Keeping Сhildren Safe

I have been involved in identifying hazards in my setting, such as in the water play area, the children accidently spilling water on the floor from splashing the water out of the water bowl and from trying to experiment with pouring and filling bottles. Therefore, because this happened I proceeded to use in initiative and clean up the spillage on the floor.The procedure I had took in this situation was that I asked the children to step away from the puddle on the floor and I informed one other staff about what I had seen and asked if they can keep an eye on children while I went to go and get a mop or a towel to clean up the spilt area. I then went to collect the appropriate facilities and clean up the wet area so the children would not slip over and hurt themselves.Once I had cleaned it all up I changed the clothes of a child, as they was wet from playing in the water and it hen put a dry towel on the floor so if there is another spillage, the towel will keep it fairly dry. P4. 2it is important to understand the different policy’s that provide a healthy and safe environment for staff and children. My nursery follow the Health and Safety at Work Act 1974, the Substances Hazardous to Health Regulations 2002 (COSHH) and the Reporting of Injuries and Diseases and Dangerous Occurrences Regulations 1995 (RIDDOR).When I have identified the hazard, the procedure, the setting would like me to take, is to clean it up straight away. This is so the children do not fall over and injure them self. It mentions in the health and safety policies that when there is a spillage on the floor you must clear the area and mop up the spillage. I now know how to follow the settings policies and procedure as I have a copy of them at home therefore I can keep looking through them and making sure I am following the rules.P4. 3- If this was to happen again I would act quicker in dealing with the situation because I noticed while I was clean up the spilt area more children was wantin g to come over and play with the water. However I think I acted well because I managed to see a hazard and act upon it straight away before any children slipped over. P4. 1- I have been involved in dealing with minor accidents and injuries in my setting. For example I have filled in two different accident forms ofincidents that I have witnessed, such as a child falling over and grazing a knee or arm. The procedure I took in this situation was to comfort the child who had fallen over and bring the child to a bench in the outdoor play area to sit down. I had a look at the graze on the left leg and then I then told the child that I was going to get a wet paper towel to put over the graze. I went into the classroom and got the wet paper towel and the accident form. I went back over the child and asked her if she would want to hold the towel on her leg.While she was holding it down I started to fill the form out, I wrote down her full name, her age, location of incident, the date on inci dent, what happened, were she hurt herself, the treatment she was given, then I had to write down my name as I was the witness, another member of staff who witnessed it and finally I had to put my signature. Once I finished filling the form out, I had another look at her grazed leg and it was looking better, I asked if she wanted to stay sitting down or if she wanted to go back and play again, she said she wanted to play so I let her go but I kept a close eye on her.P4. 2- An accident book is available which must be filled in if any child or member of staff sustains an injury whilst on the premises. Details of how, when, where and who the accident happened to must be recorded by the member of staff who saw and dealt with the injury. The treatment given must also be recorded. The child’s parent will be shown this information when the child is collected from nursery and requested to sign the form. If a child’s injury is more serious than the everyday bumps and bruises, t he parent will be contacted immediately and informed of the situation.Accident records are reviewed regularly during senior meetings. P4. 3- looking back now at this incident I think I acted positively trough out the incident, because comforted the child and acted upon the injury accurately. I think if this happened again I would ask for a member of the staff to help as I left the child alone of a little while and the child may of needed some with them for comfort while I went for the wet paper towel. Also I think I will look out for any safety hazards in the outdoor play area so the accident is prevented and no one else will hurt themselves.

