Inventor Otis Boykin Improved the Electrical Resistor

Otis Boykin is best known for inventing an improved electrical resistor used in computers, radios, television sets and a variety of electronic devices.  Boykin invented a variable resistor used in guided missile parts and a control unit for heart stimulators; the  unit was used in the artificial heart pacemaker, a device created to produce electrical shocks to the heart to maintain a healthy heart rate. He patented more than 25  electronic devices, and his  inventions greatly assisted him in overcoming the obstacles that society placed in front of him  during that era of segregation. Boykins inventions also helped the world achieve the technology so prevalent today. Biography of Otis Boykin Otis Boykin was born on Aug. 29, 1920, in Dallas, Texas. After graduating from Fisk University in 1941 in Nashville, Tennessee, he  was employed as a laboratory assistant for the Majestic Radio and TV Corporation of Chicago, testing automatic controls for airplanes. He later became a research engineer with the P.J. Nilsen Research Laboratories, and he eventually founded his own company, Boykin-Fruth Inc. Hal Fruth was his mentor at the time and business partner. Boykin continued his education at the Illinois Institute of Technology in Chicago from 1946 to 1947, but he had to drop out when he could no longer pay tuition. Undeterred, he began to work harder on his own inventions in electronics — including resistors, which  slow the flow of electricity and allow  a safe amount of electricity to move through a device. Boykins Patents He earned his first patent in 1959 for a wire precision resistor, which — according to MIT — allowed for the designation of a precise amount of resistance for a specific purpose. He patented an electrical resistor in 1961 that was easy to produce and inexpensive. This patent — a huge breakthrough in science — had the  ability to â€Å"withstand extreme accelerations and shocks and great temperature changes without danger of breakage of the fine resistance wire or other detrimental effects.† Due to the significant cost reduction of electrical components and the fact that the electrical resistor was more reliable than others on the market, the  U.S. military utilized  this device for guided missiles; IBM used it for computers. The Life of Boykin Boykin’s inventions allowed him to work as a consultant in the United States and in Paris from 1964 to 1982. According to MIT, he  created an electrical capacitor in 1965 and an electrical resistance capacitor in 1967, as well as a number of electrical resistance elements. Boykin also created consumer innovations, including a burglar-proof cash register and a chemical air filter.   The  electrical engineer and inventor  will forever be known as one of the most talented scientists of the 20th century.  He earned the Cultural  Science Achievement Award for his progressive work in the medical field.  Boykin  continued to work on resistors until he died of heart failure in 1982 in Chicago.

Business Planning For Enduring Social Impact A Social...

Business Planning for Enduring Social Impact: A Social-Entrepreneurial Approach To Solving Social Problem A Book Report by Vergel John De Vera Amistad Introduction The book is entitled Business Planning for Enduring Social Impact: A Social-Entrepreneurial Approach to Solving Social Problem and is authored by the two well-known authors - Andrew Wolk Kelley Kreitz. The publisher of this book is Root Cause Publishing which is founded by Andrew Wolk and is located in 675 Massachusetts Avenue, 9th Floor, and Cambridge, MA 02139 of the year 2008. About the Authors The book entitled Business Planning for Enduring Social Impact: A Social-Entrepreneurial Approach to Solving Social Problem is authored by Andrew Wolk and Kelley Kreitz. Andrew†¦show more content†¦She is also known for reporting from different news stations in Berkeley, California. In this book report, I will try my best to discuss and explain briefly how important business planning is when it comes to starting up a social enterprise and how can I apply these learnings in the real world. And also it could help start-ups because it includes some tips and guides, terms and concepts, and new knowledge about sustainable social impact. All of the facts presented in this book review are based on the information provided in the book. As Benjamin Franklin once said, â€Å"If you fail to plan, you are planning to fail.† This is also applicable when starting up a business either it’s only for profit or non-profit. The book can be summarized by the picture shown above. It shows how important business planning is to attain sustainable social impact. In layman’s term, business plan is like love by married couples, without it, it cannot survive for a lifetime. Business plan can be considered as the life of the enterprise since all of the plans, structures, strategies, and activities are included and also it effective forecasts if the enterprise will be feasible or not. Business plan will guide your organization in generating another kind of profit: lasting social impact. This will be further discussed on the next pages of this book review. Since I am really interested with the idea of social entrepreneurship, this book taught me the importanceShow MoreRelatedStrategic Pl Strategic Planning1724 Words   |  7 Pages6. Imperative strategic planning approach Mechanisms for imperative strategic plan for setting up of more efficient funding mechanisms examined, either by creating new structures or by strengthening or restructuring the existing ones, for promotion of basic research in imperative strategic plan. Personnel of imperative strategic plan as imperative strategic technologists, while being large in absolute numbers is not commensurate with the requirements in imperative strategic and when measuredRead MoreThe Concept Of Social Enterprise3413 Words   |  14 Pagesthe concept of Social Enterprise and its relationship to Not For Profit organisations in terms of its philosophical underpinnings, its nature, purpose and motivation. By: Erika Shimada (42681641) The concept of â€Å"Social Enterprise†: the philosophical underpinnings, nature, purpose, motivation At its core, the term ‘social enterprise’ is simply a business, which seeks to create social impact through the trading of goods and services. It uses business platforms to achieve social and/or environmentalRead MoreEssay on Strategic Planning6467 Words   |  26 Pagesstrategic planning models, including goals-based, issues-based, organic, scenario. * Goals-based planning is perhaps the most common as it starts with a focus on the organizations mission (and vision and/or values), goals to work toward the mission, strategies to achieve the goals, and action planning. * Issues-based strategic planning often starts by examining issues facing the organization, strategies to address those issues, and action plans. * Organic strategic planning begins withRead MoreOrganizational Theory and Behavior6990 Words   |  28 Pagessupervise workers, and use reward and punishment as motivators, and 4) the task of management is planning and control. Organizational Behavior Trends Abstract This group and team paper contains the essentials for the establishment of a high-performance team. First, the foundation of this paper consists of the explanation on how to become a high-performance team. Second, the definition and the impact of demographic characteristics and cultural diversity on group behavior are implemented in theRead MoreStrategic Human Resource Management4346 Words   |  18 Pagesvaluable business partner and important organisational resource when the Business Units are satisfied with the results achieved through Human Performance and Process Improvement. This is how human resource management has been described by an unknown source and quoted in many books and journals on the same subject. Human Resource Management, unlike Personnel Management, is linked to and plays a vital role in the organisations strategic planning and execution in order to make a decisive impact on theRead MoreSales Recruitment and Selection Practices - the Importance3196 Words   |  13 Pageslack of customer follow-up 2. Increased training costs to overcome deficiencies 3. More supervisory problems 4. Higher turnover rates 5. Difficulty in establishing enduring relationships with customers 6. Suboptimal total sales force performance The company that acknowledge these problems, tries to minimise it and set their own approach, therefore the process of recruiting and selecting people would differ from one to another company. It depends on type of industry, the size of the company, company’sRead MoreSarasvathy, Causation and Effectuation-Toward a Theoretical Shift from Economic Inevitability to14504 Words   |  59 PagesSHIFTFROM INEVITABILITY TO ECONOMIC ENTREPRENEURIAL CONTINGENCY SARAS D. SARASVATHY University of Washington In economics and management theories, scholars have traditionally assumed the existence of artifacts such as firms/organizations and markets. I argue that an explanation for the creation of such artifacts requires the notion of effectuation. Causation rests on a logic of prediction, effectuation on the logic of control. I illustrate effectuation through business examples and realistic thoughtRead MoreVirgin Group Case Study5341 Words   |  22 Pagesbillion. A research held by HPI in February – April 2007 has shown that the UK public vote Virgin as their most admired brand. (Virgin Group, 2009) This report provides an analysis and evaluation of Virgin Group main values, competitive advantages, business environment and strategic development and suggests new strategic and implementation plan for Virgin Media Telecommunications division. The report covers five main points. The first and the third parts of the report review Virgin Group missionRead MoreStrategy Safari by Mintzberg71628 Words   |  287 PagesCongress Cataloging-in-Publication Data Mintzberg, Henry. Strategy safari: a guided tour through the wilds of strategic management / Henry Mintzberg, Bruce Ahlstrand, Joseph Lampel. p. cm. Includes bibliographical references and index. 1. Strategic planning. I. Ahlstrand, Bruce W. II. Lampel, Joseph. III. Title. HD30.28.M564 1998 658.4 012—dc21 98-9694 CIP ISBN 0-684 -84743-4 (hardcover) There are some people who begin the Zoo at the beginning, called WAYIN, and walk as quickly as they can pastRead MoreManaging Business Organization5386 Words   |  22 Pages1. Management As the world moves through the 21st Century, business is becoming more dependent upon professional managers, who can bring success to an organization. Issues such as globalization and decentralization add to the need for organizations to hire flexible managers capable of leading. A 21st century manager should possess three traits and utilize them to lead organizations: the ability to stimulate change, excellent planning capabilities, and ethics. A manager can be defined as â€Å"a person

