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simulation essays

simulation essays By a "superintelligence" we mean an intellect that is much smarter than the best human brains in practically every field, including scientific creativity, general wisdom and social skills. This definition leaves open how the superintelligence is implemented: it could be a digital computer, an ensemble of networked computers, cultured cortical tissue or what have you. It also leaves open whether the superintelligence is conscious and has Entities such as companies or the scientific community are not superintelligences according to this definition. Although they can perform a number of tasks of which no individual human is capable, they are not intellects and there are many fields in which they perform much worse than a human brain - for example, you can't have real-time conversation with Superintelligence requires software as well as hardware. There are several approaches to the software problem, varying in the amount of top-down direction they require. At the one extreme we have systems like CYC which is a very large encyclopedia-like knowledge-base and inference-engine. It has been spoon-fed facts, rules of thumb and heuristics for over a decade by a team of human knowledge enterers. While systems like CYC might be good for certain practical tasks, this hardly seems like an approach that will convince AI-skeptics that superintelligence might well happen in the foreseeable future. We have to look at paradigms that require less human input, ones that make more use of bottom-up methods. Given sufficient hardware and the right sort of programming, we could make the machines learn in the same way a child does, i.e. by interacting with human adults and other objects in the environment. The learning me...

Health Impact Essay Example | Topics and Well Written Essays - 500 words

Health Impact - Essay Example Health refers to the ability of the person to function effectively, physically, socially, psychologically, spiritually, and intellectually. Effective physical functioning refers to the ability of the body structures to change and adapt to the changing environment. To different levels of physical stress, the body responds in all parameters of physiological functions, such as, heart rate, neural function, musculoskeletal function and others. The physical stressors may be of many categories. Of them, most important are muscular exercises, ambient temperature, and sound levels at work. The psychological stressors may be economic condition, housing condition, and family environment. The psychological stressors at work also influence individual's health status. Psychological stressors suppress cardiac parasympathetic nervous system activity leading to heart rate variability and eventually cardiovascular disease. Serious disease and treatment experiences affect the psychological, interpersonal, and spiritual wellbeing. It should be mentioned that this might yield both negative and positive outcomes.

Business Report Finance Term Paper Example | Topics and Well Written Essays - 2000 words

Business Report Finance - Term Paper Example However, some small organizations have only a small finance department that handles all the financial operations of the company. Nonetheless, some organizations have a finance department as the general overseer of the financial matters of the company, and under this umbrella, are a number of specialized functions such as accounting, bookkeeping and taxation (Boros, 2012). The finance department has three main divisions, which oversee the proper execution of its goals and objectives. These three corporate divisions of fiance include capital budgeting, business finance and corporate governance. Capital budgeting relates to the way a company budgets and plans for its long-term projects. These long-term projects are usually investment projects that deal with the investment of a company, targeted at generating sustainable income and profits for the company. A company uses capital budgeting in choosing the right projects to undertake in order to maximize its profits. In addition, corporate governance refers to the executive administration of the business activities of the company. This means that the operations of the company have to adhere to the rules and regulations set up by the relevant bodies, such as the GAAP and the IFRS, as well as incorporation of SAP and other quality management standards. Business finance, on the other hand, specializes in the daily operations of the business and the activities that generate income to the company (Brickley, Smith & Zimmerman, 2007). Capital budgeting is the essential area in business development and project administration. Capital budgeting is the process of firms making decisions on which long-term investments to undertake. Projects under capital budgeting have a high expectation to generate constant cash flows over a period of years, i.e. potential long-term investments. The decision to either reject or accept a Capital Budgeting Project solely depends on the analysis of cash flows generated by the project over the year s and the cost of setting up the project. This analysis considers the following three decision rules in capital budgeting, i.e. payback period, internal return on investment, and net present value. It is mandatory for a capital budgeting decision to satisfy the following criteria, i.e. should consider all the cash flows in the project, it should consider the time value of money, and it should lead to correct decisions when selecting among mutually exclusive projects (Cleverly, Cleverly & Song, 2011). Statement of Purpose The purpose of this report is to inform me, as well as those following a similar career path in finance, and especially specializing in project management under business finance, with an in-depth study of our professional community. The study will enable students in this area to understand better (Hitt, Hoskisson & Ireland, 2006). Statement of Problem Although academically well prepared, finance students are not quite familiar with their professional community, espe cially understanding the way they have to deal with certain aspects of financial management and business finance. This is because what these students learn is majorly theory and they lack enough opportunities to put it into practice, especially for the capital budgeting projects that they have to undertake. The decision-making on these capital budgeting