Skills Necessary For Successful Collaboration Education Essay

Travel to the Assignments and Activities subdivision of the Topic Collaboration, Consultation, and Co-Teaching in the MyEducationLab for your class, and finish the activity entitled Understanding Collaboration. 1. Name three of import accomplishments necessary for successful coaction. Effective interpersonal communicating is one of the most of import accomplishments of coaction which is the ability to be empathetic, echt, positive, unfastened, clear, and self-asserting. Verbal and gestural communicating accomplishments can be developed by persons through preparation and pattern. The 2nd accomplishment necessary for synergistic teaming is function elucidation. Role elucidation means each member of a squad must understand his or her ain function and duties and those of other members. It is really critical to cognize your functions and duties. The Third accomplishment involved is synergistic teaming related to adult larning. This accomplishment involves being an effectual squad members who can function let go of to other members by learning them about basic processs and patterns associated with their profession. Educating and tilting from others grownups you develop core accomplishments necessary for implementing the best incorporate educational schemes for pupils. 2. Why is cultural competency of import to successful coaction? Cultural competency gives you the chance to be cognizant of one ‘s ain attitudes, values, prejudices, and stereotypes cultural minorities and non-minorities. Understanding the impact of ethic or non-ethnic diverseness can impact the interaction among professional squad members every bit good as among the pupils and households. 3. Harmonizing to the article, what are some of import stairss for successful collaborative meetings? Successful stairss for collaborative meetings are: 1. Designate a squad leader and do certain all individual involved are notified of the meeting clip and topographic point. 2. Introduce all squad members and province the intent of the meeting. 3. Describe, in item, the job state of affairs and let squad members to inquire inquiries for elucidation. 4. Reach consensus on a particular, mensurable, and experimental definition of the job. 5. Prioritize the jobs, if there are more than one, on the footing of the demands of the pupil and the household. 6. Determine the history and frequence of the job. 7. Discuss any old intercessions that have been attempted. 8. Brainstorm possible intercessions, promoting full squad engagement. 9. Establish processs for roll uping informations. 10. Determine how long the intercession will be applied. 11. Clarify the duty of each squad member. 12. Develop timelines for activities and schedule a follow-up meeting. 13. Measure the intercession on a regular basis with squad members and do alterations if necessary. 14. Supply advisory and collaborative aid to each member as needed. 15. Measure the squad ‘s effectivity and find whether any alterations need to be made in operating processs, squad composing, or other countries. Think about a state of affairs in which you worked collaboratively with a squad. What jobs and success did the squad have in working collaboratively? How did the squad decide the jobs? What strategies from our text could you hold employed? Working with a squad can be really disputing at times. For illustration, I played college playground ball for 4 old ages and I was selected to be team captain. So I though certain I can make this I have played ball for old ages this should be no job. Well I rapidly came to recognize I had my custodies full. I shortly became the individual that the squad looked up to so every bad move or error I made was noticed. Some of my teammates became fearful of me to which this twenty-four hours I still do non understand. I tried to demo everyone of my teammates that I wanted nil but the best of them and in everything I was making had a intent in which to hopefully do us win and make our ends. On the positive side I gained trust, and they noticed my love for the game which created long permanent friendly relationships. In my instance, all three schemes could of been used to be more effectual as a squad. Effective personal communicating involves the ability to be empathetic, echt, positive, unfa stened, and clear and self-asserting. This gives each member the ability to understand one another and remain positive in disputing state of affairss. The effectual function elucidation which means each member of my squad must understand her ain function and duties and those of other member. Therefore, everyone would experience like they had a portion in the squad and making something to make our ends and to be successful. Role release is learning basic processs and pattern. This would give each squad member a opportunity to assist a teammate in a clip of battle. Everyone can larn something from person to better your ability. Given households ‘ and pupils ‘ rights to confidentiality, what would you make in the undermentioned state of affairss? ( 1 ) Teachers are discoursing pupils and their households during tiffin in the instructor ‘s sofa. ( 2 ) You notice that the pupils ‘ records in your school are kept in an unsupervised country Keeping confidentiality is one of the most of import occupations of all instructors. Guidelines for confidentiality to protect pupils and households rights are outlined in the Family Educational Rights and Privacy Act every bit good as the Individuals with Disabilities Education Act ( Salend, 2010, p. 158 ) . In state of affairs figure one I would speak to the other instructors separately so as non to do a scene or do them experience like I am seeking to state them what to make. When speaking to them I would inquire them if they are cognizant that they are go againsting the confidentiality of the pupils and households by the things they are discoursing in the instructor ‘s sofa. I would explicate to them that as instructors we are expected to maintain information about the lives of our pupils and their households private. I would so continue to state that the lone clip this should be discussed is in a meeting that has been set up or with another instructor in private who may be sides be involved in this state of affairs. In state of affairs figure two I would inquire to put up a meeting between myself and the rule to discourse my concerns about the manner in which our pupil records are maintained. I would turn to the fact that I feel that the records of all pupils should be kept in a secure location where they are supervised in order to protect the privateness of the pupils. I would explicate that the manner in which the records are now kept that I felt like anyone could see the information whether or non they really should hold entree to them or non. I feel that this could set the school in a really vulnerable place and information could perchance acquire in the incorrect custodies. Think about several individuals you talk to on a regular basis. How do their communicating manners differ in footings of oculus contact, delay clip, word significances, facial and physical gestures, voice quality, personal infinite, and physical contact? How make these differenced affect you? How do you set your communicating manner to suit these differences? What are some other schemes you could utilize to advance effectual communicating? Harmonizing to the text edition, communicating manners and forms vary from civilization to civilization and things such as â€Å" oculus contact, delay clip, word significances, facial and physical gestures, voice quality and tone, personal infinite, and physical contact have different significances and intents in assorted civilizations † ( Salend, 2010, p. 166 ) . The people that I talk to on a day-to-day footing include my coworkers, schoolmates, friends, and professors. One of my coworkers is really ill-mannered and likes to do everyone around him feel like he is better than they are. When he comes around I try to happen other things to make to avoid being in the same room with him. I find that when looking about I am non the lone 1 that does this several of my other colleagues seem to be making the same thing. Most of my other coworkers on the other manus are really nice, merriment, work oriented, and are truly fun to be around which makes my occupation for the most portio n a merriment topographic point to be. When pass oning with these persons I tend to be more confident than when pass oning with the 1 that is so ill-mannered. One manner that I think I could advance effectual communicating between myself and my rude coworker is by naming him on the phone and inquiring inquiries alternatively of inquiring them in individual. By taking the face to confront contact he would non hold rather the same chance to do you experience below him as he has in individual. Chapter 5 How are individuals with disablements and those from assorted cultural and lingual backgrounds pictured in books, telecasting shows, films, and sketchs? How make these portraitures affect you and your pupils ‘ apprehension and credence of single differences? How does your text edition suggest you approach the undertaking of learning credence? There are really few books, telecasting shows, films or sketchs that portray persons with disablements or people from different civilizations and lingual backgrounds in positive ways. Most of these show these persons in a negative, and disrespectful manner, and are frequently times doing merriment of them. Children seem to finally desire to believe everything they see on Television or read in books. Therefore kids who view these negative portraitures of persons with disablements and different cultural and lingual backgrounds are really likely to see them negatively in the existent universe. This frequently times creates jobs with their credence of these persons. As instructors, making a positive schoolroom that promotes credence of everyone is really of import. To make this, utilize friendship activities including books, concerted academic and nonacademic games, and larning centres to set up an environment that supports friendly relationships. ( Salend, 2010, p. 204 ) . Some of the m ost of import factors for instructors in doing pupils successful in understanding the differences in other people include: sing everyone as capable persons with alone personalities, qualities, likes, disfavors, strengths, and challenges ; advancing the position that similarities and differences are natural and positive and that we all benefit from diverseness and accepting and understanding single differences ; furthering sensitiveness instead than understanding ; supplying information, direct contact, and experiences that portion of import information about and counter stereotyped positions of others perceived as different ; and prosecuting in actions that support others such as composing positive remarks about your schoolmates ( Salend, 2010, p. 178-179 ) . Think ( and react in composing ) about how you would react to the undermentioned state of affairss: Students are stating anti-Semetic gags ; utilizing footings such as Indian giver ; miming a pupil ‘s speech pattern ; denying their racial, cultural, or spiritual individualities ; badgering a male pupil who liked to run up. These are all state of affairss that will be uncomfortable and sometimes hard to cover with. In these state of affairss I would wish to utilize the illustration from chapter 1 in which we would hold a community meeting in the schoolroom and discourse the job that has come up without naming anyone out or directing attending to anyone in peculiar. I would wish to hold the pupils discourse what happened and why it was incorrect and what they thing should be done to rectify the state of affairs. I think doing the pupils a portion of the solution helps them understand precisely what happened and why it should ne'er go on once more. It besides lets them portion how they would experience if it was done to them and hear and understand how other people would experience if it was done to them. I would so show my sentiments on these phrases or remarks and explain to my pupils why these remarks are unacceptable and should non be used. Some of the illustrations that the book provides for covering with insensitive and intolerant behaviours and remarks are utilizing attitude altering assessment instruments, cognition of single differences investigations, observations, sociograms, learning about friendly relationships, learning societal accomplishments, and utilizing activities that develop societal accomplishments and promote communicating among pupils. ( Salend, 2010, p.207 ) . Think about a state of affairs in which you were stereotyped. What factors contributed to that stereotype? How did it do you experience? How did it impact the result of the state of affairs? Think about a state of affairs in which you stereotyped person. What factors contributed to that stereotype? How did it do you experience? What would you make otherwise? I would hold to state factors that contribute to any stereotype start with prejudgment no affair if it is positive of negative. While playing softball everyone usage to state that we get the free drives because all the instructors like us because we were jocks. I felt unhappy, sad, fearful, a had alot of different emotions all running at the same clip. These emotions kept me from making my full potency because I feared what others were stating about me and frequently times what they were traveling to make to me. I made a Prejudgment or an overview about the features of members in the set, based on an image ( frequently incorrectly ) about what people in that group were like until I became friends with several of them. I felt atrocious for judging this group and allowing myself have a negative image of the people that were involved in this atom group. I try to ne'er prejudge anyone and ever seek to give them a just chance to show themselves and be who they are. God made everyone diffe rent so therefore we should esteem everyone no affair of colour, societal position, group etc. Chapter 6 Travel to the Assignments and Activities subdivision of the Subject: Passage Planning in the MyEducationLab for your class, and finish the activity entitled The Transition Plan Document to larn more about developing the ITP. 1. What are the of import constituents of the Individual Transition Plan ( ITP ) papers? The ITP planning squads should utilize person-/student-centered planning processes that focal point on the strengths, penchants, and cultural and gender-related positions of pupils and their households. ( Salend, 2010, pg. 225 ) The ITP papers provides specific transitional services that the school and District will supply for the pupil beyond high school graduation. The ITP is designed to supply parents, pupils and school communities with specific transitional services that will be provided to the pupil beyond the high school experience. The ITP must incorporate the undermentioned information: High School Units/Graduation Graduation day of the month Post-graduation survey focal point Creditss completed Creditss staying Transcript grade point norm Transportation of Rights for pupils 18 old ages of age Student and parent signature required if pupil will be 18 old ages old prior to the following one-year IEP meeting. ITP drumhead subdivision of post-graduation survey focal point and current degrees of academic public presentation in transitional country. ( This subdivision contains a narrative on the pupils ‘ involvement, aptitude and accomplishments. ) 2. How do the passage goals/outcomes drive the passage action program and related service determinations? The SOP and ITP outline instructional activities and community experiences that help pupils develop the accomplishments to obtain employment, live independently, and take part in postsecondary instruction. ( Salend, 2010, pg. 224 ) . These passage goals/outcomes allows the IEP squad to follow the pupils ends and what advancement he/she has made in obtaining those ends prior to traveling into the work force or college. These ends are based on the pupil ‘s personal involvement and accomplishments. Therefore this allows the arrangement of the pupil in a accomplishments puting that is of personal involvement to him/her and where his/her alone abilities can be successful after high school. This besides allows the squad to look at what back up the pupil presently needs to be successful in school/home environment and understand what resources the pupil will go on to necessitate after graduation from high school. This will besides assist find what agencies/services might supply and pay for these supports. What larning schemes do you utilize? Are they successful? How did you larn them? What other larning schemes might be helpful to you? The text edition states that, larning schemes are â€Å" techniques that Teach pupils how to larn, act, and win in academic and societal state of affairss † ( Salend, 2010, p. 215 ) . One thing I like to make when working on assignments, is to first read through all of the inquiries on the assignment, and so travel back to the first inquiry and read it once more before I begin replying any of the inquiries. By reading everything before get downing I get an thought of what I need to be believing about and in what directions the assignment is traveling. This helps me concentrate on the particular inside informations as I work on each single inquiry. When taking notes I use bullet points foregrounding what I feel the most of import parts of what the instructor is stating alternatively of seeking to compose everything he or she is stating. I know that we all can better in one manner or another but for now my schemes seem to be working because I normally do good in all of my catego ries. That is non to state that I do non fight from clip to clip in which I think we all do. One scheme that I found in the text edition that might assist when composing documents is the POWER scheme ( Salend, 2010, p. 400 ) . The elements involved in this scheme are P: program ( What am I composing about? Who is my audience? Why am I composing? What do I cognize about the subject ) , O: Organize ( How can I group my thoughts? What can I state them ) , W: Write ( compose the chief thought sentences for my chief groups, add inside informations, grounds, illustrations ) , E: Edit ( does it do sense? What inquiries will readers hold? Did I implement my program? ) , R: Revision ( what should I add or cancel? Should I rearrange my thoughts? ) . Research suggests that pupils with disablements go toing colleges are loath to unwrap their disablements and inquire for the adjustments to which they are entitled ( Denhart, 2008 ) . Why do you believe this is the instance? What can be done to assist them get the better of this reluctance? If a pupil is new to an adviser, the designation may be disputing for them. Students reluctance to discourse emotional concerns with advisers and module members may be from a fright of favoritism and stigmatisation, and their fright may be good founded. Their reluctance may reflect anterior experiences with advisers and module members who have been intolerant of pupils with disablements. I feel that learning pupils with disablements self-advocacy accomplishments at an early age and go oning to pattern these accomplishments on a day-to-day footing is the most positive manner to assist with their passage to college. Students who understand their disablement and what they need to be a successful scholar will make far better in college than pupils that do non. Students should hold cognition of their strengths and larning manners, have the ability to explicate their disablement comfortably, and have information about needed adjustments. Students in college demand to presume duty for their learning experience and be able to pass on clearly and assertively with others.

