Sale of Goods and Agency Section 14 Assignment Example | Topics and Well Written Essays - 1000 words

Sale of Goods and Agency Section 14 - Assignment Example The shopper made their purpose for which they intended to use it but the trader did supply that specific commodity that could be used in that specific manner. The court issued a verdict that the goods were not worth for the use and that the client had declared the intention for the goods. â€Å"Caveat emptor† is a forewarning to customers to exercise caution when making purchase of a product in order to avoid deceit by the fraudulent traders who may cone them of their money or products or even supply substandard goods at an exorbitant price. During the transfer of property in merchandise, clients are advised to take caution to verify the value of those merchandise and ensure that there will serve the intended purpose4. This is imperative in order to reduce the legal cases relating to the sale of inferior supplies. In Bartlett v Sidney Marcus [1965] 2 All ER 753, lord Denning declared that merchantability refers to use of good for some specific purposes and that this did not re quire the good to be useful in all aspects per se5. It was for the same reasoning that in Thain v Anniesland trade centres [1997] SCLR 991 the car with fault gearbox was still considered to be of superior value6. According to section 14(2) it is presumed that traders in their ordinary duties are obliged to supply their clients with goods that meet their required value7. However, the law does not offer specific characteristics of assessing the quality of goods. Thain v Anniesland trade centre [1997] SCLR 991, the buyer purchased a second hand car whose gearbox was faulty. However, the court gave a verdict that the car was of right superior value.8 However, in Britvic Soft Drinks v Messer UK Ltd [2002] EWCA Civ 548, the supplier was held responsible for distributing tainted carbon dioxide gags which was to be used for manufacturing soft drinks9. According to the revised act, of 1992, section 14(2) defines product as fit for the reason it was intended for if it is able to serve all rea sons10. It should also physically satisfy the buyers need. In ss.14 & 15 SGA 1979, the buyer should have been given sufficient time to check for any fault, security and stability. However, this may not apply if the clients were aware of the issue which is making the good unworthy for the use it was intended, where the buyer was given an opportunity to examine the good before making purchase or if the sale was by sample there was an opportunity for the buyer to inspect the sample11. According to ss.14 & 15 SGA 1979, the seller is not accountable in regard to the security of the goods in case they have a flaw which could not be recognized at the time of the sale or if the declaration of this flaw could not the arrangement of the agreement12. In Grant v The Australian Knitting Mills ([1936] A.C. 562), the plaintiff had contracted dermatitis after putting on woollen garments manufactured by the defendant because of presence of sulphite and that the client used them for a week unwashed. The court verdict was that defendant was answerable for the distress experienced by the plaintiff13. From this case, the law holds that goods are fit for the right purpose and are considered acceptable if the buyer would still purchase them without making request for

Merger and Acquisitions Theories in Management

Merger and Acquisitions Theories in Management Management theory and practice Mergers and acquisitions are a main means by which single and individuals are able to grow and then enter the new markets. After this happens, the competitive structure of the whole industries may alter radically in a span of a short time. Mergers are the unifications of two or even more firms into forming a new one whereas acquisitions are the companys purchases of the majority of the shares from another. Mergers and acquisitions can also represent a major mechanism through which the firms that are national are able to become multinational firms. The cost and benefit analysis of the mergers and acquisitions affect the decision by the managers and the shareholders of whether to take up a specific merger and acquisition. The decision by the employees also can lead to the acceptance or refusal of the merger and acquisition (Paul Simon 2). In this paper, I am going to research on why the employee-related issues prevent the succeeding of a merger or acquisition. The modern business environment is characterized by change that is continuous in nature. Every organization is considered as a system where work, process, system, people are all aligned in order to ensure that the unit of the individual, individual and overall systems are well fit to deliver the strategies of the organization. The objective of the integrative process is to integrate people, processes, technologies and strategy without interrupting service, quality or product and not only to combine financial standing of any two companies. Employees issues in relation to the integration phase always relate to the human capital related integration issues such as integration of the culture of the organization, leadership, organization structure and design, processes and systems and retention of the key talent. The other important issues are effective planning for the purpose of integration, employee communications, and the selection of good leaders to manage the business combination and the creation of practices and policies for knowledge sharing and learning and also the transfer. The failure to address the issues that concern merger and acquisition impacts the new and current organization very negatively at the stage of post-merger in two levels. One of these two levels is the individual level and the reactions of the individual employees are insecurity, powerlessness, alienation, a drop in productivity, loss of energy and the rise in absenteeism which increases turnover and profits. Other stress factors include the performance evaluation criteria, the loss of control over the life of the professional and also the alterations in the reporting relationships which would also impact the merger or the acquisition adversely or negatively. There are also many other psychological impacts which result from the merger activity. These are lifestyle instability, loss of confidence, depression, anxiety among others and these symptoms may lead to large-scale industrial strikes at times (Nilanjan and Bhattacharya 143). From this we can find that due to these impacts, the employees can resist the mergers and or acquisition in their companies. The other level is the corporate level and at this level the impacts are long-term in the cultural integration, organization structure and design, processes and systems. The failure to tackle these issues in the phase of planning of the merger process can lead to outcomes such as benefits integration, high financial costs, incompatible HR plans and policies, inadequate communication to the employees, insufficient provisions and reserves for risks that had not been discovered and/or improperly evaluated, inefficient financial accounting for the integration costs, the loss of loyalty of the employees leading to the high turnover rates, the dilemma of the workforce reduction, reduced productivity and finally leads to lowered employee morale (Nilanjan and Bhattacharya 144). These issues are the ones that drive the employees to be against and protect the mergers and acquisitions. The strategic combinations of the mergers and acquisitions have a dramatically greater chance of success in terms of providing the added value to all employees, and shareholders. The success could also be experienced in justifying of the acquisition premium when they are led, designed and implemented with these four elements. The first element is the integrative perspective in which the mergers need to be seen as combinations that try to balance the interplay of the organizational architecture