Valkire Movie Review Free Essays

On April 7, 1 943, he was severely wounded at Subset en Annual, when Allied fight strafed his vehicle. He lost his left eye, right hand, and last two fingers of his eel Ft hand after surgery. Cool. We will write a custom essay sample on Valkire Movie Review or any similar topic only for you Order Now Sternberg was sick of seeing Hitter’s Nazi organization in rule of Germany so he took a big Step forward in his plan to Stop Hitter’s journey tow awards success. In this part of the movie I wondered why Tom Cruise didn’t have a accent while playing the role of a man from Germany. Cool. Sternberg joined the German resistance organization. This organization consisted of a group of en who were antihero and were constantly thinking and conspiring ways the could overthrow the Nazi government the guys in this group seemed really s mart but in the movie when Sternberg walked in the room were the men were, t hey seemed like they were unsure about what to do until Sternberg stepped in Cool. Sternberg meets General Beck and DRP. Girdler. Beck and Girdler are members of the resistances and are also somewhat important to the German government. If the Valerie operation was a success, DRP. Girdler would have become the leader of Germany and General Beck would’ve became me the leader of Germany’s armed forces. When Cool. Sternberg joins the resistance, he suggests that they should consider using operation Valerie. He takes charge, and agrees to govern this mission because he believed Valerie would be there only chance of stopping Hitler. I wished in the movie they would’ve explained the Valerie plan a little bit more in the beginning of the movie because it took me a while to fully understand it. The actual Valerie plan consisted of Hitter’s assassination, to take control of the cities, take control away from AS, and lastly arrest the Men in charge of the Nazi organization. If Hitler was to be assassinated, this would allow the Germ people to no longer have be held under control. Cool. Sternberg believed hi destiny was to save the German people from the awful destruction that Hitler Was creating. Although Sternberg had a family, feel that his love for his country was so strong that he was willing to sacrifice everything for the greater good o f his country. Cool. Sternberg learns how to use pencil detonators and decides to use this as means to assassinate Hitler. Sternberg was promoted and was now able to attend to military meetings that Hitler would be attending; this was the per effect opportunity for Sternberg to go through with his plan. Cool. Sternberg an his assistant Hafted set out a plan that seemed perfect. Sternberg and Ha often attended a military meeting that Hitler would also be attending. At this meeting Sternberg and his assistant had everything in place. Cool. Sternberg and Hafted enter the hut, they go in a back room to arm the explosive. After Sternberg secretly armed the device, he put the bomb in his brief case and walked in the meeting were Hitler and his associates were located. At this poi NT of the movie a was so anxious to see if the plan would really work because at HTH s point of the movie, everything was going perfectly as planned As Sternberg enters the war room, he put his briefcase underneath the table on the side closest to Hitler. Hafted goes outside to get their getaway c As Sternberg eagerly stands in the room with the bomb counting down an d his Hitler rambling on, he receives his call that was used as a distraction and ticket t to leave the premises. While Sternberg is on the phone, Hitler is once again angered and hits the table with his fist, knocking over the briefcase. One of the men in the meeting notices Steadfastness briefcase on it’s side so he picks up bag and moves it to the other side of the table, which was the opposite side o Hitler. As Sternberg quickly but calmly existed the building, the bomb goes off. It was very loud and created very noticeable destruction. Sternberg WA sure that the target had been eliminated. While watching the movie at this pop you have no clue what really happen to Hitler, but figured that since there w still a lot of time in the movie, something had to have went wrong. The director r of this movie did a great job creating suspense in parts of the movie. The camp was taken by surprise and the soldiers were ordered to put everything on Lockwood and that no one gets in or out. Sternberg, Hafted and here driver are quickly exiting the camp and come to a road block with soldier there, the soldiers explain that know one is get in or out but Cool Sternberg tricks the soldier by calling people who pose as a general and stating to the soldiers that it is important that Sternberg is able to leave. Flexible calls Queries and tried to explain what happen. But there was such poor receipt that Queries couldn’t fully hear what happen, he just knew that the bomb had went off and that everything went as planned. All communications were then cut off. Queries tries to explain to Albrecht what happen but Albrecht wants to now for sure that Hitler is dead before he activates the operation. Quirkier realizes that if Albrecht doesn’t launch Valerie, everything will be set back an out of order. So Queries took it upon himself to mobile the reserve army without Albrecht even knowing. At this point, Albrecht understood that if he didn’t activate it, Sternberg would have no chance of making it out alive. Operation Valerie put Albrecht, Sternberg and Beck in charge of the reserve army and they’re ordered to arrest Everyone who was apart of the An sis’s and the AS. As the reserve were placing their arrests, they go to the AS quarters, once they enter the headquarters, they Find Joseph Gobbles who is the minister. The communications from the camp were back and Gobbles ca lied Hitler while soldiers were ready to make the arrest. Gobbles gave the phone to the soldier and he here’s Doll hitless a voice and then realizes that Hitler is in fact still alive. When this happen I was so shocked because I didn’t think they would’ve been able to cancel Valerie after it already being in affect. People SST at the camp had been making rumors about Hitler but Sternberg just ignore deed them and explained to everyone that the rumors were fake, The soldier report deed to Major Reamer and Reamer cancels the operation in Berlin and is ordered to arrest the men in charge of this conspiracy. Cool Sternberg here’s everything that people are saying about Hitler still being alive but he doesn’t think anything of it because he is sure that Hitler is dead because he saw the blast go off. The reserve and AS Officers went to the resistance headquarters and they came to arrest Queries, Albrecht, Hafted, Beck and Sternberg. They all tried to escape and get into a shootout with AS officers. Cool. Sternberg is hi t and the rest of the men are caught. General From sentenced them all to death. How to cite Valkire Movie Review, Papers

Challenging Tasks In Human Resource Management - Samples

Question: Discuss about the Challenging Tasks In Human Resource Management. Answer: Approaches to meet the challenge Repatriation is a process of returning an asset, particularly an employee in an organisational context, working in a different country to his or her home country. Expatriation is considered to be one of the most challenging tasks in human resource management as it requires a lot of careful planning and execution because it is always difficult for employees to accept changes in their work and shift back to their home countries. Certain approaches that can be used in carrying out the repatriation process efficiently are discussed below: First of all, the human resource director needs to consider all the challenges that she as well as the employees being repatriated are likely going to face while the repatriation program is executed. The human resource manager should be well prepared to deal with the challenges as it would help in dealing with resistance to change (Thecultureblend, 2014). Secondly, to ensure better repatriation, the human resource manager should ensure that the expatriates are always in touch with their home office as it would help them in adjusting with the home conditions if they are repatriated. To ensure better repatriation, the manager can also allow the employees being repatriated to visit their home office once or twice before they are actually expatriated. Thirdly, the recruitment process for selecting new employees should be planned and executed as soon as possible. Expatriates are always bought in by companies when they think that the employees working in a particular geographical region have a competitive edge in a particular field and can help in becoming more competitive. Thus, the human resource manager should ensure that the employees being selected for substitution have the desired skill set and should device a selection procedure accordingly (Mobbs, 2015). Fourthly, the manager needs to ensure that the new employees undergo specific training and development programs before they can actually start working in the hotels. This is important because they will immediately have to handle all the work that the expatriates had been handling. Policies to be implemented Bringing in new employees from a new geographical location and getting them ready to work can be a challenging task but the human resource manager can carry it out by implementing the right workplace policies. Some of these policies are: First of all, to ensure that the new employees are job ready, it is of utmost important that they possess all those skills that are required to efficiently fulfil all job roles and responsibilities, which should obviously be checked during the recruitment process. Secondly, the new employees should be trained and developed so that they can gain a better understanding of the nature of work and the workplace morals and ethics. Training and developing the employees will provide them a better understanding about their job roles and responsibilities, which would ultimately make them ready for work (Workforce, 2002). Thirdly, the manager needs to design a compensation policy that would help in keeping the new employees motivated and engaged in the new workplace. Lastly, the management will have to ensure that the new employees receive support from their co-workers so that they can adapt to the new environment as soon as possible (Lavoie, 2014). Training programs for new employees As discussed above, training and development of the new employees is crucial for the company. To ensure better results, the new employees will have to undergo on-the-job as well as off-the-job training sessions. First of all, the new employees will have to undergo orientation sessions, which are a type of welcome sessions that help in introducing the employees to their new workplace environment (Taylor, n.d.). Secondly, coaching and mentoring is also important as the new employees would need a lot of assistance from their co-workers in order to understand their work and to perform their job duties and responsibilities effectively. Lastly, it is of utmost importance to measure the performance of the new employees so that it can be easier to identify the gaps in their actual performance and expected performance levels (Betterteam, 2017). Conclusion It is obvious that repatriation of the existing employees and appointing new employees in place of those being repatriated would not be an easy task for the human resource director of the company. The entire process can only be made effective if the human resource manager is capable enough of understanding the training and developing needs of the new employees and the importance of their ability to meet the skills required for the job while also ensuring that the expatriates working in the company are repatriated to their home countries without any issues or grievances. References Betterteam. (2017, November 19). Training New Employees - The Secret to Training New Employees for Long Term Success. Retrieved March 18, 2018, from www.betterteam.com: https://www.betterteam.com/training-new-employees Taylor, J. (n.d.). 5 Tips for Training New Hires . Retrieved March 18, 2018, from www.themuse.com: https://www.themuse.com/advice/5-tips-for-training-new-hires Workforce. (2002, June 21). Ten Tips on Managing a Successful Repatriation Program . Retrieved March 18, 2018, from www.workforce.com: https://www.workforce.com/2002/06/21/ten-tips-on-managing-a-successful-repatriation-program/ Lavoie, A. (2014, December 4). 7 Ways to Make the First Day Perfect for New Hires . Retrieved March 18, 2018, from www.entrepreneur.com: https://www.entrepreneur.com/article/239779 Thecultureblend. (2014, May 22). Leaving Well: 10 Tips for Repatriating with Dignity . Retrieved March 18, 2018, from thecultureblend.com: https://www.thecultureblend.com/leaving-well-10-tips-for-repatriating-with-dignity/ Mobbs, C. H. (2015, December 2). Repatriation advice for a happy return . Retrieved March 18, 2018, from expatchild.com: https://expatchild.com/repatriation-advice-happy-return-tips/

