acreditamos que uma hyrax grandes preocupacoes que as organizacoes enfrentam e o de como manter os â€Å" talentos humanos † , uma vez que eles atingem um alto grau de empregabilidade, por meio da elevacao da capacitacao vitamin E district attorney public presentation profissional. A empresa apresentara funcionarios capacitados, deixando-os mais adequados & A ; agrave ; realidade do mercado. Assim, o aumento district attorney pressao pela procura Department of State profissionais altamente capacitados aumenta, obrigando, necessariamente, que Toda as empresas elevem seu grau de empregabilidade, ou seja, retendo seus talentos. Podemos desta forma, entender que tanto as necessidades atuais como as futuras district attorney organizacao devem ser foco do planejamento de Treinamento vitamin E Desenvolvimento, vitamin E principalmente o exemplo de Ambev, o investimento mutton quad Universidade Corporativa uma vez que O contexto organizacional, e o mercado exigem uma postura eficaz na apresentacao de qualificacao das pessoas para este cenario. Desta forma, cabe & A ; agrave ; s empresas, liderancas earea de Treinamento vitamin E Desenvolvimento facilitaremparaque a empresas vitamin E colaboradores saia beneficiados, o aprendizado eo maior tesouro que podemos adquirir.REFEReNCIAS BIBLIOGRaFICASChiavenato, Idalberto. Administracao de Recursos Humanos 7 & A ; deg ; edicaoChiavenato, Idalberto. Treinamento e Desenvolvimento 7 & A ; deg ; edicao.Chiavenato, Idalberto. Gestao de Pessoas 3 & A ; deg ; edicao.III Wagner A. John, HollenBeck John. Comportamento Organizacional-Criando Vantagem Competitiva.Anuario district attorney Universidade Ambev 2009 – Ambev.Site. www.ambev.com.brSite. www.rh.com.br

Mockingbird Quotes Essay

Chapter 1Maycomb was an old town, but it was a tired old town when I first knew it. . . . There was no hurry, for there was nowhere to go, nothing to buy and no money to buy it with, nothing to see outside the boundaries of Maycomb County. But it was a time of vague optimism for some of the people: Maycomb County had recently been told that it had nothing to fear but fear itself. Chapter 3 You never really understand a person until you consider things from his point of view—until you climb into his skin and walk around in it. Chapter 7†³As Atticus once advised me to do, I tried to climb into Jem’s skin and walk around in it: if I had gone alone to the Radley Place at two in the morning, my funeral would have been held the next afternoon. So I left Jem alone and tried not to bother him. â€Å"Chapter 9†³When a child asks you something, answer him, for goodness’ sake. But don’t make a production of it. Children are children, but they can spot an evasion quicker than adults, and evasion simply muddles ’em. â€Å"†You might hear some ugly talk about it at school, but do one thing for me if you will: you just hold your head high and keep those fists down. No matter what anybody says to you, don’t you let ’em get your goat. Try fighting with your head for a change. â€Å"†Simply because we were licked a hundred years before we started is no reason for us not to try to win†Ã¢â‚¬ Atticus said, ‘You’ve a lot to learn, Jack. ‘ ‘I know. Your daughter gave me my first lessons this afternoon. She said I didn’t understand children much and told me why. She was quite right. Atticus, she told me how I should have treated her-oh dear, I’m so sorry I romped on her. ‘† Chapter 10 â€Å"Remember it’s a sin to kill a mockingbird. That was the only time I ever heard Atticus say it was a sin to do something, and