William Shakespeare Essays (880 words) - Shakespearean Tragedies

William Shakespeare William Shakespeare was a great English playwright, dramatistand poet who lived during the late sixteenth and early seventeenth centuries. Shakespeare is considered to be the greatest playwright of all time. No other writer's plays have been produced so many times or read so widely in so many countries as his. Shakespeare was born to middle class parents. His father, John, was a Stratford businessman. He was a glove maker who owned a leather shop. John Shakespeare was a well known and respected man in the town. He held several important local governmental positions. William Shakespeare's mother was Mary Arden. Though she was the daughter of a local farmer, she was related to a family of considerable wealth and social standing. Mary Arden and John Shakespeare were married in 1557. William Shakespeare was born in Stratford in 1564. He was one of eight children. The Shakespeare's were well respected prominent people. When William Shakespeare was about seven years old, he probably began attending the Stratford Grammar School with other boys of his social class. Students went to school year round attending school for nine hours a day. The teachers were strict disciplinarians. Though Shakespeare spent long hours at school, his boyhood was probably fascinating. Stratford was a lively town and during holidays, it was known to put on pageants and many popular shows. It also held several large fairs during the year. Stratford was a exciting place to live. Stratford also had fields and woods surrounding it giving William the opportunity to hunt and trap small game. The River Avon which ran through the town allowed him to fish also. Shakespeare's' poems and plays show his love of nature and rural life which reflects his childhood. On November 28, 1582, Shakespeare married Anne Hathaway of the neighboring village of Shottery. She was twenty-six, and he was only eighteen at the time. They had three children. Susana was their first and then they had twins, Hamnet and Judith. Hamnet, Shakespeare's son, died in 1596. In 1607, his daughter Susana got married. Shakespeare's other daughter, Judith, got married in 1616. In London, Shakespeare's career took off. It is believed that he may have become well known in London theatrical life by 1592. By that time, he had joined one of the city's repertory theater companies. These companies were made up of a permanent cast of actors who presented different plays week after week. The companies were commercial organizations that depended on admission from their audience. Scholars know that Shakespeare belonged to one of the most popular acting companies in London called The Lord Chamberlain's Men. Shakespeare was a leading member of the group from 1594 for the rest of his career. By 1594, at least six of Shakespeare's plays had been produced. During Shakespeare's life, there were two monarchs who ruled England. They were Henry the eighth and Elizabeth the first. Both were impressed with Shakespeare which made his name known. There is evidence that he was a member of a traveling theater group, and a schoolmaster. In 1594, he became an actor and playwright for Lord Chamberlain's Men. In 1599, he became a part owner of the prosperous Globe Theater. He also was a part owner of the Blackfriars Theater as of 1609. Shakespeare retired to Stratford in 1613 where he wrote many of his excellent plays. There are many reasons as to why William Shakespeare is so famous. He is generally considered to be both the greatest dramatist the world has ever known as well as the finest poet who has written in the English language. Many reasons can be given for Shakespeare's enormous appeal. His fame basically is from his great understanding of human nature. He was able to find universal human qualities and put them in a dramatic situation creating characters that are timeless. Yet he had the ability to create characters that are highly individual human beings. Their struggles in life are universal. Sometimes they are successful and sometimes their lives are full of pain, suffering, and failure. In addition to his understanding and realistic view of human nature, Shakespeare had a vast knowledge of a variety of subjects. These subjects include music, law, Bible, stage, art, politics, history, hunting, and sports. Shakespeare had a tremendous influence on culture and literature throughout the world. He contributed greatly to the development of the English language. Many words and phrases from Shakespeare's plays and poems have become part of our William Shakespeare Essays (880 words) - Shakespearean Tragedies William Shakespeare William Shakespeare was a great English playwright, dramatistand poet who lived during the late sixteenth and early seventeenth centuries. Shakespeare is considered to be the greatest playwright of all time. No other writer's plays have been produced so many times or read so widely in so many countries as his. Shakespeare was born to middle class parents. His father, John, was a Stratford businessman. He was a glove maker who owned a leather shop. John Shakespeare was a well known and respected man in the town. He held several important local governmental positions. William Shakespeare's mother was Mary Arden. Though she was the daughter of a local farmer, she was related to a family of considerable wealth and social standing. Mary Arden and John Shakespeare were married in 1557. William Shakespeare was born in Stratford in 1564. He was one of eight children. The Shakespeare's