Yevtushenkos Babi Yar Essays (931 words) - The Holocaust In Ukraine

Yevtushenko's Babi Yar Babi Yar, a poem written by Yevgeny Yevtushenko, tells the story of the Nazi invasion into a small part of Russia, in which, throughout the duration of World War II, over one-hundred thousand Jews, Gypsies and Russian POW's were brutally murdered. However, what is unique about this particular perspective is that the narrator is not a Jew, but a mere observer who is aghast at the atrocities that took place during the Holocaust. It is through allusions, as well as other literary devices, that Yevtushenko elucidates caustically the absurdities of the hatred that caused the Holocaust, in addition to the narrator's identification with the Jews and their history of oppression. Perhaps, the most effective literary device used in "Babi Yar" is the allusion. The first clear allusion seen in the poem is the one concerning Egypt(line 6). This reference harks back to the Jews' enslavement in Egypt before they become a nation. In line 7, the narrator makes reference to how so many Jews perished on the cross. The reason for these initial allusions in the first section is clear. Yevtushenko is establishing the history of the Jewish people, being one of oppression, prejudice, and innocent victims. The next illusion in the poem is a reference to the Dreyfus Affair, a more modern display of irrational and avid anti-Semitism. It is in the Dreyfus affair that an innocent man is accused of espionage and is sent to jail for more than ten years, notwithstanding an overwhelming amount of evidence pointing to his innocence, simply because he is a Jew. Yevtushenko uses these allusions to lead up to his referral to a boy in Bielostok who is murdered by the Russian common-folk. Clearly, The narrator is teaching a lesson with a dual message. Firstly, he is informing the reader of the horrors that took place in Russia during the Holocaust. Perhaps even more of a travesty, however, is the fact that humankind has not learned from the past in light of the fact that this "episode" is merely one link in a long chain of terrors. Yevtushenko goes on to allude to Anne Frank, a young Jewish teenager who left behind a diary of her thoughts and dreams, and how the Nazis strip her of any potential future she has when she is murdered in the death camps. Clearly, the allusion creates images in the mind of the reader that mere descriptions via the use of words could not. Another effective literary device used in the poem is the first person narrative in which the narrator identifies with those victims which he describes. This is seen in the case where the narrator says "I am Dreyfus", or "Anne Frank, I am she." The narrator does not claim to understand what the feelings and thoughts of these people are, but rather, he is acknowledging the fact that they are feeling, "detested and denounced" and that unlike the rest of the world who turned its head, or the Russians who actually abetted such heinous crimes, this gentile narrator can not empathize, but does sympathize with his Jewish "brethren." Another extremely powerful device used by Yevtushenko is the detail of description and imagery used to describe events and feelings that are in both those whom he identifies with, as well as himself. "I bear the red mark of nails"(line 8) seems to include much of the suffering that the Jews have to endure. The statement is almost one of a reverse crucifixion in which the Jews are crucified and now have to suffer with false accusations, blood libels, and Pogroms for the duration of time. The poet describes very clearly the contempt most people have for the Jewish people and how many of these people aided in the barbarity . In line 13, for example, the poet speaks of "shrieking ladies in fine ruffled gowns" who "brandish their umbrellas in my face." In addition, Yevtushenko also depicts explicitly how the "tavern masters celebrate" at the sight of "(a Jewish boy's)blood spurt and spread over the floor." The contrast of age in "Babi Yar" is also quite effective. In the last three sections, the reader finds out that the narrator is remembering the past, mourning those who have perished.

Jaques Cousteau essays

Jaques Cousteau essays On June 11, 1910, Jacques Cousteau was born. His family live in a small town called Saint Andre de Cubzac in France. Although he was a sickly child, Jacques parents never could have imagined their son to be doing what he was doing for the world of science and deep-sea exploration in the future. Even at early childhood, Jacques dreamed of finding buried pirates treasure. Times were hard for the Cousteau family in France, though. In 1920, when Jacques was ten years old, the family packed their bags and started a new life in New York City, New York. Here, Jacques father got a new job. In New York, Jacques attended the Holy Name School. When he was off of school in the summer, though, Jacques and his family vacationed to Lake Harvey, Vermont, where Jacques first learned how to swim and hold his breath underwater. After two years in America, his family Jacques family decided to move back to France. When Jacques got back to France, one of the first things he did was buy a brand new movie camera he had been wanting with his savings. Even though he was very smart, Jacques started doing very badly in school. He also made a lot of trouble at school. Eventually, it became too much, and Jacques Cousteau was expelled from the school for throwing rocks at its windows. Jacques, though, always seemed to be able to learn from his mistakes. That same year, he was sent to military boarding school for his behavior. Here, Jacques did very well and excelled in all of his classes. In 1929, Jacques graduated from the boarding school, and in the next year, he joined the French navy. While in the navy, he took many journeys on boats around the world. On one of these trips, he met a young woman named Simone Melchior. Melchior was also a member of the French navy and stayed with Cousteau throughout many of their journeys. On July 12, 1937, the couple was married. Mr. And Mrs. Jacques Cousteau went o...

Short Story Author Analysis - Isaac Babel Research Paper

Short Story Author Analysis - Isaac Babel - Research Paper Example However, it was his engagement with the truthful depiction of the heinous acts committed by those in high authority that landed him in trouble with Stalin that eventually led to his execution. In Babel’s life, the loss of life and tenderness of emotion went hand in hand. Most of his literary work carries an understated preoccupation with the theme of ‘death’ and since, this preoccupation formed an indispensable part of his growing years; detachment was an inevitable consequence. His collection of thirty five short stories, by the title ‘Red Cavalry’ is the epitome of violent depictions in his work through his career. This violence and morbid details of death and murder stem from first hand accounts after being a recruit in the 1st Cavalry Army. As he floated through war-affected times, in his personal life, his several marriages and extra-marital affairs began to tell a tale of disillusionment with permanence of any sort. The only permanence that there was, was that of the insecurities of an unstable and ‘always-at-risk’ life that stayed with him for the rest of his life. As Lionel Trilling remarks about Isaac Babel: â€Å"He was captivated by the vision of two ways of being, the way of violence and the way of peace, and he was torn between the two† (Trilling, 119) As a writer, Babel always remained in the eye of controversy. The stories from ‘Red Cavalry’ like Crossing the River Zbrucz, My first goose and Salt are all stories with diverse plots and yet are tied together with the element of death in some form. ‘Crossing the River Zbrucz’ or ‘Crossing into Poland’ begins on a morbid note, which casts its shadow over the rest of the narrative. The somber mood of the story is however offset intermittently with an odd Wordsworth-like description at times. â€Å"Faint-hearted poverty closed in over my couch. Silence overcame all.

Why might we consider justice to be an essentially contested concept Essay - 1

Why might we consider justice to be an essentially contested concept - Essay Example It is the hope of this brief analysis that the reader will come to a more full and complete understanding of the way in which societal recognition of justice has come to be defined as well as some of the core drawbacks to the way in which this term impacts different individuals and points of view in different ways. Firstly, one of the core interpretations that were presented by Plato, and individuals before and after him, was that moral virtue is ultimately the definitive aspect of justice. Naturally, within such a definition, two distinct words stand in contrast with one another (Plant, 2011). First of these is â€Å"moral† and the second one is â€Å"virtue†. Unfortunately, these two are not mutually exclusive and necessarily involve compliments of one another as a function of their own definition; lending the reader to realize that a situation of philosophical analysis is somewhat adulterated by this reality (Rawls, 2011). Further identifications and definitions were predicated upon the fundamental or tacit/innate concept of justice and the belief that it was given by God/god/gods. Although this interpretation was useful in helping individuals to understand the natural rights and concepts of justice that helped to define a given political system, these also fell short due to t he fact that they leveraged an understanding â€Å"justice† that was predicated upon a particular belief system or religion. Naturally, this was also fundamentally flawed as it promoted one particular set of ideals and interpretations over a litany of others (Ryan, 2009). A further issue that exists is the fact that even if it is understood in terms of a universal application of fairness and equality under the law, it will invariably place a particular worldview, ethnicity, or culture as a barometer for the way in which this concept should be defined and administered. Looking into the current exhibition of the justice system in most of the developed

Business Ethic - Flag of convenience Coursework

Business Ethic - Flag of convenience - Coursework Example matters over ships flying its flag.† Prevented by the odium linked with flags of convenience, several new shipping registries have placed themselves up as tax havens, more suitably pertained to asquasi-flag of convenience registries that is provided with firm maritime laws and the administrative machinery to enforce and implement them. There are three foundations when it comes to. The first one is that the ship registration conveys nationality to a ship and carries it within the command of the national law of the country of registration. Article 6 of the Convention of the High Seas (1958) particularly indicates that ships shall sail under the flag o one country solely and shall be subject to that flags special jurisdiction. Another is that a ship should also comply with international laws embodied in conventions that have been approved by the flag state and that is enforced. Apart from this, a ship could also be subject to the laws imposed by a country in whose territorial waters or port it is at present functioning. However the "law of the flag" often has supremacy over the "law of the port of call." Since the country of registry together with the law of the flag primarily influence ship operating economics, the option of register is critical to ship-owners. Ship registries could be divided into two broad categories: closed and open registers. Closed registers limit flagging only to nationals, such that a German would not be able to register his ships under the Russian flag. On the contrary, open registers are available to any ship-owner in spite of nationality. For instance, the United Kingdom is considered as an open register in that an American shipowner could register his vessels in the name of the British flag. Amongst open registries, there are national registers which deal with shipping companies in fundamentally the similar manner as any other business in the country. It is also noted that there are international registers which have been particularly

