Mcworld Vs. Jihad Essays - McWords, McWorld, Terminology

Mcworld Vs. Jihad McWorld vs. Jihad Significant historical processes shape the world and society. The contemporary world is what we make it. Each action by our country, culture, society results in change. According to Benjamin Barber, there are two major forces shaping humans socially, and spiritually; the McWorld and Jihad. McWorld is a term for the commercial collective of the world, and Jihad, an Arab word for crusade, is used to symbolize all of nationalist, fundamentalist, ethnocentric, and tribal rejections of McWorld . McWorld is a scenario of commercial and technological interdependence. It is a virtual paradise consisting of spreading markets and global technology1. Barber states that half the time the world is striving for this McWorld but at the same time it is destroying the human spirit, turning us into mindless robots of conformity. The people who support this goal are the creators of the new gods: KFC, McDonalds, MTV1. It shapes the world because at one point, this goal of virtual paradise is linking the human race together for technological advancement and interdependency. However at the same time it is taking our values and twisting them to the point where mass murders and acts of terrorism effects us on a lower scale than that of a stock merger. Jihad consists of the all the crusades of tribes and peoples fighting for Babel1. Babel is the world that is full of ideals: all that is against technology, pop-culture, and modernity itself1. The world, however, will not work solely on one side of the McWorld-Jihad spectrum. The solution, according to Barber, is the ideology of Nationalism1. Barber goes on stating that, Nationalism established government on a scale greater than the tribe yet less cosmopolitan than the universal church and in time and birth to those intermediate, gradually more democratic institutions that would come to constitute the nation-state. Additionally, Barber says that the present day society is currently striving to recreate a world in which our only choices is either McWorld or Jihad, when in truth both have lost their democratic virtues1. To conclude, Jihad and McWorld are not really in competition, they compliment and balance each other out as Barber states in his writings. There is always a middle gr1ound or mixture of the two scenarios. For example, Iranian zealots keep one ear tuned to the mullahs urging holy war and the other cocked to television mogul Rupert Murdohs Star television beaming Dynasty, Donahue, and the Simpsons1. The relationship between McWorld and Jihad is the most interesting. Jihad not only revolts but abets McWorld, and while McWorld not only imperils but recreates and reinforces Jihad1; much like Ying and Yang. The relationship and the constant shift in domination is what appears to be shaping the contemporary world today. History Essays

9 famosos a los que EE.UU. negó o cancelo la visa

9 famosos a los que EE.UU. negà ³ o cancelo la visa Los ricos y famosos tambià ©n tienen problemas con las visas americanas, siendo muy variadas las causas por las que no se les deniega la solicitud de visa o se le cancela la que ya tienen. En la lista de famosos que sigue a continuacià ³n se pone de manifiesto que entre las causas ms comunes por las que se convierten en inelegible para una visa no inmigrante o inadmisible para ingresar a Estados Unidos es el consumo de drogas. Menos comà ºn pero tambià ©n frecuente se dan casos de relacià ³n con el narco, conducta violenta o presuntamente delictiva y presencia ilegal en el paà ­s. Sin visa americana por asunto de drogas Diego Armando Maradona. El astro argentino del fà ºtbol vio rechaza su peticià ³n de visa de turista cuando pretendà ­a viajar a Disney con sus hijas y su nieto Benjamà ­n Agà ¼ero. Aunque en la prensa se hizo eco de que la causa de la negacià ³n de la solicitud podrà ­an haber sido las simpatà ­as polà ­ticas de Maradona por Cuba y el gobierno bolivariano de Venezuela lo cierto es que à ©se no es motivo. Aunque la Embajada de Dubai, que fue la que rechazà ³ la peticià ³n, no ha aclarado el asunto, puede razonablemente pensarse que el pasado de consumo de drogas de Maradona jugà ³ su papel. Y es que las drogas, tanto el trfico como el mero consumo son razà ³n principal para que se cierre la puerta a Estados Unidos. Si Maradona quiere mostrar al Ratà ³n Mickey a su nieto, siempre le quedar Parà ­s, ya que Disney Japà ³n tampoco lo podr visitar. Y es que el gobierno de Tokio tambià ©n le ha denegado la visa alegando su consumo de drogas. Recientemente, el astro argentino solicità ³ de nuevo la visa y le fue negada. En la prensa se seà ±alà ³ como posible causa el haber insultado pà ºblicamente al presidente Donald Trump. Amy Winehouse. La fallecida estrella de la cancià ³n britnica no puedo obtener una visa de trabajo para actuar en directo en los Grammy 2008. El consumo de drogas fue la causa. La cà ©lebre cantante tuvo que conformarse actuando desde su Gran Bretaà ±a natal và ­a satà ©lite. El famoso cantante de ranchera y actor mexicano Pablo Montero sufrià ³ en su carne la cancelacià ³n de una visa. Si la razà ³n fue una equivocacià ³n, como dicen algunos, o una portacià ³n de droga ilegal para consumo propio, como alegan otros, es un misterio. Que hubo cancelacià ³n de visado, es un hecho. Incluso el ex presidente colombiano Ernesto Samper sufrià ³ en su propia piel una cancelacià ³n de su visa americana. Nadie dice que el mandatario haya consumido ninguna substancia ilegal ni tampoco que haya traficado. Pero sus lazos poco claros con ciertos elementos del narcotrfico fueron suficientes para justificar que se quedara sin visado. Un ejemplo de que no es necesario tocar la droga directamente para que el asunto tenga consecuencias en la visa es