were well respected prominent people. When William Shakespeare was about seven years old, he probably began attending the Stratford Grammar School with other boys of his social class. Students went to school year round attending school for nine hours a day. The teachers were strict disciplinarians. Though Shakespeare spent long hours at school, his boyhood was probably fascinating. Stratford was a lively town and during holidays, it was known to put on pageants and many popular shows. It also held several large fairs during the year. Stratford was a exciting place to live. Stratford also had fields and woods surrounding it giving William the opportunity to hunt and trap small game. The River Avon which ran through the town allowed him to fish also. Shakespeare's' poems and plays show his love of nature and rural life which reflects his childhood. On November 28, 1582, Shakespeare married Anne Hathaway of the neighboring village of Shottery. She was twenty-six, and he was only eighteen at the time. They had three children. Susana was their first and then they had twins, Hamnet and Judith. Hamnet, Shakespeare's son, died in 1596. In 1607, his daughter Susana got married. Shakespeare's other daughter, Judith, got married in 1616. In London, Shakespeare's career took off. It is believed that he may have become well known in London theatrical life by 1592. By that time, he had joined one of the city's repertory theater companies. These companies were made up of a permanent cast of actors who presented different plays week after week. The companies were commercial organizations that depended on admission from their audience. Scholars know that Shakespeare belonged to one of the most popular acting companies in London called The Lord Chamberlain's Men. Shakespeare was a leading member of the group from 1594 for the rest of his career. By 1594, at least six of Shakespeare's plays had been produced. During Shakespeare's life, there were two monarchs who ruled England. They were Henry the eighth and Elizabeth the first. Both were impressed with Shakespeare which made his name known. There is evidence that he was a member of a traveling theater group, and a schoolmaster. In 1594, he became an actor and playwright for Lord Chamberlain's Men. In 1599, he became a part owner of the prosperous Globe Theater. He also was a part owner of the Blackfriars Theater as of 1609. Shakespeare retired to Stratford in 1613 where he wrote many of his excellent plays. There are many reasons as to why William Shakespeare is so famous. He is generally considered to be both the greatest dramatist the world has ever known as well as the finest poet who has written in the English language. Many reasons can be given for Shakespeare's enormous appeal. His fame basically is from his great understanding of human nature. He was able to find universal human qualities and put them in a dramatic situation creating characters that are timeless. Yet he had the ability to create characters that are highly individual human beings. Their struggles in life are universal. Sometimes they are successful and sometimes their lives are full of pain, suffering, and failure. In addition to his understanding and realistic view of human nature, Shakespeare had a vast knowledge of a variety of subjects. These subjects include music, law, Bible, stage, art, politics, history, hunting, and sports. Shakespeare had a tremendous influence on culture and literature throughout the world. He contributed greatly to the development of the English language. Many words and phrases from Shakespeare's plays and poems have become part of our

We The People... essays

We The People... essays In his Federalist Paper #51, James Madison said, If all men were angels, no government would be necessary. However, all men are not angels; therefore, some form of government is needed to maintain order, protect the rights of the minority, express the wishes of the majority, defend its citizens from outside intrusions, etc. It has been seen throughout the centuries since the Ancient Grecian city-states and Acropoli to Britains monarchy all the way to our very own Constitutional democracy. John Locke, in fact, discussed at length what life would be like without a central governing body. He called it a state of nature, where individual rights remain unprotected and vulnerable. No one person is ever truly the leader, so whats left is a constant battle for dominance and power; chaos runs rampant and no one is safe. The Romans realized this and created a republican form of government, whereby officials are elected by the people to represent the people when making political choices. The English realized this same point and drafted the Magna Carta in order to prevent King John and all future kings from wielding too much power. Thus, when the colonists first came to America, they agreed, before even landing on the shores of Massachusetts, that they would be governed by a group of elected officials so as to protect religious freedom, establish a written list of laws, etc. Today, this document is known as the Mayflower Compact, a precedent for the early Americans to build upon. And they did, beginning with Virginia Declaration of Rights but concluding with the two most important documents in our nations history: the United States Constitution and the Bill of Rights. One is looked upon as the outline of our government, while the other is noted to have guaranteed those liberties held most sacred by our Framers. Their magnificence resides in their sheer timelessness and openness t...