Ethical Issues in Geriatric Service Organizations

Ethical Issues in Geriatric Service Organizations LINA DIAZ Common ethical issues and conflicts experienced by managers and practitioners of geriatric service organizations and recommend alternative measures to remove or minimise such ethical dilemmas and conflicts experienced by managers and practitioners of geriatric organizations. Actual and potential conflict of interest between family members, professional There are common ethical issues and conflicts experienced by health professionals and managers of geriatric service organizations. Ethical consideration rendering for elderly patients, no matter what the age, if they are able to make health decision for themselves, then they should receive the right to do without being pressured. If they are incapable of doing it then the relatives will make such decision. In the world of the elderly, ethical issues are greatly important because they are very vulnerable. In such, that elderly are taken advantage of their rights as patients. The ethical issue, dilemmas involve the elderly and those healthcare provider or family members. The team of caregiver needs to form a group to provide a better care, to enhance the quality of care, and quality of life. Ethics and morality are not equivalents. Although ethics is frequently study of morals, for the elderly and their healthcare providers, ethics means two different things. For the elderly, ethics is about how they want to be treated and allowed to make their own decisions. For family members as caregivers, ethics is about doing what is right even when no one is looking. For professionals providing eldercare, ethics is about adherence to established canons of ethics promulgated by organizations. There are common Ethical issues in the eldercare providers. The Actual Conflicts of Interest, several conflicts of interest may arise when family members and professional caregivers assist or represent the elderly. Conflicts involving spouses and their wishes versus the elder’s wishes and interest; conflicts involving family members from different generations and their wishes versus the elders interest; conflicts involving a fiduciary (such as a guardian, conservator or agent under a power of attorney) who may have interest different than elder; and conflicts involving the care provider’s business interest versus the elder interest, wellbeing and quality of life. The Poten tial, Future or Perceived Conflicts of Interest, are those which are not actual conflicts when rendering assistance to the elder’s. For instance, a power of attorney is prepared by the elder’s attorney and signed by the elder to give his son the power to manage all his business affairs when the elder could not. At this point there is a potential conflict of interest. Later, after the elder is actually incapacitated, the son as agent seeks legal counsel concerning strategy that could impoverish the elder by transferring the assets to the son. The potential conflict has now become a conflict of interest. Social workers should be alert and avoid conflicts of interest that inhibit the exercise of professional discretion and impartial judgment. Clients should be inform in potential conflicts arises and assist to resolve the issue that protect the client interest. Ethical Issues and the Elderly www.ensingnlaw.com Confidentiality Confidentiality issues is one the hardest things to learn by many healthcare providers and how to maintain patient confidentiality. Privacy maybe invaded and confidentiality violated by revealing information that can be used to expose a client to unwanted response from healthcare provider. Issues form the client cannot discuss with our family, friends or spouse. Yet, in reality it happen, even it is illegal unless it is done with great discretion to protect the client’s identity. Under the law, we need to ask permission from the client about discussing clients care even with his own family. There are some other privacy issues that caused health care institution to rearrange offices, designate waiting areas and sign in sheets to protect the privacy and identity of the patients. Trust is very essential part in establishing relationship between caregiver and clients. Patients need to know that they can discuss sensitive information with their health provider in a safe condition. However, there are some issues such as public health issues like Acquired Immune Deficiency Syndrome, sexually transmitted disease and communicable disease which require reporting. Being a health care provider, confidentiality is very important to practice, discussing with colleague, we need to make sure that others cannot hear the conversation or identify a patient. The records and charts of the patients must be kept confidential in legal terms. It should protect the information and responsibly share the information to trusted one. Yet there are rare circumstances, such as when a court order has been issued, wherein a physician may be legally obligated to disclose information without the patient’s signature. Similarly, a physician might have a duty to warn, if it is believed that a patient poses an obvious threat to other individuals. The health care provider should avoid disclose any personal and medical information that has been entrusted to them by the patients. When a pa tient’s private information is shared, there is the expectation that health care providers will keep the information in confidence. This may include patient’s diagnosis, history of illness, drug use, and family history. The importance of confidentiality to elderly patients should not be overlooked. Although health care team, family and friends might assume that these concepts are unimportant to an elderly patient, the patient might not agree. A competent patient should expect that information share with the health care provider will kept confidential. Confidentiality Issues www.netplaces.com Ethics Programs www.miami.edu Decision-making capacity of the elderly Decision making capacity and competency in the elderly, the number of older adults with cognitive impairment has increased. There is growing need for assessments to identify their decision making capacity and competence. The importance of assessing decision making capacity is respecting the values and interests of older adults. It is necessary to ensure that intervention improve care for all older adults. However, issues related to capacity to consent raise many difficult questions that must address. Assessing the decision making abilities of understanding, appreciation, reasoning, and expressing a choice is very important. Assessing competency becomes increasingly critical when the patients wish id to forego a life-saving procedure. Supporting patient’s choice regardless of the outcome of that decision is an important part of patient advocacy and therefore an important component of patient care. Decision Making Capacity www.ncbi.nlm.nib.gov

Myths of Cultures and Civilizations Essay -- Civilization, Myths, Lege

From before the dawn of civilization as we know it, humanity has formed myths and legends to explain the natural world around them. Whether it is of Zeus and Hera or Izanami-no-Mikoto and Izanagi-no-mikoto, every civilization and culture upon this world has its own mythos. However, the age of myth is waning as it is overshadowed in this modern era by fundamental religion and empirical science. The word myth has come to connote blatant falsehood; however, it was not always so. Our myths have reflected both the society and values of the culture they are from. We have also reflected our inner psyche, conscious and unconscious, unto the fabric of our myths. This reflection allows us to understand ourselves and other cultures better. Throughout the eons of humanity’s existence, the myths explain natural phenomena and the cultural legends of the epic hero have reflected the foundations and the inner turmoil of the human psyche. Over the recent centuries, the definition of myth has decayed into a word synonymous with falsehoods and lies. This idea of myths being completely false and therefore useless is a fairly modern one. To combat the rise of empirical science in the 1900s, theologians brought the idea of wholly literal, fundamental religion into being to combat ideas that did not perfectly align with the tenants of the religion (May 24). This was the final death blow to the idea of the metaphysical myth that was already wounded from thousands of years of being denounced as pagan or barbaric. The rise of empirical science also lent to the decay of the meaning of myth. Science was able to explain the natural world far better than a myth ever could; however, it lacked the metaphysical aspect. Due to these rising ideologies, myths hav... ...ng, Ph.D.. n.p. 2002. Web. 25 Mar. 2013. Drysdale, Jilian Miller. â€Å"Faces of the Goddess.† Synchronicity. Dec. 1999/Jan. 2000: 29-31. Sirs Renaissance. Web. 29 Mar. 2014. Freud, Sigmund. The Future of an Illusion. New York: Norton & Company Inc., 1961. Print. Henderson, Joseph. â€Å"Ancient Myths and Modern Men.† Man and his Symbols. Ed. Carl Jung. New York: Doubleday & Company Inc., 1964. 104-158. Print. Jung, Carl. â€Å"Approaching the Unconscious.† Man and his Symbols. Ed. Carl Jung. New York: Doubleday & Company Inc., 1964. 1-104. Kromholz, Susan Foster, and P. Kyle McCarter. â€Å"Why Myth Endures.† Johns Hopkins Magazine. Aug 1990: 32-37. Sirs Issues Researcher. Web, 07 Apr. 2104. May, Rollo. The Cry for Myth. New York: Norton & Company, 1991. Print. Sels, Nadia. Myth, Mind, and Metaphor: On the Relation of Mythology and Psychoanalysis. n.p. 2011. Web. 25 Mar 2014.

Importance of Understanding Culture Diversity in the Workplace

Importance of Understanding Culture Diversity in the Workplace In business today it is important to have a diverse group of employees in the workplace. Our textbook defines diversity as real or perceived differences among people in race, ethnicity, sex, age, physical and mental ability, sexual orientation, religion, work and family status, weight and appearance, and other identity-based attributes that affect their interactions and relationships (Bell, 2012, p. 5).It is very important to understand the cultural, ethnical, and gender differences by professionals and management in the workforce in this day and age. If an organization develops a reputation for valuing all types of employees, it will become known as an employer of choice, in which workers from all backgrounds feel they have the opportunity to work, grow, and be treated fairly (Bell, 2012, p. 4). By being diverse in its employees, a business has a better opportunity for new ideas and growth potential and less likely to be stymied.Despite extraordinary corporate and media attention paid to diversity in the past thirty years, discrimination, inequality, and exclusion persist in organizations (Bell, 2012, p. 4). As discussed this week in class, when the department head turned down the Jamaican friend for the position, even though he seemed better qualified, it showed stereotyping and prejudices can have a negative effect in the workplace. The situation made for an uncomfortable, even negative environment in the workplace.By the department head’s negative behavior it caused a barrier for productivity and potentially harmed working relationships. It is essential in today’s business world for managers and professionals to understand the importance of cultural, ethnical and gender differences to make the workplace environment an at-ease one for employees to thrive and be productive. In every culture there are unique thought processes and behaviors and these cultural differences have a strong impact on workplace interaction and communication.What may be considered the norm for one person’s culture could be completely unacceptable to another. People from diverse cultures bring new ways of thinking, ingenuity and communication skills needed to endure in today’s workforce. Working in and learning in environments with people who are different can benefit individuals through intellectual engagement, perspective taking, and greater understanding of the implications and benefits of diversity (Bell, 2012, p. 4). In the healthcare industry, employers benefit by hiring a diverse workforce.Hospitals have come to appreciate that by hiring staff from different cultural, ethnical, and gender backgrounds, it brings a great deal of valued thoughts and insight when it applies to patient care. Ultimately, if a hospital's workforce more closely resembles the patient population it serves quality measures and patient satisfaction scores will improve (Commins, 2012, p. 2). Nursi ng care must become more culturally, ethnically, and gender diverse in order for the nursing unit to reflect the diversity of the population it treats.The ball and sock experiment really showed me how it feels to be different. I felt awkward and uncomfortable, I struggled with daily tasks that I normally accomplished without having to even think about, for example, brushing my teeth, shaving my legs, inserting the keys into the ignition of my car, shifting the gears of my car to just name a few. By the end of the day I could perform these tasks more easily but I still had to use more focus and effort.The ball and sock experiment opened my eyes to how it must feel to be outside of what society considers to be the norm and gave me a new appreciation for how these differences help shape our society. In conclusion, it is very important to understand the need for cultural, ethnical, and gender differences by professionals and management in the workforce in this day and age. Diversity in the workplace, no matter in healthcare or any other business, is of the utmost importance for growth and prosperity.