and organizational strategy with the guiding principles of the management of the change. The second element is the designed integration which is the scope, intensity and degree of the integration and should be driven by elementary business case for the merger or acquisition which defines integration process. The third is the differential leadership because leadership is very vital and different leaders have different roles. The leadership roles should be considered and assigned at the initial stages because this could bring confusion at the late stages. Lastly, the expanded due diligence factor is considered where the organizational issues are discussed. In this case, the organizational diligence is made a crucial part of the merger and the acquisition chain of events as is the due financial and legal diligence. An example of the job losses caused by mergers and acquisitions and also the reduction of salaries of the members of banks is the European banking sector. Since the start of 1990s, the European banking sector has witnessed massive job losses and the decrease of the salaries of the employees who were left. The impact of these job losses has been greater in the Northern Europe rather than in the southern Europe. The employment in the sector of insurance has also been affected as a result of mergers and acquisition. The nature and quality of the employment has greatly changed from the year 2000 in Europe (Paul and Simon 2002: 45). The reductions of employment have affected the branch administrative and networks functions. The older workers with the conventional banking skills who do not qualify and therefore not transferable easily to the new developed and centralized functions, for example those that work in the call centers, are affected adversely. These are the people who may rise ag ainst any mergers and/or acquisitions and also the banks may consider these people and reach a decision not to accept any mergers and acquisitions. Mergers and acquisitions have been known to accelerate corporate practices because the enterprises tend to review the whole cost structure entailing the mergers and acquisitions with the aim of identifying the very maximum savings that are possible. The job losses have increased greatly from 17.5% to 24% due to many mergers and acquisitions. A merger and/or acquisition also referred to as a takeover invalidates in many ways the employment contract. The employee works for someone else without having taken the required steps to change his or her employers. This brings into clear view in an emphatic manner the one-sidedness of the employment relationship and also the idea that the employees do not have any control over the decision of who their employers are. The mergers and/or acquisitions are described as the legitimate means for breaking the implicit contracts in the view of restructuring (Paul and Simon 2002: 183). The mergers are seen as avenues to disrupt job security that the employees have held for long periods and therefore are bound to disrupt the process of mergers and/or acquisitions. These mergers and acquisitions appear to the employees as deliberate strategies to violate the internal norms and also as a hard, brute exercise of powers and therefore they can prevent the succeeding of the mergers and acquisitions. The integrating of the different company procedures and systems requires the harmonization of the different aspects of terms and conditions that apply to the employment signings. These include job titles, pay scales, job descriptions, entitlements and benefits, supervisory and reporting lines are all subjected to revision in order to ensure that there is common practice in the new mergers and acquisitions. These changes may make the employees to reject any mergers and acquisitions. The mergers and the acquisitions upset the links between explicit and implicit contracts in accompany that was in the past based on trust between workers and managers, they are presently founded on assumptions and beliefs regarding mutual responsibility between employees and employers. The integration, merger and acquisition also requires the harmonization of the different aspects of conditions and terms of the employment to ensure that common practice in the combined organization which may alter the existing practices of the human resource and management of either or even both of the organizations. Workers or employees have also considered the lack of incentives due to mergers and acquisitions. There is no transparency in the reward systems and the mergers also lead to contradiction between performance assessments that focus on personal contribution and the objectives that require team-based work. The employees therefore call for better balanced team-based and individual rewards. This is supported by trade unions where they argue that the alterations to the psychological contract which include erosion in the job security are not well reflected in the enterprise reward systems after the mergers and acquisitions. This decreased job security, increased workloads, stress and anxiety are other significant consequences of the heightened merger and acquisitions activity. These factors coupled with lowered morale and also a deterioration of the organization performance has led the employees to be against the implementation of mergers, takeovers and acquisition. This human side of the acquisitions and mergers is all about the overall impact that mergers and/or acquisitions have on the employees in a certain company. These impacts on the psychological difficulties that the employees experience, the culture clashes which may emerge in companies during the post-merger integration period. Finally the ways in which these outcomes manifest themselves that include communication breakdowns, there is also the we-they mentality that occurs between the inclusive organizations in the merger and acquisitions, minimized commitment, reductions in productivity, organizational struggles for power and also office politicking and at last the loss of the key and main organizational members. All these factors combined include the employee issues that affect the realization of mergers and acquisitions (Anthony and James 3). Through research through face to face interviews, a writer concluded that the employees were an important asset to the companies and that they should be considered when the management decides on mergers and acquisitions. Through an interview with an employee of a company that had undergone acquisition, Hayes was told that the employees would not make any move because they were told that their methods were outdated and that they would have to readjust to the new companys way of conducting their activities. He indicated that when he tried to complain to the corporate about the situation, he was warned that if he squawked too loud, his position would be in jeopardy. This resulted to the destruction of the company morale and with time, the main people started leaving and it did not take much time before he also resigned (Hayes 1981: 131). If the company had taken into consideration all complains of their employers, they would have retained their experienced workers and this would increas e the productivity levels. Acquisition and mergers can adequately transform the organizational processes, systems, structures and also cultures of one or both of the companies involved that the employees will often feel confused, frustrated, frightened, stressed or even frustrated and therefore whenever the employees of a particular company here of any merger and/or acquisition they are ready to prevent the realization of the same. On the personal level, these feelings often lead to psychosomatic difficulties, sense of loss, marital discord and at the extreme level, they can lead to suicide. On the level of organization, these feelings are manifested in lowered productivity and commitment, increased disloyalty and dissatisfaction, increased turnover among the key managers, power and leadership struggles