Can You Understand The Message free essay sample

Sometimes it makes me wonder how I keep from going under effectively preparing the listener for a discourse in coping with struggle. This feeling is immediately reaffirmed by the instrumentation, the sound effect of glass breaking, followed by the opening line broken glass everywhere, people pissing on the stairs, you know they just dont care. Grandmaster Flash uses the metaphor of the jungle, to insinuate the unpredictable, volatile, annalistic nature of life in the inner city which pits hungry soles amongst one another to fend for themselves. The second image he brings into play, of people urinating in public to the indifference of those surrounding, serves to demonstrate the kind of conditions omnipresent in the ghetto: a public that is desensitizing to uncivil behavior. Additionally, the instrumentation of the baseline and the chorus serve to augment the songs message. The baseline, a perpetual, consistent descending chord progression, fosters the notion of life being a slow and steady dose of challenges that tend to weigh one down. We will write a custom essay sample on Can You Understand The Message? or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The moderate tempo, marked by a drum and the baseline, form a consistent, steady beat that creates the illusion of time passing.The constant downward chord progression builds on this notion of time passing, and suggests that just as regular as the passage often, is the constant necessity of dealing with problems. Additionally, implementation of the synthesizer to create a psychedelic chord progression that is heard exclusively during the chorus of The Message, creates an aura of instability and further amplifies the feeling of volatility that characterizes life in the inner city as alluded to by the earliest referenced metaphor of the jungle as rapped by Grandmaster Flash in the first line of the song.While the aforementioned musical elements have the capacity to suggest and augment the thematic content, the lyrics are the primary propagator of the artists message in hip-hop music. In The Message, Grandmaster Flash seeks to heighten the awareness of the conditions of the inner cities, implicate the system that creates the conditions, and also illuminate upon the state of mind that results from living in such conditions, and its consequences. Poverty is the first issue he addresses, and raps l cant take the smell, cant take the noise no more/Got no money to move out, I guess I got no choice Tried to get away, but couldnt get far/ Cause a man with a tow-truck repossessed my car. The picture Grandmaster Flash paints describes the depressing reality of poverty. Many inner city Weller are often physically, socially, and economically trapped to the confines of their living situation. Lack of financial stability in the inner city prevents many residents from improving their situation, and in effect leaves an entire community socially and economically stagnant and living with rats in the front room, roaches in the back/junkies in the alley with a baseball bat. In the authors case, one shared by countless other inner city residents, the ability to even catch a breather from the depressing sites and life of the inner city is not even feasible due to lack of transportation. Another image hat Grandmaster Flash and the Furious Five portray is a crazy lady living in a bad/Eating out of garbage pails, she used to be a fax-hag. While this image serves as another reinforcement of poverty in the ghetto, it also brings to light the plight of a single woman in the ghetto.The crazy lady, Grandmaster Flash explains, used to be a dancer however at some stage in her life she went to the city and got Social Security/She had to get a pimp, she couldnt make it on her own. Through the anecdote of the crazy lady, Grandmaster Flash demonstrates the realities of life for a poor, single woman trying to aka a living in the inner city. In The Message, her ambition to be a dancer was squashed by the lack of opportunity and resources of the inner city, and the only form of social security she could find was provided not by the government, but by the neighborhood pimp. Due to the constraints placed on her life potential by her living situation, she forwent a dance career for prostitution, and eventually homelessness and the dubious honor Of being the crazy lady living in a bag. The failure to succeed for this single woman represents the plight of many single women of the inner cities whom are held n economic submission by their financial situations and have to result to prostitution for social security, only to end up homeless and helpless.One of the primary causes for many inner city dwellers to be trapped in social and economic stagnation is the fact that they are not eligible for work that would take them away from the inner city. This can be directly attributed to the lack of substantial education that many urban residents receive. Grandmaster Flash, writing form the point of view of a father, illustrates this point. My son said: Daddy, I dont wand go to school/Cause the teachers a jerk, he must hind Im a fool/And all the kids smoke reefer.. . Through the sons description of what his education is like, Grandmaster Flash illuminates the true environment at inner city schools. Because there is lack of community contribution to the education system, the only financial backing the inner city school board receives is the government issued sum from states education budget. As a result, many inner city schools are poorly equipped, and their lack of resources restrains the inner city students potential.Furthermore, many of the children of the inner city are products of broken families and at a nouns age are already forced to cope with oppressive life issues. The result is turnover from the schools to the streets, where the only education is the code of the streets, not individual morality. Grandmaster Flash best elucidates this point again through the son, who tells his father All the kids smoke reefer, I think itd be cheaper If just got a job, learned to be a street sweeper. The fourth verse of The Message is the most poignant verse of the song, In which Grandmaster Flash reaches out to the vast population of inner city residents by describing the conditions of the ghetto, and the individual mindset that it extracts. He extrapolates that upon birth, God is smiling on you but hes frowning too Because only God knows what youll go through Youll grow in the ghetto, living second rate And your eyes will sing a song of deep hate.In this passage Grandmaster Flash discusses the paradox of God, and how while he smiles on all his children, he frowns on those living in the inner city, for he knows that the second rate life that residents of the inner city live only lead to cultivation of hate. He does on to describe how places that were once sweet memories turn sour, and that the only role models there are for he youth are the thugs, pimps, pushers and big money makers/driving big cars, spending twenties and tens However, despite the glory of making money, the nex t step down that path is one of jail time and imminent death. Grandmaster Flash concludes the verse, was cold and your body swung back and forth/But now your eyes sing the sad, sad song/Of how you lives so fast and died So young, a fitting description of the unnatural life Of those living in the Inner city. By utilizing the vehicle for expression that is hip-hop, pioneers Grandmaster Flash and The Furious Five were able to create a song that could speak to entire populations of oppressed African Americans.

Fiber Communication essays

Fiber Communication essays Fiber communications research mainly deals with the relationship among system architecture, technology and applications. Current activities have included sub-carrier multiplexing and coding techniques for raising the bit rate limitations of multimode fiber systems; new modulation techniques to offset the effects of dispersion and non-linearity in long distance systems; and architectures for survivable communications. Problems concerned with broadband access and interfaces between fiber systems and wireless are given specific attention at present. (Communications) The finest way to surmount distance limitations presented by copper cabling is to deploy fiber. Fiber offers many benefits to Ethernet and Fast Ethernet networks. Surmounting the restrictions of coaxial and twisted-pair copper These distances can be increased to 2,000 meters by multimode fiber and to five kilometers by single-mode fibers in half-duplex environments, and much more extension is possible in full-duplex installations. But, fiber-optic cabling is not a universal remedy. Cost of termination is one of its most important challenges. To protect the optical characteristics, splices and connections must be cautiously cut and then polished to satisfy the need for perfect connections. Legacy equipment and some critical networking equipment does not give a fiber interface is the second problem. Those that give are prohibitively expensive. Fiber can be connected to almost any legacy environment, desktop computer or networking equipment, by using copper-to-fiber media converters. The distance problems existing in copper can be prevailed over by fiber runs between the media converters and the chassis. (Media converters troubleshoot network: technology gives Internet access provider flexibility, p.45) For next generation ...