Carson Stanton Case Essay Example | Topics and Well Written Essays - 1750 words

Carson Stanton Case - Essay Example ollowing agenda for Stanton to follow – Improving Innovation, promotion from within, and managing all state agencies (excluding Education) within the reduced appropriations, which was 3 % in 2015, and 1 % in 2016. The fiscal year which started on July 1, 2013 and ends on June 30, 2014 saw a budget cut of 2 % when compared to the previous year. Considering that Hope comes in the lowest quadrant of student success in comparison to other states, the governor laid out his policy and budget agenda expecting the increase and improvement in the states education statistics along with decrease in Hope’s unemployment statistics which is 8.5 % when compared to the 6.7 % of other states due to the drop in hiring. The state is ranked 21st with a rate of 9.6 % in comparison to the low of 7.0 % and the high of 13.0 %. In 1986, the DOE of Hope was created with the mission to improve, protect and restore the quality of the natural resources air, land and water. It also propagated the advancement in smart growth along with promoting economies that could sustain and communities that were healthy and viable. The duties of the divisions within the department are the following: the redevelopment of resources, reducing health hazards, environmental protection, and improvement of existing safety measures and adequacy of air, water and land resources, promotion of clean energy and improving and advancing the level of customer service. It was also a dire necessity for the state to address its responsibility for the landfill management consisting of both hazardous and solid waste. Special approvals and permits were required for the disposal of various kinds of wastes. The previous DOE secretary Sharon Brooke had raked up an issue with the governor about the location and size of two particular landfills. She was more interested in outsourcing waste, rather than managing it within. Hope has 15 Superfund sites and in the year that followed, a problem with one waste disposal site would