The Pankhursts and the Sufferagettes essays

The Pankhursts and the Sufferagettes essays Emmeline Pankhurst was the founder of the Womens Franchise League in 1889, she was also a member of the Manchester branch of the NUWSS. By 1903 Pankhurst had become frustrated at the NUWSS lack of success in their struggle to get the vote for women. With the help of two of her daughters, Christabel and Sylvia Pankhurst, she formed the Women's Social and Political Union (WSPU). At first the main aim of the organisation was to recruit more working class women into the struggle for the vote. She also had another daughter, Adela, who became a leader of left-wing socialism in Australia. By 1905 the media had lost any real interest in the struggle for women's rights. Newspapers rarely reported meetings and usually refused to publish articles and letters written by supporters of women's suffrage. In 1905 the WSPU decided to use different methods to obtain the publicity they thought would be needed in order to obtain the vote. They took a much more militant role in campaigning and this won them both respect by some women and the press attention that they wanted. In 1905, Christabel Pankhurst and Annie Kenney attended a meeting in London to hear Sir Edward Grey, a minister in the British government. When Grey was talking, the two women constantly shouted "Will the Liberal Government give votes to women?" When the women refused to stop shouting the police were called to evict them from the building. Pankhurst and Kenney refused to leave and during the struggle a policeman claimed the two women kicked and spat at him. Pankhurst and Kenney were arrested and charged with a ssault. Christabel Pankhurst and Annie Kenney were found guilty of assault and fined five shillings each. When the women refused to pay the fine they were sent to prison. This case shocked Britain. For the first time in Britain, women had used violence in an attempt to win the vote. It was only now that members of the WSPU became known as suffragettes. This started a...

Biography of Bernardo OHiggins, Liberator of Chile

Biography of Bernardo O'Higgins, Liberator of Chile Bernardo OHiggins (August 20, 1778–October 24, 1842) was a Chilean landowner, general, president, and one of the leaders of its struggle for independence. Although he had no formal military training, OHiggins took charge of the ragged rebel army and fought the Spanish from 1810 to 1818, when Chile achieved its independence. Today, he is revered as the liberator of Chile and the father of the nation. Fast Facts: Bernardo O'Higgins Known For:  Leader during Chiles struggle for independence, general, presidentBorn:  August 20, 1778 in Chilln, ChileParents: Ambrosio OHiggins and Isabel RiquelmeDied:  October 24, 1842 in Lima, PeruEducation: San Carlos College, Peru, Catholic school in EnglandNotable Quote: Lads! Live with honor, or die with glory! He who is brave, follow me! Early Life Bernardo was the illegitimate child of Ambrosio OHiggins, a Spanish officer born in Ireland who immigrated to South America and rose through the ranks of the Spanish bureaucracy, eventually reaching the high post of Viceroy of Peru. His mother Isabel Riquelme was the daughter of a prominent local, and he was raised with her family. Bernardo only met his father once (and at that time he did not know who he was) and spent most of his early life with his mother and traveling. As a young man, he went to England, where he lived on a small allowance that his father sent him. While there, Bernardo was tutored by legendary Venezuelan Revolutionary Francisco de Miranda. Return to Chile Ambrosio formally recognized his son in 1801 on his deathbed, and Bernardo suddenly found himself the owner of a prosperous estate in Chile. He returned to Chile and took possession of his inheritance, and for a few years he lived quietly in obscurity. He was appointed to the governing body as the representative of his region. Bernardo might well have lived his life as a farmer and local politician if it were not for the great tide of independence that was building in South America. OHiggins and Independence OHiggins was an important supporter of the September 18 movement in Chile, which began the nations struggle for independence. When it became apparent that the actions of Chile would lead to war, he raised two cavalry regiments and an infantry militia, mostly recruited from families who worked his lands. As he had no training, he learned how to use weapons from veteran soldiers. Juan Martà ­nez de Rozas was president and OHiggins supported him, but Rozas was accused of corruption and criticized for sending valuable troops and resources to Argentina to help the independence movement there. In July 1811, Rozas stepped down and was replaced by a moderate junta. OHiggins and Carrera The junta was soon overthrown by Josà © Miguel Carrera, a charismatic young Chilean aristocrat who had distinguished himself in the Spanish army in Europe before deciding to join the rebel cause. OHiggins and Carrera would have a tempestuous, complicated relationship for the duration of the struggle. Carrera was more dashing, outspoken, and charismatic, while OHiggins was more circumspect, brave, and pragmatic. During the early years of the struggle, OHiggins was generally subordinate to Carrera  and dutifully followed his orders as best he could. This power dynamic would not last, however. The Siege of Chilln After a series of skirmishes and small battles against the Spanish and royalist forces from 1811–1813, OHiggins, Carrera, and other rebel generals chased the royalist army into the city of Chilln. They laid siege to the city in July of 1813, in the middle of the harsh Chilean winter. The siege was a disaster for the rebels. The patriots could not completely dislodge the royalists. When they did manage to take part of the town, the rebel forces engaged in raping and looting, which caused the province to sympathize with the royalist side. Many of Carreras soldiers, suffering in the cold without food, deserted. Carrera was forced to lift the siege on August 10, admitting that he could not take the city. Meanwhile, OHiggins had distinguished himself as a cavalry commander. Appointed Commander Not long after Chilln, Carrera, OHiggins, and their men were ambushed at a site called El Roble. Carrera fled the battlefield, but OHiggins remained despite a bullet wound in his leg. OHiggins turned the tide of the battle and emerged a national hero. The ruling junta in Santiago had seen enough of Carrera after his fiasco at Chilln and his cowardice at El Roble and made OHiggins commander of the army. OHiggins, always modest, argued against the move, saying that a change of high command was a bad idea, but the junta had decided: OHiggins would lead the army. The Battle of Rancagua OHiggins and his generals battled Spanish and royalist forces throughout Chile for another year before the next decisive engagement. In September 1814, Spanish General Mariano Osorio was moving a large force of royalists into position to take Santiago and end the rebellion. The rebels decided to make a stand outside the town of Rancagua, on the way to the capital. The Spanish crossed the river and drove off a rebel force under Luà ­s Carrera (brother of Josà © Miguel). Another Carrera brother, Juan Josà ©, was trapped in the city. OHiggins bravely moved his men into the city to reinforce Juan Josà © in spite of the approaching army, which far outnumbered the rebels in the city. Although OHiggins and the rebels fought very bravely, the result was predictable. The massive royalist force eventually  drove the rebels out of the city. The defeat could have been avoided had Luà ­s Carreras army returned, but it did not- under orders from Josà © Miguel. The devastating loss at Rancagua meant that Santiago would have to be abandoned: There was no way to keep the Spanish army out of the Chilean capital. Exile OHiggins and thousands of other Chilean rebels made the weary trek into Argentina and exile. He was joined by the Carrera brothers, who immediately began jockeying for position in the exile camp. Argentinas independence leader,  Josà © de San Martà ­n, supported OHiggins, and the Carrera brothers were arrested. San Martà ­n began working with Chilean patriots to organize the liberation of Chile. Meanwhile, the victorious Spanish in Chile were punishing the civilian population for their support of the rebellion. Their harsh brutality only caused the people of Chile to long for independence. When OHiggins returned, the general population was ready. Return to Chile San Martà ­n believed that all of the lands to the south would be vulnerable as long as Peru remained a royalist stronghold. Therefore, he raised an army. His plan was to cross the Andes, liberate Chile, and then march on Peru. OHiggins was his choice as the man to lead Chiles liberation. No other Chilean commanded the respect that OHiggins did (with the possible exception of the Carrera brothers, whom San Martà ­n did not trust). On January 12, 1817, a formidable rebel army of some 5,000 soldiers set out from Mendoza to cross the mighty Andes. Like  Simà ³n Bolà ­vars epic 1819 crossing of the Andes, this expedition was very harsh. San Martà ­n and OHiggins lost some men in the crossing, although their sound planning meant that most soldiers survived. A clever ruse had sent the Spanish scrambling to defend the wrong passes and the army arrived in Chile unopposed. The Army of the Andes, as it was called, defeated the royalists at the  Battle of Chacabuco  on February 12, 1817, clearing the path to Santiago. When San Martà ­n defeated the Spanish last-gasp attack at the  Battle of Maipu  on April 5, 1818, the rebel victory was complete. By September 1818, most Spanish and royalist forces had retreated to try to defend Peru, the last Spanish stronghold on the continent. End of the Carreras San Martà ­n turned his attention to Peru, leaving OHiggins in charge of Chile as a virtual dictator. At first, he had no serious opposition: Juan Josà © and Luis Carrera had been captured attempting to infiltrate the rebel army. They were executed in Mendoza. Josà © Miguel, OHiggins greatest enemy, spent the years from 1817 to 1821 in southern Argentina with a small army, raiding towns in the name of gathering funds and weapons for liberation. He was finally executed after being captured, ending the long-standing and bitter OHiggins-Carrera feud. OHiggins the Dictator OHiggins, left in power by San Martà ­n, proved to be an authoritarian ruler. He hand-picked a Senate and the 1822 Constitution allowed representatives to be elected to a toothless legislative body.  OHiggins was a de facto dictator. He believed that Chile needed a strong leader to implement change and control simmering royalist sentiment. OHiggins was a liberal who promoted education and equality and curtailed the privileges of the wealthy. He abolished all noble titles, even though there were few in Chile. He changed the tax code and did much to encourage commerce, including the completion of the Maipo Canal. Leading citizens who had repeatedly supported the royalist cause saw their lands taken away if they had left Chile and they were heavily taxed if they remained. The Bishop of Santiago, the royalist-leaning Santiago Rodrà ­guez Zorrilla, was exiled to Mendoza. OHiggins further alienated the church by allowing Protestantism into the new nation and by reserving the right to meddle in church appointments. He made many improvements to the military, establishing different branches of service, including a Navy to be led by the Scotsman Lord Thomas Cochrane. Under OHiggins, Chile remained active in the liberation of South America, often sending reinforcements and supplies to San Martà ­n and  Simon Bolà ­var, then fighting in Peru. Downfall OHiggins support began to erode quickly. He had angered the elite by taking away their noble titles and, in some cases, their lands. He then alienated the commercial class by continuing to contribute to expensive wars in Peru. His finance minister Josà © Antonio Rodrà ­guez Aldea was revealed to be corrupt, using the office for personal gain. By 1822, hostility to OHiggins had reached a crucial point. The opposition to OHiggins gravitated towards General Ramà ³n  Freile as a leader, himself a hero of the Independence wars, if not a hero of OHiggins stature. OHiggins attempted to placate his foes with a new constitution, but it was too little, too late. Seeing that cities were prepared to rise against him in arms, OHiggins agreed to step down on January 28, 1823. He remembered only too well the costly feuding between himself and the Carreras and how a lack of unity had almost cost Chile its independence. He went out in dramatic fashion, baring his chest to the assembled politicians and leaders who had turned against him and inviting them to take their bloody revenge. Instead, all present cheered for him and escorted him to his home. Exile General Josà © Marà ­a de la Cruz claimed that OHiggins peaceful departure from power avoided a good deal of bloodshed and said, OHiggins was greater in those hours than he had been in the most glorious days of his life. Intending to go into exile in Ireland, OHiggins made a stop in Peru, where he was warmly welcomed and given a large estate. OHiggins had always been a somewhat simple man and a reluctant general, hero, and president, and he happily settled into his life as a landowner. He met Bolà ­var and offered his services, but when he was offered only a ceremonial position, he returned home. Final Years and Death During his final years, OHiggins acted as an unofficial ambassador from Chile to Peru, although he never did return to Chile. He meddled in the politics of both countries, and he was on the verge of being unwelcome in Peru when he was invited back to Chile in 1842. He did not make it home, as he died of heart trouble while en route on October 24, 1842. Legacy Bernardo OHiggins was an unlikely hero. He was a bastard for most of his early life, unrecognized by his father, who was a devout supporter of the king. Bernardo was ingenious and dignified, not particularly ambitious nor an especially dazzling general or strategist. He was in many ways as unlike Simà ³n Bolivar as it is possible to be: Bolà ­var had much more in common with the dashing, confident Josà © Miguel Carrera. Nevertheless, OHiggins had many positive qualities that were not always apparent. He was brave, honest, forgiving, and dedicated to the cause of liberty. He did not back down from fights, even those he could not win. During the wars of liberation, he was often open to compromise when more stubborn leaders like Carrera were not. This prevented unnecessary bloodshed among rebel forces, even if it did mean repeatedly allowing the hot-headed Carrera back into power. Like many heroes, most of OHiggins failings have been forgotten and his successes are exaggerated and celebrated in Chile. He is revered as the Liberator of his country. His remains lie in a monument called The Altar of the Fatherland. A city is named after him, as well as several Chilean navy ships, countless streets, and a military base. Even his time as dictator of Chile, for which he has been criticized for clinging too tightly to power, is viewed by many historians as more beneficial than not. He was a strong personality when his nation needed guidance, yet by most accounts, he did not overly repress the people or use his power for personal gain. Many of his liberal policies, seen as radical at the time, are respected today. Sources Concha Cruz, Alejandor and Maltà ©s Cortà ©s, Julio.  Historia de Chile.  Bibliogrfica Internacional, 2008.Harvey, Robert.  Liberators: Latin Americas Struggle for Independence. The Overlook Press, 2000.Lynch, John.  The Spanish American Revolutions 1808–1826. W. W. Norton Company, 1986.Scheina, Robert L.  Latin Americas Wars, Volume 1: The Age of the Caudillo 1791–1899. Brasseys Inc., 2003.Concha Cruz, Alejandor and Maltà ©s Cortà ©s, Julio.  Historia de Chile  Santiago: Bibliogrfica Internacional, 2008.Harvey, Robert.  Liberators: Latin Americas Struggle for Independence.The Overlook Press, 2000.Lynch, John.  The Spanish American Revolutions 1808-1826. W. W. Norton Company, 1986.Scheina, Robert L.  Latin Americas Wars, Volume 1: The Age of the Caudillo 1791-1899. Brasseys Inc., 2003.