First peoples in Canada Research Paper Example | Topics and Well Written Essays - 1000 words

First peoples in Canada - Research Paper Example The Residential School System The residential school system systematically undermined the culture of the Aboriginals and insinuated that it was not worth adopting or following at all costs. Aboriginal children were forcefully separated from their families for lengthy periods of time. During this separation, the children were given strict rules not to talk in their own language and do anything that is related to their culture. Breaking of these rules would lead to sever punishments (Hanson, 2013). It is a common knowledge that culture is passed down generations by the process of parents-children value transfers. By separating children from their parents for long durations of time, it was impossible for the Aboriginal culture to be passed down. The federal government and churches were aware of this because this was the chief objective of this school system – no wonder this system has been referred as a form of cultural genocide. In deed when the Prime minister Stephen Harper iss ued an official apology in regard to residential school system, he said that the system was based on a wrong assumption that â€Å"Aboriginal cultures and spiritual beliefs were inferior and unequal† (Hanson, 2013, p. 1). It is therefore clear that the system was dehumanizing and directly insinuated that the Aboriginal culture was not worth following being inferior. The conditions in the school system were abusive and logically the system did not qualify to use the term ‘school’ in its title. Residential school staff has been accused of great abuses to which students were subjected to. The abuses alleged were physical, sexual, emotional and psychological (Hanson, 2013). According to Miller, the residential school system offered a net negative experience for students – students were said to look back with pain after passing through the system. Children spent a lot of time at the schools and never obtained the emotional support needed by children from their parents. Food was not enough for them and the clothes they were given were shabby and not warm enough especially for the winter seasons (Miller, 2012). This must have been psychologically disturbing to the children taking into consideration their tender ages – 16 years and below. The fact that they were constantly told their culture was inferior and they should never speak their native language must equally have been disturbing (Truth and Reconciliation Commission, 2013). Former students of this system have been pressing through litigation for compensation for suffering they were subjected to under this system. As an indication that students were abused under this system, the federal government has been undertaking measure to show its remorse. One such step is â€Å"the $1.9-billion compensation package for the survivors of abuse at Aboriginal residential schools† (Miller, 2012, p. 1). Students in the system were abused and their dignity was not upheld – accordi ng to Hanson (2013), many of them died due to the conditions and punishments. The experiences that students underwent in this system were dehumanizing. This system did not educate students as was expected being a school but instead just wasted their time. This system up to the 1950s operated on a

Outline a framework for assessing the effectiveness of aid in Essay

Outline a framework for assessing the effectiveness of aid in promoting economic development in developing countries. Critically - Essay Example Thus, the difference between government enacted foreign aid programs and private, charitable, or volunteer groups donating money and services to development causes can be distinguished as two categories of international development aid: public policy and private charity. What is classified as â€Å"foreign aid† for example under public policy and is â€Å"given† to foreign States as part of a nation like Britain or America’s foreign policy might include military and economic aid together in a package that is intended to strengthen State structures of authority rather than indigenous community economic development. Private groups that seek to implement assistance programs independently of foreign States may have different obstacles and program criteria than the government aid assistance programs. Therefore, it is important to understand the difference between public and private development initiatives, and to analyze each on its own unique set of standards and req uirements relating to the way the issues are framed and the policies set into practice. Government aid programs to developing countries may be undertaken unilaterally, as many of the developed economic States such as Britain, the U.S., Japan, France, Finland, China, Denmark and other countries enact as part of their foreign policy. At the same time, these same countries may also engage in official assistance to international aid programs as part of the UN, EU, OAS, or NATO. This foreign aid is intended as economic assistance but donated in relation to the political goals of the nations involved. Historically, this would be considered the aid most easily lost to corruption, most likely to land in the Swiss bank accounts of despots, to be wasted, funneled into military and police repression tectics, and generally used to encourage a greater system of inequality in the foreign country by exacerbating the division of wealth in the society, or the inequality of capital distribution among its citizens. This type of foreign aid may lead to crony capitalism, dictatorships, banana republics, or proxy States that exist in opposition to their populations and actually deter economic and social development through the production of a corrupt and unequal society. These patterns typified foreign assistance aid to Africa in the 1970’s, Central and South America in the 1980’s, and Pakistan, Egypt, and other countries considered vital in the war on terror in the current paradigm. The characteristic of this type of aid is that it goes to a corrupt or undemocratic and non-transparent proxy State of the superpowers and the resources are used exclusively by the corrupt or crony class of insiders related to the local national party structure. This type of foreign development aid is generally the least effective and the least likely to actually â€Å"trickle down† to the communities represented by three billion of the world’s poorest, families who live on less than $1 per day, often lacking any type of clean water, sanitation, education, or electrical facilities. Yet, the government policy driven types of foreign development assistance may also take the form of â€Å"Peace Corps†

Mortgage markets Essay Example | Topics and Well Written Essays - 1000 words

Mortgage markets - Essay Example In general the beliefs of the people on the mortgage bonds may affected by the interest rate shock. The interest rate shock can be absorbed when the bonds are backed by Government. The size of the GSE mortgage portfolios coupled with discipline in the market helped by interconnectivity of the international financial institutions, led to the possibility of a result that is not precedent. These bonds can become liquid when the firms unwind their positions due to losses. The other firms loss will create liquidity in the illiquid GSEs. The trends that affect the mortgage market is the losses and gains in the international markets as they are interconnected.The danger of long term investment that rely on the presumption of liquidity are important for transparency. These help in disclosure also. The complexity is considered as enemy of stability in case of mortgage bonds. The confidence in hedging strategies may lead to complacency and produces the opposite effect in the absence of liquidi ty. Yet times it is considered that the complexity also helps in stability of mortgage bonds and capital markets. The paper focuses on the trends of the market and the complexity that can result in stability. The mortgage bonds would be more stable when the financial markets and the guarantee of liquidity depend on the risk management also. As a single firm is considered it can be termed as complex. There will be a division of labor in the case of interest rate risk management. The portfolios can be comprised with fixed rate mortgages as loans or mortgage backed securities. 2. Trends in Financial markets The markets of major equity have resumed growth in 2006 as regaining levels reached before May June correction. This trend is due to the healthy corporate balance sheets and robust earnings growth. The low default rates and investor sentiment has remained positive. These are capable of increasing tension in the markets due to the turbulence and somewhat increased levels of historical and implied volatility. Name Value Change 100 6,649.3 -15.2 250 11,797.5 -39.7 techMk 1,601.8 -1.4 All Sh 3,435.1 -18.8 Sm Cap 4,095.5 -14.5 The above statistical chart is obtained from http://www.moneyweek.com/file/14905/how-us-mortgage-debt-could-cause-a-global-financial-crisis.html The central banks of different countries have withdrawn liquidity and short term interest rates are raised. These have not been matched at the long end. In case of mortgage bond markets regarding corporate organizations the past turbulence may spread to the 2007 or declined. These spreads have a chance of spreading in 2007 and these should be maintained at low levels. The major corrections in the equity markets internationally spread fears of increasing inflation in the concerned countries. As the higher interest rates decreased growth and increased inflation all over the globe, this can be termed as turbulence or liquidity in the mortgage or bond markets. In 2006 some major markets dropped back to levels of 2005 and implied losses. Though there are losses the steep gains in the previous market neutralized the present ones. These results are recorded in Japan or in Euro area. In the second half of 2006 the euro area broad market index fell back to January 2006 levels. In the same per iod the broad market index of US is slightly less than 9 percent. After that the volatility of major indices increased and continued to rise. This is in spite of regaining in the markets. The volatility decreased after July and remained at previous correction levels. This indicates the increased uncertainty on the part of investors. As all the major indices have remained below the stock market volatility, the forward looking measure can corroborate the view

Social Psychology Assignment Example | Topics and Well Written Essays - 750 words

Social Psychology - Assignment Example In primitive cultures infanticide was an acceptable means of birth control. The social interactions of primitive cultures showed the hardness of life, with hunger and war the way of life. The cognitive processes would convince the mother’s that the environmental factors of their life were too much for a baby. The cultural context would approve of infanticide. Biological factors would include a mother’s love or bonding with the newborn baby. Infanticide would be expected out of primitive cultures due to research and study of text and uncovered ancient burial grounds. In today’s society infanticide is not an acceptable practice. Abortion is a practice that has become acceptable in the United States and other countries. Most abortions are due to environmental reasons, such as a woman feels too poor, does not want the baby, or other reasons. The biological factors are women that become pregnant accidently or find themselves having an unwanted pregnancy. In China wher e economic restraints are placed on couples with more than one child, gender profiling has caused the rise in abortion of the female gender. That is the Chinese culture. Contraception is also accepted in the United States and European countries. On the other hand, abortions and birth control are outlawed in Middle Eastern countries like Saudi Arabia and Iran. The culture dictates the practice. Different societies practice different means of birth control. The birth control issue is based on social interactions. The obvious social interactions are between a man and woman of childbearing age. However the interaction between the sexually active woman and men and their social group is also important. A young married couple will probably receive a positive reaction. A young thirteen or fourteen year old would not receive a positive reaction. A couple with more than three or four children would not be positively received in the

Protein Synthesis Details Assignment Example | Topics and Well Written Essays - 750 words

Protein Synthesis Details - Assignment Example The ribosomes fix to mRNA at the first codon known only to the tRNA initiating. The ribosomes then move to the elongating phase of protein production. At this step, complexes containing an amino acid connected to tRNA binds to the right codon by a formation of complementary pairs with tRNA anticodon. There is a movement of the ribosome from one codon to the other along mRNA. Acids are added one after the other translating into polypeptidic patterns defined by DNA and signified by mRNA. Finally, a release factor fixes to stop codon, stopping translation and discharging a whole polypeptide from a ribosome.The DNA double helix unwinds. Afterward, the enzyme case opens the DNA by breaking hydrogen bonds. The polymerase of the enzyme DNA pairs every tow components with the right nitrogenous bases. The strand at the top is known as the leading strand and the one at the bottom is known as the lagging strand. The enzyme ligase then attaches the DNA lagging strand fragments. Lastly, there are two DNA replications that are exact each having 46 chromosomes known as daughter cells.Besides, the reduced chromosome numbers, meiosis is different from mitosis in that it creates a new genetic combination in every daughter cell. The new combinations are as a result of DNA exchange between chromosomes that are paired. This means that gametes produced by this process have an amazing genetic variation. Lastly, in meiosis, the nuclear division occurs in two rounds, unlike mitosis.Prokaryotic reproduction involves no nucleus and employs binary fusion for its asexual division. For instance, in bacteria where they copy themselves through binary fusion.