el de la bellà ­sima modelo y empresaria colombiana Natalia Parà ­s. Vivà ­a ya en Miami cuando al viajar a Colombia a renovar la visa se encontrà ³ con que no podà ­a ser. Paris es viuda de Julio Cà ©sar Correa Valdà ©s, un presunto narcotraficante con quien tuvo una hija. Y es ser familiar inmediato de un narco es, por ley, causa para quedarse sin visa. Por à ºltimo, en este apartado tambià ©n se encuentra el incidente sufrido por la cocinera y presentadora britnica Nigela Lawson, quien fue sacada de un avià ³n ya a punto de colocarse para despegar hacia Estados Unidos. Previamente el ex marido de Lawson la habà ­a acusado pà ºblicamente de consumo de drogas. Sin visa por presencia ilegal en Estados Unidos La actriz, cantante y conductora de televisià ³n Dorismar entrà ³ en Estados Unidos en 2002 como turista sin visa en un momento en el que los argentinos estaban incluidos en el Programa de Exencià ³n de Visas. Se quedà ³ en Florida y triunfà ³. Hasta que un dà ­a, cuatro aà ±os ms tarde, las autoridades llamaron a su puerta y la deportaron por estar ilegalmente en el paà ­s. Se cree que hubo una denuncia previa de una colega que alertà ³ a la migra. Desde entonces, no ha podido regresar a EEUU.ya que el castigo por presencia ilegal por su accià ³n es de 10 aà ±os. Asuntos pendientes En ocasiones, las visas se cancelan temporalmente o no es posible obtener una hasta que se soluciona favorablemente un asunto judicial pendiente. Esto afecta tambià ©n al privilegio de viajar a Estados Unidos sin visa por ser ciudadano de un paà ­s incluido en el Programa de Exencià ³n de Visas. Eso es lo que le pasà ³ al cantante y D.J. britnico Boy George, quien tenà ­a un asunto pendiente de detencià ³n ilegal y tambià ©n afectà ³ a Lily Allen, quien se perdià ³ los MTV Music Awards de 2007 hasta que se resolvià ³ un presunto ataque a un fotà ³grafo. Sin visa americana por corrupcià ³n 9Las relaciones poco claras con el gobierno Fujimori le ha valido la cancelacià ³n de la visa a la conductora de televisià ³n peruana Laura Bozzo tener que dejar de transmitir su programa para toda Latinoamà ©rica desde Miami y dejar deshabitada su mansià ³n en Florida. Quien sà ­ tiene visa a pesar de reportes en sentido contrario La sexà ³loga cubana Mariela Castro, hija de Raà ºl y sobrina de Fidel, sà ­ que ha tenido visa para visitar EEUU cuando asà ­ lo ha solicitado. En ocasiones su tramitacià ³n se ha demorado ms de lo habitual y se ha llegado a publicar que le negaban la visa. Pero finalmente siempre se le ha aprobado, a pesar de que sus viajes a EEUU son siempre muy protestados. Americanos sin visa para ingresar a otros paà ­ses Estadounidenses ricos y famosos tambià ©n se han visto en problemas en otros paà ­ses. Asà ­, Paris Hilton se encontrà ³ con que le prohibà ­an la entrada a Japà ³n. En una situacià ³n parecida se encuentra reina de los hogares Martha Stewart no puedo conseguir una visa para el Reino Unido. Stewart estuvo en la crcel cumpliendo pena por haberse ilegalmente aprovechado de informacià ³n confidencial para conseguir ganancias en la Bolsa. Un caso insà ³lito pero real es el de una estadounidense profesional que reunà ­a todos los requisitos para una visa de inmigrante (tarjeta de residencia) para Nueva Zelanda se encontrà ³ con que su solicitud fue rechazada por estar tremendamente gorda. La razà ³n argumentada por las autoridades de ese paà ­s fue que serà ­a una carga para el sistema de salud pà ºblico. Puntos clave: famosos sin visa americana Estados Unidos puede negar o cancelar cualquier visa no inmigrante a cualquier persona que considere inelegible para la misma o inadmisible para ingresar al paà ­s.La causa ms frecuente de la negacià ³n o cancelacià ³n de la visa a famosos extranjeros est relacionado con el consumo de droga o và ­nculos con el narco. Este es un artà ­culo informativo. No es asesorà ­a legal

Joblessness Essay Example | Topics and Well Written Essays - 2000 words

Joblessness - Essay Example Apart form the recession, dynamic changes like globalization and free trade has had a negative impact on the employment situation in the United States. Jobs have been outsourced at the cost of employment back home, leaving many people in a state of joblessness. This paper studies the impact of joblessness among the middle and upper aged population in the United States with reference to sociological perspectives. Middle aged joblessness results in financial and psychological stress, but has one advantage in the sense that such persons are better equipped to teach their children how to cope in the ‘new risk economy’. During the course of this research, four arguments will be discussed. The first one is that, the new risk economy is harsher on middle aged and older employees with regard to being jobless. The second is that, in times of recession in the economy, qualification, experience and age is given preference over youth and lack of experience. The third argument is that joblessness will lead to lower levels of commitment and will result in unemployed middle aged and older workers to become free agents. The fourth is that the life course of the jobless has changed drastically when shifting from the Fordist era to the new risk economy era. According to Goldsmith et al, unemployment has two adverse effects on the society, the economy, and the individual and their families. For them, â€Å"one is the output foregone that could have been produced if unemployed workers had been productively employed. The second is the psychological damage suffered by unemployed workers and their families† ( Goldsmith, Veum & Darity, 1996). Companies are now looking at minimizing costs in order to remain competitive, and one of the ways in which this is accomplished is through reduction in the number of employees. Increasing globalization coupled with