especially among the managers who remain in the organization and finally an increase in the dysfunctional work-related behaviors at all the levels of the hierarchy. These impacts on the employee and by the empl oyee are issues that negatively affect the mergers and acquisitions. It is reported that in the 3000 and above mergers that occurred in the year 1985, so many employees estimated to be more than ten thousand lost their jobs and others were forced to accept early retirement (Kanter and Segger-man 1986: 17). It was also estimated that by the year 1990, there will be 2500 savings and loans and 5400 banks that would be involved in mergers and these would affect more than 900, 000 people in the United States. In the year 2009, it was noted that there were decreasing mergers and acquisition activities and that also the credits were tightening. One of the reasons of a successful merger and transaction activity is the compensation which is never done and if it is done it is only given to the executives. The compensation can be a powerful tool to motivate the management and its team to influence positive outcomes in the activity involving mergers and acquisition. This has not been the case in the recent past and the employees are laid off without being paid well leading to the negative feelings that they experience shortly afterwards. This can explain the reduction of the merger and acquisition activity because the employees through their managers are able to prevent the realization or completion of a merger and/or acquisition owing to the fact that they are not compensated. In the recent past there was the acquisition of Merrill Lynch by the Bank of America, there was a problem in the executive pay and compensation and this led to a very expensive roadblock to the desired transaction. A report by the PricewaterhouseCooper indicates that the merger and acquisition activity has decreased 86 percent from the year 2008, the previous year. In addition to these statistics, when the High Court approves the schemes of arrangement of a merger, it takes into account the workers interests. The scheme of arrangement must provide for adequate protection for the employees service benefits and conditions. If the scheme shows otherwise, the High court does not agree to the terms and conditions of the merger and therefore we find that the issues of the employee are considered. The organizational behavior is always reflected by acquisition behavior, the relative size and the cultural compatibility. Global mergers and acquisitions are the main corporate strategies which the multinational corporations use to diversify, expand or even consolidate their businesses. In the year 2006, there was a recorded worldwide annual value of the acquisition transactions exceeded US $ 4 trillion (Larsen 2007: 23). This trend was also recorded in the year 2007 where the worldwide transaction value of the acquisitions in only the first 3 months ranged at US $ 1.13trillion which was the highest busiest recorded quarter ever in history (Saigol and Politi 2007: 145). However, almost 83%of these transactions were unsuccessful (KPMG, 1999; Sirower 1997). A considerable amounts of research developed that the failures were caused by the absence of a national cultural fit which is the cultural distance of the workers and employees (Rottig and Reus 2006: 340). This may lead to cultural problems and clashes among the involved workforces. This in return lowers the employee cooperation and commitment, cause voluntary turnover of the acquired top managers and could also complicate the process of post-acquisition integration (Very and Schweiger 2001:22). The cultural distance might have some positive results but it is among the high points that lead to the failure of the mergers and acquisitions and it is an employee-related issue. The organizational culture which is defined as the interdependent and interrelated system of practices, beliefs, norms and assumptions that the members of the organization bear collectively should be put into consideration before a merger and/or acquisition because when they are altered extensively after the merger, the employees will tend to work against them and this will not promote success of the merger and/or acquisition. The assumptions, norms and practices could be unconscious which are learnt through the socialization of the organization and often reflect the shared perceptions of the daily practices and also determine the things that are carried out within an organization (Gertsen, et al. 1998: 123). An example is the acquisition of the Tokyo Bank by the Mitsubishi Bank in the year 2003. These two organizations had very dissimilar organization cultures. The employees of the Mitsubishi Bank shared a common cultural norm of being to work on time, wearing only white shirts while at work and also thanking their department supervisors and managers in person for any monthly pay checks. But in contrast, the employees of Tokyo Bank were not used to strict dress code and being reprimanded for getting to work late and they also had no duty to carry out a thanksgiving ceremony as they collected their monthly salaries. After the acquisition activity, a huge number of the employees of the Tokyo Bank were alienated by the strict culture of the Mitsubishi Bank and they left the combined company voluntarily. This was in the United States. This is an example of how the employee-related issues could lead to unsuccessful mergers and acquisitions. Poor communication between the employees of the same company after a merger or an acquisition could lead to problems of integration in both the domestic and the international mergers and/or acquisitions. This may cause unsuccessful mergers and acquisitions and it is an employee-related issue. On the other hand, the international acquisitions are characterized by ethnocentrism; nationalistic attitudes; xenophobia and language barriers (Vaara 2003: 864) and these could lead to the failure of the mergers and acquisitions. Work cited Nilanjan Sengupta and Bhattacharya Mousumi. Managing change in organizations.PHI Learning Pvt. Ltd. Anthony Buono and James Bowditch. The human side of mergers and acquisitions: managing collisions between people, cultures and organizations. Chicago: Beard Books, 2003 Kanter, R and Seggerman, T. managing mergers, acquisitions, and divestiures. Management review, Oct 1986, pp 16-17. Hayes, R. what happens to my people after I sell? The human side of acquisition. In S. J. Lee and R. D. Colman (eds.), handbook of mergers, acquisitions and buyouts. Englewood Cliffs: Prentice Hall, 1981. Paul Temple and Simon Peck. Mergers and Acquisitions: critical perspectives on business and management. : Taylor Francis, 2002. Thomas Straub. Reasons for frequent failure in mergers and acquisitions. Germany: DUV, 2007. Rottig, D. Reus, T.H. Organizational and national cultures consequences for acquisition performance: A meta-analysis, Paper presented at Southern Management Association, Clearwater Beach, 2006. Saigol, L. Politi, J. MA volume tops $1,000bn, Financial Times, March 30: 13, 2007. KPMG. Mergers and Acquisitions: Global Research Report 1999. London: KPMG, 1999. Gertsen, M., Soderberg, A.M. Torp, J.E. Cultural Dimensions of International Mergers and Acquisitions, Walter de Gruyter: Berlin, 1998 Gertsen, M.C., Soderberg, A.M. Torp, J.E. Different concepts of culture, in Gertsen, M. C., Soderberg, A.M. Torp, J. E., editors (eds.) Cultural Dimensions of International Acquisitions, Walter de Gruyter: Berlin, 1998. Vaara, E. Post-acquisition integration as sense making: Glimpses of ambiguity, confusion, hypocrisy, and politicization, Journal of Management Studies, 40(4): 859-94, 2003 Very, P. Schweiger, D.M. The acquisition process as a learning process: Evidence from a study of critical problems and solutions in domestic and cross-border deals, Journal of World Business, 36(1): 11-31, 2001. Sirower, M.L. The Synergy Trap: How Companies Lose the Acquisition Game, Free Press: New York, 1997.