Sustainable Management Futures Essay Example | Topics and Well Written Essays - 750 words - 1

Sustainable Management Futures - Essay Example However, they just hold a minimum of 12% of directorships and 22% of senior management positions. The report also shows that companies with more women workforce on the management outperform those with few women directors. This neglecting of the consideration of the women performance has led to the imposing of the quota on women representation in the top management jobs (D’Agostino and Levine, 2011). Contents of the Lord Davies report The Lord Davies report gives the recommendation of the minimum women requirement in the workforce. The report also contains the benefits that are accrued by the society, the economy and businesses that adapt to these recommendations. The recommendations are aimed to restore gender equality and productivity by considering the FTSE 250 companies and the FTS 100 companies. The requirement to achieve a 25% female representation in management positions by 2015 is also depicted. As at February 2012, the number of women representation in these companies had elevated to higher levels and thus showing a positive picture. The values have increased rapidly in FTSE 100 companies from 12.5% to 15.6% while in the FTSE 250, they rose from 7.8% to 9.6%. The report provides for the recommendations that are likely to impact positively on the workforce in 2013. To realise this, the report challenges the FTSE 350 companies to provide an effort aimed at increasing the number of the women in their companies. The progress of the initial reports are also depicted to test the viability of the initial recommendations. Contents of the Institute of Leadership and Management Report The report was prepared for the business intermediaries and the bodies that offer business advice and support. The report illustrates the arguments of the leadership, investment options and skills. It also depicts the current practice in UK and its relation to competitor nations. The benefits of good leadership and management practises are also depicted. The best management p ractises can result into a 23% increase in business performance. Effective management is also depicted to improve the level of performance of the organisation with time. The report also gives the reasons of the underperforming of the UK over other competitor nations. Shortages of labour, wrong skill application, ineffective training and relevance of training are the major issues depicted. The report is concluded by recommendations the employers can undertake to improve management capability. The three waves of feminism Feminism can be divided into three waves; first wave, second wave and third wave or post feminism. The first wave began in UK and USA in the 19th century. This movement was established to counter the inequalities based on gender. It advocated for the intelligence, dignity and the potential of the female sex. The second wave began in 1960s, and a variety of the minority groups formed civil rights and anti-war movements. Sexuality and reproductive issues were raised, an d it required social equality regardless of sex. The gender was differentiated from sex due to the fusion of neo Marxism and the psychoanalytical theory. The post feminism phase is involved in the postmodern thinking of the female gender. The identity and the beauty of the female being have defined the feminine beauty. The differences such as class, sexual orientation, and ethnicity are recognised as dynamic,

Organisational Behaviour case study Essay Example | Topics and Well Written Essays - 2500 words

Organisational Behaviour case study - Essay Example Chain of command includes authority and unity of command. Span of control in the number of subordinates a manager can efficiently and effectively directs. Centralization is the degree to which decision making is concentrated at a single point in the organization. Consistent with the recent management efforts to make organization more flexible and responsive, there has been a marked trend towards decentralizing decision making. In a decentralized organization, action can be taken more quickly to solve problems, more people provide input into decisions, and employees are less likely to feel alienated from those who make the decisions that affect their work lives. Finally formalization refers to the degree to which jobs within the organization are standardized. If a job is highly formalized, then the job incumbent has a minimum amount of discretion. . When formalization is low job behaviors are relatively non-programmed and employees have to freedom to exercise discretion in their work. In the County general hospital, reorganization of the structure of the administration teams within each department has to take place. To date, administrative staff within each department had reported solely to an administrative manager. ... Its major disadvantage is the difficulty to coordinating the task of diverse functional specialists so that their activities are completed on time and within budget. Service departmentalization on the other hand exactly the opposite benefits and advantages. It facilitates coordination among specialties to achieve on time completion and meet the budget targets. Furthermore, it provides clear responsibility for all activities related to a service, but with duplication of activities and costs. The matrix structure attempts to gain the strengths of each, while avoiding their weaknesses (Anderson, 1994). The strength of the matrix lies in its ability to facilitate coordination when the organization has a multiplicity of complex and interdependent activities. The direct and frequent contacts between the different specialists in the matrix can make for better communication and more flexibility. Information permeates the organization and more quickly reaches the people who need to take accou nt of it. It facilitates the efficient allocation of specialists. When individuals with highly specialized skills are lodged in one functional department or service group, their talents are monopolized and under used. The matrix achieves the advantages of economies of scale by providing the organization with both the best resources and the effective way of ensuring their efficient deployment. The major disadvantage of the matrix lies in the dual command chain. This results in confusion and ambiguity, role conflict and more stress to workers. But over the past decade, senior managers are working with new structural options that can better help their organizations to

Ronald Reagan Essay Example | Topics and Well Written Essays - 500 words

Ronald Reagan - Essay Example Edmund ‘Pat’ Brown has been known as the â€Å"Republican Giant Killer† after defeating no less than a future president in the person of Richard Nixon. The latter being a highly favored GOP member. The popularity of Nixon as a Republican frontrunner proved no moment when Brown was able to defeat him. He then served as California governor for two consecutive terms when he faced an opponent whom he gravely underestimated, an actor running for the first time for public office in the name of Ronald Reagan. Brown and Reagan have more things in contrast than being from two rival parties. Brown represented the proud Democrat who sees student activism as a healthy exercise of civic participation while Reagan outwardly denounces it and speaks that they should not belong in universities if all they would cause is unrest. The student protests were heavily denounced by Reagan who was heard by conservatives sharing the exact same sentiments. Taxes in the state were excruciatingly high and unrest was evident. Dunnell provides a sensible explanation, â€Å"The postwar baby boomers were of age to vote, and the middle of the road voters in both parties were fed up with the bureaucrats protecting their jobs with expensive programs† (391). The people of California at that pivotal moment were looking for a change in administration and Reagan was able to offer exactly that. Brown had not anticipated the ability of Reagan to deliver good, if not great, speeches at times when it was what was called for. People had become disappointed with liberalism that Reagan’s outwardly conservative stance impressed itself as a better alternative. The failure of expensive social programs has taken its toll on taxpayers and the liberal take on communism as a foreign policy created in the gubernatorial race a chance to reconsider existing state policies by the incumbent

Speak Essay Example for Free

Speak Essay A Voice for the Hurt High school is supposed to be a fun, new, and exciting experience. The novel Speak is about a social outcast named Melinda and her struggles to fit in in high school. She doesnt have any true friends because no one stays around long enough to hear her story. The book is written by Laurie Halse Anderson. Throughout the novel Melinda shows her emotional discomfort through actions instead of speaking out. In the end she speaks up for herself and she finds a happier state of being. In the beginning of the novel Melinda enters high school being shunned by all of her ld friends and even people she has never met before because she called the cops at a party at the beginning of the summer. Melinda hides her feelings and doesnt speak out about what really happened that night. Instead of speaking she silences herself by her actions. An example of this is how she constantly bites her lips. The fist example of this is right in the beginning of the novel when Melindas ex best friend mouths l hate you, to her from across the room. Melinda bit her lip and tried not to think about it (Anderson 5). She continues to do this to remind herself to stay silent hroughout the novel. Melinda silences herself many other ways too. One of the most intense ways of this is when she cut herself with a paper clip. She says, l open up the paper clip and scratch it across my left wrist. Pitiful. If suicide is a cry for help, then what is this? A whimper, a peep? (Anderson 65) When her mom sees the cuts all she says is that she doesnt have time to deal with it. This shows how Melinda is trying to speak through cutting herself doesnt help. Her mom doesnt care. Her whimper for help is not heard. She needs to speak up about how she was raped. At the end of the novel Melinda finds a happier state of being when she decides to finally speak. There are many factors that lead her to speak. One of ways she finds her voice is by standing up to Heather. Also she tells Rachel about how Andy Evans had raped trying to protect her, but Rachel doesnt listen to her. After she wrote in the bathroom stall other girls also wrote about how much of a creep Andy is. This gives her confidence to speak out about Andy because she knows that she isnt the only girl going through what she went through. At the very end of the novel when Andy tries to rape her again she finds her voice and says no. Once others hear about what happened they understand her story. In art a seniors asks her if she id 0K and says way to go (Anderson 197). Speak is a powerful novel about a young girl who was raped. Melinda silences herself through her actions. She bites her lip as a constant reminder not to speak out. Also she cut herself with a paper clip as a whimper for help instead of Just telling her parents and friends the truth. In the end she finds her voice and simply speak. Speak Essay By JJkatemull