The Description Of Leadership Styles

The Description Of Leadership Styles Organizational achievements are directly affected by type of leadership which their leaders are applying. So its important to review the literature on leadership styles. Throughout leadership history, many researchers have tried to explain about all or some part of typicality collection which results a successful leadership. Some of the most often quoted historical authors include Plato, Machiavelli, Hobbes, and Locke from the West and Confucius and Xunxi from the East (J.R. Turner R. Muller, 2005). Barnard (1938) defined the leaders basic functions. Based on his suggestion, an executive leader should have managerial and emotional attitudes. Managerial attitudes relapsed to cognitive and emotional attitudes refer to cathectic skills. Cognitive skills contain guiding, perfusing aims and directing related tasks. Cathectic skills contain motivational functions for making goal-seeking thoughts and increasing commitment between team members or a sample group. Aristotle defines three spec ifications for a good leader: 1. Developing relationships between all followers 2. Advocating an ethic vision 3. Leading by logic to manage activities. Researches have dedicated different dividing for leadership styles. At first we review divisions based on current sects over the recent seventy years. Handy (1982), Partington (2003) and Dulewicz Higgs (2003) have defined six main sects for leadership theory: The trait approach The style approach The contingency approach The charismatic approach t The EI (emotional intelligence) approach The competency approach The Trait Sect approach was pervasive until 1940s. It assumes leadership ability as an inborn specification not an acquisitive one. Turner (1999) through his studies found seven traits for effective executive leaders (e.g., ability of solving problems, negotiation and result-based mind). Kirkpatrick and Locke (1991) defined six topicalities as traits for an effective leader. The style approach was pervasive between 1940s-1960s. The basis of this sect is based on assuming leadership as an acquisitive concern. The most applicable theories in this frame place leaders on one or two dimensional metric by comparing them with one or two parameters. Its seeable in Adair (1983), Blake Mouton (1978) and Slevins (1989) works. The contingency sect was pervasive up to 1970s. Instead of last sects for finding fix attitudes for leadership, it suggests that being an effective leader depends on the pertinences of situations. Its typified in House (1971), Fiedler (1967) and Robbinss (1997) works. This sect tends to follow a process containing these steps: 1. Apprising the leaders characteristics 2. Evaluating mentioned situation based on main contingency variables 3. Seeking an accordant between the situation and the leader. House (1971) based path-goal theory as a contingency theory considering leader as a guider for helping the team in both finding goal and the process of finding. Path-goal theory defines four leadership types (Directive, Supportive, Participative and Achievement-oriented leaders). These should be matched with subordinate and environmental factors. Fiedlers (1967) different leadership types were based on defining three main variables for determining desirability between leadership style and situation. Such determination will affect the role of the leader. The charismatic approach was pervasive between 1980s- 1990s. it based on analyzing the behaviors of leaders which were successful in leading their organizations in changing situations. Based on Basss (1990) suggestion there are two leadership styles; transactional and transformational. Cognitive roles of Barnard are in accordance with the transactional leaders attitudes. Barnards cathectic roles are adaptable with The transformational leaders attitudes. Bass (1990) provided the Multifactor Leadership Questionnaire (MLQ) for evaluating type of leaders (transformational, transactional, and laissez-faire). MLQ is the most applicable questionnaire of evaluating leaders. Dulewicz and Higgs (2004) have adjoined more scales for both Organizational Concept and Organizational Commitment. By adding these scales, the weaknesses of primary MLQ has rectified. The IE (Emotional Intelligence) approach has been pervasive since the late 1990s. Its based on considering the emotional intelligence of leaders as the most important factor in success of them. Goleman, Boyatzis, McKee (2002) has Developed four dimensions for intellectual capability of a leader. These four dimensions lead to create six different leadership styles (Visionary, Democratic, Coaching, Pacesetting, Affiliative and Commanding). They assume that first four styles accelerate the responsibility in the team working and improve the performance but tow remained styles can lead to decrease both the responsibility and the performance. But in some cases these two styles (regarding the situation) might be useful. They also have demonstrated the correlation between IE, leadership style and organizational performance. Since the late 1990s the advertency of studies has moved to identification of Effective leaders competencies. All the efforts about such identifications return to competency approach. It might be considered as the similarity between competency approach and trait approach. But its important to emphasize that competencies are not inborn so its possible to make an effective leader. Different combined competencies will result different types of leadership which is suitable for different situations; Producing transactional leaders in situations of low complexity and transformational leaders in situations of high complexity (J.R. Turner R. Muller, 2005). Competencies are derived from mental or technical or bases. Dulewicz and Higgs (2003) have shown a comprehensive overview for competency approach and its functions. For ending the literature about leadership styles, its necessary to review basic leadership styles. Demonstrating three basic leadership styles by Kurt Lewin (1939) and his research group was the first try in defining leadership styles. As an early study, they demonstrate the main compartment containing Autocratic, Democratic and Laissez-Faire styles. Dyers study in 1986 showed that there are five separate approaches to leadership- participative, autocratic, laissez-faire/ mission, expert and referent. Recent classification assumes more divisions. There are six basic styles of leadership (Goleman, 2000) which containing coercive, authoritative, affiliative, democratic, pacesetting and coaching styles. Considering recent research results, effective leaders have ability to use their emotional intelligence for matching the assorted leadership style with particular situation. These six main styles are using different aspects of emotional intelligence for different situations. The ability for switching between these types for current situation of organization will make an effective leadership. Coercive style as an approach is using for compulsive situation. Such approach must be used warily because in most of situations, it may have negative effects on motivation and flexibility of employees. Authoritative style is less rigid than Coercive style by giving just freedom to employees for selecting the way of achieving the goal which has determined decisively by the leader. Affiliative style is based on giving no advice to employees. Its suitable for increasing coordination and sodality between leader and employees but may create employees instability. Democratic style makes an open area for decision making. Such approach increases the responsibility and flexibility