Aristotle's Physics 2.1 Term Paper Example | Topics and Well Written Essays - 1500 words

Aristotle's Physics 2.1 - Term Paper Example y of four causes in Metaphysics with Plato’s philosophy of forms in order to illustrate the difference between the philosophies of the two, showing the important evolutionary link between the ideals. Where the fundamental rules and laws of Nature (â€Å"Physics†) operate through a logic and reason that is pre-determined in the metaphysical, we can trace this concept in Western thought to the teachings of Aristotle, viewing their reflection in the scientific method and democratic system of government as foundational to our lives, realities, and understanding. The first question I will address is ‘the conception of nature as a kind of cause in Physics 2.1’ which can be illustrated in the following quote by Aristotle: â€Å"Some of the things-that-are are by nature (phusei), but others are due to other causes [diallas aitias] [e.g. artifacts].† In Aristotle’s philosophy, which forms the basis of Greek humanism, there is a fundamental duality between â€Å"Physics,† the material world and the logic of its operation, and â€Å"Metaphysics,† what is beyond the material world and exists only in the mind- the world of ideas, concepts, and mental events- also containing a logic of operation. Aristotle treats these subjects in different works, so to focus on Physics without attending to his ideas in Metaphysics would not give us a complete view of his overall philosophy. The critical point here is to focus on how the terms are being translated from the ancient Greek, for in this case Aristotle is not intro ducing â€Å"Nature† as we understand it, meaning the natural world, the environment, creation, etc. as a kind of cause, he is introducing a type of â€Å"essence† or essential identity as cause through phusei. When we consider â€Å"nature† as cause in the sense it is posited by Aristotle, we should perhaps translate it as â€Å"natural essence† or â€Å"original essence† to come closer to the meaning the philosopher intended, which is also related to characteristic

The Importance of Regular Asthma Review Essay Example | Topics and Well Written Essays - 1500 words

The Importance of Regular Asthma Review - Essay Example The extent of the narrow. Asthma has a significant impact on children's health; nationally 5% of GP consultations for Children relate to asthma. Evidence suggests that the long-term future for children with .Persistent uncontrolled asthma is relatively poor, with most continuing to experience .Symptoms into adulthood, and that prevention, early intervention and effective long-term .Every year if your symptoms are well controlled or more often if your symptoms are difficult to control. Within 48 hours of a serious asthma attack to make sure your symptoms are better controlled. You also need another review one to two weeks after a serious attack to make sure your symptoms are back under control. Blood pressure: Both high and low pressure has affected our health badly. High blood pressure can lead to a heart attack or stroke. Having a yearly blood pressure test will provide your health care professional with a baseline level to compare during subsequent visits. Once you are detected of not having the normal blood pressure it is better to check up on a regular basis. Cholesterol level: Every adult should have the cholesterol level checked occasionally. A high blood cholesterol level is an important risk factor for coronary artery disease. If it is high more specific tests like HDL and LDL cholesterol levels can be done. With increasing age, the risk decreases and is usually not recommended for veryelderly patients. Chest X-ray: X-rays can be done to detect lung abnormalities (tuberculosis, emphysema or lung cancer) early enough to initiate a successful treatment plan. Prostate checks are suggested in men from about fifty years of age onwards. The doctor can check the size and texture of the gland by a rectal examination every year or so. It is a good opportunity to discuss whether there are any urinary stream difficulties. Any problems with urinary flow require a full assessment, sometimes requiring referral to a urologist. A prostate specific antigen (PSA) blood test may also be recommended; this test may help to detect an early cancer of the prostate. During a general check-up, men can also be instructed on how to examine their testicles for lumps. Pap smearsare recommended in all women who have had intercourse. They should be done every two years up to the age of at least 70 years. Unfortunately, there is a large group of middle-aged women who are not having regular Pap smears. This is a great worry because these women are at risk of developing cancer of the cervix. Younger women do seem more tuned-in to the importance of regular smears. Breast examination can also be discussed and mammograms arranged if required. Asthma needs to be monitored continually to determine the minimum level of medication that offers effective symptom control. Once the symptoms are under control, regular assessment and monitoring are needed to

Case Study Monsantos Repatriation Program