Case Against Reinstating the Military Draft Essay

Case Against Reinstating the Military Draft - Essay Example Case Against Reinstating the Military Draft New York Representative Charles Rangel, who is a Korean war veteran, introduced a bill back in 2003 that would bring the military draft back into the lives of our young male population. (Rangel Introduces Bill to Reinstate Draft, 2003). It is his firm belief that a forced military draft is the only way that the young men of America can prove their allegiance and loyalty to the country that they call home. His bill, which is still pending in congress to this very day would draft young men between the ages of 18-26 into forced military service. With exemptions being granted only to those still in high school so that they can graduate. College age men are expected to enter military service under his proposed bill (Rangel Introduces Bill to Reinstate Draft, 2003). This particular bill is was supported in the senate by South Carolina Senator Fritz Hollings. These two men both believe that being drafted into the military would build the character of our young men and democratize what they call the â€Å"citizen soldier†. According to Douglas Bandow (Forum: Should the Draft be Reinstated?†, 2003) who was a former special assistant to President Reagan â€Å"As a veteran, I strongly believe that fighting for our country must be fairly shared by all racial and economic groups. Nobody wants to go to war, but the burden of service cannot fall only on volunteers who, no matter how patriotic, are attracted to the military for financial reasons. We cannot continue to pretend it is fair that one segment of society makes all the sacrifices.† Records show that most of the members of our Armed Forces are part of the lower income class families who join the service because it is the only job they know that they can have. Rep. Rangel indicated (Rangel Introduces Bill to Reinstate Draft, 2003) that as of 2003 30 percent of the minority population serve in our military services on a voluntary basis. Therefore, there is a discrepancy in the social strata representa tion in our military and it is Rep. Rangel and Sen. Hollings belief that drafting all available young men would be the best way to get all the social classes represented in the military. I find it amusing that these two highly respected lawmakers would use that kind of requirement in drafting their military draft bill because most of the male high school graduates from low to lowest income families often choose to opt for volunteer military service in order to keep a roof over their head and a regular salary with which to pay their daily expenses. Others who support the draft such as retired general and former commandant of the Army War College and historian Robert Scales Jr do so because they believe that our domestic / homeland security forces lack in numbers when it comes to protecting our own soil. He has claimed that â€Å"Even before the wars in Afghanistan and Iraq, our military was severely overstretched in fulfilling its missions. But more important, we have done nothing s erious about homeland defense in the war against terrorism. We need guards for our nuclear power plants, dams and public facilities. We have done little to create the necessary border patrollers, customs agents and cargo-ship inspectors†

Frequency Distribution Assignment Example | Topics and Well Written Essays - 250 words

Frequency Distribution - Assignment Example A project needs to be measureable and therefore frequency distribution helps in assessing the frequency distribution. In the process of measuring the work output of different people we could make use of mean and correlation to get the right figures (Meredith,  2011). Frequency distributions allows for measuring of specific results for different people within a project. We could use of means and correlation analysis for the purposes of analysing the output of different employees in a company. Many projects are planned with timetables in the analysis of frequency distributions. As a result, frequency distribution allows for the analysis of time taken by different employees in undertaking their jobs even in cases of people undertaking the same job (Meredith,  2011). Project management involves undertaking various jobs and duties in the process of accomplishing certain tasks that are relevant and therefore, we could make use of frequency distributions. Graphs and tables show disparity to detail on different measures undertaken by different employees

The Impact of Globalization to Manufacturing Field Essay - 20

The Impact of Globalization to Manufacturing Field - Essay Example Here the goals of helping to think ‘achievable’ as ‘possible’ and ‘realistic’ as ‘probable’. Working through the realistic criteria identifies the tension between the current state and desired state. Moreover, the organizations which aim for the globalization of manufacturing should have an aggressive expansion strategy and wants to fund this expansion debt free by freeing up capital tied up in other assets. The definition of globalization itself manifests its impact on the manufacturing logistics. To most economists,’ globalization’ means the closer integration of economies via trade and factor flows. But this permits many interpretations of how this can be measured. Economic geographers define the globalization as the shifts in the location of economic activity subsequent to shrinking economic distance. On the other hand, the critics take the view on globalization to be synonymous with capitalism, big business, and m ultinational corporations. (Crafts and Venables (2001, p. 2)(3) 2. Crafts, N. and Venables, A. J. (2001) ‘Globalization in history: a Geographical perspective’, London School of Economics, paper prepared for the NBER conference on ‘Globalization in economic perspective’. interactions in each economy between the external facets of globalization like e.g. shrinking economic distance, greater trade or the spread of international production that apply to the economy and internal factors that affect its employment response. The major impact of globalization as follows. 1. Globalization causes to manufacturing companies the converging of product prices between exporting and importing countries, a good indirect measure of economic distance between economies.  Ã‚  