throughout the organization but may create dispersion and decentralization disadvantages. Pacesetting style shows some kind of leadership who tries to make both high level for employees performance and advantages for competent workers. Such approach usually makes inverse results based on leaders idealism tendency. Coaching style signify the leaders focus on personality of workers more than their tasks. It causes improving weaknesses but may have inverse effect on rigid employees. Executives use six leadership styles, but only four of the six consistently have a positive effect on climate and results (Goleman, 2000). Whatever the leader has more domination on coaching, democratic, authoritative and affiliative styles, organizational achievement will be increased. Focus on Autocratic Leadership Style and its Applications and its Failure and Success Cases 3 pages In autocratic leadership style, workers and followers are controlled by one person as a leader. Theres no collaborative decision making and no concrescence between leaders and staff. Workers lose their responsibility, initiative and accountability. Such approach has negative effects on compensating process. In most of cases, autocratic style can be used for resurrecting a failing business by determining new ways of survival with a top-down set of procedures. The autocratic style should be used only with extreme caution and in the few situations when it is absolutely imperative (Goleman, 2000). A long term use of such approach will cause reducing employees performance by damaging their morale. Observations of the effects of leadership style (i.e., autocratic vs. democratic) on the atmosphere of small groups process analyses of interactions in laboratory discussion tasks, and reports of industrial workers on the behavioral styles of their supervisors sought to identify patterns of leader behavior associated with high productivity or good morale (Chemers, 2000). Vroom and Yetton (1973) developed a decision-making model for integrating decision of leaders by applying occasional factors considering a wide range of decision-making for leaders varying from autocratic approaches to participative approaches. Such model defines that in case that the work is distinctive and employees are able enough, tending to autocratic approach gives better results. Overhand in unclear situation with no enough information participative approach will help making a better decision. In some situations when leader has not enough support, using participative strategy will help him assuring followers about the equality of decision makings weigh between them. Empirical research on the normative decision model is not extensive but is generally supportive of its basic premises (Field House, 1990). Both Normative decision theory and contingency model are focused on as the leadership as a core of decision making. It means that these approaches are considering leader as a person who gains the support of followers for implementing the best solution. Meanwhile these two methods are focusing on applying Autocratic style for situations with a clear short-term aim and supportive followers but p participative approach should be used for less clarified situation. Both Fiedlers (1967; Fiedler Chemers, 1974, 1984) contingency model and Vroom and Yettons (1973) normative decision model are built around the notion that internal group processes, such as decision-making processes, must match with external task demands to ensure high levels of group performance (Chemers, 2000). It seems autocratic approach can be used in predictable circumstances and in more unclear and less predictable situation there is more need to use participative approaches. Identifying environmental factors like attitudes of followers can help a leader for choosing the best style of leadership matched with current situation. Dyers (1986) study shows that adopting participative, expert, or referent leadership styles by managers will result in higher employee satisfaction and better business performance. In contrast, applying autocratic or laissez-faire/ mission leadership style will result in negative effects regard to employees satisfaction and business performance (R. L. Sorenson, 2000). There was a significant relationship between the project leaders professional qualification, his leadership style, and team composition and overall project performance (Odusami, 2003). Clift and Vandenbosch (1999) mentioned that autocratic leadership style is more common in short-cycle simple projects and participative leadership style is more common in short-cycle complex projects. Moreover, the long-cycle project leaders have also more tendencies to use the autocratic approach to lead the project. The Vroom and Yetton (1973) normative contingency model emphasizes increased follower involvement in decision making rangi ng from autocratic, consultative, to group leadership styles (Hollander Offermann, 1990). Baker (1980) has suggested studying the model because it can be useful for leaders in decision making and improving its process. Likert (1961) showed that a top level leader can issue his leadership style for the next leaders and make it as a leadership culture for the organization. For instance, a highly placed autocratic leader, who is low on input and participation from subordinates, can set a climate that limits the ability of leaders below to be participative (Hollander Offermann, 1990). Subordinate participation in decision making (PDM) as a human relation-based approach gave more tools for decision making. Schweiger and Leana (1986) by using PDM showed that no participation level (from fully autocratic to fully participative) can be employed for all followers in all kind of circumstances. Autocratic- oriented leadership may assume that his own awareness and information is enough for important decision making and followers are always less qualified for commitment. Such view point is unlike the participative leadership style. Job Satisfaction Description (Definitions and Business Impacts) 4 pages As one of the most important issues in organizational behavior, Job satisfaction considered as an attitudinal variable measuring the degree to which employees like their jobs and the various aspects of their jobs (Spector, 1996; Stamps, 1997). Locke (2002) gives a definition for job satisfaction as a pleasurable or a positive emotional state resulting from the appraisal of ones job or job experience. it can be defined also as à ¢Ã¢â€š ¬Ã‚ ¦ the feelings a worker has about his or her job or job experiences in relation to previous experiences, current expectations, or available alternatives (Balzer, 1997). As Begley Czajka (1993) Chiu (2000) and Tharenou (1993) said, job satisfaction is related to increase Job performance, positivity of work values, raising the motivation of employees and decreasing the absenteeisms rates and so on. In fact the whole Attitudes of members in an organization constitute the Job satisfaction. Responding employees into their job descriptions indicates the ir obligation toward employers. Re-engineering and minifying of the organization can help employers specifying efficient employees. Robbinss (1998) suggestion shall be considered about being the basis of job satisfactions measurement on the difference between the amounts of actual receiving compensate and the amount of which they are expected to receive. There are too many studies about Job satisfaction as one the organizational behaviors main factors. The relationship between job satisfaction and other organizational outcomes like absenteeism, performance, organizational commitment and turnover leads to focus on it. Changing