Case Study Monsantos Repatriation Program Monsanto is a global provider of agricultural products with revenues in excess of $4 billion and 10,000 employees. At any one time, the company will have 100 mid and higher-level managers on extended postings abroad. Two thirds of these are Americans who are being posted overseas, while the remainder are foreign nationals being employed in the United States. At Monsanto, managing expatriates and their repatriation begins with a rigorous selection process and intensive cross-cultural training, both for the managers and for their families. As at many other global companies, the idea is to build an internationally minded cadre of highly capable managers who will lead the organization in the future. One of the strongest features of this program is that employees and their sending and receiving managers, or sponsors, develop an agreement about how this assignment will fit into the firms business objectives. The focus is on why employees are going abroad to do the job, and what their contribution to Monsanto will be when they return. Sponsoring managers are expected to be explicit about the kind of job opportunities the expatriates will have once they return home. Once they arrive back in their home country, expatriate managers meet with cross-cultural trainers during debriefing sessions. They are also given the opportunity to showcase their experiences to their peers, subordinates, and superiors in special information exchanges. However Monsantos repatriation program focuses on more than just business; it also attends to the familys reentry. Monsanto has found that difficulties with repatriation often have more to do with personal and family-related issues than with work-related issues. But the personal matters obviously affect an employees on-the-job performance, so it is important for the company to pay attention to such issues. This is why Monsanto offers returning employees an opportunity to work through personal difficulties. About three months after they return home, expatriates meet for three hours at work with several colleagues of their choice. The debriefing session is a conversation aided by a trained facilitator who has an outline to help the expatriate cover all the important aspects of the repatriation. The debriefing allows the employee to share important experiences and to enlighten managers, colleagues and friends about his or her expertise so others within the organization can use some of the global knowledge. According to one participant, It sounds silly, but its such a hectic time in the familys life , you dont have time to sit down and take stock of whats happening. Youre going through the move, transitioning to a new job, a new house, the children may be going to a new school. This is a kind of oasis; a time to talk and put your feelings on the table. Apparently, it works; since the progr am was introduced in the early 1990s, the attrition rate among returning expatriates has dropped sharply. Questions: a. Why does Monsanto need to recruit expatriates for their US Operations? b. Why How does the repatriation programme of Monsanto is helping reduce attrition rates? a. Why does Monsanto need to recruit expatriates for their US Operations? INTRODUCTION The world economy is moving away from the traditional economic system, where national markets were considered as distinct entities which were isolated from each other by trade barriers, barriers of distance, time and culture towards a modern economic system, where the national markets are merging into one huge global market. In many industries it is no longer meaningful to talk about the American market, the German Market or the Japanese market. Therefore, as the development in the international business environment are forcing companies to think of the world as one vast market, the companies are being forced to set up their manufacturing and marketing facilities in different foreign countries in order to do business globally. Ford Motors, for instance, has production plants in 38 countries and sales outlets in over 200 countries (Ford 1997 Annual report, www.ford.com). In this regard, there are in todays world a still increasing number of people, who are sent by companies on forei gn assignments for a longer or shorter period of time and it is those people that we in this paper will refer to as expatriates Expatriates play a key role in the globalization of many companies. The parent company often depends on expatriates to transmit the core values to employees in the overseas location besides of course putting in place systems and processes. In short, expatriates assume a significant responsibility for culture building. Black and Gregersen, have given an excellent account of the issues involved in the management of expatriates. Most companies struggle with their expatriate programmes. Some expatriates return early because of job dissatisfaction; others fail to live upto expectations and a few leave after completing an overseas assignment to join competitors. Successful companies seem to follow three practices religiously. While managing international assignments, they focus on knowledge creation and global leadership development. Other considerations are given less importance. While assigning people for overseas postings, they look for people whose technical skills are matched or exceeded by their cross cultural abilities. Finally, companies with a successful expatriate programme know how to end an assignment and put the experience of the executives to good use, when they return after an overseas stint. Global companies after selecting the candidates place them on the jobs in various countries, including the home country of the employees. But, the employees of the global companies are also placed in foreign countries. Even those employees who are placed initially in their home countries are sometimes transferred to various foreign countries. Thus, the employees of global companies mostly work and live in foreign countries and their family members also live in foreign countries. Employees and their family members working and/or living in foreign countries, are called expatriates in the foreign country. Expatriates are those living or working in a foreign country. The parent country nationals working in foreign subsidiary and third country nationals are expatriates. Large no of expatriates normally have adjustment problems