Learning Organisations

Learning Organisations Moving towards a learning organization is something done BY people, not something done TO people or FOR people by someone else. So, the role of HR has to be in encouraging, facilitating, and supporting a move towards learning organizations. HR can never accomplish this themselves. Then, if executives want to move towards a learning organization, they should direct their operating units to do so, and direct HR to move into a supportive role. If its the other way around, where HR gets the responsibility, it never works. Knowledge management (KM) any practice or process of creating, acquiring, capturing, sharing and using knowledge, wherever it resides, to enhance learning and performance in organisations (Scarborough 1999). Knowledge management involves converting knowledge sources by classifying related information then circulating to make the information to take place. Not all information is knowledge or all knowledge is important. According to Blackler (1995), knowledge is multifaceted and complex, implicit and explicit, physical and mental, verbal and encoded. He also categorises knowledge in four as: embedded (technological collective), enculturel (Values, beliefs collective), embodied (practical knowledge individual), and embraced (theoretical understanding individual). Contrast on Blackler, Nonaka (1991) proposes that knowledge could be either individual or collective, cannot be both. Yet another argument comes from Scarborough and Carter (2000). They believe that knowledge appears from the collective experience and it is shared by member of the group. Knowledge also is the key ingredient of products and services. Therefore the difference among the organisations totally depends on the level to which information can be obtained and converted into knowledge. When it is the subject of knowledge, people mainly consider documentation or codifying type of knowledge. Whilst that explicit knowledge is essential tacit knowledge is even more essential as it adds value for competitive advantage of organisations. Tacit knowledge is spontaneous, contextual, has a big connection with experience, documentation cannot be applied. It is believed that tacit knowledge represent big percentage of knowledge of an organisation. In other saying, Nonaka (1991) explained that the knowledge is either explicit or tacit. Explicit knowledge is available, recorded information. It is kept in databases, and it can be systematized, whereas tacit knowledge is in peoples minds. It is hard to articulate and it gains in personal experience. New knowledge starts with an individual Nonaka believes. Tacit knowledge needs to travel from one person to another. The main difficulty in the creation of new knowledge is that bringing the tacit knowledge on the surface and the diff iculty is that it requires experience to do so. Knowledge management is all about getting the valuable knowledge from people, who have it, to people, who need it to develop the organisational efficiency. As organisations are competing in information age, knowledge is the most important asset in the competition field more than physical and financial assets. Another issue is that culture of organisation may be slowing down the knowledge sharing. Open cultures will encouraged people to share their ideas and knowledge. Knowledge management is on the subject of people. It straight connects to peoples knowledge and monitors how the knowledge could support organizational goal. It also uses the most valuable information which is more focus and meaningful. There is not certain regulation which would be difficult to change. KM is often revises the knowledge and checks its practicality in order to see its usefulness. It is generally have motivating feature on managers to ensure that they are working together with the purpose of reaching the organizational objectives. The emphases on knowledge have brought new job lines; such as knowledge workers. There are workers who are called knowledge workers. Drucker (1993) describes them as individuals who have high level of education, skills and ability to apply, in order to solve problems. Knowledge workers create the knowledge and are key players in spreading it. Tampoe (1993) highlights four core motivators for knowledge workers. First one is personal growth; the opportunities for individuals to realise their potentials. Second one is occupational autonomy; a work environment in which knowledge workers can achieve the task given to them. Third one is task achievement that a sense of achievement from producing works that is of high quality and the last one is money reward. Income is just a reward for their contribution to corporate success. Human Research can make a great contribution to knowledge management as process of spreading and sharing knowledge start among people. The important role HR has here to make sure those organisations have the intellectual capital they need. The role of HR in knowledge management can be listed as; create open culture, importance of which will be sharing knowledge; create an atmosphere where trust is the matter; ensuring that activities where people can share knowledge person-to-person basis, such as workshops, seminars, etc; motivating people by rewarding them when there is knowledge sharing; look after the workers who contribute knowledge sharing by providing resources and finally it is important to senior managers should be appointed for the knowledge management to encourage them for encouraging their staff for knowledge sharing. HR has an important role on improvement of the knowledge based cooperation. The important aim of organisations is to achieve the competitive advantage by developing and successfully implementing the knowledge. HRs role here is to encourage management to develop purpose which will suit to organisational aim. HR has also contribution with KM by recommending on the design of process based organisations. These types of organisations are mainly networking, cross-functional, project teams or so where sharing knowledge is crucial. HR contribution on enhancing KM is also important. HR gives advice on how to keep the skilful and talented people who are too important knowledge sharing culture (Armstrong 2008). Several knowledge management models and frameworks have been done. From the above model it can be understood that there is big and important connection between knowledge management and organizational learning, system and technology, culture and strategy. Knowledge management cannot be performed without learning in organizations. There are many divisions in organisational learning, yet there is no single structure which has successfully summarised the variety of its offerings. Learning organisation has much wider and more mature than organisation learning as well as knowledge management. Learning organisation will be explained in detail in later on. A complex adaptive system (CAS) consists of a large number of agents, each of which behaves according to some set of rules. There rules require the agents to just their behaviour to that of other agents (Stacey, 2003). In other saying, agents work and adjust themselves according to each other. Several experts describe CAS as the next evolution further than learning organization. Most businesses are throughout history there are several examples for business which used several planning activities that none of them worked. To be able to escape from this bad destiny now businesses are searching of knowledge management, to make planning dynamic and approachable to the ongoing globalization. Yet this is not always enough to cope up with fast changing unstable world. Organizations must adjust themselves to ongoing change environment. This situation made organizations to learn more about complex adaptive systems and its suitability to organizations. Also in ongoing fast economy, nature is in the circle of change. These natural diversifications make confusion and chaos. Some chaos is accepted in order to make sure that systems are adaptive ensuring long-term survival. Business world is very much willing to adapt CAS. Everyday there are new stories about successful businesses and CAS. Wal-Mart is a very good example for it. Retailers of Wal-Mart now use smart tags to follow inventory items. These smart tags, which are called Radio Frequency Identification RFID) depend on satellites to capture the movement of inventory items anywhere anytime. What happens is that shopping carts display items and amount as customer put them into the cart. Feedback is very important for as it is for learning organizations. It is to manage the complex adaptive system. CAS requires two forms of feedback which are positive and negative feedback. Negative feedback is if change happens the reaction is to undo the direction of the change and maintain the general circumstance whereas positive feedback continuing changes. Organizations adapt CAS because it gives the discipline to follow up the work. Butterfly effect for example is to show that small changes can have big effects. Organizations need to adapt CAS in order to adapt themselves into the competitive world of business http://www.exinfm.com/board/complex_adaptive_systems.htm Chaos theory expresses the performance of certain dynamic systems. The systems develop with time and the dynamic could be very sensitive to first state which refers to butterfly effect. The single way to gather the benefits of chaos theory in organizational development is to adapt the edge of chaos. With edge of chaos, organizations have to find new and productive ways, adapt new marketing models to survive in the competition. For these learning organizations, airline industry is a good example, particularly Southwest Airlines. They not only did changes to survive but because well off too which they succeeded very well. On the other hand organizations which couldnt cope or catch up with changes struggle. Unless they hold on the element of chaos and become creativity, they will disappear by time. Although with edge of chaos organizations adapt change and they are best known with their creativeness, they do not constantly change. When they do changing, they do not change the core soul of the organization. After changing organization will still have the familiar identity. According to Shelton (2003) the safest way to use chaos theory in organizational development is not in the beginning of organizational change, but in the use of its principles in dealing with issues that arise within the organization. Complexity theory is not the same as chaos theory but chaos involves with complexity theory Senge (1990) brings the concept of the fifth discipline into the organisational learning. He adds that each of the disciplines does provide a very important dimension in structuring the organisations which are willing to learn and carry on enhancing their capability. However, he also observes learning takes place when individuals work in teamwork. The five disciplines Senge identifies can be listed as; systems thinking, personal mastery, mental models, building shared vision, and team learning. Senge associates business and humans to a system in the systems thinking. It is an intangible structure and is a body for knowledge. Learning organisation wants its people to think in system. Personal mastery is the discipline of repeatedly illuminating and extending personal vision, focusing humans energies, developing patience, and seeing reality objectively. As such, it is an essential basis of the learning organisation. Mental models are assumption which specifies how people understand the world around them. It is internal picture of the world and he states that individuals can surface it by learning. Building shared vision involves skill of finding shared. Lastly team learning is essential as teams are the fundamental learning unit in modern organisations. Without team learning, organisation cannot learn. In Senges five disciplines, integrity is core because it is more difficult to integrate new tools than just using them separately. Fifth discipline is system thinking. Without system thinking no learning in organization would ever happen. The systems thinking leads to experiencing more and more of interconnectedness of life and seeing wholes rather than parts. Whenever there are problems in an organisation, according to systems thinking, the problems arise from underlying structures, not from individual mistakes. (Senge, 1990) The learning organisation is an expression which illustrates people gathering to success goals, big or small, in states where they all search for ways of doing things more effectively. Senge (1990), who created the term, explains a leaning organisation as one where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together. In learning organisations, people are constantly watchful for signals which show whether they are reaching their goals. Therefore it can be said that learning organisations continuously look at the detail of actions. Also feedback is vital to the learning organisation because it needs to measure its success. Thus, it accounts, reports, spreadsheets, salespeoples views of customer opinion, shop floor perceptions of a new systems used by activity streams of people. Apple computing -Japan is a perfect example of success when organizational learning is done according five discipline. Although Apple Japan is world wide company, it