situation of every organization especially hospitality industry led to focus on how to made employees efficient and effective, and thus for reaching the answers that was necessary to start studying about job satisfaction. Motivation theories (Herzberg, Maslow, and Vroom) are the basis for most of job satisfactions approaches. Maslows (1943) hypothesis is based on a hierarchy containing five needs (psychological, safety, social, esteem and self actualization needs). It assumes such proposition; although no need is ever fully gratified, a substantially satisfied need no longer motivates (Faulk, 2002). So its critical for an organization to identify the level of every employee on the hierarchy and try to satisfy him/her at that or hyper level. Motivation-hygiene theory of Herzberg (1966) suggests two factors affecting on the satisfaction or dissatisfaction of employees. According to this two-factor theory, inner factors are related to job satisfaction (opportunity of personal achievement, essence of work and possibility of growing). Conversely, outer factors are related with job dissatisfaction (organizational policy, conditions of works and etc. Expectancy theory of Vroom (1964) hypothesizes a relationship between the tendency to behave in a certain way, strength of a given outcome and the attractiveness of that outcome to employees. It proposes that an employee will perform at the best level of possibility if he/she be sure of existing one strong relationship between endeavor and performance, performance and compensates, compensates and satisfaction of personal aims. As a measurable thing, job satisfaction can be assumed as global feeling related to job and its factors. A job satisfaction facet can be related to any aspect of a job, including rewards, coworkers, supervisors, the work itself, and the organizational (Faulk, 2002) Based on Spector (1997) studies, such approach can prepare one more clear perspective of employees job satisfaction than a global approach. The reason is about having various feelings of different facets of the job. There are two job satisfaction measurement tools containing the Job Descriptive Index (JDI) and the Minnesota Satisfaction Questionnaire (MSQ). Both tools are developed for measurement of job satisfaction applying facet approach. Both of them measure the job satisfaction level by scaling satisfaction with distinctive facets of every employees job. The score of all facets including essence of work, competitors, supervisory and payment methods is gathered to make the summarized job satisfaction levels. Thereafter studies began to focus on using JDI and MSQ payment sub-scales for accretion of validity and making opportunity for comparing different results of studies (e.g., Berger Schwab, 1980; Blau, 1994; Capelli Sherer, 1988; Dreher, 1981; Dyer Theriault, 1976; Schwab Wallace, 1974). Organizational commitment is an important factor in organizational studies. It has a strong correlation with work-based factors like absenteeism, turnover, job satisfaction, leader-worker relationships (Arnolds Boshoff, 2004; Bagraim, 2003; Buck Watson, 2002; Eby, et al., 1999; Farrell Stamm, 1988; Lance, 1991; Mathieu Zajac, 1990; Michaels Spector, 1982; Tett Meyer, 1993; Wasti, 2003). Turn over can be defined as a states the individuals intentions to leave the organization (Faulk, 2002). Its another factor which has been considered having a relation to job satisfaction. Brockner et al. (2002) present that attention to justice in layoffs leads to increasing desirable reactions of workers for reaching the outcomes. Greenberg (1990a) showed the linkage of procedural justice with system satisfaction. Moreover he found the relativity between distributive justice and outcome satisfaction. Next studies support such model defining not only the impact of procedural justice on every organizational factor like organizational commitment and organizational citizenship behaviors but the impact of distributive justice on job specifications like job satisfaction. Such proceeding can be applied as a practical action for every organization. For increasing the level of commitment in organization, its necessary to focus proceedings on procedural justice perceptions. Otherwise for increasing the level of job satisfaction organization should focus on increasing distributive justice. Judge et al (2001) provided a review of relationship between job satisfaction and job performance qualitatively and quantitatively. They described 7 past qualitative models and finally because of un-integrity between all of them, used a new meta-analysis and developed a procedure for next researches about relationship between job satisfaction and job performance. Rusbult and Farrell (1983) studied The Impact of a longitudinal test of the investment model on job commitment, satisfaction and turnover of employees their study showed the differences between leavers and those who stayed in each factor of this model. Arvey et al (1989) examined environmental and genetic component on job satisfaction by using monozygotic twins and their findings was in consistent with genetic hypothesis and were applied as supplements of job satisfaction theories. Impacts of Autocratic Leadership Style on Employees Job Satisfaction 2 pages There are many worthy researches about leadership since the 1950s. This has divided into three areas: task-oriented, relation-oriented and participative leadership (Yukl, 2001). May be it is a common assumption that leadership style is based on everyones personality but functionally, it should be an optional choice. Leaders should have a wide range of behavioral solutions for every particular occasion. Goleman (2000) has defined six basic leadership styles deriving from various levels of emotional intelligence and applicable in specific situations. Each style has led organizational achievement with a specific manner. Our own working experiences tell us these are incontrovertible facts (Solutions Zones 2004). If we consider the autocratic management style as a kind of transactional style of leadership, there are a vast researches and applied findings about its relation with workers motivation, subordinates commitment and job satisfaction. The transformational leadership style has a positive association with work performance and organizational commitment of subordinates more than the transactional style. Transformational leaders produce higher leadership outcomes as well (Stephen Ogunlana, 2008). Also, Savery (1994) investigates on democratic style of leadership which is in opposite of autocratic one and says that The democratic style of leadership leads to a more positive organizational commitment from the individual and also higher job satisfactionà ¢Ã¢â€š ¬Ã‚ ¦. Rad Yarmohammadian (2006) found that Employees job satisfaction depends upon the leadership style of managers. The research shows that participative management is not always a good management style. Managers should select the best leadership style according to the organizational culture and employees organizational maturity (Rad Yarmohammadian, 2006). We indicate specific instances where it has been shown that an appropriate leadership style, and the competence and emotional intelligence of the leader, delivers better results (J.R. Turner R. Muller, 2005) Research has shown that the most successful leaders have strengths in the following emotional intelligence competencies: self-awareness, self-regulation, motivation, empathy, and social skill (Goleman, 2000). Autocratic style as an approach must be used by a calculable method because in most of situations, it may have negative effects on motivation and flexibility of employees.