with the working culture of the company, countrys culture, laws, etc. some expatriates adjust themselves easily, while some others face severe problems of adjusting. Such employees about their assignments and return to home country by terminating their work contracts. Thus, the major problem with expatriates is adjustment in the new international environment. Expatriate is a person who leaves his country to work and live in a foreign country. Generally, expatriates are the nationals from the other countries than the host and the MNCs parent country, i.e. expatriates are the third country nationals. The unavailability of the required skills and talents takes the organisation to source talent from other countries. The procedures and processes of recruiting and selecting the human resources are never uniform even within a single organisation. The procedures vary according to the post, the skill set required, the nature of work etc. More of it is seen in the case of recruitment of expatriates. The recruitment and selection procedures and considerations are drastically different for expatriates than that of the domestic employees. Recruitment of expatriates involves greater time, monetary resources and other indirect costs. Improper recruitment and selection can cause the expatriates to return hastily or a decline in their performance. A mismatch between job (its requirements) and people can reduce the effectiveness of other human resource activities and can affect the performance of the employees as well as the organisation. Recruiting expatriates require special considerations and skills to select the best person for the job. Except for a few expatriate selection policies, the expatriate selection criterion is generally organisation and nation specific. The recruiters for recruiting the expatriates should be carefully selected and trained. The recruitment strategies for expatriates should be aligned with requirements of the job. The interviews of expatriates are designed in a manner to judge their: Adaptability to the new culture Intercultural interaction Flexibility Professional expertise Past international work experience Tolerance and open-mindedness Family situation Language ability Attitude and motivation Empathy towards local culture A few researches in this field also suggest that women are morale likely to be successful in certain positions as expatriates as they are more sensitive towards new culture and people. Recruitment of expatriates should be followed by cultural and sensitivity training, and language training. Allegiance to parent firm Low Free agents Natives High Hearts at home Dual citizens Low High Allegiance to local operation Monsanto, the US chemicals manufacturer, starts work on suitable assignments for returning expatriates well in advance. The company not only arranges for debriefing on their return, but also identifies suitable jobs based on the expatriates skills and organizational needs. To sum up, the challenge for global companies is to develop a cadre of expatriates who will function as dual citizens, with a balanced allegiance to the headquarters and the country subsidiary. Creating such a cadre would involve careful selection processes, cross cultural training before and after overseas assignments, well planned career systems that lead to clearly defined job expectations and well conceived repatriation programmes. NEED OF EXPATRIATES FOR MONSANTO Expatriate is a person who leaves his country to work and live in a foreign country. Generally, expatriates are the nationals from the other countries than the host and the MNCs parent country, i.e. expatriates are the third country nationals. From the HR-literature we know that expatriates are divided into three types: PCNs (Parent Country Nationals); HCNs (Host Country Nationals); and TCNs (Third Country Nationals)., we will focus on the different roles of these expatriates by point of departure in the following four general approaches to international staffing: Ethnocentric Approach: Because of a lack of qualified HCNs, PCNs occupy all key positions in the foreign operation, which means that the subsidiary is highly dependent on the headquarters decisions. Some drawbacks from this approach could be limited promotion opportunities for HCNs, income gaps between PCNs and HCNs, and that PCNs cannot be involved in local matters. Polycentric Approach: In this approach HCNs occupy positions in the foreign subsidiary. Some transfers of HCNs to headquarters also take place. The approach eliminates the language barriers, and typically HCNs are less expensive. Some drawbacks from this approach could be communication problems between headquarter and subsidiary and limited career opportunities for HCNs as they cannot be promoted to headquarter. Geocentric Approach: In this approach the best people are selected for key positions regardless of their nationality. Nationality is not taken into account and a worldwide integration of employees takes place. In this approach an international team of managers is developed. Some drawbacks from this approach may be related to situations, where host governments prefer employment of locals because of i.e. labor issues. Regiocentric Approach: Here a companys international business is divided into international geographic regions (i.e. the European Union). The staff can only transfer within these regions. MONSANTO needs expatriates because of the following reasons:- Expatriates first enter the picture when corporations have strong incentives to internalize activities. Typical, enterprises will engage in the type of internalization most suitable for the factor combination, market situations and government policies which they face: When it is more profitable for this company to exploit its ownership advantages in