had one percent of the market in Japan until 1989. Nonetheless with the new president the company succeeded one billion dollar in six years time. The company had some help from a consultant firm. The main plan was to increase the market share as well as efficiency of the company. Being able to gain the market share and improve sales, they come to a decision on increase the number of the distributors, customer management and launch the notion of learning organizations. The first step for Apple Japan was to undertake the Senges Five Discipline which is crucial to learning organizations. Following it, group meeting was made more profitable. More discussion and team education was the main part of the meetings. This approach stressed the importance of the team learning and allowed everyone to share vision towards the same objective. The second step taken was bringing individuals mental model together with the rest of the team which made the progress of learning more efficient. For Personal Mastery, managers support their workers to set up goals. Lastly, the most important discipline for the organizations was Systems Thinking, which was to bring all the other parts together. This approach allows every staff to make decision, and specifically teaches them to take the whole system into consideration, not just their own problems. Changing the way Apple-Japan worked before; paid back with the increase in sales as well as market share of the company (Market Share grew to 15% in 1995 from 1% in 1989. Annual sales soared to $1.3 billion in 1994, with the sale of 520 000 computers) Knowledge may exist within an organisation, but it may not be available to those who need it. Hayes (2007) draws the attentions to importance of distributing the information so that members of the organisation have access to new information which may lead to create new information. Organisational learning is one of the most significant subjects of corporations. The most obvious difference between organisational and an individual learning is that organisations dont have memories which are vital to learning. The main difference between a learning individual and learning organisation is the way they store the information. While individuals use their memories to store the information, organisations do it in their culture. In order for learning to occur, there need to be three circumstances. Firstly, new information must be inputted into the ideas. Secondly, the new information must be combined with the previous one and thirdly practice is essential to complete the learning. Not everyone agrees with the idea of learning organisations. For example, Harrison (1997), argues and criticized because the concept proposes that organisations have a life and ability to learn, which not the case is. Scarborough also disagrees with the dominant perspective of the concept as it suggests individual learning in organisations but does not indicate how or what to learn. Burgoyne (1999) also acknowledges that the concept sometimes creates confusion. Motorola University is one of the best examples for learning organizations. The company has 20000 links hired each year with great grow. Growing rapidly brings the need of training the people they hire. The organisation is aware that they cannot reach the point with the traditional methods of training. In order to create new connections, operates world wide, become productive. The CEO of the company highlights the core values of Motorola which are the techniques and tools they use. Motorolas aim is to find better ways to provide the knowledge and skills. To do so, the company adapts the multimedia training which intends to get training to all Motorolans globally, reduce the cost and time is spent on trainings, and increases the knowledge of the firm. Motorola University was established in 1981 and by 1990 it had extended in US, Eastern Europe, South America and the Asia-Pacific region. Today, many mangers, supervisors and employees from all parts of Motorola have attended diversity training. This training helps participants to have more opportunities to develop and achieve their full potential Organisational learning does not just occur. There needs to be some conditions created which tolerate people to face the uncertainty and stay with it till it becomes something useful. According to Kline (1998) culture is the memory of organisations. The way people interconnect with each other and the way people think is the way their organisational culture is. Culture occurs when two or more people gathered together on a regular basis. If learning organisation is to be created, then firstly the culture of openness of thinking and communication need to be there. He also adds as long as the culture and the way of thinking encourage openness in many different appearances while providing tools which identify useful directions to take, the organisation will become learning organisation. The speed of building a learning organisation is depending on the speed of how individuals in the organizations can improve their learning process. Although author agrees with Senge that organisational lea rning enhances the creativity, he does not agree that building learning organisation does not need to be so slow (Senge, 1999) Schein (1996) highlights that in almost every organisation there are three cultures that a key impact on organisational ability to learn. These are operator culture, engineering culture, and executive culture. He also acknowledges that unless these three cultures realise and use the same language, organisational learning will fail. The values and norms are the basis of culture and formed in four ways. first, culture is shaped by leaders; secondly by critical incidents; third by value and expectation and lastly by organisational environment. (Schein, 1990),(Furnham, Gunter, 1993). According to Harrison (1972) culture is categorised around four ideas. Power orientated, people orientated, task orientated and role orientated. On the other hand Harrison/Handys (1981) four type of culture are; the power, role, task and person culture. Briefly; the power culture is that there is single source of power. Handy names it club or Zeus too; the role culture is bureaucracy, (Greek Temple); the task culture is giving the priority to getting the ob done. There is single source of power (Lattice) and lastly the person culture is that individuals decide on their own work part. The main concern is look after the individuals. According to Brown (1998) the relationship between culture and learning is one of the reciprocal interference. Not only is the rate at which organisations learn dependent on culture but the culture on an organisation will be profoundly influenced by the rate, and content of, organisational learning. Schein aggress with the explanation of Brown that the organisational culture develops through complex interactive learning process. Organisational culture plays a main role in knowledge management and organisational learning. Not every organisation can adapt the learning organisations. There are some barriers to at the individual and group levels. At the individual level, unawareness is an important limitation. They are failing to notice very clear and obvious information and understanding what they notice, having a limited short memory that valuable information can be forgotten easily. Cognitive limitation is more noticeable when there is a fast changing and complex environment which ove rload people and confused them. At the collective level is the important part of organisational learning. Organisational politics can be barrier for groups and individuals to learn, or organisational culture also can slow down the process of learning. Being able to apply the learning, organizations could change their culture to which could e a barrier to organization learning. Many models were introduced over the years concerning culture change by experts. They do not always have the same concept of culture in mind. Models of the culture change are different in the sense of scale. It could be large-scale or small scale. Change also occurs over time. In some cultures, knowledge is the most powerful concept which gives the competitive advantages to individuals. Therefore, Knowledge Management wants HR to focus on organization the culture change, approach of the people to support collaborative team working and knowledge sharing. Yacimientos Petroliferos Fiscales (YPF) is a big petroleum company in Argentina. They wanted to become a professional private company and have international investors rather than maintaining their inefficient bureaucratic existing therefore willing to do some changes in culture and structure. Working with a consultant company, YPF was initiated with learning organization. With the new step, employees were able to assess and check the process and hence learning about the process and observing what is working what is not. Every person in the company knew the purpose of the company and working for the same goal together gave a significant result. At the end of two years YPF increased its profit from $579 million lost in 1990 to profits of $256 million in 1992 and $706 million in 1993. There is a belief that human resource management is able to play a crucial role in core elements of culture, including, norms, beliefs, symbols, behaviours, assumptions. In many organisations managing the cultural symbols is one of the HRMs duties. There is a belief that Human Resource Management (HRM) has essentially replaced the name of personnel management as both involve in managing people in organisations. According to Torrington (1989) HRM is re-labelling and re-packing of personnel management and Guess (1991) agrees with the explanation that HRM is simply elaboration of personnel management (www.humanresources.about.com). Storey (1989) considers HRM as a set of interconnected strategies with an ideological and philosophical underpinning, (Armstrong, 2006) while Torrington (1989) and Guess (1991) believe that HRM is re-labelling and re-packing of personnel management. Storey proposes four features that differentiate HRM. First element is believes and assumptions which give the competitive edge. Also it emphases that human capability and commitment which distinguishes successful organisations from the rest is important therefore the employees should be selected carefully; second element is strategic qualities. It suggests that top management involvement is important; third element is critical role of management. He highlights that HRM is too important to be left to personnel management. Also line management involvement is crucial; and fourth element the key levers. It stresses implementation of HRM and management of culture (Beardwell, Holden, 2004). Source: Storey (1992:38). Reproduced (Beardwell, Holden, 2004).p24 Storey (1989) suggests Hard and soft version of HRM which characterizes by the Michigan and Harvard models. The hard version of HRM highlights the importance of human as resources to achieve competitive advantages against other organisations. To be able to bring advantages, these resources are gained, developed and arranged in ways to do so. According to Storeys hard version of HRM, workers are commodities, and HR is like other resources as well as being calculative and inflexible whereas the soft version of HRM stresses human sides of HRM. The main topics are communication, motivation and leadership. It emphases that people are led rather than managed (http://www.hrmguide.co.uk). Also it is believed that HR is unique. Legge (1998) agrees with Storey on hard model of HRM that workforce are resources to be managed. In contrast of hard version of HRM, she considers the soft version of HRM that employee as value assets and as a source of competitive advantage through their commitment (A rmstrong, 2006). Yet she (1995) also points out that not every organisation has advantages by treating the workforce as a valuable asset, especially those competing on cost. Also Legge refers to this as Developmental Humanism (Legge, 1995, p.66-67). While stressing on the importance of putting together HR policies with business purposes, the soft model spotlights on treating workforce as valuable assets and a competitive advantage through their commitment skill and performance (Legge, 1995, pp 66-67). Employees practice hard and soft versions of HRM differentially as people are treated differently. Japanese management style can be given as a good example. In Japanese organisations men are core workers (SOFT) whereas women are secondary (HARD) workers (Lecture notes, 2008). Many organizations adopt the soft version of HRM that focuses on treating employees as valued assets and a source of competitive advantage. Employees practice hard and soft versions of HRM differentially as people are treated differently. Japanese management style can be given as a good example. In Japanese organisations men are core workers (SOFT) whereas women are secondary (HARD) workers (Lecture notes, 2008). Many organizations adopt the soft version of HRM that focuses on treating employees as valued assets and a source of competitive advantage. Apart from hard and soft models of HRM, Storey also classifies two other HRM named strong and weak. Strong refers to a distinctive package which covers strategic and operational aspects. Weak approach on the other hand assumes that HRM is just another term for personnel management.