Maintaining Cultural Identity in the Face of Adversity Essay -- Cultura

Maintaining Cultural Identity in the Face of Adversity "At the turn of the century, Sea Island Gullahs, descendants of African Captives, remained isolated from the mainland of South Carolina and Georgia. As a result of their isolation, the Gullah created and maintained a distinct, imaginative, and original African American Culture. Gullah communities recalled, remembered, and recollected much of what their ancestors brought with them from Africa†¦" - Prologue to Julie Dash’s "Daughters of the Dust" The people who settled in the United States from all over the world built the rich history of the country. Indeed, the U.S. is a country that has been built on immigration. The first non-indigenous arrivers were European and with them they brought to the United States all of the western ideologies of their homeland. This is true of all of the groups that immigrated here over the course of the next several hundred years. However, the initial settling of the Europeans in America created a standard by which other immigrants would have to compete against. Once a particular group saturates an area, it is difficult for diversified outgroups to bring their own culture and belief systems into a society that has already established itself. This rift in cultures is evident at the turn of the 20th century. There are communities of like-minded people carefully segregated in New York City, for example. The Italians, the Irish, and the Jews and the Blacks all had their own niche carved for themsel ves in the big city. These pockets of ethnic groups are created for several reasons. First, people are most comfortable with what they already know. Imagine coming to a new country for the first time. If you can go to an area where you know they will... ...o that fact. The only way balance can be achieved, though, is if the past is not forgotten. African Americans must "recall, remember, and recollect much of what their ancestors brought with them from Africa†¦ ." Bibliography Online; Internet. available at http://www.lik.berkeley.edu/MRC/africanambib2.html. Pabis, Dr. George S. "Sub-Saharan Africa Under Foreign Rule." Online; Internet. available at http://www.gpc.peachnet.edu/~gpabis/lecdoc1503/lec23-Africa_Foreign.htm. University of Georgia Press. "The Gullah People and Their African Heritage." Online; Internet. available at http://www.uga.edu/ugapress/newsite/books/shelf/0820320544.html. Members of Honors Religious Traditions of the African Diaspora 1997. "The Gullah People and Their Link to West Africa." Online; Internet. available at http://dickinsg.intrasun.tcnj.edu/diaspora/gullah.html.

RFID in Health Care Industry

Radio Frequency Identification is one of the technological advancement that has made its way into almost all the industries. It serves the purpose of identifying and tracking the objects by transferring the data. Health care sector is one of the industries in which RFID is being used to enhance clinical practice, patient care and access the medical records of patients. RFID also helps in improving the operational efficiency and also patient safety. This paper gives a basic overview of the use of RFID in health care industry and the standards associated with it. Radio Frequency Identification is the process of identifying a person or an object or a thing using the RF-transmitted identification code. Over the years, the technology has played a vital role in improving the efficiency and effectiveness of health care systems. Today the health care systems are using a wide range of RFID applications to enhance the overall performance of their industry. A few applications include; RFID tracking system, RFID bracelets, RFID under the skin, RFID for patient management system and RFID for resource management system (Banks, 2007). Hand Hygiene Monitoring in Hospitals According to (Symonds, 2011) â€Å"RFID can also be used to ensure that proper hygiene (and other) procedures are followed† (p. 10). Hand hygiene monitoring is an important step to be taken by healthcare industry. The RFID system can keep a track of the employees washing their hands and also the cycle time of their hand washing process using an RFID card or a bracelet. This system utilizes the simple concept of washing hands and aids in reducing the number of infections passed on by the staff in the hospitals (Symonds, 2011). According to Centers for Disease Control and Prevention, healthcare associated infections are one of the major causes for the death of hospitalized patients. Humans or the healthcare workers are one of the major means of transmission of viruses and infections. Infections can spread either through direct contact or through the equipment used by these health care workers. Hand hygiene is therefore the fundamental measure in reducing the number of healthcare associated infections. The main aim of RFID systems here is to improve the hand hygiene in hospitals by building an automated monitoring system (Bennett, Jarvis, & Brachman, 2007). The hand hygiene system comprises of the following measures to be taken to prevent the transmission of diseases: * Cleaning hands with soap * Hygienic hand rubs The main objective here is to kill the bacteria that live on the surface of the skin to avoid its transmission to other people when in contact. The hand rubs consist of alcohol that kills micro organisms from nails, hands and forearms. They prevent drying of skin and reduce the rapid re-growth of bacteria (Raftery, 2008). RFID Hand Hygiene Monitoring System The RFID technology uses small â€Å"tags† which emit radio signals. These signals are read by the RFID readers. One of the recent developed RFID enabled system is a IntelligentM’s wrist band system which functions as follows. * The RFID readers are placed on the hand washing and sanitizing stations and the RFID system know all the locations of these stations. The employees who wear the wrist band developed by IntelligentM consist of the tags that can be read by the readers that are present on these sanitizing stations. The accelerometer that is present in the wrist band will identify the time spent by the wearer in washing the hand. The wrist band will not buzz once if the hands are washed correctly and thrice if they are not. * The RFID tags are also placed on some of the equipment and outside the patient’s rooms. Before carrying out any procedures that have higher risk of carrying infections, this system alerts the health care workers to properly clean their hands. * The employees are monitored at the end of each shift by collecting the data from the wrist band through the micro USB. In this way the hand hygiene system is monitored by the use of RFID (Young, 2013). RFID World Regulatory Bodies The regulating bodies from the following countries have an influence over the advancements of the RFID related technologies. * United States: FCC regulates electromagnetic spectrum. * Japan: Ministry of Public Management, Home Affairs, Posts and Telecommunications (MPHPT) * Europe: Bothe FCC and MPHPT are related to European Conference of Postal and Telecommunications Administrations (CEPT). RFID Standards in Health Care Industry International Standards Organization (ISO) ISO is a â€Å"non-governmental, international body based in Geneva, Switzerland† (McDonnell & Sheard, 2012). It provides standards for the tag data management and air interface protocols. European Committee for Standardization (CEN) European Committee for Standardization is a â€Å"European based non-profit organization located in Belgium†. CEN works in collaboration with ISO to develop balanced international standards in healthcare (McDonnell & Sheard, 2012). British Standards Institute (BSI) British Standards Institute â€Å"is a national standards body in the UK†. It is concerned with the products that are used in Healthcare and standards of these products (McDonnell & Sheard, 2012). American National Standards Institute (ANSI) American National Standards Institute is a body that is based in USA. It provides guidelines to develop products and approves the products that have met the recommended practices set by Association for the Advancement of Medical Instrumentation (McDonnell & Sheard, 2012). It provides standards related to the RFID labels on the products used by health care providers. ISO Standards for Health Care * ISO 13485: Provides guidelines for companies that manufacture medical equipment. * ISO 11784: Provides guidelines for structuring data on the tag. * ISO 18047: Provides guidelines for testing the conformance of RFID tags and readers. * ISO 18046: Provides guidelines for testing the performance of RFID tags and readers. * ISO 17664: Requires guidelines to be provided by the manufacturer to re-sterilize and decontaminate the medical devices. ISO 14937: Guidelines for developing and validating the sterilization process of healthcare devices (McDonnell & Sheard, 2012). Conclusion The RFID technology has come a long way in improving the productivity and efficiency of healthcare sector. By using the RFID technologies healthcare organizations can aim at providing improved patient care. By providing standards for development of various products equipped with RFID, t he products can be easily trusted and widely accepted.