India is the most hierarchical society

India is the most hierarchical society BRIEF: India is the most hierarchical society in the world and this, obviously, has an impact on its management style. It is imperative that there is a boss and that the manager acts like a boss. The position of manager demands a certain amount of role-playing from the boss and a certain amount of deferential behaviour from his subordinates. The boss is definitely not expected to perform any seemingly menial tasks such as making coffee for everybody or moving chairs in a meeting room! Anglo-Saxon concepts of egalitarianism where the boss is the primus inter pares are virtually incomprehensible in a society still dominated by the historical conventions of the caste system. Therefore, the boss is expected to give explicit instructions which will be followed even if everybody knows that the instruction is incorrect. Managing people in India requires a level of micro-management which many western business people feel very uncomfortable with but, which is likely to bring the best results. Indian management is paternalistic and is characterized by: Patronage Families feelings Sense of security in staff Obedience to authority Personality cult Personality based delegation Aversions of the staff to the leaders who are outsiders Ascent on short rather than long term planning Restricted sharing of information Gulf between personnel policies and practices Traditional Indian management: Management practices:- Traditional Indian management Employee requirements- family relation and caste of employee is considered Leadership style- leaders display a high level of personal involvement with their subordinates. Motivational aspects and rewards- work is viewed as a means to an end i.e for sake of satisfying family needs. Human resource management practices- nepotism and caste consideration affect selection and compensation. Training is less emphasized. TYPES OF MANAGEMENT SYLE IN INDIA- 1) Conservative style: Integrating ideology- old is gold, change carefully Performance control- through traditions, conventions, precedents Coordination- hierarchical Staff motivation- financial security, psychological safety 2) Entrepreneurial style: Intergrating ideology- no risk no gain, pioneer, innovative, revolutionize Performance control- through shared vision of corporate team Coordination- hierarchical Staff motivation- through charisma of the person at top 3) Professional style: Intergrating ideology- scientific, rational approach to management Performance control- through norms of professionalism and other tools of management Coordination- variety of mechanism like hierarchy, committee planning Staff motivation- formalized menu of progressive, productive and quality oriented incentive. 4) Bureaucratic style: Orderly management, clear accountability Through rules and regulation Hierarchical, standard operating procedures Job clarity, steady promotion on basis of seniority 5) Organic style: Flexibility Through peer pressure, personal commitment Team work, mutual feedback, intensive lateral as well as vertical communication Job variety and richness 6) Authoritarian style: Obedience, organizational patriolism Through fear of punishment Hierarchical Patriotic feel and fear of punishment 7) Participative style: Relatively powerless decision making Through collective assessment on jointly agreed criteria of evaluation Through representative committee Feeling of participating in decision making 8) Intuitive style: Experience and common sense Thumb rule Hierarchical, also by informal norms No need for formal qualification 9) Familial style: One big happy family Through relationship of bosses Through personalities Feeling of being a part of family 10) Altruistic style: Its a means to social and spiritual end Through sense of mission or pursuit of great ideal Hierarchical, shared ideal or social commitment Opportunity to control something noble and meaningful Being a Manager in India To ensure successful cross cultural management in India, you need be aware of the strict protocols and rituals that exist. The official caste system may be illegal, but a strong hierarchical structure, based upon job title, still exists in business. The Role of a Manager In India managers may take a somewhat paternalistic attitude to their employees. They may demonstrate a concern for employees that goes beyond the workplace. This may include involvement in their family, housing, health, and other practical life issues. It is the supervisors job to regularly check on the work of a subordinate and to provide regular constructive feedback. This may include monitoring work quality and the timing of its completion. Approach to Change Indias intercultural adaptability and readiness for change is developing all the time. India is seen to have a medium tolerance for change and risk. It is important for innovations to have a track record or history noting the benefits if they are to be accepted and implemented. Failure in India causes a long-term loss of confidence by the individual as well as by others. Because of this attitude, intercultural sensitivity is going to be required, especially when conducting group meetings and discussing contributions made my participating individuals. Approach to Time and Priorities Indians are generally quite careful about time guidelines in business situations where schedules and deadlines are regarded seriously. In addition, however, Indian society is concerned with relationships so there may be instances where there is some flexibility to strict standards of adhering to schedules. When working with people from India, its advisable to reinforce the importance of the agreed-upon deadlines and how that may affect the rest of the organization. Successful cross cultural management will depend on the individuals ability to meet deadlines. Global and intercultural expansion means that some managers may have a greater appreciation of the need to enforce timescales and as such, agreed deadlines are more likely to be met. Decision Making The culture in India is very relationship and group-oriented, so a strong emphasis is placed on maintaining harmony and proper lines of authority in the workplace. Some Indians, however, are extremely direct, in which case you can deal with them in the same way. The manager makes decisions and accepts responsibility for work performed by subordinates. The middle manager may consult with subordinates before reaching a decision, although it is more likely that he will confer with trusted advisors or relatives. To ensure successful cross cultural management, you will need to bear in mind the importance of people in the office maintaining the proper behavior relative to their position. For instance, it would be inappropriate for a manager to make copies or move a piece of furniture because these are tasks that lower level people do. To engage in behavior beneath you would lower your esteem in the office. Boss or Team Player? If you are working in India, it is important to remember that honor and reputation play an important role. The risk becomes amplified in a team or collaborative setting. When meeting together and moderating ideas, intercultural sensitivity is necessary. It is important to qualify ideas that are raised in a gentle manner, protecting the reputation of those bringing up ideas, so no one is shamed. Communication and Negotiation Styles Cross cultural management will be more effective if you understand the importance of personal relationships. They are crucial to conducting business and are based on respect and trust. It takes time to develop a comfortable working relationship and you will need patience and perseverance. Indians are non-confrontational. It is rare for them to overtly disagree, although this is beginning to change in the managerial ranks. Decisions are reached by the person with the most authority but reaching that decision can be a slow process. Never appear over legalistic in negotiations; in general Indians do not trust the legal system and someones word is sufficient to reach an agreement. Successful negotiations may be celebrated over a meal.