Indonesia Environment Essay Example | Topics and Well Written Essays - 1000 words

Indonesia Environment - Essay Example Indonesia is an archipelago in Southeast Asia. This country comprises of 17 000 islands. Of these islands, 6 000 are inhabited. Nonetheless, the name Indonesia originates from the Greek language, and means â€Å"island.† This could therefore, be attributed to the numerous islands that make up the country. The immediate neighbor countries of Indonesia include Malaysia and Papua New Guinea, to the north and east, respectively. The country of Indonesia is known for being part of the â€Å"ring of fire.† This has the largest number of active volcanoes in the world today. In addition, Indonesia is known for its frequent earthquakes, and this is quite related with its active vulcanicity (BBC News Web). According to the BBC News (Web), Indonesia is a highly diverse and multicultural country. It has high ethnic diversity, and is home to more than 300 local languages. Indonesia hosts diverse cultures and indigenous beliefs. The people living in Indonesia, who are of different cu ltures adopt varying lifestyles. These range from the rural hunter-gatherers to the urban elites. The people’s staple food is rice, and side dishes include vegetables and meat. With regard to religion, Indonesia has a population that mainly consists of Muslims. This country is known for having the world’s largest Muslim population. According to Friends of Indonesia (Web), the religious systems found in Indonesia include a wide variety of beliefs, of which 90% claim to be of the Islamic religion. Although Indonesia is known to be the country with the largest Muslim population, the Islamic practices and beliefs of Indonesian Muslims vary slightly from the mainstream Islam. Apart from Islam, Indonesia also hosts other religious groups including Buddhism, Hinduism, Shamatic Animism, Christianity, and Greek Paganism, among others (Friends of Indonesia Web). Nonetheless, because of the dominance of the Islamic religion in Indonesia, other religions have become unpopular, eve n as more people shift from their religions to Islam. Indonesia is located in Southeast Asia. With regard to the economy of Indonesia, the country is known to be the largest economy in Southeast Asia. The nature of the economy of Indonesia is mixed, whereby the government and private sector contributes significantly to the economy. The country engages in exportations, and was in the past years ranked among the top 30 top exporters in the world. Indonesia mainly exports to Japan, the U.S.A., Singapore, and China. In addition, the country also imports goods from China, Singapore, and Japan. Furthermore, natural resources are important to the economy of a country, and contribute to a country’s economy. Indonesia is endowed with a variety of natural resources, which have a significant influence on the country’s economy. These include crude oil, coal, gold, tin, copper, and natural gas (The Economist Web). The country exports some of its natural resources, and imports chemi cals, foodstuffs, machinery, fuels, and equipment, among others. According to The Economist (Web), Indonesia in the past years has shown great economic prowess and sustainability as compared to other countries in Southeast Asia. The booming economy of Indonesia had attracted many investors in the Indonesian market. Additionally, there was a high demand for

Commuication and Culture Case Study Example | Topics and Well Written Essays - 500 words

Commuication and Culture - Case Study Example Racial abuse is a serious offence and should be dealt with serious punishments. The Blacks were known not only for their physical strength but also for their inventive methods in labor department, and were always successful in whatever the field they had chosen. Blacks were seen as enemies in many societies. During the civil war in US it seemed as perfect situation for those people who always hated the Blacks and used their forces to suppress them. The war has witnessed most of the Blacks being brutally murdered and thrown out of their respective homes. The White forces had committed many atrocities against the Blacks. In US the Blacks and Latinos are the largest immigrants. They migrated from the far lands of the black continent Africa and other parts of the American continent respectively. In the past, since these countries were not as developed as US and their socio-economic structure was on decline, many of the citizens were forced to work as slaves and have to migrate to US. In US, Black and Latino immigrants have less education and less skill set, even among women also. Apart from other groups these Blacks and Latinos have less human capital, so they have very less employers in their group and it is indirectly affecting their economic status and social environment also. Gender inequality was always prevailed among the Blacks.

Investments in Computer Integrated Manufacturing Technology Essay

Investments in Computer Integrated Manufacturing Technology - Essay Example By thoroughly realizing and examining these questions that need to be addressed, then we will be able to come to a much more informed and understanding viewpoint on this subject matter at hand, and as well we will be able to thus come up with new and innovative strategies in regards to what methods and means should be taken in order to put a more positive spin on this matter overall. This is what will be dissertated in the following. There are truly many different benefits when we speak of the term CIM (computer-integrated manufacturing) issues, and what CIM really is needs to be properly understood before any further measures can be taken in this regards. In all actuality, CIM is "a manufacturing philosophy in which the functions for the organization, from product definition to the disposition of the final product, are achieved using computer, communication, and information technologies" (Wikipedia, 2007). There are basically three different components that are considered and known as being essential in regards to the implementation of flexible design and manufacturing in this regards, and this includes that of the following three components: the means for data storage, retrieval, manipulation and presentation; the mechanisms by which to sense state and modify substance; and lastly, the methodologies by which to unite them. The CIM phase is the phase which is "used to describe the complete automation of a manufacturing plant, with all processes functioning under computer control and digital information tying them together" (Rockford Consulting Group, 1999). Basically then the CIM phase is without a doubt one of the most crucial, and there are quite obviously many different benefits that are gained from CIM overall. Why Might DCF Methods not Take These Benefits Into Consideration When Evaluating CIM Investments There are actually again quite a few answers when it comes to the reasoning as to why DCF methods may not take the benefits that are concluded as being from CIM processes into consideration when they are evaluating CIM investments; first we must understand what the DCF really is, in order to understand better. The DCF (discounted cash flow) is a means in this regards which uses certain methods of analysis which have both in the past and recently come under certain criticism. It really began in the 1980s when the use of these DCF methods began coming under this criticism, and in particular they were found to be especially deficient when they were being used to evaluate investments in CIM technologies, as many critics claimed and pressed to argue the fact that these DCF methods of analys