I asked Miss Maudie about it. â€Å"Your father’s right,† she said. â€Å"Mockingbirds don’t do one thing but make music for us to enjoy. They don’t eat up people’s gardens, don’t nest in corncribs, they don’t do one thing but sing their hearts out for us. That’s why it’s a sin to kill a mockingbird. † Chapter 11 It was times like these when I thought my father, who hated guns and had never been to any wars, was the bravest man who ever lived. The one thing that doesn’t abide by majority rule is a person’s conscience. It’s when you know you’re licked before you begin but you begin anyway and you see it through no matter what. You rarely win, but sometimes you do. â€Å"I wanted you to see what real courage is, instead of getting the idea that courage is a man with a gun in his hand. It’s when you know you’re licked before you begin, but you begin anyway and see it through no matter what. â€Å" Chapter 13†³I never understood her preoccupation with heredity.  Somewhere, I had received the impression that Fine Folks were people who did the best they could with the sense they had, but Aunt Alexandra was of the opinion, obliquely expressed, that the longer a family had been squatting on one patch of land the finer it was. â€Å"Chapter 14†³Ã¢â‚¬ËœThat’s because you can’t hold something in your mind but a little while,’ said Jem. ‘It’s different with grown folks, we-‘ His maddening superiority was unbearable these days. He did not want to do anything but read and go off by himself. â€Å"Chapter 19†³Mr. Gilmer smiled grimly at the jury. ‘You’re a mighty good fellow, it seems- did all this for not one penny? ‘ ‘Yes suh.  I felt right sorry for her, she seemed to try more’n the rest of ’em-‘ ‘You felt sorry for her, you felt sorry for her? ‘ Mr. Gilmer seemed ready to rise to the ceiling. † Chapter 20†³Our courts have their faults, as does any human institution, but in this country our courts are the great levellers, and in our courts all men are created equal. † Chapter 22 They’ve done it before and they did it tonight and they’ll do it again and when they do it—seems that only children weep. Chapter 23†³Ã¢â‚¬ËœScout, I think I’m beginning to understand something. I think I’m beginning to understand why Boo Radley’s stayed shut up in the house all this time. It’s because he wants to stay inside. ‘† Chapter 25 Atticus had used every tool available to free men to save Tom Robinson, but in the secret courts of men’s hearts Atticus had no case. Tom was a dead man the minute Mayella Ewell opened her mouth and screamed. â€Å"‘Why couldn’t I mash him? ‘ I asked. ‘Because they don’t bother you,’ Jem answered in the darkness. He had turned out his reading light. â€Å"Chapter 30†³Atticus looked like he needed cheering up. I ran to him and hugged him and kissed him with all my might. ‘Yes sir, I understand,’ I reassured him. ‘Mr. Tate was right. ‘ Atticus disengaged himself and looked at me. What do you mean? ‘ ‘Well, it’d be sort of like shootin’ a mockingbird, wouldn’t it? ‘† Chapter 31 Atticus was right. One time he said you never really know a man until you stand in his shoes and walk around in them. Just standing on the Radley porch was enough. When they finally saw him, why he hadn’t done any of those things . . . Atticus, he was real nice. . . .† His hands were under my chin, pulling up the cover, tucking it around me. â€Å"Most people are, Scout, when you finally see them. † He turned out the light and went into Jem’s room. He would be there all night, and he would be there when Jem waked up in the morning.