Agarose Gel Electrophoresis of DNA Lab Report Example | Topics and Well Written Essays - 1250 words

Agarose Gel Electrophoresis of DNA - Lab Report Example DNA is the double stranded helical structure which carries the genetic information. The study of the DNA molecule will give us the details about life. DNA molecules can be extracted from the cell using the extraction techniques and they are then quantified using the agarose gel electrophoresis. The DNA fragment is separated in the Agarose based on the pore size (that is the concentration of the agarose), the voltage applied, the molecular size of the DNA molecule and the conformation of the DNA. The smaller molecules a move downwards in the gel faster than the larger molecules and the separation occurs based on the size of the DNA. If high voltage is applied, then the migration will be faster but the separation of the DNA fragments will not be clear. (Westermeier 2006). So, 110 volts for 30- 45 minutes is usually applied for the separation of the DNA fragments in the gel. The agarose gel electrophoresis of the DNA molecule showed distinct bands in the lanes 4,5 and 6 indicating that only a single DNA is present in the sample. Introduction: Doeoxy ribo nucleic acid (DNA) is a polymer consisting of base, sugar and a phosphate bond. The sugar is always deoxy- ribose in case of DNA and the base will be a purine or pyrimidine molecule: Adenine, Guanine, Cytosine or Thymine. Phosphate molecule connects the two nucleosides. DNA is a covalently linked structure which is helical in shape. DNA is a double helical structure held together by the hydrogen bonds. DNA carries the genetic information. ... Since DNA are acidic in nature, they migrate towards the positive pole when exposed to an electric field. The pore sixe of agarose sieve is determined by the concentration of agarose. Agarose gels are made with a concentration varying from 0.7- 1.5%. DNA in a neutral solution is negatively charged. (Williamson and Campbell 1997). So if an electric field is applied to the DNA, it will move towards the anode pole from the cathode pole. Based on the fragment size, the rate of migration will be inversely proportional to the fragment size. The smaller fragments will move faster than the larger ones and the distance moved by the fragments are measured by using the molecular marker. Molecular marker is the standard DNA fragment sizes which act as the standards to measure the molecular weight of the DNA fragments. Thus by providing constant voltage into the agarose gel, we are able to separate the DNA fragments based on their molecular weight. (Westermeier 2006). Agarose Gel Electrophoresis of DNA is a very simple and reproducible technique. The mobility of the DNA molecule in neutral solution was independent of the size of the fragment but varied with the ionic strength .The DNA fragments of up to 40 kilo base pair can be separated using agarose gel electrophoresis. (Williamson and Campbell 1997). The DNA fragments get separated based on molecular size, the current applied, concentration of Agarose and the conformation of the DNA. Agarose is a copolymer containing 1,3-linked ?-D-galactose and 1,4-linked 3,6- anhydro-?-L-galactose linked together by the junction zones and joined by the hydrogen bonds. (Stellwagen 2009). A standard ladder is used to identify the size of the fragments. In

Marketing (Mission and Vision Statements) Essay Example | Topics and Well Written Essays - 500 words

Marketing (Mission and Vision Statements) - Essay Example Internet with its wide implications has revolutionized the concept of the distance and time thus facilitating wider scope for personal and professional growth. It has become an indispensable part of our daily life and a necessary business tool with its wide range of applications in the ever expanding and competitive global environment. To encash the emerging new trends, ‘Fibredyne’, a recent entrepreneurial venture in the promising new concept of FTTH (fibre to the home), has entered in the field of optical fibre network. The enterprise needs to develop futuristic strategic plans to meet its vision and mission statements. Fibredyne has entered into this field with the express vision of being a one point service provider for all the state of the art technology needs of the people. In the fast advancing technology, the company plans to become the unique hub that would provide its customers with all their futuristic needs. The mission statements of the company are designed to meet the needs and requirements of the customers through well planned strategy which would help fulfil the long term vision of the organization. Emerging markets are crucial in the era of globalization and can be defined as the new area with high income and where the demand for the product can be created with relative success. Therefore, the organization’s mission statements are important and sincere declaration of its objectives and aims. The following statements comprise of organization’s mission: 3. Become the best service provider in the field of communication technology and deliver services that range from providing infrastructural facilitation of the optic fibre networking to the hi-tech gadgets of all kinds, including computers, entertainment, telephony, broadband services etc. that would address the multiple demands of the