another country itself rather than to sell or license them. When a firm desires to extinguish bilateral monopoly because of market imperfections: that is, when some markets incurs lower cost through hierarchical co-ordination (FDI) than through co-ordination by market prices then the need to use expatriates becomes evident. When an enterprise has location and ownership specific resource endowments and finds the need to internalize these because of market imperfections then the expatriate is born. The expatriate will likely be used to take out the imperfections of the market by being the liaison for the organization to that market. Having a manger that knows and understands headquarters desires and wants is therefore of great importance when investing and operation in foreign markets. Securing transfer of technology/filling positions, as companies send the expatriates abroad in order to transfer their technology to the foreign subsidiary. I.e. in countries where qualified people are not available, companies send the PCNs to fill out the positions. This is mostly used by multinational and international firms. Securing the headquarter control, where the companies can exercise this control by using the PCNs in their foreign subsidiaries. In such situations firms try to incorporate the headquarters culture into the foreign operations, which in some cases may create cultural problems. Especially MNCs tend to demand administrative and financial control in their foreign operations. Opportunity for international experience/ management development, as several firms find international experience highly important before promoting their employees. Foreign transfers are here important in order to learn foreign cultures and environments. In such situations qualified HCNs are available but managers are still transferred to foreign subsidiaries to acquire knowledge and skills. Securing organizational development, which also is called the Geocentric approach. This role is performed only by the best people at the best places without nationality barriers. Transfers can take place from headquarter to subsidiary, from subsidiary to headquarter, or from subsidiary to subsidiary. Nationality of employees does not matter in this situation, as the objective of this staffing strategy is to get to know about different cultures, create international networks, decentralization, and interaction between managers of different nationalities. In general, this strategy is mostly followed by larger global companies. Expatriates are responsible for transferring new technologies and penetrating new markets in foreign subsidiaries. Organizations opening a new production facility or branches in a foreign country will send an expatriate to facilitate entry into the new markets. PCNs are commonly sent out to initiate operations in fresh markets in countries with no qualified people to carry out the firms mandate. These PCNs render their expertise in the vital global market within the new markets. Mostly, a firm will send a team of expatriates to work together effectively and penetrate the new market. Companies may want to exercise control over foreign subsidiaries by integrating the headquarters culture in foreign operations. This might be achieved by sending PCNs who have been with the company for some time. These expatriates have to promote a variety of inter-organizational skills and interpersonal skills, commonly used in the headquarters, to different employees in the subsidiaries. Most organizations with operations in foreign countries are quite successful and use expatriates to oversee financial and administrative functions. Expatriates have the opportunity to learn the foreign environment and culture during foreign assignments. This international experience and expansive knowledge gained by expatriates can be used to develop products that suit a specific culture, ensuring the firm remains competitive in the global market. The PCNs may be sent to foreign subsidiaries before they are promoted, so that they can learn the skills and knowledge to operate within a diverse environment. This foreign exposure helps expatriates develop international management competencies. Expatriates are sent to foreign countries where they can locate valuable resources and expertise, learn best practices and transfer all these assets to the company operations in the host country. Expatriates may gain expertise from different cultures, providing the company with learning opportunity from a diverse staff. Expatriates help the organization in forming international networks, creating a global market for products. They also promote decentralization of the organization by taking control of the various foreign operations. b. Why How does the repatriation programme of Monsanto is helping reduce attrition rates? INTRODUCTION A largely overlooked but critically important issue in the training and development of expatriate managers is to prepare them for reentry into their home-country organization. Repatriation should be seen as the final link in an integrated, circular process that connects good selection and cross-cultural training of expatriate managers with completion of their term abroad and reintegration into their national organization. However, instead of having employees come home to share their knowledge and encourage other high-performing managers to take the same international career track, expatriates too often face a different scenario. Often when they return home after a stint abroad-where they have typically been autonomous, well-compensated, and celebrated as a big fish in a little pond-they face an organization that doesnt know what they have done for the last few years, doesnt know how to use their new knowledge, and doesnt particularly care. In the worst cases, reentering