Beer Pong for Dummies :: Research Papers

Beer Pong for Dummies Throughout the many years, college students have engaged in many activities to either entertain themselves or pass endless time. These activities have ranged from sports, either intramural or varsity, to various clubs and organizations devoted to students personal interests. While these have sparked interest and lasted a long time, none has exceeded the expectations of the wonderful game of beer pong. As I began to think about ways on approaching this topic I became very excited, but realized that all my information could not be displayed all at the same time. So I decided to take things easy and introduce the topic on a level where everyone can relate to it. My search began the night I received this assignment. I went to the search engine we all know and use so well, Yahoo, and began my search from there. When I typed in the words beer pong into the search box, I received almost two hundred thousand related links. I became even more pleased with this result, knowing that there was so much to tell. Eventually I came across a catching site, known as the National Beer Pong League. There is something of this nature that exists? I wondered so I clicked. Since my exploration I began to find out interesting information about the National Beer Pong League. According to a question and answer section with the founder of the site and group, the league has been around for about a good fifteen years, but just recently they have started to get some recognition. By means of recognition I mean, the government has acknowledged their league and their website has been up and running for the past three years, summer of 2001. The league overall was created by a student attending the prestigious Duke University. In an interview with the founder he states that he started playing and gaining an interest in beer pong â€Å"about Jr. or Sr. year of high school†. Can you believe that he was pre-gamming it before he even stepped on a college campus? That goes to show he started to develop his skills to demonstrate to others. As the founder created this site, the founders name is Jason; his intent was to inform people of the game and also to get a larger fan base than it had already. This site has recognized various ways of playing beer pong, and also he has included a total of fifteen colleges who have been recognized for their school way of playing beer pong, now that’s what I call some good school spirit. Beer Pong for Dummies :: Research Papers Beer Pong for Dummies Throughout the many years, college students have engaged in many activities to either entertain themselves or pass endless time. These activities have ranged from sports, either intramural or varsity, to various clubs and organizations devoted to students personal interests. While these have sparked interest and lasted a long time, none has exceeded the expectations of the wonderful game of beer pong. As I began to think about ways on approaching this topic I became very excited, but realized that all my information could not be displayed all at the same time. So I decided to take things easy and introduce the topic on a level where everyone can relate to it. My search began the night I received this assignment. I went to the search engine we all know and use so well, Yahoo, and began my search from there. When I typed in the words beer pong into the search box, I received almost two hundred thousand related links. I became even more pleased with this result, knowing that there was so much to tell. Eventually I came across a catching site, known as the National Beer Pong League. There is something of this nature that exists? I wondered so I clicked. Since my exploration I began to find out interesting information about the National Beer Pong League. According to a question and answer section with the founder of the site and group, the league has been around for about a good fifteen years, but just recently they have started to get some recognition. By means of recognition I mean, the government has acknowledged their league and their website has been up and running for the past three years, summer of 2001. The league overall was created by a student attending the prestigious Duke University. In an interview with the founder he states that he started playing and gaining an interest in beer pong â€Å"about Jr. or Sr. year of high school†. Can you believe that he was pre-gamming it before he even stepped on a college campus? That goes to show he started to develop his skills to demonstrate to others. As the founder created this site, the founders name is Jason; his intent was to inform people of the game and also to get a larger fan base than it had already. This site has recognized various ways of playing beer pong, and also he has included a total of fifteen colleges who have been recognized for their school way of playing beer pong, now that’s what I call some good school spirit.