Technical Marketing in Engineering Research Paper

Technical Marketing in Engineering - Research Paper Example An attractive field that makes a combination of science and engineering expertise with people’s skills is that of a sales engineer. A sales engineer is a person who is professionally trained to market and sell highly technical products and services. With the field of technical marketing in place, there is high demand for sales engineers with the description of abnormal increases in employment as stated by the U.S. Department of Labor. From the lists provided for the recent graduates for a position of technical marketing by several companies. Before every detail is put down, there is a question to deal with. What particular work do specialized advertisers perform? It is a good question to get everything started. Technical marketers sell products in that the product’s installation and optimal use needs great handle from experts. In addition, they give information about the firm’s products, help the future and probable customers with their technical problems. Make design plans for the proposed machinery layouts, give an estimation on the cost savings, give recommendations on the improved materials and machinery and lastly make suggestions on the training schedules provided for the employees (Nitto, 324). In answering these questions, this report gives an analytical review of information acquired from certain professionals as well as from literature. The following analysis gives an examination in the field’s employment outlook, the required and available skills and personal qualities, the career benefits, and the disadvantages and certain entry options. Regardless of the way that promoting and deals are utilized reciprocally, the specialized showcasing is included with more deal lives up to expectations.  

How organisations can become better managers of cultural diversity on the global market

How organisations can become better managers of cultural diversity on the global market Introduction The purpose of this article is to demonstrate how organisations can become better managers of cultural diversity on the global market. This paper argues that organisations can achieve success with diversity environment by finding and accepting visible and non- visible differences between values and factors in the workforce (Kandola and Fullerton, 1998). Consequently, individual organisations need to have their own theories and ideas about management and development diversity environment in the context of social-economic conditions, national legislation, culture, demography, history factors (Jones, Pringle and Shepherd, 2000; Syed 2008a). There is plenty of evidence which highlights cases of diversity management and its inputs into organisations. A significant part of the discussion in this paper is based on the framework of micro-, macro- and meso-level analysis relevant to PO Ferries as a multicultural organisation, while creating their strategy of working culture, respect and values around different level of diversity (Schneider, 2001: 27). In other words, the issue of diversity involved diverse personal characteristics, such as gender, race, culture and disability (Cox 1993; Ottaviano Peri, 2006; Thomas 1991), but also social discourses, national structures, institution and organisational processes and behaviours in the development of a multicultural workplace. This paper is structured as follows. The next section has been divided into three smaller sections in which each of them deeply explain diversity management levels based on PO Ferries examples and some of criticisms. Those sections highlight aspects and approaches which need to be taken into concern in professional management decisions if organisations want to become better in a cultural diversity market. Background Diversity management is a cultural change process (Singh, 2002) of set values and recognises the difference between people and organisations. An integrated approach to managing diversity means understanding differences which has been created by environment, adopts an opportunity, improved employee motivation (Beaver stock, 1991) and at the same time meet organisation objectives. Globalisation, migration from developing countries and a shift away from economic barriers (Hill, 2009: 3) is extremely challenging for HRM in the context of human