Embracing Perspectives Essay

What does an apology really mean? Does mean being sorry? Or maybe it means giving something to compensate. It might even mean both or none of these things. The Rwandan genocide and Indian residential schools are legacies of historical globalization. We should embrace the perspectives behind these kinds of historical legacies to the fullest of our ability. People need to realize all the perspectives behind an issue. We need to learn from these actions of globalization and explore contemporary society’s responsibilities to address these injustices. The legacies continue to affect us today. For example, the residential schools were a dishonorable memory in the Canadian history. The Indian children were isolated from their cultures and removed from their homes. Their were sexual, mental and physical brutalities in residential schools. Our contemporary society responded to this issue in 2008 giving an apology from our prime minister and getting additional rights. Our society did everything they could to compensate for what happen in history. Our society gave an apology and a source for compensation. Although that is good it not all that can be done, we should embrace the perspectives reflected in historical globalization. Educating people about the different perspectives is important. For instance the residential schools, we need to highlight the perspectives of the children, the perspectives of the parents and the perspectives of the people behind residential schools. This is the only way to understand the whole story. If you only understand the perspective of only one party, it is like reading half or maybe even less of a book, and saying you understand the story line. It is evident that we should embrace the perspectives reflected in the source regarding legacies of historical globalization. We see this in the different legacies of historical issues. The issue in Rwanda is a detrimental chapter in historical globalization. The countries that should have been helping Rwanda at that time did not because simply they had no investments to gain from. If these countries were to understand the perspectives of everyone involved in this global issue they would have seen that the perspective of every one was important not only their own nations. Clearly the extent to which we embrace perspectives was not to the fullest and as a result there were millions of death and brutal murders. The residential schools and the Rwandan genocide were both a great example of how different perspectives should be embraced to a fullest extent. Without knowing all the perspectives to good extent it is not possible to understand the full story, therefore we cannot stop violence of an issue or even learn to properly apologize or a nation cannot apologize for historical cold-bloodedness. We should embrace the perspectives behind these kinds of historical legacies to the fullest of our ability. It is clear and evident that understanding the perspectives behind a complex issue is the first and the major step to apologize for a society or to stop a conflict even in current time.

Summary Example

Summary Example Summary – Article Example First Last 4 September Framing Energy Security between Russia and South Korea: a Summary For severalyears, South Korea and Russia have been involved in fuel and energy projects having Russia as the producer and South Korea, the consumer and distributor. One of the biggest projects was the Kovykta PNG project which started on December, 1997. The original plan was to build pipelines and deliver natural gas from Eastern Siberia to the participating countries: Japan, China, Mongolia and South Korea who proposed North Korea to be also part of the project. Although this has been a very promising project, the hopes of providing one-third of South Korea’s annual fuel demand in 30 years was suspended. This was because of the new nationalist views that Russia should prioritize Russian consumers and protect its natural resources. The Kovykta project with South Korea was discontinued (Ahn 593).The Sakhalin gas project has been the first successful energy project between Russia and South K orea. Sakhalin has produced 60M barrels of oil that was exported to seven countries. In a signed contract, Sakhalin Energy has agreed to provide 1.5 metric tons of liquefied natural gas (LNG) to South Korea. It is now the closest source of LNG, taking only two to three days for delivery. Because of the good quality of Sakhalin’s crude oil, South Korea has also been importing this for production of diesel and kerosene (595).Other projects between South Korea and Russia included: (i) a $38B project between LG (South Korea) and Tafnet (Russia) to construct an oil refinery in Tarstan; (ii) a $50M deal by Vneshtong bank to finance acquisition of Korean equipment by Russian companies, and; (iii) a $250M agreement between Rosnef and Korea for the exploration of West Kanchatka and Sakhalin Island for oil reserves (595).Despite these projects and agreements, bilateral energy security between the two nations is still being stagnant of the lack of government policies regarding the energ y market infrastructure. For example, projects located in the trans-border will not materialize if the states around the border will not cooperate. Also, there is a lack of mutual trust between the two countries. South Korea has a few energy specialists that are capable of solving government-related issues. Thus, the Korean policy makers had only been occupied with short-term projects instead of eyeing for the longer terms. South Korean investors were also doubtful in investing in Russia’s fuel supply because the other side had failed to provide legal and infrastructural evidences to attract investors (603).Providing gas and oil to South Korea would promote growth to Russia’s economy. On the other hand, Russia’s resources would provide answers to South Korea’s energy shortage. However, in order to create a functional oil and gas pipeline, a multilateral instead of bilateral energy cooperation project should take into place between Japan, China, Korea and Russia (606).Discussion Questions:1. Why was the Kovykta project discontinued?2. What project was the most successful between South Korea and Russia?3. What are the other deals signed between South Korea and Russia?4. What are the problems of a bilateral energy cooperation project?5. How can a gas and oil pipeline be a plausible system?ReferenceShe Hyun Ahn. â€Å"Framing Energy Security between Russia and South Korea?