Regional Integration Essay

The Pacific Forum region seeks a region of peace, harmony security, and economic prosperity. The diversity of its peoples seek value, honor in their cultures. The Pacific Region’s objectives include obtaining respect for its governance, sustainable management of its resources and its democratic values. The partnerships with their neighbors, to improve communications and secure a sustainable economy for all are the primary objectives for its members. Established in Bangkok, Thailand on August 8, 1967 the Association of Southeast Nations (ASEAN) was founded by Indonesia, Malaysia, Philippines, Singapore and Thailand. ASEAN is now comprised of 10 members including Brunei, Cambodia, Laos, Myanmar and Vietnam (ASEAN, 2013). An important and landmark agreement that ASEAN entered into was the ASEAN-China Free Trade Agreement. The region in which the ASEAN- China Free Trade Agreement will reach is about 1. 9 billion people. This agreement will surely test not only the members of ASEAN, but China as well. The region in which the ASEAN- China Free Trade Agreement will reach is about 1. 9 billion people. This agreement will surely test not only the members of ASEAN, but China as well (ASEAN, 2013). Positive Influence of the Asean-China Free Trade Agreement January 10, 2010 marked a ten year negotiation with China, when the ASEAN-China Free Trade Area Agreement became effective. Tariff reductions between China and six ASEAN members Malaysia, Brunei, Indonesia, the Philippines, Singapore and Thailand, will experience more than a 90 percent of products with a drop to near zero in both parties’ tariffs. The agreement was established with the idea that ASEAN countries’ natural resources and China’s large market would both benefit (Shamsi, 2010). Countries like Cambodia and Laos will benefit from the ASEAN-China agreement with zero tariffs on over 7000 goods from China, which will benefit these under developed countries tremendously. Less developed countries especially those with no stock market system will welcome this agreement and benefit greatly (Shamsi, 2010). The ASEAN-China Free Trade Agreement is China’s first free trade agreement and the first negotiated agreement ASEAN has been involved in with another country. The importance of this agreement will be seen when ASEAN nations being to use China’s currency Yuan. This can drive China’s Yuan to become a major global trading currency. This agreement is important in the movement for the regional economic environment (Shamsi, 2010). Negative Impact of the ASEAN-China Free Trade Agreement The economic head of ASEAN is Indonesia. The idea of the ASEAN-China Free Trade Agreement is not beneficial to ASEAN countries and should be re-considered. Indonesia has pointed out that the economy of China has recently increased and become powerful in global terms. The exemption from custom duties for Chinese goods ill challenges the local business survival with an influx of less expensive Chinese goods (Shamsi, 2010). Bankruptcy is a real possibility for industrial areas in the small and medium sized zones according to the chairman of the Indonesian Young Entrepreneurs Association. The automotive industry in Malaysia is also wary of this agreement in that the impact on local auto industries could be hit hard. The view from many ASEAN members is that the agreement much more benefits China than the ASEAN countries. China in size alone has a large market for domestic consumption and ability to export on a grander scale than that of ASEAN countries (Shamsi, 2010). The overall feelings in most ASEAN countries are that of mixes feelings, but mostly worry concerning the agreement. The population of China with 1. 3 billion people compared to the 600 million combined of ASEAN region is notable differences in terms of markets. The concept that took ten years to come to light, seems that with the changes seen in the economy of China, that the agreement still has the same fruitful benefits initially anticipated (Shamsi, 2010).

Discuss one or more theories of Moral Understanding and evaluate its conclusions Essay

The term morality, according to Shaffer (1993) means â€Å"a set of principles or ideals that help the individual to distinguish right from wrong and to act on this distinction. Morality is important to society, as it would not function effectively unless there is some agreement of what is right and wrong. There are many underlying processes and environmental factors, which limit or promote social, cognitive and moral development in children. In modern society, television could be considered to be one of the major influences on a child’s moral development. There are three approaches to moral development; the cognitive approach, the psychodynamic approach and the social learning theory. The Cognitive-Developmental approach of Piaget and Kohlberg studies how children become more able to reason morally and make moral judgements, whereas the Freud’s psychodynamic approach is more concerned with the development of the conscience and moral feelings such as guilt and anxiety. The social learning theory of Bandura and Mischel investigates the development of moral behaviour and how role models in the family, society and the media, influence it. The theory I am going to discuss is Piaget’s Cognitive-Developmental Approach. His theory of moral development is concerned with how the child’s moral knowledge and understanding change with age. Piaget saw morality as any system of rules, which governs interaction between people. The methods of investigation he used to develop his theories were, he looked at the way children imposed rules in their games. He used games to study the development of children’s moral development as he thought that by studying rules in the context of a game, he could study the child’s spontaneous though directly. He also, assessed changes in the child’s moral judgements by telling hypothetical stories about children who lied, stole or broke something. When using hypothetical stories, Piaget was generally more interested in the reasons why the children give