McDonalds Employee Relations

McDonalds Employee Relations Q.a. What may McDonalds have considered in order to establish their approaches to collective bargaining in both Germany and the UK? To answer the above question we first need to know about basics of collective bargaining where Collective Bargaining is defined as the process of turning disagreements into agreements in an orderly fashion. Collective bargaining is the process followed to establish a mutually agreed set of rules and decisions between unions and employers for matters relating to employment. This is a regulating process dealing with the regulation of management and conditions of employment. Collective bargaining is used as the negotiation process between employees and employers with unions acting as the representatives of employees. The entire process depends on the bargaining powers of the concerned parties. In line with the above definition McDonalds may have considered the approach and settings of collective bargains as an important issue of employee relations. The German setting and approach McDonalds may have considered establishing their approaches to collective bargaining in Germany: The traditional collective approach to Employee Relations (ER) in German companies is deeply rooted in the particular configuration of the German Industrial Relations (IR) system. This is characterized by a high degree of regulation and a dense, encompassing institutional infrastructure that imposes a uniform set of institutional constraints on companies, but at the same time provides incentives for employers to accept institutional constraints. McDonalds, to establish its approaches to collective bargaining this ER and IR framework may have been considered in first instance. In addition, the institutional structure is highly integrated with strong linkages, not only within the IR system, but also to the wider German businesses system. Key elements of the German model, to which the majority of German companies subscribe, are the centrally co-ordinated sector based collective bargaining system and employee representation at domestic level via the works council system equipped with sta tutory participation and consultation rights. Food industry in Germany is not beyond this mechanism where McDonalds considerations regarding collective bargaining approach must have encompassed with statutory participation and employee consultation and codetermination rights. Indeed, German employers have to negotiate a densely structured institutional framework inside and outside the company level. The German approach to collective bargaining is also underwritten by strong labor market legislation and an elaborate welfare system. Despite growing interest in individual bargaining style direct employee involvement mechanisms, their uptake has so far been comparably modest in German companies (Sperling, 1997). Because of the wide ranging rights of information, consultation and co-determination in the German food industry, the use of individual voice mechanisms is relatively unimportant in the German setting where collective bargaining still has the paramount influence. Therefore, in the international context, McDonalds may have considered a propensity to support a collective approach to ER in their international operations by recognizing trade unions, engaging in collective bargaining and establishing strong workplace level employee representation systems. The UK Setting and the UK Approach to Employee Relations In contrast to Germany, the contemporary British system of collective bargaining is characterized by a weak regulatory framework and a thin, fragmented institutional infrastructure, which imposes relatively few barriers and constraints on labour relations practices. The fragmentation of the institutional structure goes hand in hand with weak linkages both within the IR system and in connection to the wider national business system which obviously includes food industry in the UK. Because of the relative permissiveness of the contemporary IR context, the UK seems to be a particularly suitable country for McDonalds, as subsidiary, to explore the country of origin effect in international operations, since home country approaches to ER can be transferred relatively unconstrained by host country institutional arrangements. However, to uncover the existence of possible ownership effects it is necessary to establish the differential space between the home and the host country ER approaches. Contrary to the German experience, no distinct stereotypical UK ER approach can be identified. Traditionally the cornerstone of labor relations was the pluralist workplace industrial relations system, which subsequently collapsed in the 1980s in the wake of the neo-liberal labor market policies under the Thatcher government. These reforms are most important issue to be considered in establishing collective bargaining approaches in the UK which have encouraged employers to dispense with collective labour relations and to individualise ER along the lines of US style HRM by end of the 1990s a collective approach to ER is no longer representative of the economy as a whole, but is increasingly confined to the public sector and a dwindling minority of private sector companies. In the private sector, trade union recognition collapsed throughout the 1980s and 1990s and with it the incidence of workplace level trade union representatives. The institution of collective bargaining dramaticall y declined. By 1998, two-thirds of private sector employees had their pay fixed by management decision without any union involvement. Here, employees are neither represented by collective voice mechanisms, nor do they enjoy a comprehensive individual voice mechanism. In case of establishing McDonalds may have considered those conditions and changing mechanisms to establish their approaches to collective bargaining efficiently. Factors May have been considered by McDonalds National Legislation: National legislation must have been considered by the McDonalds in establishing their approached towards collective bargaining within the industry both in UK and Germany. In the UK legislation there is no specific preference regarding the mode of employee or industrial relationship for MNEs like McDonalds. So McDonalds is well known as anti-union giant in the UK and their approach towards collective bargaining is strictly negative. In Germany on the other hand, has a highly regulated industrial relations system which, in theory at least, provides considerable constraints on the employee relations practices of MNEs. As a result McDonald had to thing the statutory bindings and regulations constraints regarding approaches to collective bargaining. Codetermination and collective bargaining rights The McDonalds in case of both Germany and UK has considered these rights as a different approach. German workers enjoy a dual system of representation, collective bargaining rights and co-determination rights through the institution of the works council and the supervisory board. Together with codetermination and collective bargaining rights, these legally enforceable and constituted rights appear to provide German employees with significant power resources compared to UK employees. So McDonalds must have considered the issues of the both rights of the employees before establishing their bargaining approach. Size of Franchise: The McDonalds corporation established itself in the UK in 1974, in Germany in 1971. The corporation currently has well over 800 stores in Germany amongst approximately 65% outlets are franchisee where in there are a similar number of stores in the UK with some 20% franchisee with approximately 45,000 employees in each country. In this case being a fast-food market leader in both countries McDonalds have considered the size of franchise. The franchise aspect influence collective bargaining issues through local entity and regulations involvement. So size of franchise is also a factor that may have been considered. Unioin Membership: McDonald also may have considered Union membership. German unions are arguably better organized and have retained a position of relative strength compared to those in the UK. Union membership at McDonalds in Germany and in the German fast-food industry is very small at around 5 per cent. However, these low percentages are still higher than the percentage of union membership at McDonalds and the fast-food industry in the UK. So this issue is an important consideration in establishing Macdonalds collective bargaining approach. The increasingly anti-union climate: The increasingly anti-union climate in the 80s and early 90s has encouraged Macdonalds in the UK to withhold or withdraw union recognition, and discouraged employees from joining unions and posed difficulties for recruitment. In Germany, union membership remains at around 5 per cent at McDonalds. The findings suggest that it is only where a works council has been established where still there is better union practice than the UK. So this consideration may have been involved in planning McDonalds approach towards collective bargaining. Characteristics of Workforce and Nature of the industry: McDonalds have considered both the factors in case of both countries to design its approach towards collective bargaining. Redundancy and employee apathy: Redundancy and employee apathy amongst part-time, temporary, foreign or young workers undoubtedly play an important role in the low or non-existent levels of union membership. So this factor may have been considered in both UK and Germany. Strong corporate culture: Strong corporate cultures are seen as instilling appropriate behaviors and. This is essentially what is argued here with regard to the non-union approach of McDonalds in both the countries. McDonalds Anti-union belief: McDonalds is basically a non-union company and intends to stay that way. About unionization in the UK once McDonalds stated thatà ¢Ã¢â€š ¬Ã‚ ¦.. unionization has risen its ugly head over the years, but you know, we feel that we offer a good deal to people, all kinds of ways in which we can communicate, so that if there was a problem they can bring it to management, we feel that we dont need unions. But in Germany McDonalds never been outspoken like in UK about union. Public image Macdonalds has a big public image and brand reputation which may have been considered both in the UK and Germany to establish collective bargaining approaches. Employer Associations Employer associations in Germany are stronger than UK. So the MsDonaldS approach in the UK is different from that of Germany. Q.b. How may McDonalds have considered individual bargaining as an alternative or additional approach in both Germany and the UK? What benefits and/or problems may this have brought in both countries? Individual bargaining: Individual bargaining is the process by which an employer and an employee negotiate an individual contract of employment, regulating the terms and conditions of employment. Individual Bargaining: Advantages The main advantage of individual bargaining is it is a single voice and thus there is no conflict in matters Another advantage of individual bargaining is that it expresses the views and opinions of one person and thus there is no compromising Individual Bargaining: Disadvantages The main disadvantage of individual bargaining is that the manager will not take a lot of notice of just one persons views or opinions and therefore nothing will happen Thus there is not a lot of chance that individual bargaining will have an influence on company decisions and policies. Collective Bargaining: Advantages The main advantage of collective bargaining is that the manager will not take a great deal of time in deciding on what action to take on an individual level. The employees have greater influence in the final decision the manager will take. There is also a chance of the employees getting what they demand. Collective Bargaining: Disadvantages The main disadvantage of collective bargaining is that it is seen as depriving the individual worker of their individual liberty and voice. The major changes in the industrial relations in UK i.e. a shift away from collective bargaining towards individual argaining were in the favour of McDonalds own strategy. The turn down in the union membership in both UK and Germany also helps McDonalds to practice the individual bargaining in their organization. Benefits: Improvement in the relationship of management and workers within the organization as it is evident from the statement of John cooke McDonalds US Labour relations chief as: We feel that we offer a good deal to people, all kinds of ways in which we can communicate, so that if there was a problem they can bring it to management. As employees are generally unaware of their rights they can take advantage of the situation to save their costs. As example is given cleaning of uniforms. And also regarding pay, performance related pay, probation and notice for redundancy, paid leave. Individual workers can never be a threat for McDonalds where there may have a chance in the existence of trade union. Disadvantages: Loss of public image in Germany that subsequently decrease their sale growth in German market. Large compensation need to provide for violating employees rights in different work place. Q. c. How may the approach to collective bargaining in Germany and the UK influence employee relations for McDonalds internationally? McDonalds opposition to trade unions is now well-documented; however, the extent to which it can operate without unions or can avoid or undermine collective bargaining with unions and/or statutory works councils varies considerably in different countries and over time. Consequently the ability of national unions and their GUFs to improve pay levels and conditions of work has been limited, variable and by no means static. This is nicely illustrated by McDonalds operations in New Zealand where the corporation responded pragmatically to changes in government and labour legislation, excluding unions from and then returning to collective bargaining ahead of law reforms aimed at strengthening unions in 2000, but continued to keep unions out of its restaurants wherever possible. Attempts to regulate McDonalds employment conditions are therefore an ongoing struggle in which without pro-union labour law, unions have little chance of organising workers and even less chance of establishing collective agreements. This may come as no surprise in countries such as the and Ireland where unions have had either no success or short-lived successes in gaining union recognition only to be denied before collective agreements can be established or enforced. However, even unions located in countries with more stringent labour legislation (e.g. Denmark, the Netherlands, France, Italy, Germany, Sweden and Norway) have had varying success in achieving some improvements in employee representation, pay and conditions of work and even where improvements have been achieved they are often under threat. Union attempts to increase the number of union-backed works councils and establish a company-level works council (Gesamtbetriebsrat) have completely failed, resulting from a number of sophisticated union-busting practices. Furthermore, despite some success in persuading McDonalds to accept collective bargaining in Germany in the late 1980s, McDonalds withdrew from collective bargaining in 2002 and has threatened to deal exclusively with a yellow union. In Denmark, where average union membership is much higher than Germany and labour law is equally stringent, McDonalds only agreed to bargain collectively after a year of conflict and boycotts involving other Danish unions and support from Finnish and Swedish unions in the late 1980s. McDonalds has tried to roll-back the basic terms of such agreements ever since. Nevertheless, in Sweden, Norway and Denmark, McDonalds workers do enjoy better conditions of work and higher pay than in other European countries and the USA itself. However, even in those countries it is very difficult to establish union representatives in the outlets, something which experience shows is essential if such collective agreements are to be properly enforced in. Despite these difficulties European unions have undoubtedly had some success in bringing McDonalds to the bargaining table, especially where sector-level bargaining is in effect compulsory and where labour law is more stringent and supportive of union rights and collective bargaining. Q.d. What additional or alternative methods could support good employee relations for McDonalds? Consider the role an HR function could take? The HRM approach to employee relations can be described in terms of several prescriptions that McDonalds can use for good employee relationship. An HRM model for employee relations focuses on a drive for commitment meaning that the focus of the organization should be to win the trust, motivation and commitment to the organization, participating in its development opportunities. Emphasis is on mutuality, meaning that employees share common goals, the vision and mission of the organization. Communication within the organization follows an established set of procedures that are agreed formally or informally and may include briefings, meetings with representatives, etc. HRM emphasizes the shift from collective bargaining to individual contracts. Employee involvement in McDonalds may be fostered and a number of techniques and approaches are followed to support their involvement. Total quality management aims at continuous improvement of quality. Another initiative for McDonalds is flexible working arrangements and focus on the life-work balance through harmonization of conditions for all employees. Finally the support of employee communities of practice and team spirit are of high priority. Employee relations describe as in-terms employee communication, employee involvement, employee rights and employee discipline. Armstrong has identified the elements of employee relations as follows may have been considered in designing the employee relationship: Formal and informal policies and practices of the organisation. The development, negotiation and application of formal systems, rules and procedures for collective bargaining, handling disputes and regulating employment. Policies and practices for employee communications . Informal and formal process regulating the interactions between managers and employees. Policies of the government, management and trade unions. A number of parties including state, management, organisations, trade unions, employees, etc. The legal framework. Institutions (e.g. ACAS) and the employment tribunals. The bargaining structures, recognition and procedural agreements enabling the formal system to operate. Employee relations processes Figure Reconciliation of interests between employers and employees According to the Industrial Relations Services there are four approaches to employee relations that can contribute in better relationship between McDonalds and its employees are: Adversarial meaning that employees are expected to follow the targets identified by the Organization. Traditional meaning that employees react on management proposals and directives. Partnership meaning that employees are involved in assisting the organisation and consensus is reached in decision making related to policies. Power sharing employees are involved also in daily management apart from policy making. Employee relations policies act to disseminate its preferred approach with respect to the relationship it wants to have with its employees and the empowerment of employees for certain activities. Employee relation policies cover several areas McDonalds may have used in improving employee relations including: Trade union recognition meaning decisions with respect to the recognition or derecognition of certain unions and preferences of the unions the organisation prefers to deal with. Collective bargaining meaning the identification of those areas that should be covered from such a negotiation. Employee relations procedures meaning procedures such as redundancy, grievance handling and disciplinary actions. Participation and involvement meaning the extent to which the organization shares power and control with its employees. Partnership meaning the extent to which a partnership with employees is desirable. The employment relationship meaning the extent to which employment terms and conditions are controlled by collective agreements or individual contracts. Harmonization meaning the harmonization of terms and conditions of employment arrangements. Working arrangements meaning the extent to which unions are involved in the determination of working arrangements. Employee involvement is central to employee relations as Bratton and Gold discuss. Employee involvement can be described in terms of the form of involvement (whether it is formal or informal), the level of involvement in the organizational hierarchy and the degree of involvement. Across these three employee involvement dimensions several types of involvement can be rated from the lower ones in terms of empowerment, involvement and organizational level to the higher ones. Through wide range of employee involvement McDonalds can start good employee relations process which never been in this organization. The following situations are ranked in an ascending order in terms of all three dimensions of employee involvement McDonalds should take into consideration: Communication -> Financial Involvement -> Problem solving groups -> Quality circles -> Cross functional teams -> Self directed teams -> Collective bargaining -> Worker directors -> Works councils. Employee involvement in McDonalds can be described as an involvement-commitment cycle, a communication cycle that builds an internal culture encouraging initiative, learning and creativity. The cycle consists of the following stages: Managers perceive the need for involving employees in decision making Introduce new forms, employee involvement and open communication mechanisms Greater autonomy and input into decision making Increased employee job satisfaction, motivation and commitment Improved individual and organisational performance. Q.e. Conclude by taking the key elements of your observations in steps a-d regarding McDonalds approach to employee relations in order to make a short recommendation for similar countries or organisations with regard to developing and/or improving their employee relations Findings recommendations: The process of collective bargaining is to settles down any conflicts regarding the conditions of employment such as wages, working hours and conditions, overtime payments, holidays, vacations, benefits, insurance benefits etc. and management regulations. In most areas, McDonalds German employees appear to enjoy better conditions than their UK counterpart. This is particularly so with regard to holiday entitlement but again this is still lower than for most German firms. The recent UK pay increase has brought pay levels close to those in Germany. In Germany the NGG are satisfied that by and large they have been able to improve pay and conditions for most employees, however, there remain two main problems. The above discussion suggests that there is an obvious need to scrutinise the powers of MNEs and it raises questions about the adequacy of labour legislation. Conditions of work and employment appear to be increasingly threatened, regardless of particular institutional arrangements. Weak or ambiguous legislation and continuing employer demands for flexibility, decentralisation and deregulation may increasingly allow MNEs to choose employee relations policies with interference from external labour market institutions. This may be too pessimistic, clearly more comparative work is needed in the area and it will need to concentrate on the common themes or tensions in all countries and examine how they are affecting the choices of micro-level actors and institutional arrangements in different societies. Individual bargaining can be used as both of alternative to collective or in parallel. But my recommendation for Macdonalds to use individual bargaining as an alternative approach specially in Europe and American territory whereas in Australia and New Zealand it could be used in addition. Due to decline in collective bargaining in all over the world it is now strongly recommended that McDonalds should prepare to adapt with a change in the bargaining structure which is becoming more decentralised in Sweden, Australia, the former West Germany, Italy, the United Kingdom, and the United States, although in somewhat different degrees and ways from country to country. We have also come to understand that bargaining structure both influences and is influenced by the distribution of bargaining power. Yet, data that allow clear tests of the effects of changes in bargaining structure on bargaining outcomes generally have not been available. The difficulty of assessing the effects of bargaining structure arises in part from the fact that there is no simple measure of the degree of bargaining structure centralisation, because the location of collective bargaining often differs depending on the subject of bargaining. In many countries, wages are negotiated in company or sectoral agreements, and work rules are set at a lower level, often in plant agreements. Furthermore, worker participation in decision making often occurs at still another bargaining level, or through informal mechanisms (works councils or shop floor discussions, for example) rather than through collective bargaining agreements. McDonalds is now a biggest brand in the food industry world-wide. So it has its own responsibility to look into public image and good employee relations which are widely correlated. So McDonalds should keep very efficient employee relation practice through an efficient Human Resource Strategy and functioning properly on HR roles. Web Resorce: www.rdi.couk http://www.wales.ac.uk/en/account/login.aspx References: Royle,T (1999) The reluctant bargainers? McDonalds, unions and pay determination in Germany and the UK, Industrial Relations Journal,30(2), p135-150 A, Arthur and et al. (2001),Strategic Management: Concepts and Cases, 12thedition, McGraw-Hill Irwin ACCA, 2005-2006, Paper 3.5 Strategic Business Planning and Development, 5th Edition, June 2005, for exams in December 2006 and June 2006 Study Text, BPP Professional Education BBC.com (2003). Court dismisses McDonalds obesity case. BBC. 22 January http://www.bbc.com/issues_06/030807EC.html. (Accessed: 2 November 2007). Bized.co.uk.(2006). McDonalds Company Facts. Bized.co.uk. [Online]. Available at: www.bized.co.uk/compfact/mcdonalds/mcindex.htm. Botterill, J. and Kline, S. (2007). Re-branding: the McDonalds Strategy. Emerald management First. Brassington F., (2005). Essentials of Marketing (Vol. 2). USA, St. James Press. CNNMoney.com (2007). Fortune 500 index. CNN.com. [Online]. money.cnn.com/magazines/fortune/fortune500/2007/index.html. Data Monitor. (2007) McDonalds Corporation Profile Reference Code:067DBDCC-E9DC-4CAC-80AD-164A6748F392 [Athens], http:/ www.datamonitor.com, Eisenberg, D. (2002). Can McDonalds ShapeUp? . Times.com. 25 September. http:/ www.time.com/time/business/ article/0,8599,354778,00.html Erlichman, J. (1994). Leaflet A Threatto McDonalds. The Guardian.29 June. http://www.guardian.co.uk/uk_news/story/0,3604,1299121,00.html. External and Internal Factors Affecting McDonalds- Management Theory. External and Internal Factors Affecting McDonalds Management Theory Paper Forrest, W. (2006). McDonalds Applies SRM Strategy to Global Technology. Reed Business information. 7 September. http:/ www.purchasing.com/article/CA6368285.html. Goggoi P.. (2006). Why McDonalds Isnt Free of Trans Fat Business Week Online 00077135 [EBCSCO], http://web.ebscohost.com/ehost/detail?vid=2HYPERLINK http://web.ebscohost.com/ehost/detail?vid=2hid=117sid=17122dbb-79eb-4b1f- [emailprotected]HYPERLINK http://web.ebscohost.com/ehost/detail?vid=2hid=117sid=17122dbb-79eb-4b1f- [emailprotected]hid=117HYPERLINK http://web.ebscohost.com/ehost/detail?vid=2hid=117sid=17122dbb-79eb-4b1f- [emailprotected]HYPERLINK http://web.ebscohost.com/ehost/detail?vid=2hid=117sid=17122dbb-79eb-4b1f- [emailprotected]sid=17122dbb-79eb-4b1f- b879-472028dbb304%40sessionmgr109 HealthActive (2007) Active After-school Communities http://www.healthyactive.gov.au/internet/healthyactive/publishing.nsf/Content/active_after_school_communities.pdf/$File/active_after_school_communities.pdf Henry Assael, 1998, Consumer Behavior and marketing action, 6th Ed., South-Western College Publishing IASO International Association for the study of Obesity. (2007). Making schools and young people responsible: a critical analysis of Irelands obesity strategy. http://www.blackwell-synergy.com/doi/full/10.1111/j.1365- 2524.2008.00763.x#Education,%20schools%20and%20obesity, Jagger, S. (2007). As Americans tighten their belts, fast-food operators let it all hangout. In The Times, 21 July 2007, 62.