† Asian Survey 50.3 (2010): 591-614. Summary Example Summary – Article Example Phrenology In the article, Snaring the Fowler; Mark Twain Debunks Phrenology, we find that Lorenzo Niles Fowler had gainedcelebrity status by reading people’s minds using phrenology. Many people of that time were of the belief that phrenology had the capability of explaining the totality of human experience. They wrote books that described the various ways in which phrenology can be applied, for example; to know the qualities of an employee or a potential mate (Lopez). Mark Twain was not fazed by the claims and testimonies lavished upon phrenology. He used a simple single-blind reliability test to note whether the practice was accurate in reading one’s personality. He visited Fowler’s offices for a reading in 1872 or 1873; he was disguised. Twain notes how Fowler examined bumps on his head to come up with positive qualities like; courage, spirit of daring, and fearlessness (Lopez).On the other side of his head, Fowler found cavities and used them to counter Twain ’s positive personality traits. For instance, Fowler found a cavity of Twain’s skull and concluded that he lacked a sense of humor. He found a â€Å"courage† bump, but it was canceled out by a cavity that shown a timid trait.Twain likened the readings to palmistry; he later indicates how the readings were different after he went for a second reading. This time, he identified himself and the cavity that signified a lack of humor was gone and now had a lofty sense of humor. Studying the bumps and cavities of someone’s skull to get an understanding of the brain’s underlying functions was pioneered by Frank Gall. Phrenology’s only success is that it helped researchers to focus their attention on the localization of functions of the brain. It is the idea that brain regions contain specific functions. Further research has lead to the discovery of neurons. They contain dendrites, axon and myelin that enable the neuron to send messages after stimula tion. Scientists have found out that neurotransmitters influence our moods, mental abilities and memories, not bumps on our skulls (Myers).Lopez, Delano Jose. Snaring The Fowler: Mark Twain Debunks Phrenology - CSI.  Csicop.org. N.p., 2002. Web. 16 Feb. 2015.Myers, David G.  Psychology. New York: Worth Publishers, 2004. Print. Summary Example Summary – Article Example Article Summary This paper gives a summary of the journal article, with Intellectual Disabilities Going to College? Absolutely!† authored by Kleinert, Jones, Sheppard-Jones, Harp and Harrison. This article appreciates the tremendous gains in the enrolment for postsecondary education by students with disabilities in the recent past. However, those students suffering from intellectual disabilities (ID) have widely been excluded from postsecondary education. The available opportunities for include stand-alone programs involving customized classes in college setting, integrated programs where students with and without ID undertake courses together and mixed programs encompassing both the stand-alone and integrated models. The rationale for postsecondary education for intellectually disabled students includes the associated increase in participation in community activities and improved employment outcomes.The article gives a case study of Kentucky’s Supported Higher Education Project, SHEP, where young people with ID are provided with opportunities to pursue their career goals and learn critical life skills. From this, the researchers appreciate the key to success for inclusion of students with ID as recognition of such students as members of the community with the ability to actively participate and contribute in communal activities. Individualized support models include small teams who offer person-centered support. Peer mentors could also be used, these being other students offering the requisite support. Thus educators should collaborate with local colleges to come up with new programs that support students with ID. Thus, Kleinert et al. (2012) recommend that teachers develop person-centered planning processes to prepare students with ID to transition to postsecondary education, ensure that they access grade-level general curriculum, support their involvement in extracurricular activities, access supportive technology and have an opportunity for sch ool’s guidance and counseling services. In conclusion, the article appreciates that times have changed and thus the need to develop education systems that meet the needs of all students regardless of their disabilities.ReferenceKleinert, H., Jones, M. M., Sheppard-Jones, K., Harp, B. & Harrison, E. M. (2012). Students with intellectual disabilities going to college? Absolutely! Teaching Exceptional Children, 44 (5), 26 – 35. Summary Example Summary – Article Example In Person: Columbia Banks Dressel Tries to Balance Growth and Local Focus In Person: Columbia Banks Dressel Tries to Balance Growth and Local Focus The news article is about Melanie Dressel, the CEO of Columbia Banking System (DeSilver, n.d.). It tells of the rise to success of Dressel that led to her being named for the fourth time, by the American Banker as one of the 25 most powerful women in banking. She was also named as Business Leader of the Year for 2010 by the University of Washington-Tacomas Milgard School of Business. Dressel is instrumental in the growth and success of Columbia Banking which is now 10 times the size since they started. The article gave a brief background of Dressel, tracing her roots from a little girl who helped in the jewelry and gift store of her parents to someone who wanted to be a politician. Dressel revealed that banking was not her first career choice because her early passions were drawn towards politics. She graduated from UW with a political s cience degree hoping to apply in law school. She however took a job at the Bank of California, Tacoma branch, which she taught would be a short term thing but lasted for 14 years. This marked the start of her banking career which eventually brought her to Columbia. The success of Dressel is attributed to her management style. According to Bill Philip, Puget’s retired CEO, Dressel is â€Å"a good administrator and has good people skills. She gets along well with the staff, the customers and the outside world" (DeSilver, n.d.). Dressel does not want Columbia to be considered like the other banks which does not give the personal touch to their clients, instead she wants â€Å"to take care of people in a community-bank style† (DeSilver, n.d.). This is what differentiates Dressel from the other CEOs of big banks and this is what led to her and Columbia’s success.ReferencesDeSilver, D. (n.d.). In Person: Columbia Banks Dressel tries to balance growth and local focus . Retrieved December 6, 2011, from seattletimes.nwsource.com Web site: http://seattletimes.nwsource.com/html/businesstechnology/2016866702_inpersondressel2 8.html. Summary Example Summary – Book Report/Review Example Education and Social Change The history of social change in America is intertwined with the history ofeducation. A look into the history of social change proves that both these factors influenced each other. Education enabled certain social groups to climb the ladder of social status in different styles and at different paces. The history of social change in America can never omit the history of education. Chapter 3Education had an important role in American social development in the 19th century. During 1800s, different groups including women and African Americans faced exclusion and discrimination in the American education system. A perfect example of the role of education is the Irish immigrants. They faced serious discrimination in the 19th century and did menial jobs in the society. There were more Irish in jails than other groups (Rury 98), and they represented most of the homeless. However, the second generation of them managed to get skilled jobs, and with better financial si tuation, by the end of the 19th century, the Irish school enrollment rate was equal to that of long-settled American natives (Rury 100). In addition, by 20th century, nearly one-third of the public school teachers in New York were Irish (Rury 104). Most other ethnic groups followed similar patterns, though in a slower manner. Similar is the case of females. The