Ford Motor Co. Case Report

r [Type the company name]| Ford Motor Company: Supply Chain Strategy | [Type the document subtitle]| NICOLE | Table of Contents Page 3. Executive Summary Page 4. Identification Issues Page 5. Identification Issues, Environmental and Root Cause Analysis Page 6. Alternatives Page 7. Recommendation, Implementation, Control Page 8. Conclusions, References Executive Summary This case report addresses the challenges to implement virtual integration in Ford Motor Company, one of the largest automobile manufacturing companies in the world. It focuses on the viability of implementing a supply chain strategy following Dell’s â€Å"Direct Business model† Dell’s direct business model used information and technology to revolutionize the PC industry; it focused on developing effective supplier partnerships and JIT manufacturing becoming a highly horizontal or â€Å"virtual integrated† company. Dell skipped the intermediate retailers, selling to customers directly eliminating the reseller’s markup and the cost and risk associated with carrying large inventories. All this combined gave Dell a leading position in a very competitive market in only a 13 year period time. In 1970’s Ford’s main competition was with General Motors and Chrysler. However with the entry of Japanese companies like Honda, Toyota and Nissan the American firm faced a harder competition. In order to maintain its leading position, in 1995 Ford initiated the Ford 2000 plan; aimed to restructure many of their key processes like Order to Delivery (OTD) and Ford Production System (FPS). They wanted to reduce the OTD from 60 or more to 15 or less days. FPS was created to convert the supply chain from a push type to a pull type basing their forecast, production and inventory decisions on real market demands. The decision to radically redesign Ford’s supply chain infrastructure may significantly affect in a positive way the growth and competitiveness of Ford Motor Company in a short, mid and long term period. I strongly support the implementation of virtual integration and a pulled based system in Ford’s supply chain. It has been proven by Dell’s KPI’s that producing based on actual customer requirements using information technologies for the efficient information flow from the consumers all the way down to suppliers will directly improve the supply chain by reducing inventory levels and the related cost, reducing lead times, making your suppliers, the production systems and the overall SC more responsive and efficient. This new strategy will include the creation of an IT platform which its objective is to support an online operation, it will establish procedures to enable customization and ordering by customers via advanced EDI, this platform will be integrated to the physical dealerships as well so they can transmit in real time customer’s requirements. All customer orders would be taken either via Ford's web site or by phone and then produce. A pull system would be implemented completely. This Platform will also virtually integrated Ford’s supply chain where Ford and all its suppliers would share information by an intranet and Internet to coordinate in real time the flow of materials and production. Issues Identification Industries Differences One major issue is the differences between the auto business and the computer business were compared to Dell’s; Ford’s supplier network had many more layers and many more companies making Ford’s supply chain more complex than Dell’s. Change Management (short term issue) For the reasons above some Ford’s SC staff thought that the Dell’s direct business model will not deliver the same results for Ford. Ford’s staff never faced with the challenge of modifying work flow processes and standard operating procedures, this can result in employees being uncomfortable, dissatisfied and challenged by this new system, therefore they may fall back to their original habits. The adaptation of this new initiative at staff level will be a major challenge for Ford. Purchasing (short term issue, potentially long term issue) Different from Dell’s were purchasing activities reported to product development, Ford’s purchasing division is separate from product development, this is another source of disconnect in the supply chain. The efficient roll-out of new products may be impacted negatively due to lack of communication between these two key departments. Also suppliers were picked based on cost, and little regard was given to the overall supply chain cost. At this level of the supply chain restructuring may be difficult due to corporate history and politics. Information Technologies (short term issue, potentially long term issue) An important issue is the lack of technological knowledge and application throughout Ford’s supply chain, were first tier suppliers well developed IT capabilities interacting with Ford via EDI, but they were not able to invest in new technologies at the same rate as Ford did. The understanding of modernity technology rapidly decreased in the lower tiers of the supply chain. This situation was different to Dell’s supply chain, were by using new technologies Dell shared information in a real time fashion with its suppliers, helping them know Dell’s daily production requirements making the supplier more responsive to Dell’s needs. Also Dell only kept suppliers that maintained their leadership in technology and quality making the overall supply chain more competitive. Lead Times/Production Process (short term issue, potentially long term issue) The production at Ford is based on a predetermined schedule making its production system push based, creating high inventory levels with low turnover, in addition to this; bottlenecks were an issue in the material planning and vehicle production processes. So far this production system created a lead time of 65 days from the time a customer placed an order until the product was delivered, making the overall supply chain inefficient. Environmental and Root Cause Analysis Ford, as any other corporation is looking to achieve the ultimate goal; increase profit margins. The OTD and FPS initiatives established an aggressive goal to reduce lead times from over forty five days to fifteen days. To do this, it is necessary to improve the flow of information throughout the supplier network and reduce manufacturing time. The challenges faced include the unavailability of accurate demand information, poor supplier communication at every level, lack of interaction between product development and purchasing, and resistance to change within the organization. Ford’s current OTD time requires production to guess the real demands. Consumer demand is therefore met through a push rather than a pull manufacturing process. To move to a pull system and to improve demand forecasting, Ford must implement a process that will provide earlier demand notification to the supplier network. They must also be able to immediately link the actual orders to the manufacturing schedule at any of their almost two hundred manufacturing locations. Purchasing must also play an integral role in this process to insure the correct suppliers are receiving the information. Another important step for Ford is to coordinate thousands dealerships to transmit data sales efficiently, Dell’s business model involves direct manufacturer contact with the consumer, this greatly reduces order time by removing middle-man interference and inventory requirements. But for the automobile industry without the distribution channels will be impossible for a potential customer to decide to buy a car without testing it, seeing it and feeling it. For this reason the auto industry lacks this ability. Considering all the issues above and their associated challenges, would be fair to say that Ford’s multi-layered supply chain is in great need of a technological solution to its information sharing and communication needs. Alternatives 1. Keep Ford’s existing supply chain and initiatives of improvement without investing in a new IT platform: The existing initiatives such as FPS and OTD and their overall objectives and their supply management goals are a step in the right direction for providing the necessary data sharing with suppliers and therefore achieve the goals of Ford’s initiatives. Ford will have to rely on the actual technology (EDI) such as phone or email in some cases depending if it is a tier 1 suppliers can depend in a more sophisticated tools such as the FRN or the extranet created to connect ford with its suppliers in the B2B initiative. The advantage of this is that there will not be major changes and additional cost involved besides the ones related to the overall SC efficiency, the disadvantages of this is that it has been proven that any enterprise which is not up to date with the newest information technologies will not stay competitive and in a leadership position within mid and long terms, facing the chance of getting behind in a such competitive market. 2. Support Ford’s FPS and OTD initiatives by creating a specialized IT frame that will help to achieve the virtual integration in Ford’s SC. The initiatives above must now incorporate an advanced IT solution to be linked to the outside groups, tier-2 suppliers and upstream to the distribution network. The IT system will focus on developing the open sharing of real time demand information between the distribution network and the supplier pool. Further development of long-term supply contracts with key vendors and a continued focus on the sub-systems supply format will improve confidence while simplifying and speeding the entire process. Building linkages from the dealerships (Also is necessary to invest in the E-business infrastructure) all the way down to the lowest tiers, so the right people get the necessary data in the fashion and time that is needed to improve the SC. The disadvantage of this will be in the short term and probably midterm period, due to all the effort and extraordinary monetary investment that an initiative like this requires. If the system is poorly chosen, the entire initiative will fail. Technology costs, if not monitored and controlled, can escalate uncontrollably. Also while the platform is operational there may be unexpected issues which the staff and suppliers will not be able to solve causing inefficiencies in the supply chain, affecting Ford’s and its suppliers revenue directly. The advantage is that with an infrastructure like this Ford will virtually have automated its supply chain translating in achieving Ford’s initiatives and therefore their ultimate goal â€Å"Be more profitable and a leader automobile manufacturing company† Recommendation I strongly support the implementation of alternative number 2. Dell’s direct business model will be the guideline to follow when applying this model in Ford’s organization. Although there are several major differences between the companies, Dell’s direct business approach can be applied to every facet of Ford’s operation. The decision to support virtual integration will help redefine Ford as a competitive, cost effective and profitable company. Instead of remaining static, Ford must pursue continually evolve along with the new technologies trends, failure to incorporate the latest information technologies will result in continued inefficiencies and eventually Ford will be displaced from the automobile manufacturing leading positions. Implementation Stage 1 Accurate and timely information should be the primary focus of the IT implementation. For this stage, the existing FPS initiative should be combined more extensively with the existing intranet and extranet. Ford should leverage the B2B capabilities to incorporate upstream ordering information from the distribution network. To minimize risk, stage 1 should be applied on a specific product line and only with key suppliers (pilot projects). Initially, the information sharing may be a simple as providing real time demand to suppliers on a secured web site. Stage 2 Once this first stage has achieved quantitative results the IT objective will be to automate the order-to-scheduling process to adapt processes that would notify suppliers of orders and their manufacturing locations based upon every day orders from the dealerships. The objective is to develop information flow upstream from the suppliers. Ford will need to know on an accurate and real time fashion the suppliers individual daily capacities, only then Ford will be able to effectively allocate orders. Control Understanding this challenge, implementation plans will require phasing and adequate training, with follow through at all levels to ensure a predictable and comfortable transition. This stage should be split into manageable groups, action plans should be in place for addressing specific challenge areas, such as technically issues. The control will focus in monitoring the KPI’s within Ford and its suppliers, by this stage the refined IT solution will help to achieve FPS goals such as lower inventories, faster inventory turnovers, leaner manufacturing process, making the overall supply chain more cost effective and responsive, achieving the 15 days lead-time established by ODT. Conclusion Ford is an example of a company who can evolve at any stage of its existence; it is committed to be leader in the automobile market. They decision to implement major changes within the organization shows the determination to do anything to stay competitive, Ford knows that if they don’t keep up with the new trends, they will lose ground easily over the time. Once again I realize how the â€Å"information† plays the most important role within any organization, the effective and efficient manage of it will smooth any operation helping to achieve the expected results. Whether your company is vertical, horizontal or virtual integrated a key issue is to build based on real requirements delivered in real time. If everything starts with the right step, all of the following levels of the SC will enjoy a more organized and efficient process. Supporting these basic ideas with and efficient IT infrastructure will give the ultimate competitive advantage to any company it is applied. In conclusion if the recommended strategy is implemented successfully and in a timely manner, Ford will be positioned to become a dominant player in the automotive market enjoying great growth and larger profit margins. References Ford Motor Company: SC Strategy Case Study Harvard Business School by Robert D. Austin The Power of Virtual Integration: An Interview with Dell Computer’s Michael Dell by Joan Magretta.