employees have to scrounge for jobs, or firms will create standby positions that dont use the expatriates skills and capabilities and fail to make the most of the business investment the firm has made in that individual. Research illustrates the extent of this problem. According to one study of repatriated employees, 60 to 70 percent didnt know what their position would be when they returned home. Also, 60 percent said their organizations were vague about repatriation, about their new roles, and about their future career progression within the company; 77 percent of those surveyed took jobs at a lower level in their home organization than in their international assignments. Not surprising, 15 percent of returning expatriates leave their firms within a year of arriving home, and 40 percent leave within three years. The key to solving this problem is good human resource planning. Just as the HRM function needs to develop good selection and training programs for its expatriates, it also needs to develop good programs for reintegrating expatriates back into work life within their home-country organization, for preparing them for changes in their physical and professional landscape, and for utilizing the knowledge they acquired while abroad. MEANING OF REPATRIATION Repatriation, or re-entry, is the transition from a foreign country back to ones own after working overseas for a significant period of time. According to Black, Gregersen, and Mendenhall (1999) this last stage of the expatriation process has been neglected to some extent since the process of relocation to the home country and home organization has been assumed to be a simple matter for expatriates. However, repatriation problems are complex both for the company and the expatriate because they involve the challenges of personal re-entry and professional re-entry at the same time (Linehan and Scullion, 2002). Hodgetts and Luthans (2001), claim that for most expatriates, the return to the home country occurs within five years after leaving the home country. Furthermore, Dowling, et al. (1994) suggests that the repatriation process consists of different phases in which the expatriate and the company face different roles. The authors describe the repatriation process in four related phas es. These are a) preparation, b) physical relocation, c) transition, and d) readjustment. The first stage, preparation, involves the development of plans for the future both for the company and the expatriate. In this stage the expatriate can gather information about the new position that will be offered in the home organization. Preparation is followed by physical relocation of the expatriate. This stage refers to removing personal effects; breaking ties with colleagues, and traveling to the country where the home organization is located. In this stage the company can offer comprehensive and personalized relocation assistance to reduce the amount of anxiety the repatriate may feel. Transition, the third step in the repatriation process, is the settling into temporary accommodations as well as making arrangements for administrative tasks. This makes the process of re-entry to the home organization smoother. Readjustment, the last step, involves coping with reverse culture shock and career demands that are followed by the re-entry. (Ibid) According to Paik, et al. (2002), the process of an expatriates re-entry to the home organization is a complex interaction of several job-related factors, socio- cultural factors and family factors. The job-related factors primarily address the relationship between the expatriate and the home office and issues related to the repatriates career progression after returning to the home country. Many repatriates return to an organization that does not know what they have accomplished overseas and how to use the repatriates experience appropriately. The socio-cultural factors are related to the repatriates ability to adjust and reintegrate into the home country culture. Sufficient cross-cultural preparation is needed to prepare the expatriate for working in another culture as well as for preparing the expatriate for working in the home organization upon return. Finally, the family factors address the impact of reintegration on the spouse and children. The cultural shock that the family ma y experience can affect the repatriates ability to resume their responsibilities at the home office. One of the key transitional activities is to involve targeted communication concerning the expectation of the home office towards the return of the repatriate and his or her family. (Ibid) Suutari and Brewster, (2003) claim that for the employee, career progression is often the reason to accept an assignment abroad. As a consequence the re-entry position is frequently linked with whether the new position matches the repatriates career expectations. Although international assignments are seen as a key tool for developing international managers the positive connection between an expatriation assignment and career development has been questioned. The authors further state that there is a gloomy picture with organizations losing a lot of talented and experienced international staff at or shortly after repatriation. The fall-out rate is often a result of dissatisfaction among repatriates whose careers are blighted by their negative experience and who have to rebuild their careers elsewhere. (Ibid) However, according to Linehan and Scullion (2002) the costs of losing repatriates are significant because they are valuable and expensive human resources who are capable of understanding the workings of both corporate headquarters and overseas operations; in addition they are responsible for critical co-ordination and control functions. MEANING OF REPATRITION PROGRAMME Black, et