rights laws, limitation on employment opportunities, culture influences or organisational approaches towards managing diversity. According to researches, the phenomenon of managing diversity has taken into account the framework of multilevel factors, macro-national level, micro-individual level (Syed, J. Ozbilgin, M. 2009) which can improve rules of diversity legal organisation policies and respond to a power of different circumstances in the workp lace (Johns, 2001: 39). The micro level Diversity based on individual attributes and aspirations which are part of the micro- level analysis. It is crucial to understand the individual- level factors if organisations want to achieve success and minimalism conflict and lower job satisfactions which can become the potential future problems (McMillan- Capehart, 2005). People should be treated equally regardless of race, ethic, gender, sexual, orientation or other social rewards (Jewson and Mason). For example, PO Ferries employ over 35000 employers around the world of which 34% of them are non- British and that includes 65% of men and 35% of women. Average age is 19-55 years old for man and 23- 57 years old for woman. Over 25% of non- British employees are working in highest positions like: managers, officer or team leaders (56% woman, 44% man), about 40 % are working in PO offices as call advisers and translators and the rest 35% are working as customer service stewards on boats (HRM- PO, 2009) . Previous statistics suggest that culturally diverse backgrounds do not block their career and activities because of the separation from their home country. There is a limited evidence of companies where diversity management is well- organised like PO Ferries. Organisation as a global institution need to take into concern national culture influences and design their jobs, values and multiple identities to effectively promote outcomes but also individual relationships and interaction within an organisation. Thus, Sign (2002) explain that by developing peoples opportunities to the best of their ability will be paid by commitment, innovation and creativity to organisations by employees. Managers, who manage diverse teams must adopt mix perspectives and make sure that diversity contributions are integrated into organisational objectives. Only by personal contact, face to face interactions or indirect electronic interactions, the organisation is going to build strong micro- level relationship where employees will fe el that their contributions are influenced and noticed by employers. According to PO Ferries, micro- level of analysis is representing by face to face communication between managers and employees. All ideas, problems or suggestions which involved organisation performance or sometimes even some employee private problems are discussed carefully with managers attentions and ideas to help. The literature review criticises many organisations around the world in which the opportunity for foreign woman to achieve better positions are not the same as foreign men. This can be classified as sexual discrimination which is part of micro- level diversity recruitment. UK statistics show that womens gross individual income is on average 51 per cent less then men (ECO, 2009). Employers still forget about relevant legislations and the fact that organisations need to play by the rules which cause controversial problems and criticisms. PO Equal Opportunities Policy covers all legislations which deal with discrimination (EOP, 2007). Furthermore, women who work for PO Ferries have the same respect as men and sex has no influence on the position they have. The company has 35% women working as a manager or a team leader which is 7% more and 27% in customer service which again is 12% more compared to men (PO, 2009). The macro level In management- orientation, focus should be not only on organisation benefits but also on people performances from difference of capital, labour, skills, knowledge, behaviours, communications and other cultural differences which are keys of organisations improvement and positive action (Bratton and Gold, 2004). The local phenomenon of managing diversity cannot be separate from its social- cultural, social- economic, social-political and institutional contexts (Syed and ÃÆ'-zbilgin, 2007). Professional diversity management offered by organisations needs to be universal and flexible for cultural changes. The multicultural, multilingual and multidisciplinary nature of the professional workplace has to take responsibility for cross- culture communication, corporate and dimensions. According to National Statistics (2007), Great Britain has 507,000 non- British which constitute 87% of all UK population on the end of 2007. This means that diversity is more usual than it was before and it is giving organisations opportunities to be competitive and flexible