change started through visionaries like Emma Willard and Horace Mann who advocated advanced education for women. Thus, by the end of 19th century, women reached jobs which required advanced education. However, African-Americans faced the toughest deal as there was strong racist ideology against them. The situation changed for a short period after the Civil War when North initiated Reconstruction (Rury 113). There was a considerable increase in the number of African American students in the South as a result. However, the reconstruction came to a halt as the White supremacists regained power. The schools for Blacks received li ttle or no assistance from the White leaders and the situation again worsened. The history of American Indians is more or less the same. Chapter 4The beginning of the 20th century witnessed considerable economic and industrial growth followed by population growth. The result was a weakening of the existing social and community bonds. In addition, there was influx of immigrants to industrial areas. Harsh working conditions resulted in revolts and labor conflicts became common. A large number of scientific advances and theories came, offering a new world order and creating uncertainty about future. This progressivism introduced two changes in education; firstly, education became more responsive to the needs of children, and secondly, schools were more closely integrated with the community. Thus, by the early 20th century, nearly half of the nation’s teenage population attended schools, and the rise of secondary schooling boosted the educational attainment in America. This incre ase in education attainment led to better productivity and efficiency (Rury 142). However, these changes did not considerably benefit women and Blacks as racism and sexism still existed. Another change during the period was the birth of modern university. Chapter 5The period after World War II witnessed â€Å"baby boom†, and a new adolescent culture emerged around educational institutions (Rury 178). As the Nazi theory of superiority was averted, many people started questioning the existing ideas of social superiority based on race. In addition, the experience of Great Depression and the growth of trade unions broke the existing concepts of social status. In addition, the increasing number of Black population in cities caused a change in racial composition of public schools. For the first time in the history of American, federal government started using schools as a way to address the problem of inequality. The period thereafter saw various initiatives from government to addr ess inequality through schools. As more teens started attending high schools, there arose an adolescent culture. They had their own entertainment; fast cars, cigarette, alcohol, sexual promiscuity, and rock-and-roll music. The period after 1950s saw an ever-larger number of youth reaching colleges. This â€Å"baby boomers† became a significant force. With distrust towards the values of the adult society, this new generation gave birth to a new â€Å"counter-culture† and impressed the same on the rest of the society (Rury 184). In total, it becomes evident that social change in America during the 19th and 20th century was considerably influenced by the developments in education. In addition, it is seen that social change had an important role in shaping American education system. Rury, John L. Education and Social Change: Contours in the History of American Schooling. New York: Routledge, 2013. Print. Summary Example Summary – Term Paper Example September 10, Summary: â€Å"Fully Training Your Food and Beverage Staff While Reducing Turnover† The article en dâ€Å"Fully Training Your Food and Beverage Staff WhileReducing Turnover† written by Craig Pendleton disclosed relevant information, specifically common issues and concerns that besiege the food and beverage (F (2) the complexity in operations within food and beverage operations which include â€Å"manufacturing, service, marketing and sales† (Pendleton 34); (3) employment preferences select F (4) personnel hired in F (5) promotions were reported to be based primarily on performance and not on leadership ability; (6) trend of high turnover rates associated with F (7) lack of understanding by personnel of F (8) outdated training materials; and (9) lack of knowledge and competencies of HRM staff regarding F (2) a more comprehensive training program should be designed to cater to the needs, demands, competencies, and skills of F (3) HR department should have a personnel who is competent and qualified on F and (4) promotions and performance evaluation should be designed based on standards, as well as abilities and aptitudes (Pendleton). Overall, Pendleton emphasized that the F&B department is a crucial part of the operations of a casino. Therefore, to ensure that F&B personnel perform in the most effective and efficient manner, proper training and development should be accorded, as consistent with the mission and vision of the organization. Likewise, to address the evident high turnover rate, the personal and professional growth of F&B personnel should be aptly taken in due consideration.Work CitedPendleton, Craig. "Fully Training Your Food and Beverage Staff While Reducing Turnover." Indian Gaming (2003): 34-35. indiangaming.com/istore/May13_Pendleton.pdf. Summary Example Summary – Article Example Summary Summary Yik Yak Company develops an anonymous social media app called the Yik Yak. The app targets mostly colleges and universities. This app is causing troubles in these institutions, which it targets. The app allows one to post an anonymous â€Å"yaks†. In most cases, the â€Å"yaks† are offensive. Eastern Michigan is among the universities, whose campuses have been affected by offensive â€Å"yaks.† Since its inception, individuals have been using the app in a negative way. Users within colleges and universities often use it to issue threats to their colleagues and even to their lecturers. Professor Margaret Crouch of the University of Eastern Michigan, is one person who has been attacked by the offensive â€Å"yaks.† A number of colleges and universities complained about this app. Some individuals suggested that the organization needs to redesign its product because it allowed criminals to issue threats to their victims. It also allowed student s to send offensive â€Å"yaks†, which others found abusive. Some individuals who have experienced harassment on Yik Yak supported a move to ban the app. In other schools, for instance, a group of African-American students at Clemson felt racially offended by some posts (Mahler 2015). They constituted part of the group that demanded the ban of this app. The organization has so far responded to these complaints and redesigned the app to prevent posting of offensive â€Å"yaks† by users. ReferenceMahler, Jonathan. (2015). Who Spewed That Abuse? Anonymous Yik Yak App Isn’t Telling. The New York Times, March 8. nytimes.com/2015/03/09/technology/popular-yik-yak-app-confers-anonymity-and-delivers-abuse.html, accessed March 27, 2015. Summary Example Summary – Case Study Example In ‘IT Doesn’t Matter’ Nicholas Carr (2003) has raised the question of the reduction of strategic importance of information technology within the wider goals and objectives of businesses. The article claims that IT has lost relevance with regards to its strategic value within a business. With commodification of information