the answers they did and not particularly the answers. Piaget identifies stages of moral development just as he identified stages with cognitive development. His theories of the way children think and their moral reasoning goes through a series of stages, as they are adapting to the world, these are also known as the processes of accommodation and assimilation. He believed that as children’s reasoning about the world changes when they grow older and gain more experience, so does their reasoning about morality. Their ability to think about the world in more complex ways is what causes them to move on from one stage to the next. This is known as cognitive development. Piaget stated that infants don’t understand much about morality until they are about three or four years of age. Their development divides into two main stages after infancy. His stages of moral development are: Pre Moral Stage (up to three or four years) Children don’t understand about rules, and so they don’t make moral judgements Stage of Heteronomous Morality (aged three – six years) Children at this stage think rules are absolute and unchangeable, and the goodness and badness of an action is judged largely on the basis of its consequences rather than by taking intent into account. Stage of Autonomous Morality (from around six or seven) Children at this stage now see rules as more changeable and intentions are taken into account. Children also start to believe that it is possible to break rules and get away with it, whereas earlier they tended to think they will always be found out and possibly punished. Researchers from Europe and America have tested some of Piaget’s theories and have concluded that distinct stages of development do seem to exist however, other research found that children do not see all rules as being equally important as Piaget thought they did. Heteronomous Morality, also known as moral realism, means when the child is subject to another’s laws or rules. Children think that rules must be obeyed no matter what the circumstances. A child at this stage will think that rules are only made by authority figures, such as, parents and teachers. Two other features that are displayed in moral reasoning at this stage are, first they expect bad behaviour to be punished in some way, they believe that the punishment should be expiatory – the wrongdoer must make amends for the crime by paying with some kind of suffering. They have the view that the amount of punishment should match the badness of the behaviour. Secondly, if the bad behaviour goes undetected then the child believes in immanent justice – where any misfortune occurring after the bad behaviour can be seen as a punishment. For example, if a child tells a lie and gets away with it, then later trips and falls, the younger child could consider this as a punishment. In general, they believe punishment should be fair and that wrongdoing will always be punished in some way. Autonomous Morality, which means when the child is subject to one’s own laws and rules. It involves moral relativism whereby the child comes to realise that rules evolve from social relationships. Due to the child ‘decentring’ and their developed ability to think more flexibly about moral issues, they have began to realise it is important to take other people’s opinions into account. At this stage a child will have developed the understanding that sometimes rules of morality can be broken in certain reasonable circumstances. They believe in reciprocal punishment, whereby the punishment should fit the crime. For example, if a child takes another child’s sweets, the first child should be deprived of their sweets or should make it up to the victim in some other way. This is known as the principle of reciprocity. Children will also have learnt at this stage that wrongdoers often avoid punishment, diminishing any belief in immanent justice. They see punishment as a method of making the offender understand the nature of the crime and that punishment is also a deterrent. The move from heteronomous morality to autonomous morality is influenced by two factors. Children around the age of seven begin to move on from the pre operational stage of an illogical and an egocentric way of thinking to more logical and flexible way of thinking, in the operational stage. Their growing awareness that other people have different views allows them to develop more mature moral reasoning. However, moral development lags at least one to two years behind cognitive development because the whole process depends on the cognitive changes occurring first. Kohlberg expanded Piaget’s theory to form a theory that also explained the development of moral reasoning. While Piaget described a two-stage process of moral development, Kohlberg’s theory outlined six stages within three different levels. Kohlberg extended Piaget’s theory, proposing that moral development is a continual process that occurs throughout the lifespan. A study by Colby et al (1983) criticised Piaget’s assumption that children of ten and eleven years old had reached an adult level of moral reasoning. Piaget was always focusing on what an average child was capable of achieving so he neglected the idea of great variations between the individual child’s ways of thinking. In general, Piaget’s cognitive theory has been criticised for the methods of investigation not being as precise as they could have been. Methods he used were seen as complicated, leading critics to think he under estimated younger children’s capabilities of what they could and could not do. This was because later research went on to conclude that children could actually take other motives into consideration, when they understood what motives were involved. Despite criticism, Piaget’s work is still regarded as a revolutionary step forward in the way we understand how children think. It has led to a much more realistic ways of understanding children’s moral development. Many attempts to test Piaget’s theories from researchers around the world have resulted in acceptance that some of his views and methods do appear to exist.