A Comparison of Fate in The Stranger (The Outsider) and Myth of Sisyphus :: comparison compare contrast essays

Fate in The Stranger (The Outsider) and Myth of Sisyphus  Ã‚   In his works, The Stranger (The Outsider) and Myth of Sisyphus,   Camus addresses the consciousness of Meursault and Sisyphus through their fate. Sisyphus knows his fate. He to Because he has the opportunity and does rationalize his fate, he has consciousness. As the rock rolls back down, he is able to look back upon his life and analyze it. Nothing could be more existentialist. Sartre’s Garcin wants to meet his fate face to face. So, Sisyphus, embodies this desire of Garcin, and is thus a hero to him. Similarly, Charles Dickens’ scrooge has the unique opportunity to become an observer to his fate in the past, present and future. While Camus’ Meursault does not care about his past, he expresses the same feelings as scrooge and Garcin in their desire to confront their fate. Indeed, this is why they are every man and Sisyphus is our hero - he has and will always confront his fate. He has the conscious power to contemplate and control his fate. Therefore, if we know that everyone faces death as their fate, consciousness equals the ability to deal with ones fate. If we know our fate, do our lives hold meaning? Meursault remarks, â€Å"Nothing, nothing mattered, and I know why.† He knows he will be executed by a society in which he cannot exist, but he resigns and thereby assures himself that the middle is meaningless. Before his arrest, he knew he would die. Perhaps this knowledge justifies his living moment to moment. His statement compares to Beckett’s Vladimir when he laments, â€Å"Nothing happens, nobody comes, nobody goes, it is awful!† Both Meursault and Vladimir understand their insurmountable fate, but Meursault desires to confront it. This reveals Meursault to have the heroic qualities of Sisyphus. So, what Vladimir recognizes, Meursault confronts, and Sisyphus transcends. Sisyphus conquers his fate in spite of his immortality. Camus addresses the consciousness of Meursault and Sisyphus through their fate. By the ability to recognize his past, Sisyphus shows how Meursault lacks unhappiness. Meursault has nothing with which to compare the pleasure he feels instantly, so he is at the least continually content and possibly perpetually happy. Conversely, Sisyphus understands his past yet chooses not to compare his past to the present or his known future. When the priest asks Meursault if he would prefer a different life to his own, he remarks he wants a life â€Å"where I could remember this one.

Nursing Expertise Self-Report Scale and Reflection

After completing the Nursing Expertise Self-Report, I felt as a nursing profession I was analytical toward each questions. I noticed that most of my answers were drawn from my clinical experience working as an emergency nurse.I find that I looked at the situation as whole, combining all aspect of nursing from objectives and subjective data while still adhering to all policy and procedure. I also noticed for any aspect of clinical situation that my patients may represent, I strong disagree that emotional attachment would get in the way of good nursing care. In fact, I believed that emotional attachment are a characteristic a caring and compassionate nurse. This kind of characteristic may allow the nurse to be more accurate with her findings because she knows closely of what is consider normal to her patient.She may be the first to notice a change in her patient’s condition. I thought this exercise was very informative and knowledgeable because it allowed to see how I am grown a s a nursing professional. It is a great feeling to see that my nursing practice and decision making comes naturally by understanding that all pieces of information related to the patient is equally important one another. I also find that communication is essential to all aspect nursing care because it allow the patient to feel connected to the staff as well as understand his/her plan of care. As nursing professional we are always using critical thinking to anticipate the next possible event that could occur.Although we may not realize it, we tend to forget to communicate with the patient and family as often as we should. This exercise help me realize that I need to communicate with my patient more often to help them understand their care plan and the care providing to them. I also noticed in this self-report scale and reflection that I always follow the standard patient care procedures no matter what situation may present because the standard patient care procedures were written to allow the best possible outcome for the patient.