Abortion :: essays research papers

Abortions Pro Choice supporters who claim it isn't do themselves and their cause a disservice. Of course it's alive. It's a biological mechanism that converts nutrients and oxygen into energy that causes its cells to divide, multiply, and grow. It's alive. Anti-abortion activists often mistakenly use this fact to support their cause. "Life begins at conception" they claim. And they would be right. The genesis of a new human life begins when the egg with 23 chromosomes joins with a sperm with 23 chromosomes and creates a fertilized cell, called a zygote, with 46 chromosomes. The single-cell zygote contains all the DNA necessary to grow into an independent, conscious human being. It is a potential person. But being alive does not give the zygote full human rights - including the right not to be aborted during its gestation. A single-cell ameba also coverts nutrients and oxygen into biological energy that causes its cells to divide, multiply and grow. It also contains a full set of its own DNA. It shares everything in common with a human zygote except that it is not a potential person. Left to grow, it will always be an ameba - never a human person. It is just as alive as the zygote, but we would never defend its human rights based solely on that fact. And neither can the anti-abortionist, which is why we must answer the following questions as well. 2. Is it human? Yes. Again, Pro Choice defenders stick their feet in their mouths when they defend abortion by claiming the zygote-embryo-fetus isn't human. It is human. Its DNA is that of a human. Left to grow, it will become a full human person. And again, anti-abortion activists often mistakenly use this fact to support their cause. They are fond of saying, "an acorn is an oak tree in an early stage of development; likewise, the zygote is a human being in an early stage of development." And they would be right. But having a full set of human DNA does not give the zygote full human rights - including the right not to be aborted during its gestation. Don't believe me? Here, try this: reach up to your head, grab one strand of hair, and yank it out. Look at the base of the hair. That little blob of tissue at the end is a hair follicle. It also contains a full set of human DNA.