China Petroleum and Chemical Corporation Essay Example for Free

China Petroleum and Chemical Corporation Essay The net profit figure of RMB 19,011 reported under PRC GAAP was increased to RMB 21,593 under IFRS. The increase of RMB 2,582 under IFRS was due to the following reasons: Dep. and disposal of oil and gas properties RMB3,044 Acquisition of subsidiaries 443 Capitalization of general borrowing costs 389 Gain from issuance of shares by subsidiary 136 Gain from debt restructuring 82 Revaluation of land use rights 18 4,112 Unrecognized losses of subsidiaries (182) Pre-operating expenditures (169) Effect on taxation (1,179)(1,530) 2,582 The net profit figure of RMB 21,593 reported under IFRS was increased to RMB 25,577 under U. S. GAAP. The increase of RMB 3,984 under U.S. GAAP was due to the following reasons: Dep. of revalued PPE RMB 3,998 Disposal of PPE 1,316 Capitalized interest on invest.in associates 141 Reversal of deficits on revaluation of PPE 86 Foreign exchange gains and losses76 Reversal of impairment of long-lived assets 47 Exchange of assets23 Capitalization of PPE12 5,699 Deferred tax effect of U.S. GAAP adjustments (1,715) 3,984 2.The differences for CPCC between PRC GAAP and IFRS, and between IFRS and U.S. GAAP are given in the case. As mentioned in the case, treatments of the following items under PRC GAAP and IFRS are different: Depreciation and disposal of oil and gas properties Capitalization of general borrowing costs Acquisition of subsidiaries Gains from issuance of shares by a subsidiary Gains from debt restructuring Revaluation of land use rights Unrecognized losses of subsidiaries Pre-operating expenditures Impairment loses on long-lived assets Government grants (Refer pp.5-72 5-75 in the textbook) Treatments of depreciation and disposal of oil and gas properties seem to have a significant impact on reported profit. As mentioned in the case, treatments of the following items under IFRS and U.S. GAAP are different: Foreign exchange gains and losses Capitalization and revaluation of property, plant and equipment Exchange of assets Impairment of long-lived assets Capitalization of interest on investment in associates Goodwill amortization Companies included in consolidation Related party transactions (Refer pp.5-77 – 5-82) Treatments of depreciation of revalued property, plant and equipment, and disposal of property, plant and equipmentseem to have a significant impact on reported profit 3.U.K. readers of the financial statements may not find them very useful, as the information is not reconciled to the U.K. GAAP. There are differences between U.K. GAAP and IFRS, and between U.K. GAAP and U.S. GAAP. With the adoption of IFRS in the EU, this may not be a major problem anymore. However, UK companies use IFRS as adopted by the EU which in some cases differs from the IFRS issued by the IASB. 4.U.S. readers should find the information useful. However, it would be better for them if the information was reconciled directly from PRC GAAP to U.S. GAAP. 5.When a company is listed on a foreign stock exchange, it is always useful to explain the differences, if any, between accounting standards used in  preparing financial statements, and those that are stipulated by the listing requirements. The need for such explanation is reduced if the two sets of standards are comparable. However, differences can still exist due to different interpretations of the requirements. Therefore, the approach taken by CPCC can be recommended to other companies.