Dr. caligari layers or meaning essays

Dr. caligari layers or meaning essays The meanings of "The Cabinet of Dr. Caligari" are numerous. It is a film with layers that keep peeling away and never come to an end, similar to the conclusion of the film. There is no pit, your mind keeps going, the layers keep coming. You are left with questions; what did this film mean explicitly, implicitly, symptomatically, and referentially? Also quite undeniably, this film more than an illusion. A state of indecisiveness jumbles your mind and the feeling of naivete comes over you. Dr. Caligari strategically tricks Francis as well as myself into believing his innocence, which in the end is left unanswered completely but leaning toward wrong. A man named Francis relates a story about his best friend Alan and his fiance Jane. Alan takes him to a fair where they meet Dr. Caligari, who exhibits a somnambulist, Cesare, that can predict the future. When Alan asks how long he has to live, Cesare says he has until dawn. The prophecy comes to pass, as Alan is murdered, and Cesare is a prime suspect. Cesare creeps into Jane's bedroom and abducts her, running from the townspeople and finally dying of exhaustion. Meanwhile, the police discover a dummy in Cesare's cabinet, while Caligari flees. Francis tracks Caligari to a mental asylum. He is the director! Implicitly the film implies that the world around might seem fine, normal, but in fact below the surface there is a world of corruption and deceit. The film was made when Hitler and the nazi's where coming into power and taking over the country, influencing the germans significantly on his idea of the perfect german, obviously promoting anti-semitism. It is possible that this film implies the question of Hitler's innocence in the nazi german minds. It is possible that Dr. Caligari is implied to represent Hitler. In which Cesare, the somnambulist, represent the nazi's under Hitler's command who conduct murders wrongly for the sick minded manipulator. In the film...