Martin Luther Essay -- essays research papers fc

Martin Luther lived from 1483-1546. Luther was born on November 10, 1483 in Eisleben in the province of Saxony. His protestant view of Christianity started what was called the Protestant Reformation in Germany. Luther's intentions were to reform the medieval Roman Catholic Church. But firm resistance from the church towards Luther's challenge made way to a permanent division in the structure of Western Christianity.Luther lived in Mansfield and was the son of a miner. He later went on to study at Eisenbach and Magdeburg. After studying at these institutions he moved on to study at the University of Erfurt. Luther started out studying law, but then went on to enter the religious life. He went into the religious life due to the fact that he felt that he would never earn his eternal salvation. He didn't feel that all of the prayer, studying and sacraments were enough. Therefore, Luther felt that he would never be able to satisfy such a judging God. Not being able to satisfy this God meant eternal damnation. After entering the religious life he later became an Augustinian monk and entered the Augustinian monastery at Erfurt in July of 1505. While in this monastery Luther became a well known theologian and Biblical scholar. In 1512 Luther earned his doctorate in theology and became a professor of Biblical literature at Wittenberg University.Luther took his religious vocation very serious. This led him into a severe crisis in dealing with his religion. He wondered, "is it possible to reconcile the demands of God's law with human inability to live up to the law." Luther then turned to the New Testament book of Romans for answers. He had found, "God had, in the obedience of Jesus Christ, reconciled humanity to himself." "What was required of mankind, therefore, was not strict adherence to law or the fulfillment of religious obligations, but a response of faith that accepted what God had done." In other words he realized that religion is based on love and not fear. Basically, he realized that everyone is burdened by sin because it happens as a result of our weaknesses. He concluded that man could never earn his salvation by leading a blameless life or by performing holy acts. Instead, man's salvation was a divine gift from God resulting from faith in Jesus, especially the saving power of his death and resurrection. This was known ... ...accuracy and true meaning of the Word. He felt that the Roman Catholic Church preferred the Papal authority of the Church above God's Word. How did Luther define faith? Luther defines faith as the absence of all good works. What were Luther's objections to the Pope and other church officials? He felt that the Pope and other officials of the Catholic Church had no knowledge or comprehension of the Bible or had ever even read it. They were wicked people who were preoccupied with wealth and power, but who never considered accomplishing God's will. What political and social implications came as a result of Luther's teachings? His teachings caused a revolt among the German peasants. They also caused separation within the Catholic Church. How did Protestantism encourage people to view religion on an individual basis? Protestantism encouraged people individually to decide what they needed to do to be saved. This caused people to stray away from traditional beliefs. Bibliography.(Martin Luther). Compton's. 1998 Vol. 4(Martin Luther). The World Book of Knowledge. 1996 Vol. 9Andrea, Alfred J., & Overfeild, James H. (1998). The Human Record (3rd ed.). New York: Houghton Miffin Co.

The Corrupt Patriarchal Society of Jane Smileys A Thousand Acres :: Smiley Thousand Acres Essays

The Corrupt Patriarchal Society of A Thousand Acres      Ã‚   Jane Smiley's A Thousand Acres tells a dark tale of a corrupt patriarchal society which operates through concealment.   It is a story in which the characters attempt to manipulate one another through the secrets they possess and the subsequent revelation of those secrets.   In her novel, Smiley gives us a very simple moral regarding this patriarchal society: women who remain financially and emotionally dependent on men decay; those able to break the economic and emotional chains develop as women and as humans.      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Roots of A Thousand Acres can be seen in numerous novels and plays, the most obvious of which is King Lear.   The parallels are too great to ignore. Smiley is successful because she fills in so many of the gaps left open in the play.   She gives us new and different perspectives.      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   One of the particular strengths of the novel lies in its depiction of the place of women in a predominantly patriarchal culture.   In this male dominated culture, the values privileged in women include silence and subordination.   Ginny is acceptable as a woman as long as she remains "oblivious" (121).   She is allowed to disagree with men, contingent upon her doing so without fighting (104).   Ultimately, her opinion as a woman remains irrelevant.   Ginny remarks, "of course it was silly to talk about 'my po int of view.' When my father asserted his point of view, mine vanished" (176).   When she makes the "mistake" of crossing her father, she is referred to as a "bitch," "whore," and "slut" (181, 185).      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   It could be argued that many of the male characters in the novel are suffering from a type of virgin/whore syndrome.   As long as the women remain docile receptacles they are "good"; when they resist or even question masculine authority, they are "bad."   Rose complains, "When we are good girls and accept our circumstances, we're glad about it....When we are bad girls, it drives us crazy" (99).   The women have been indoctrinated to the point that they initially buy into and accept these standards of judgem ent.   The type of patriarchy described by Smiley simply serves to show the inscription of the marginalization of women by men in the novel and in our society.      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Another strength of the novel is its treatment of secrets and appearances.

Cry, the Beloved Country

Literary Elements by Paton In the last chapter of the novel Cry, The Beloved Country the author Alan Paton uses symbols, repetition, and tone shows disparity and hope in the main character, Kumalo in order to describe how the black men of south Africa must be able to adapt to their situations, or they may not make it out with their sanity. Throughout the passage in chapter 36, Paton often used tone to depict the stages of emotions Kumalo experienced while thinking about his son’s fate. Kumalo questions himself â€Å" Would [Absolam] be awake, would he be able to sleep, this night before the morning?He cried out, My son† (310). In this sentence, Kumalo wonders how his son will face his death the next morning and feels the same pain Absolam does. The anguish and concern Kumalo felt shows his way of coping with the terrible fate to meet his son the following morning. Kumalo not only worries about how his son is coping with his inevitable death, but cries out in desperation as if Absolam will be able to hear him and be comforted. In addition, in the final moments of the book, Kumalo looks â€Å"at the faint steady lightening in the east† (312). Kumalo is no longer afraid of his son’s future, embraces it and is at peace.His son’s execution placed Kumalo in a dark place where he was not familiar with, but at when dawn came and the sun rose the thing he feared was finally here and he accepted it so he could move on and his son could rest in peace. The tone in this sentence had a tone of hopefulness, as opposed to the tone of the rest of the passage that had a tone of despair and grief because the referral to the sun displayed optimism and feelings of not wanting to dwell in the past. However, Paton uses the tone shift in this passage to show Kumalo’s acceptance and adaption to reality and the things he could not change.Paton often used repetitive words relating to the darkness, light, and about the sun rising and setting. Thes e words all described how each village had to accept their situation before they could truly be at peace with themselves and the lives they live. For example, â€Å"The great valley of Umzimkulu is still in darkness, but the light will come there. â€Å" (312). In a literal interpretation, this simply describes how the sun slowly rises and shines on all the villages, but in the context of this passage, Paton depicts the darkness and the negativity some people of South Africa are stuck in.And as the sunlight shines over them, they will become rejuvenated and realize the beauty in living one more day despite the conditions they live in. In addition, Kumalo thought to himself that â€Å"The sun would rise soon after five, and it was then it was done† (310). The indication of the sun rising represents the end of the darkness of the night and then end of Kumalo’s dark thoughts throughout the night. Not only does it mean the end of Kumalo’s suffering, it means that the sun rise will end his son’s life by execution.It is also a metaphor for renewal throughout, the moment he feared most is over and done with and he can now rest easy. Furthermore, Paton’s use of tone in this passage also illustrates how Kumalo persisted through his darkest times and he eventually was able to pull through and hope his son the best, or the capability to acclimate to any situation. Paton illustrates ultimate hope and renewal at the end of the passage with the usage of symbols of the sun and the titihoya bird. For example, Kumalo professes that â€Å" when that dawn will come, of our emancipation, from the fear of bondage and the bondage of fear, why, that is a secret. (312). The dawn for Kumalo shows his son is freed from his life of sin and can now peacefully travel to the next world without worry. Not only is Absolam freed, Kumalo is free himself from the fear of his son further sinning and for his well being, as he is in God’s hands now. In addition, Kumalo says â€Å" Yes, it is the dawn that has come. The titihoya wakes from sleep, and goes about his work of forlorn crying. † (311). The bird the sun are intertwined, as the bird only wakes with the sun, and Kumalo and Absolam’s fate are forever connected no matter how far away they are from each other.Despite the grief Kumalo experiences, his usage of light and birds displays his acceptance of the future for himself and the end of his son’s. Kumalo’s adaptation to a terrible event in his life displays his ability to be optimistic and not live in the past. Overall, Kumalo went through a series of emotions and feelings that at the time seemed impossible to cope with. And with Paton’s usage of tone, symbols, and repetition, he showed Kumalo was greatly in tune with nature and his spiritual self. His adaption to reality geared himself to serenity when he let destiny lead the way.