The Cultural Revolution in China

The Cultural Revolution in China The need to address Mao’s interests in the rivalry with his opponents was disguised in the fight for the preservation of socialism in China through the Cultural Revolution. Mao saw this as an opportunity to make a comeback into power after the immense loss he suffered in the Great Leap Forward (Lu, 2004). He had considerably lost in terms of his influence within the Chinese Communist Party leadership.Advertising We will write a custom research paper sample on The Cultural Revolution in China specifically for you for only $16.05 $11/page Learn More He exploited the fact that his shortcomings exhibited through this event remained unpublicized to launch the Cultural Revolution. They used the notion of capitalism eroding the socialism upon which China thrived to mollify the people to support their cause. The misdirection of the youth by the Mao faction adversely affected their psychological well being as well as the genuine prospects of socialism. The you ths were considerably disillusioned because of the negative experiences they encountered during the revolution. This underlines the fundamental objective of the revolution as depicted by Mao. The education sector in China suffered considerably during the era of the revolution. Mao factionists paraded and humiliated academic administrators in the streets labeling them as rightists (Lu, 2004). Mao’s perception that academicians supported his opponents solely fueled the harassment that he bestowed upon them. This in itself illustrates the personal insecurities that drove Mao in his advocacy for the revolution. He did not want his authority questioned, and thus any elements that might have had the audacity to question his policies had to be suppressed. The use of the public humiliation in this regard, amounted to the suppression of free political discussion. Most of the followers of Mao’s cause in the Revolution never realized that he shared in the undertakings of the Comm unist Party. At one point, when the students that Mao had mobilized unleash terror on his rivals turned uncontrollable, he compromised with his opponents an illustration that his motives were personally driven. He further demonstrated his opportunism by entering into a deal with the US imperialism, which he claimed to oppose. Mao used his political resources to secure the dismissal of selected officials within the armed forces, the cultural establishment, Peking municipal government, and the Politburo itself (Lu, 2004). The revolution, which Mao hoped to be his most significant contribution to China to Marxism-Leninism, instead became the monumental error of his later years. Because of his influence, his tragedy became the tragedy of the whole nation.Advertising Looking for research paper on asian? Let's see if we can help you! Get your first paper with 15% OFF Learn More The costs of this revolution were largely the consequences of Mao’s perception th at China was on the brink of the restoration of capitalism, and his prescription that the youth mobilization was the best option to prevent it (Jiang, 2007). The crisis is comparable to a crisis of political modernization in a developing country in the 20th century where there are high levels of protest due to widespread dissatisfaction with a variety of social, economic, and organizational policies. The Chinese Communist party was unable to either suppress the dissidents or accommodate them. The results, just like elsewhere, was chaos and anarchy. However, what is unique about the Cultural Revolution is that the leader of the regime itself deliberately induced the crisis (Jiang, 2007). Mao called into question the legitimacy of the Chinese Communist Party and mobilized the social forces that would undermine the government. He provided the political and ideological vocabulary for the protest and dissidents. The fact that the Revolution ended with Mao’s death depicts a revolut ion whose ideologies were only the making a few individuals. Mao used his influence to attain his objectives by exploiting the ignorant and dissatisfied elements in the society. The aftermath of Cultural Revolution is best described in terms of the trails of destruction left behind. It was a ruthless power struggle between Mao’s group and his conservative opponents. The Cultural Revolution was a chaotic era that witnessed the victimization of helpless intellectuals, loyal party members, and innocent civilians (MacFarquhar, 1991). During this episode, democracy and the law were disregarded. The people, whose opinions were the supposed cause for the Revolution, were left with a sense abandonment and isolation. The Cultural Revolution witnessed a lot of bloodshed with anyone perceived as an enemy of the revolution being the target. Institutions of learning literally ceased to function, as the youth were key participants in the revolution since Mao managed convinced them that the school system was oppressive. The leaders in the Revolution disregarded the freedom of thought and of academic inquiry that they ought to have promoted as genuine Marxists. Nothing illustrates better the Revolution’s impact on China’s education system than the fact that the education ministry was abolished in 1966 and remained that way until 1975 (MacFarquhar, 1991).Advertising We will write a custom research paper sample on The Cultural Revolution in China specifically for you for only $16.05 $11/page Learn More The youth, especially the students who abandoned their formal study to engage in factional fights as Red guards, which was one of Mao’s major instruments in his undertakings, ended up disillusioned and felt betrayed at the end of the war. Although they sacrificed a lot to the cause of restoring socialism in their country, there were no substantial benefits derived from the Revolution. Furthermore, China’s economy suffer ed greatly during the era of the Cultural Revolution. References Jiang, J. (2007). Burden or legacy: from the Chinese Cultural Revolution to  contemporary art. Hong Kong: Hong Kong University Press ;. Lu, X. (2004). Rhetoric of the Chinese Cultural Revolution: the impact on Chinese  thought, culture, and communication. Columbia, S.C.: University of South Carolina Press. MacFarquhar, R. (1991). The Cambridge history of China. Cambridge [u.a.: Cambridge Univ. Press.

Biological Weapon Effects on B essays

Biological Weapon Effects on B essays Biological Weapon Effects on Biological Diversity The cost of developing small-scale but nonetheless sophisticated bioweapons facilities and arsenals is in the range of $10,000 to $100,000 (Dudley 590). Natural viruses are readily and inexpensively available and have just as much capability as other viruses to disrupt the biological diversity. Biological weapons can have serious ramifications on the biological diversity as a whole, and not just to the ones in which the biological weapons are created for. Will a biological weapon effect only a certain population of organisms, or will the ramifications be greater? No elaborate delivery technologies or methods are necessary for clandestine, economically targeted bioweapons attacks on agricultural crops or livestock (Dudley 584). In 1887, an epidemic outbreak of the Rinderpest virus killed nearly 95% of wildebeest, cattle and African buffalo. (Dudley 586) For more than a century, the African buffalo has not been able to make a strong come back, and therefore remain in small populations. The Indigenous African people fell upon economic hardship and hunger, while two-thirds of the Nilotic pastoral people starved to death. The findings provide evidence that the virus is even more catastrophic to habitats, then just a select population of species. The virus of choice to use in a biological weapon would be one that is exigent and at times impossible to eliminate. Reoccurrences of viruses such as anthrax, bovine tuberculosis and rinderpest, have made it difficult for species to regain a healthy population size again. Biological weapons can cause great problems for immediate and far futures. The immediate future will be the species that are susceptible to the virus and will deplete as a result. The far future will be the species dependent upon the depleted species in which they will have to find new means of surviving in order to survive, thus causing a shake-up in ...