The Balfour Declaration Influence on Formation of Israel

The Balfour Declaration Influence on Formation of Israel Few documents in Middle Eastern history have had as consequential and controversial an influence as the Balfour Declaration of 1917, which has been at the center of the Arab-Israeli conflict over the establishment of a Jewish homeland in Palestine. The Balfour Declaration   The Balfour Declaration was a 67-word statement contained within a brief letter attributed to Lord Arthur Balfour, the British foreign secretary, dated November 2, 1917.  Balfour addressed the letter to Lionel Walter Rothschild, 2nd Baron Rothschild, a British banker, zoologist and Zionist activist who, along with Zionists Chaim Weizmann and Nahum Sokolow, helped draft the declaration much as lobbyists today draft bills for legislators to submit. The declaration was in line with European Zionist leaders hopes and designs for a homeland in Palestine, which they believed would bring about intense immigration of Jews around the world to Palestine. The statement read as follows: His Majestys Government view with favour the establishment in Palestine of a national home for the Jewish people, and will use their best endeavours to facilitate the achievement of this object, it being clearly understood that nothing shall be done which may prejudice the civil and religious rights of existing non-Jewish communities in Palestine, or the rights and political status enjoyed by Jews in any other country. It was 31 years after this letter, whether willed by the British government or not, that the state of Israel was founded in 1948. Liberal Britain’s Sympathy for Zionism Balfour was part of the liberal government of Prime Minister David Lloyd George. British liberal public opinion believed that Jews had suffered historical injustices, that the West was to blame and the West had a responsibility to enable a Jewish homeland. The push for a Jewish homeland was aided, in Britain and elsewhere, by fundamentalist Christians who encouraged the emigration of Jews as one way to accomplish two goals: depopulate Europe of Jews and fulfill Biblical prophecy. Fundamentalist Christians believe that the return of Christ must be preceded by a Jewish kingdom in the Holy Land). The Declaration’s Controversies The declaration was controversial from the start, and chiefly due to its own imprecise and contradictory wording. The imprecision and contradictions were deliberate- an indication that Lloyd George did not want to be on the hook for the fate of Arabs and Jews in Palestine. The Declaration did not refer to Palestine as the site of the Jewish homeland, but that of a Jewish homeland. That left Britains commitment to an independent Jewish nation very much open to question. That opening was exploited by subsequent interpreters of the declaration, who claimed that it was never intended as an endorsement of a uniquely Jewish state. Rather, that Jews would establish a homeland in Palestine alongside Palestinians and other Arabs established there for almost two millennia. The second part of the declaration- that â€Å"nothing shall be done which may prejudice the civil and religious rights of the existing non-Jewish communities†- could be and has been read by Arabs as an endorsement of Arab autonomy and rights, an endorsement as valid as that proffered on behalf of Jews. Britain would, in fact, exercise its League of Nations mandate over Palestine to protect Arab rights, at times at the expense of Jewish rights. Britain’s role has never ceased to be fundamentally contradictory. Demographics in Palestine Before and After Balfour At the time of the declaration in 1917, Palestinians- which were the â€Å"non-Jewish communities in Palestine†- constituted 90 percent of the population there. Jews numbered about 50,000. By 1947, on the eve of Israel’s declaration of independence, Jews numbered 600,000. By then Jews were developing extensive quasi-governmental institutions while provoking increasing resistance from Palestinians. Palestinians staged small uprisings in 1920, 1921, 1929 and 1933, and a major uprising, called the Palestine Arab Revolt, from 1936 to 1939. They were all quashed by a combination of British and, beginning in the 1930s, Jewish forces.

Evaluate the formal mechanism whereby law is changed Essay

Evaluate the formal mechanism whereby law is changed - Essay Example One source of laws in the U.K. is the Parliament which gets bills passed through parliament and transformed into law – these are known as statute laws. Another source of law is common law, which comprises a body of law that has been developed over several years on the basis of judgments given in the courts in previous years – this is known as common law.1 Constitutional law in the UK is based upon constitutional conventions, which may not have statutory authority but do have binding force, much like judicial precedent.2 Laws are made by Parliament, where an MP or Lord can introduce a bill. When a bill is passed, it becomes an Act of Parliament and has statutory force. The process of getting a bill passed through the U.K. Parliament and being transformed into law is a long process3. Bills are drafted by lawyers at the Parliamentary Council Office and may be preceded by Green or White Papers.4 Before the actual drafting of a bill, the Government initiates a period of consultation with experts and the draft of the provisions of the to-be bill are made available to concerned members of the public and to organizations so that they can propose their suggestions. Issues raised in Green and White papers may be debated in Parliament before a bill is drawn up. Therefore, when a bill is presented in Parliament, it is no longer a rough draft but a polished document. A bill in Parliament passes through seven different stages before it becomes law5. A bill originates in the House of Commons, where any member may propose it. The First reading is the stage where the title of the Bill is read out in Parliament and copies are printed and circulated. The next is the Second Reading stage where the House debates upon the principles and points contained in the bill. At the Committee stage, the House examines the Bill in detail subjecting it to a line by line scrutiny and making necessary amendments so that its language will be

Oppurtunity Cost Term Paper Example | Topics and Well Written Essays - 750 words

Oppurtunity Cost - Term Paper Example The articles also indicate how the country has decreased revenue generated from local consumption. The change in energy sources are triggered by the fact that most of the countries are embracing green energy and attributes to the future benefits the energy could have to the environment (196). The environmental benefits according to the article are of environmental benefits are far more important than economic benefits. The country has two energy alternatives. The choice to use renewal energy rather than the natural oil and gas are based on environmental factors rather than the economical value. The natural oil contributed largely to the national income. The country being among the largest producers of oil, the government’s decision to cut off their second largest source of revenue and invest on other sources indicates how choices where triggered by other factors. The decision has nothing t do with the economic benefit but the environmental factors. The decision is triggered by the world millennium development goals. The initial investments may be high and the country may take a longer period to realize the economical benefit to their planned investment. New infrastructure could consume half of the revenue invested by the government towards the sector. Choosing the option would mean that the governments revenue on oil and natural would dwindle. The country depends on agriculture and oil export to contribute to the national revenue. The elimination of natural oil will mean that the country depend mostly on agriculture as their main economic activity. The national expenditure will increase meaning resources allocated to national development. This means their opportunity cost would be the revenue collected from the renewable energy subtracted from the income that would otherwise be collected from exports of natural oil and gas. The result is the sacrifice foregone by the government to ensure a sustainable environment. The new investment