on the global market. For example PO Ferrys staff come from different countries like: Scotland (34%), Poland (20%), Spain (3%), Slovakia (9%), Italy (5%), Ireland (10%), France (15%) and other (4%). Those differences are building high performance and quality customer services compared to other subsidisers (PO, 2009). If diversity management is prepared to take organisational culture into the company environment, their success will be higher. The key point is to understand social difference codes in the workplace. Ridgeway (2006) explain social difference codes as the widely shared cultural beliefs that delineate the socially significant distinctions among people on the basis of which a society is structured and inequality is organised (p.180). In other words people can be categorized based on individual attributes and dimensions of diversity which has been mentioned as a part of micro- level but also adopted into macro- level analysis where focus is on social stratification and stereotypes as a persons status or ethnicity (Syed and ÃÆ'-zbilgin, 2007). The diversity management effort must integrate both micro- and macro- diversity awareness to make organisations effective and a friendly place for employees with different backgrounds. Management should design a polycentric strategy for managing diverse environments. There are lots of literatures which criticise the ethnocentric ways of looking on diversity. There are still many organisations where staff have not been trained to work in a diversity environment and cannot recognise the potential of cultural diversity. It is hard for them to accept the fact that changes can be good and an ethnocentric strategy will cause many problems and will not bring any improvements into the organisation. There are evidences which criticises how the host market ignored and stayed closed for changes. For example, being a foreign employee can be a disadvantage because English is not their first language (Bertone, 2004) and some employers cannot understand that foreign qualifications are as good as home ones. As a result, an immigrants education is less important as a home citizens and the possibility to find a job in their profession becomes mission impossible. PO is not allowed to discriminate anyone who has got international qualifications, because that company focuses on knowledge and training their staff to make sure that performance and high quality of service is competitive compared to other similar companies. PO is quite happy to train those people who are open for development and improvement in qualifications as long as those qualifications are relevant to job. Diversity management should in their behaviours and decisions appropriate international standards not ethnocentric mentality and go forward to improve all the time. This paper also argues that national or organisational laws, labour policies and social- economy issues can affect diverse workers. Nowadays, there are many organisations which have designed their own diversity- oriented policies. Indeed, as a result of human rights and equal opportunity laws, those policies create anti-discrimination rules in the context of micro- and macro- levels. PO in their policies clearly explain that discrimination on those levels is not allowed (EOP, 2007). Management in their responsibility must ensure that they do not engage in any form of discrimination and that they are fair with their decisions. The management strategy should not only provide rivalry (Porter, 1990) but take opportunities to embrace the high- performance based on high trust, commitment and productivity and at the same time not forgetting about employment social relationships (Godard, 2004). The meso level The last but as important as micro- and macro- level is the meso- level of analysis which highlights relationships between organisational context and component behaviour in the aspect of organisation outcomes (McCarthy, 2002: 59). In other words, social capital (Bourdieu Wacquant, 1992) is a resource which is important for a diversity managers work through organizational levels and networks between companies and employees. Most organisations expect from foreign employees to assimilate to the domestic culture. It is the management responsibility to make that happen and help a diverse workforce to achieve that access (Thomas and Ely, 1996). Being a multicultural workplace is compromised when they give employees opportunities to make their own choices based on cultural backgrounds and by not playing organisational rules. Thomas and Ely (1996) calls that approach multiculturalism. The work environment is not involved in only multiculturalism but also in the context of diversity circumstances. Bourdieu said that diversity habits like: what the worker eats, their practices, political opinions and all other individual activities are principles in