technology, easy accessibility to IT resources and development of generic software for various operations, the businesses can no longer use it as competitive advantage. Hence, increasing expenditure in the IT infrastructure must be reassessed. The rapid advancement in technology significantly enhances the prospect of existing technology becoming a burden rather than an asset. Hence, it would be prudent to use effective bargaining tools with sellers to reduce the cost of upgrade. Indeed, as Carr states, the companies must ‘manage cost and risk meticulously’. On the other hand, McAfee and Brynjolfsson (2008), in their article, Ã¢â‚¬Ë œInvesting in IT That Makes a Competitive Difference, assert that IT still remains a strong component of competitive advantage if applied within the business processes to improve and improvise outcome. Industry data from Bureau of Economic Analysis of BEA was analyzed as to how IT had changed competition dynamics. It revealed new technologies were not the main force but the innovation in processes, because through the use of technology helped companies to make a difference and gain advantage. Thus, using IT as a platform to innovate new processes within operations and propagate them widely to enhance efficiency, accuracy and timeliness becomes critical elements of competitive advantage. Hence, article reinforces the relevance of IT in creating significant difference within the industry which helps to provide competitive advantage to the firm. (words: 269)Works citedCarr, Nicholas, G. IT Doesn’t Matter. Harvard Business Review, May 2003: 41-49. PrintMcAfee, Andrew., and Brynjo lfsson, Erik. Investing in IT That Makes a Competitive Difference. Harvard Business Review, July-August 2008: 98-107. Print SUMMARY Example SUMMARY – Article Example Summary In "TV," Mary Pipher clams that TV negatively influences the development of the medium community. The iswary of the verity that TV has replaced the human relations that were in existence previously (Pipher 358). With the streets arguably getting insecure by the day, a lot of individuals have resulted to staying indoors and watch TV instead. Children no longer enjoy the play time that they used to before as they have resulted to watching TV. It is evident that TV has slowly replaced the ‘persons’ with ‘personas’ as Pipher indicates (358). Families have been affected as well. The author gives a good example of people who no longer visit their neighbors to check on their progress (Pipher 357). Visiting time has slowly been taken up by the TV. Worse still, the author is more concerned resulting from the reality that TV is on even during family special and private moments such as meal time (Pipher 357). Adults are no exception. They have been indicated to stay for long hours listening to speeches and watching violence linked movies (Pipher 358). Arguably, this influence of the TV escalates the chances that TV might lead to violence in the adults watching TV regularly. Conclusively, it is evident that the TV has changed the societal structures and the way systems were run previously. TV has destroyed family links, human relations and attitudes towards life. With this in perspective, it is recommended that individuals minimize the amount of time they dedicate to TV and focus on mending their relations. Work CitedPipher, Mary. TV. 2014. JPG  file.

Canada Criminalizing Pornography Essay

Canada Criminalizing Pornography Essay Canada: Criminalizing Pornography Essay During the 1950's there was a social movement against the pornography industry in Canada. Religious and Feminist groups were concerned about the harmful effects regarding the danger and degradation of women. The opposition to this movement was that pornography was a freedom of expression and sexual orientation. This brought about many political debates and controversies about what is ethically right and what is a personal freedom. This created many problems for the Canadian government on how to legislate pornography and up hold the Common Rights of Canada. First Legislation on Obscenity and Criminal Law In 1959 the Canadian government passed the first law regarding obscenity after a social movement by feminist groups. The Canadian law stated "For the purpose of the Act, any publication of a dominant characteristic of which is the undue exploitation of sex, and any one or more of the following subjects, namely, crime, horror, cruelty and violence shall be deemed obscene." The addition of this law did not settle the conflict between Liberals and Conservatives over the value of pornography and sex itself. Everything was based around one question: Were representations of sex socially and morally dangerous or sexually liberating? Feminist Movement During the 1980's another Feminist movement began because they felt the current law didn't do anything to protect women and it didn't criminalize pornography in any way. Feminist groups argued that pornography oppressed women and it would influence men to believe that this degrading behavior portrayed in adult entertainment is acceptable and something must be done to change it. However, not all Feminist believed in this movement. This particular group went under the name Feminist Against Censorship. This special group was opposed to censoring pornography because it would give power to the men in the Canadian government power to control women's rights: it's the epitome of sexism. Some of the Feminist leaders in North America said that current laws interpret text in such a way that the government ignores the realities of women's lives. In other words, the Feminist group says, the law is too subjective and it must be thrown out and a completely new law be instated that will do away with pornography completely. In order for women to change this law they would have to prove that men who consume pornography also behave in this way by degrading and dehumanizing women. At this point in time there was no evidence supporting that if a man watched pornography that he was going use violence or demeaning behavior towards women. The other side of this argument is that pornography is the reality of sex and that it is a normal practice of sexuality. Pornography is some thing that both men and women enjoy and is used to shape their own human sexuality. It could be argued that the laws in a free society cannot limit or take away the right to read or watch something unless it is proven to harm another human being. It is the freedom of press that allows pornography to remain legal in North America. Conservative Stance Another group that had an opinion on this matter was the conservative religious groups. They argued that pornography was a danger to marriage and good moral values. These religious groups believe that sex is a gift from God and should only be between a man and his wife. However, conservatives did agree with the Feminist Against Censorship on the fact that sex does not degrade or dehumanize women when practiced in the right context. Sex is something that is equally shared between a man and women. The religious groups were fighting to protect what was given as a gift from God and not for it to be abused as entertainment for the public eye. Mobilization of Science: Fact vs. Morality Both Feminist and Conservatives joined forces to censor pornography on the basis that it degrades sex and oppresses women. In the late 1980's R.E.A.L Women of Canada stated that "scientific research was now