Attracting Motivating And Retaining Generation Y Management Essay

Attracting Motivating And Retaining Generation Y Management Essay Generation Y that closely referred to as millennial is latest member in the multigenerational workforce. In fact they are the newest and the last members of the workforce, born between 1982 and 2003. Although they grew up with technology and never knew a time without mobile phones and the internet, they have some values held by traditionalists like patriotic and willing to fight for freedom. They often think in bullet points and are ravenous researchers. Speed is important and they prefer rapid feedback. Moreover, they perform best when their abilities are identified and matched with challenging work. These years companies in different countries faced different challenges such as attracting, managing and retaining the new population of workers. Members of Generation Y have an incredible amount of talent but they also have incredibly high expectations about their work environment, growth opportunities and rate of advancement. In other hand, financial crisis leads to downsizing in companies. In spite of the fact that there might be a near-term surplus of labor, the lack of existing skillful workers is obvious. It is vital to companies focused on new generation of Y workers and supplies their requirements; besides, this question came to mind that is should they just discharge the issues as just another generation gap that will eventually weaken away. Ignoring the generation Y is impossible because of big size of its population. As a group, they are nearly as large as the baby boomers generation. As such, generation Y will make up an increasing part of your workforce. Generation Y has a lot to offer. They are confident, connected, optimistic and technical savvy. Generation Y would also be a growing part of your customer base and becoming increasingly influential factor that affects the buying process. We say that technology is becoming a critical factor for business success, on view of the fact that when these different workforces will work all together, the multi generational differences in attitudes, approaches, and styles related to work could create conflicts that in turn could considered as potential threats against reaching organizational goals. Besides, this situation will decrease or even destroy employees motivation, as we know motivation can be induced by the employer or reside within the employee and the key to motivating employees is remembering that not all employees are the same. In order to ac hieve motivation, managers must know each employee and must have a wide range of motivational techniques available, since each employee has a different set of values and personal experiences that brought them to where they are today. If management could come up with these actions, they could raise the organization towards its goals. In addition, for most companies retaining talent and developing future leaders are organizational goals, hence to meet these goals, companies must understand the needs of todays diverse workforces. Since failure to embrace these differences will result in not only having limited talent required for success, but also an employee population that is not engaged as they could be. Therefore, the level of engagement is critical to an organizations overall activities. In this study, we have investigated about behavioral differences that could lead to diverse motivational levels, retention strategies in challenging labor shortage, and the effected of leadership to management style in that by knowing about these conditions, the organizations not only could prevent the failures that are more probable for them, but also could achieve their goals more rapidly. As such to be successful in managing generation Y, employers needs to know how to attract, retain and motivate these leaders of the futur e. Literature Review Generation Y has been deeply affected by several trends of the 1990s and 2000s: a renewed focus on children, family, scheduled and structured lives, multiculturalism, terrorism, heroism, patriotism, parent advocacy, and globalization. Coincidentally, Generation Y has been socialized with several core messages: be smart you are special, leave no one behind, connected 24/7, achieve now, and serve your community (Martin, 2005). It likes to reject old-fashion media and advertising feeds. Playing video games, and watch DVDs are more interesting for them rather than TV programs. Those in Generation Y tend to live with their parents before college, plan to return to their parents home after college, and are less at home in the real world than in the virtual world in which they spend more than six hours a day online. As a consumer, Generation Y is likely to be independent and not brand loyal. Conventional inside the home, it leans to be fashionable and sophisticated in the marketplace (Wei ss, 2003). Generation Ys entrance in to the workplace would seem to present many opportunities in todays ever-more competitive organizations in which high-performing workers are an asset, and demographic shifts point to impending labor shortages. Generation Y workers would seem to be a timely addition. According to the Southard and Lewis (2004) generation are mostly goal- oriented; besides, they tried to develop and improve themselves. They strongly believed on financial and personal success (Breaux, 2003). According to the Lewis (2003) Y generation feel that they would be disposed to force into a job that they evaluate it attracting and vital whilst their knowledge about this new job is too low. Some of Generation Ys characteristics may make it easier to manage than Gen X. Generation Y tends to value teamwork and fairness and is likely to be more positive than Gen X on a range of workplace issues including work-life balance, performance reviews, and availability of supervisor (What You Need to Know, 2003). Moreover, Generation Y descriptors include attributes predictive of high performance. Generation Y workers are inclined to he sociable, hopeful, talented, collaborative, inclusive, and civic-minded. Besides, Raines (2002) mentioned that in order to be skillful with high technically knowledge, they try to be open-minded, achievement-oriented, and able capable to be multi-tasking. Cautiously they are optimistic and enthusiastic about their future. Generation Y is likely to have a solid work ethic and entrepreneurial spirit. Based on the Pekala (2001) it leans to not only respect talent, especially traditionalists, but also strength, collaboration, energy, compliance, good qu ality, and responsibility. Generation Y has a strong sense of company loyalty, is at least as satisfied with supervisors as are older workers, is as content as the others with the amount of praise received, and is as satisfied as the others with amount of vacation time and work flexibility or hours required. Additionally, Generation Y feels no more workplace stress than the other workers and is as satisfied as the others with retirement and health benefits (Saad, 2003). At the same time, Generation Ys entrance to the workforce seems to present some challenges. Although Generation Y workers tend to be more positive than Gen X about working in general, Generation Y tends to be less satisfied than Gen X with their jobs and employers. Present study tries to explain different dimensions of the dissatisfaction. Further, Generation Y is more open than Gen X to leaving for something better. Generation Y is likely to equate job satisfaction with a positive work climate, flexibility, and the opportunity to learn and grow more than any prior generation. Generation Y tends to have less respect for rank and more respect for ability and accomplishment. Cui et al. (2003) mentioned that Y generation like to trade more salary for job it thinks is significant at a firm where it experiences good feelings. Generation Y tends to value respect and wants to earn it. Having freedom to execute is a significant behavior in Y generation (Dealing with Your New Generational Mix, 2004). Additionally, Generation Y workers are likely to dislike menial work, lack skills for dealing with difficult people, and be impatient (Raines, 2002). Less than half of these young people form youngest generation like to introduce themselves as talent people who are ready to enter the work environments. The problem shoes itself when these young people technical talent are not fitted with communication skills, independent thoughts,and time managing (Pekala, 2001). In a survey by Mercer Human Resource Consultant (2002) it was disclosed that generation Y rating employers lower than other employees do on being treated fairly, getting necessary cooperation from others, and having opportunity to do interesting and meaningful work (The Next Generation, 2003). Furthermore, employees in generation Y like to have immediate enjoyment rather than investing for a long time and effort (Southard and Lewis, 2004); consequently, they preferred to invest on some especial projects. The Y generation employees like to be negotiators and questions in different events. Base Lewis (2003) cited that The forty hour workweek doesnt apply and how meetings become why meetings. Tulgan as an Intergenerational management expert explained the problems that challenge Y generation based on the Breaux (2003) as below: Generation Yers is like Xers on steroids. They are the most high-maintenance generation to ever enter the work force (Breaux, 2003). Discussion/ Issues Scheduling to attract, manage, and retain the new employees generation is a considerable challenge toward the companies. But its a challenge that companies simply cannot afford to ignore. Generation Y is nearly as large as the baby boomer generation, and is expected to have nearly as big an impact on business and society. Generation Y are said to be un loyal, have poor communication, are impatient and has no respect for authority and they spend to much time on the internet instead on concentrating on the real work ( Sprague and Caroline, 2008) Generation Y are already entering the workforce and their numbers will increase over time. The issues is the companies that dont figure out how to harness this growing resource are likely to find themselves at a distinct disadvantage, not only in the talent market, but in the broader market as well. After all, Generation Y is not just the next generation of workers; they are also the next generation of consumers, and as such will ultimately determine whether future businesses succeed or fail. Here are some specific things companies can do today. There are 3 main Generation Y issues and challenges faced by companies. They are: 3.1 Attracting The most pressing challenges are how to attract the Generation Y. The tasks is daunting because this generation has different attitudes and expectations that the other generations. Companies are thinking hard and fast on attracting the new millennium workforce. Due to the fact that generation Y has seen a lot of job turbulence, recession in their lifetime and they have seen their parents loosing their jobs, generation Y are more interested in taking their own responsibility for their own employability by constantly improving and building on their own job skills. As such, they are more interested in organization that offers it employees professional development, continuing education and career coaching. Some other benefits cited as valuable by generation Y are extra vacation time, access to health club and social gathering tied to the workplace. Generation Y also looks at the opportunity of career mobility within the organization as an attracting factor. While the market for employees is a competitive one, paying high range of salary is not a excellent strategy to find new skillful people. Find out how you can present your companies to these new workers to attract and retain them. Some companies are tackling the challenges of recruiting and retaining Generation Y using innovative strategies tailored to Generation Y characteristics. These methods which are contained supplying on site academic leadership, arranging official tutorial agenda to increase Y generation associability, and giving early chances to perform consequential job. To better reach Generation Y, some are streamlining the recruitment process and providing longer vacations after shorter service. As a same reason, some companies arrange inclusive intranet sites, for possibly conversion of unexploited managerial leave into cash, and letting conversion related to health into deferred reward accounts (Southard and Lewis, 2004). Some companies are literally going where Generation Y workers are, connecting with them through the media and locations such as Internet cafes and video game stores. Or they recruit Generation Y through on-site career-day seminars in which ranking personnel share their own success stores. Some companies are using their Generation Y employees as the first out reachers to peer Generation Y candidates in an effort to quicken the pace of recruitment. In this way, the companies aim to both engage their Generation Y employees more fully and to create a workplace ally for the Generation Y candidate (Employing Generation Why, 2004). 3.2 Motivating Based on the Herzberg definition, motivation is concluded from different definition such as the challenge of the works, with achievement, recognition, the work itself, responsibility, advancement, and growth. Dissatisfaction comes from the maintenance factors, which represent those lower-level needs that employees assume will be adequately met. High level administrators with acceptable work conditions are the samples of these kinds of workers needs. Few managerial or professional people would say these job factors motivate them most. Yet, the minute a boss or working conditions becomes a principal concern, factors such as interesting job content and opportunity for advancement lose their power to motivate. As a conclusion, executing a job in its different aspects relies on the satisfaction of both motivation and maintenance needs. Motivation level of a worker will affect by factors such as age, personal, outside environments, and the worker current life situation and career. For instance, steady employment and good pay often rank higher among all generations during times of economic uncertainty. When the economy is flourishing, employees tend to take these maintenance factors for granted; when unemployment and inflation are high, their principal motivators change. On view of the fact that when these different workforces will work all together, the multi generational differences in attitudes, approaches, and styles related to work could create conflicts that in turn could considered as potential threats against reaching organizational goals. Besides, this situation will decrease or even destroy employees motivation, as we know motivation can be induced by the employer or reside within the employee and the key to motivating employees is remembering that not all employees are the same. In order to achieve motivation, managers must know each employee and must have a wide range of motivational techniques available, since each employee has a different set of values and personal experiences that brought them to where they are today. If management could come up with these actions, they could raise the organization towards its goals. In addition, for most companies retaining talent and developing future leaders are organizational goals, hence to meet these goals, companies must understand the needs of todays diverse workforces. Since failure to embrace these differences will result in not only having limited talent required for success, but also an employee population that is not engaged as they could be. Work life balance can be offered in the form of flex time that would allow employees to work over one day, and work less hours on the next day. Employee growth and development could be management training programs that allow employees to advance their careers. Employee wellness programs would allow employees to stay physically fit, and the organization could have training programs to promote safe work habits. Employees need to be recognized for their work, and management could be trained to offer more praise to employees for tasks completed correctly. Organizations can make employees feel more involved simply by holding meetings where they have a voice for their ideas, and concerns from the employees can be heard by management. By utilizing these practices an organization could expect the organizational improvements, employee well being, and retaining the elusive Generation Y worker. 3.3 Retention Retention means that an employee work with the company until the end of their contract date and it is useful for both employee and company. If they find unfair situation in their job condition, they will explore a better opportunity and they will shift to the new job. Consequently one of the important duty of company manager is to find the best employee and try to keep them and prepare acceptable work condition for them. Pay the salary and extra rewards are not a way to bring satisfy to them. Compared to baby boomers and other generations in the workforce, Generation Y tend to be more concerned about meaningful work and relationships with coworkers, attitudes that are the key for employers to remember in retention efforts. Generation Y are hardly the first to long for a job that offers more than a paycheck and a way to fill their days. They are a socially conscious generation. Participating in charity work and green activites which help the environment improvement is a dream for Y generation. Sustainability and green are the hot words today. Generation Y are very interested in social and environmental happenings through the media as well as their employer. It can be as simple as spending a day rebuilding or renovating a house for somebody in the community, planning ways to make your office green, having local nonprofit come in to discuss volunteer or donation opportunities. With getting everybody inv olved by creating the emotional equity, making it a bit difficult for them to leave the firm. Recommendation The following has seen to be the strategies in attracting, motivating and retaining the generation Y into the work-force: Flexibility This can be seen in creating learning opportunities, sponsored learning capabilities, long range career planning, promote employee mobility within organization and cross country training opportunities. Work Life Balance This is a social aspect where flexible working schedules are design, developing a formal or informal networking circle for career development, hosting social or charitable events that is tied up to work. The work life balance initiatives were aspects such as paid leave to care for dependents, flextime, study assistance, eldercare, and time off to attend non work events, job sharing, telecommuting, on-site healthcare, and various other things the Generation Y workers are wanting in a career. Access to Technology -This strategy is linked to the organization adaptation of new technology in increasing work productivity. This is looked at where the workforce are equipped with state of the art laptops, access to internet, i-phones, PDA, video conferencing, e-learning and many more. This group of people would not live without cable television and access to mobile phones. With the focus on technology, flexible work schedules and spaces are also crucial to Generation Y. Offering the employees the benefit of arriving at work an hour early or later gives them the flexibility to schedule life issues such as daycare, eldercare or doctor appointment. Sense of purpose and meaning to the job -This stress on core values, rich corporate culture, sense of achievement and contribution to the achievement of organization goals. The generation Y also looks at branding. The organization brand plays a pivotal role in attracting the generation Y to join and contribute with the sense of belonging. Good Management i.) Management style Flat line management is top choice lately and for a lot of good reasons. Generation Y tend to be a bit self-centered. They will not stay in their job if they feel unsatisfied and there is no challenge role in their job. Generation Y particular were encouraged to find the perfect fit in their selection of everything from childhood activities to a college and they now seek a similar sense of place in their job. ii.) Mentoring and Feedback Generation Y has grown up hyper scheduled. Generation Y has been coached and tutored and guided and over-parented at every step of the way in their short lives so far. They thrive on one-on-one, personalized attention. Creating an environment that solicits input from employees demonstrates to them that their opinions are valued, ergo, they are valued. In return, they feel more valued and loyal to the company. Compensation-Fair compensation is still important to the employees. Organizations must offer an appealing compensations package include tangible rewards such as pay (base salary, stock etc) and benefits (i.e. health care, paid vacation etc) and intangible rewards such as learning and development and a satisfying working environment. Even though base salary and benefits constitutes hygiene factors for Generation Y, other parts of the compensation package will work as motivators. As the title and salary are no longer the number one priorities, Generation Y are more interested in self-fulfillment and work-life balance. 5.0 Conclusion The workforce deficit that is proposed to occur in 2014 is expected to be remedied by the generation Y workforce. However, problems with retention in employment with this group have been widespread across America. There is no set procedure to be implemented in order to retain this workforce; however the proposed model does encompass the problems associated with retaining these people. The model lays the foundation for organization specific procedures to be written from, and according to past experiences and research these methods should greatly reduce turnover in this group. Further research should be conducted to measure the effectiveness of these factors in employee retention of people who are categorized into generation Y. 6.0 Limitation Although recognizing and considering the different attitudes and needs of four types of generation could help the management for achieving the organizational goals, some limitation could be realized in this situation in that some researchers have found before too. As a case in point a new model of human resource solutions for achieving intergenerational interaction in organization that adopted from theories of Park (1950) and Kubler-Ross (1969) could be considered. Most of the researchers have divided the human resources into four different generation types and in turn they have detected and allocated some characteristics for each generation. It could not be considered these specifications would be the same for all the human beings in all the societies and task environment absolutely. Moreover, the combinations of different generation within the work environments or even societies are different from each other. Therefore, the outcome of studying in different situations could be somewhat different from each other. The generation groups who differ from the conventional culture usually cannot participate in defining the rules and standards used to make meaning. Hence, coordinating of these different group workers in such a task environment is often very controversial. The group that would be dominant among the other task groups in the work area usually spread their own beliefs and attitudes as if its views and approaches are universal and accepted by all other groups and members. Assimilation among these groups promotes self-alienation by engendering self-denigration where individuals differ from the neutral accepted norm. In addition it could provide the condition for covering or even demolishing individual beliefs and customs.