Corporation and interpersonal Communication training exercise Essay

Corporation and interpersonal Communication training exercise - Essay Example (McGill, 2009) Interpersonal communication is the exchange of ideas, knowledge, information and opinion between two or more individuals, and it is quite an art to do it correctly. An organization has multiple stakeholders at one point in time which it has to cater to. And the manager of such an organization thus has the huge responsibility of communicating with these various stakeholders. From hiring someone to firing someone, from managing a team to arbitrating during a conflict, from being the change agent to giving someone constructive criticism – it all falls in the job of a manager, and it has to be done well if the manager has to experience the right level of self confidence and success for the organization. Therefore, communication is one of the aspects which should really be focused upon in all organizations. (Volkert, 2009) Training exercises and training programs which last for weeks should be built according to the demographics of the employees, and then given to the employees. I f the communication of the employee gets improved, it will take the organization a long way. Role plays, which is the training exercise selected for this report, is one of the most effective methods of showing a person the right way to do something. This is because when a person is asked to do a role play, he can easily assume that he is playing the role of someone else, and that no one can judge him for who he really is. This human psyche helps in getting role plays successful, and in getting across the message. (Windsor, 2006) The training exercise that will be developed to instill effective interpersonal communication in managers will be that of a role play. Role modeling, as it is also known, is an effective way of showing the situations that occur in daily life. The effectiveness of the role modeling method of training exercise lies in the fact that even though an employee might

Labor Law Campaign Speech or Presentation Example | Topics and Well Written Essays - 1250 words

Labor Law Campaign - Speech or Presentation Example Please understand that I do not have the resources to do this. The economy is in poor shape and our towns are not painting their homes as frequent as they used to. They rather have rusted walls in order to feed their children. I am sorry that some of you have broken down in your vehicles and have had to wait for a tow, hence making you late to your estimate or painting job. Perhaps some of you have broken down in the company vehicle and have been home late for dinner. I am sorry; however we will have to make due with the vehicles we have. We will just have to keep fixing them. None of the vehicles are under the year 2002. We must continue to re paint them and have the mechanical problems fixed instead of purchasing new trucks. You all are more than employees you are my family! This is a family-run business and some of you are fathers and sons and uncles and nephews or next-door neighbors. We must stick together! I am looking for used Tahoes to replace some of our trucks that have the engines blown in them; however I cannot afford new trucks. Also, I apologize if the air conditioner is not working properly during the summer. I had the huge fans running. Some of you complained it was too warm. I apologize, however after the last hurricane a year ago my company flood insurance increased because we are located on the water. I am head to foot as is but I will not lower your wages as you have families to feed. Hence, please work together as team. A little sweat never killed anyone! If your 2 hours late one night coming home to dinner because your company vehicle broke down, just realize that I am trying my best to keep the operations going. I noticed small groups forming and I am aware that pamphlets have been given out to you all by union representatives. I figured out that there is a union organizing drive. You all must realize that union’s promises are empty. They cannot guarantee anything only ask. The union may promise that you will be driving new navigat ors like our competitors but this is not guaranteed. The union local 1199 will tell you that you will now have a new central air conditioning system in the warehouse but this is not a guarantee. You all are friends and have worked together for a long time. Do you realize that joining a union can jeopardize your friendships or kinships? Perhaps a father wants to join and the son does not want to? This can cause an argument. Do not ruin your solid bonds with each other over decisions that will not guarantee anything else than what already is. Do you know that Bonzo’s Painters who is local 1199 has been on 32 strikes but the painters are still driving around in old vehicles because the employer and union could not come to an agreement? If the majority wins to join a union it can have economic consequences on my business which would be out of my control. I came to this prediction last year after the hurricane. My flood insurance has skyrocketed because we are on the water. Since the downfalls of our economy people aren’t having their homes painted as much. People aren’t spending money! They are saving! If your union decides to go on a strike I cannot afford replacements. Hence, without you guys I cannot run my business and thus I will have to close the entire plant. Please realize that Unions are full of broken promises. Just know that if the union goes on strike you all have to strike. So if you think you’re warm now in the warehouse, what if the union decides to strike on a 100