the workplaces for employees. Professional organisations create friendly environments for those values, beliefs which in some points are responsible for organisational improvement and success (Syed and ÃÆ'-zbilgin, 2009). Because PO have employees from different pa rt of the world, some of the diversity habits have been taken into concern in management decisions. Food and drinks which are served for different cultured staff included French, Polish and Spanish meals. The same is with customers. The Dover- Calais route offers French and English menus. So, everyone can find something nice in the menus that the company offers. Konrad (2003) notes that it is important for managers to have focus on power relations between various identity groups in organisations and in all dissimilar individuals behaviours to avoid misunderstanding. Stone, Stone-Romero Ã…Â ukaszewski (2007) recommended that HRM processes and practices must change to be more flexible on increasing cultural diversity and HRM as a modernist project (Legge 2005: 337) should support diversity management with improvement in their decision making within the working environment. Conclusion This paper explains a framework through which diversity management can be understood from different perspectives. That framework not only brings together micro-, macro- and meso- level analysis but also helps better understand how important each of those approaches is for multicultural organisations. Both multinational businesses and multinational management need to learn how to recognize the significant of multidimensional investment in human resource development which approaches the need to develop strategy, collaborative and cross- culture competence to improve business and employees performance (ÃÆ'-zbilgin, Tatli 2008: 65). Managers need to understand that a diverse workforce can improve organizational productivity and creativity. Managing a diverse workforce is a challenge. When people from different backgrounds come together in the workplace, there is a potential for great improvement, but also a possibility for conflict. This paper has highlighted the diversity efforts on different levels and PO Ferries is an example of a company where diversity management is still developing on all micro-, macro- and meso- levels. The paper has also argued that organisations still have to change in their structures, strategy and management knowledge about diversity. Improvement and understanding is needed to become better employers, managers or leaders of diversity teams. The implications of the paper is that managers need to do more then just manage people, they have to take into account the above framework and try to do the right things (Druckers, 2001) because managing people is a challenge but also a compromise. References: Drucker, P. (2001), The essential Drucker: selections from the management works of Peter F. Drucker. Oxford: Butterworth-Heinemann. Konrad, A. (2003), Defining the Domain of Workplace Diversity Scholarship, Group and Organization Management, 28, 1, 4-17. Bourdieu, P. (1998), Practical Reason: On the Theory of Action, p.8, Cambridge: Polity Press. Stone, D., Stone-Romero, E., Ã…Â ukaszewski, K. (2007), the impact of cultural values on the acceptance and effectiveness of human resource management policies and practices. Human Resource Management Review, 17, 152à ¢Ã‹â€ Ã¢â‚¬â„¢165. Jones, D., Pringle, J., and Shepherd, D. (2000), Managing Diversity Meets Aotearoa / New Zealand, Personnel Review, 29, 364-380. Syed, J. (2008a), A Context specific Perspective of Equal Employment Opportunity in Islamic Societies, Asia Pacific Journal of Management, 25, 1, 135-151. Cox, T. (1993), Cultural Diversity in Organisations. San Francisco, CA: Barrett- Koehler Publishers Inc. Ottaviano, G.I.P. and Peri, G. (2006), The economic value of cultural diversity: Evidence from US cities, Journal of Economic Geography 6(1): 9-44. Thomas, R. Jr. (1991), Beyond Race and Gender: Unleashing the Power of Your Total Workforce by Managing Diversity. American Management Association, New York: AMACOM. Hill, Ch. (2009), International Business. Competing in the Global Market, 7th Edition, Irwin McGraw- Hill and London. Beaverstock, J. (1991). Skilled international migration: an analysis of the geography of international secondments within large accountancy firms. Environment and Planning, A23, 1133à ¢Ã‹â€ Ã¢â‚¬â„¢1146. Syed, J., ÃÆ'-zbilgin, M. (2009), A relational framework for managing diversity. The International Journal of Human Resource Management, December 12, 2435-2453. Syed, J., ÃÆ'-zbilgin, M. (2007), A relational framework for managing diversity. Paper presented at the Annual Meeting of the Academy of Management, August 3-8, Philadelphia, PA. Johns, G. (2001), In praise of context, Journal of Organizational Behaviour, 22:31-42. Thomas, D., and Ely, R. (1996), Making Differences Matter: A New Paradigm for Managing Diversity, Harvard Business Review, 74, 5, 79-90. National Statistic 2007, (online). Available at: http://www.statistics.gov.uk/CCI/nugget.asp?id=260 (Accessed 24th November 2009) Ridgeway, C. (2006), Social Relational Contexts and Self-organizing Inequality, in Relational Perspectives in Organizational Studies: A Research Companion, eds. O. Kyriakidou and M. ÃÆ'-zbilgin, Cheltenham, UK: Edward Elgar, pp. 180-196. EOP, (2007), Equal Opportunities Policy- PO Ferries Limited, Dover. Porter, M. E. (1990), The Competitive Advantage of Nations, Macmillan, London McCarthy, (2002), System trump program- Organizational Components and External Influence, Chapter 6, p.59 Bertone, S. (2004), From factory fodder to multicultural mediators: A typology of NESB immigrant work experiences in Australia. PhD Thesis. Sydney: University of Sydney. ÃÆ'-zbilgin, M.F., Tatli, A. (2008), Global Diversity Management: An Evidence-Based Approach. London: Palgrave Macmillan. Parker, C. (1999) Singh, V. (2002), Managing Diversity for Strategic Advantage. London: Council for Excellence in Management and Leadership. McMillan- Capehart, A. (2005), A configurational framework for diversity: socialization and culture. Personnel Review, 34(4): 488-503. Jewson, N. and Mason, D. (1986), The theory and practice of equal opportunities policies: liberal and radical approaches. Sociological Review, 34(2): 307-34. Legge, K. (2005), Human Resources Management: Rhetoric and Realities (anniversary edn). Basingstoke: Palgrave Macmillan: 337. Godard, J. (2004), A critical assessment of the high-performance paradigm. British Journal of Industrial Relations, 42(2): 39-78. Schneider, R. (2001), Variety performance. People Management, 7(9): 26-31. Bratton, J. and Gold, J. (2007), Human Resources Management: Theory and Practice. Palgrave Macmillan, (4th edition). Kandola, R. and Fullerton, J. (1998), The Diversity Mosaic in Diversity in Action: Managing The Mosaic, (2nd Edition) London: Institute of Personnel and Development. Bourdieu, P., Wacquant, L. J. D. (1992), An invitation to reflexive sociology. Cambridge, UK: Polity Press. Equality Human Rights Commission, 2009, (online). Available at: http://www.equalityhumanrights.com (Accessed 26th November, 2009) HMN- PO PO (2009), PO Performance for 2009, Dover.

Bushs Address To Congress - Environment, Charity, and Education :: American America History

Bush's Address To Congress - Environment, Charity, and Education After this year's chaotic election, the country is divided and furious. It is up to our new president to heal the wounds. To do so, it is obvious he must alter his original plans a bit to make the entire nation, both liberals and conservatives, content. Naturally, the first chance he had to express his plans to congress and the rest of the country was immensely important, as it could have been a uniting or dividing step. Luckily, it appeared as though Bush was trying his best to compromise on many issues. I believe his address was a step in a consolidating direction. Three issues of utmost importance to the American people are the status of the environment, charity and the poor, and the education of their children. What was Bush's stance on these three issues, and how will his attitude towards them affect America? Bush said that he aimed to clean up toxic wastes and fully fund the Land and Water Conservation Fund. He also proposed that 4.9 billion dollars will go to cleaning and maintaining our national parks. Clearly, he wishes to do a great deal of good for the environment, although helping the environment to such a high extent is not a traditional Republican view. (The Democrats did not have anything to say about Bush's environmental program in their response; they focused on his tax cut plan.) However, if he desires to unite America, helping the environment is a great way to do so. I cannot think of anyone who would turn down the idea of having cleaner water and fresher air. I think the condition of the environment could very well improve during the four years Bush is in office. The Land and Water Conservation Fund will know best what to do with the massive amount of money they will be granted. I am concerned about the protection of animals though- Bush has expressed a desire to clean the environment, but only those areas that pertain to Americans and their living conditions. It would be wonderful to be rid of toxic brown fields, but what about the depletion of the ozone layer? What about rapidly diminishing species of animals? Will Bush attempt to help these areas of the environment, or is he simply planning on excluding them? I hope he is, and that he neglected to mention them in his address to congress simply because he didn't have enough time, or else the environment will suffer more than it will gain from his presidency.