al, stress the importance of having a well-defined repatriation program in order to accomplish successful repatriation and to conquer the problems companies and employees face. However, Dowling, et al (1999) present a study by Harvey that state that only 31 percent of U.S companies have a program for repatriation. The three most frequent mentioned reasons for not having a program was a lack of knowledge about how to develop a program, the costs of training repatriates, and no perceived need by top management of having a program. (Ibid) Yongsun (2002), claims that in order for organizations to fully exploit the knowledge and skills of returning expatriates it is critical for the company to manage the repatriation process. Different theories and approaches of how a repatriation program can be developed exist in the literature. (Ibid) According to Jassawalla, et al (2004), a retrofit program at the end of the expatriates assignment makes poor repatriation. Vermond (2001) sugge sts that the repatriation process should start as early as possible in an expatriates assignment, and should be continued after the expatriates return to the home country. The repatriation program as an ongoing process, have developed a theoretical model of how an effective repatriation program can look like. In this model the authors have divided the repatriation process in three stages. This model identifies the key action steps taken prior to departure, during the assignment, and after the repatriates return that appear to determine the organizational and individual outcomes. (ibid) However, the outcomes of these actions will not be discussed as mentioned in the delimitations in chapter one. As previously mentioned, companies and expatriates face different problems in the repatriation process. These problems affect the stages in the repatriation program developed differently. Therefore some problems are mentioned in several stages in order to justify different actions that can be taken in order to conquer the problems that either the company or the expatriate/repatriate face. Repatriation Program Prior to the expatriates departure During the expatriates stay After the expatriates return Choosing new assignments in the home office -Quality of interaction with sponsors The sponsor has a stake in the repatriates personal long-term career. The duties of a sponsor include searching for positions that may suit the repatriate and try to ensure that the repatriates skills will be used upon return. Using the procedures designed to reorient the repatriate to the home office Task clarity Expectations on the expatriate The deadlines of the task How the performance will be evaluated -Career counselling The reasons for sending the manager overseas The benefits of the overseas assignment for the firm and the manager The managers career options upon return Formal policies for repatriation Repatriation policies should include actions to be taken during the pre-visit, visit and post visit. -Perception of support while on assignment Related to issues included in the relocation package such as financial compensation, support to the spouse and children to aid in their adjustment to the foreign environment. Nature and frequency of communication This factor is related to the frequency of communication between the home office and the expatriate while he or she is abroad. Who is responsible for the contact and how the contact is maintained are considered. -Perceptions of support upon return Receiving credit and recognition for the foreign assignment Utilizing their new perspectives in their new job Adjusting to the differences in job related factors of their new job compared to the foreign assignment Although a lengthy discussion of underlying reasons for expatriate failure is unfortunately out of scope for this article, it can be argued that companies benefit from managing this repatriation process in order to exploit the knowledge and skills of returning expatriates. (3) High attrition rates have been found to be primarily related to organizations difficulties to effectively reposition their repatriated employees. This observation is a strong argument to stress repatriation management in HR departments. (4) Organizations may experience difficulties in finding candidates for expatriate positions when potential candidates see what will happen to expatriates once they return. (5) Ogberg, who coined the term culture shock in 1960, also considered a reverse culture shock that expatriates experience when returning home. Proper preparation for this future shock may prepare expatriates for the transition to domestic work and family settings. (5) Research in 2005 showed that repatriatio n adjustment was the strongest predictor of intent to leave the organization (Lee Liu, 2005). Retention and career management, therefore, should be central to planning expatriate positions. Positions should be gradually more challenging in order to challenge valuable employees and be part of a long term career path. Long term career planning foresees in building on previous assignments; assigning repatriates unchallenging positions once back home may be regarded as an invitation to apply for positions elsewhere. Sound expatriate management will therefore consider repatriation arrangements as good practice. In reality, however, organizations often seem to have forgotten who these expatriates are. HR departments fail to build on expatriates skills and experience because they do not know well what they have accomplished during the years. Expatriates experience frustration once their expatriate benefits and status will be lost upon repatriation. They will have to get used to normal levels of pay and taxation again. Their children will have to attend national curriculum schools, private school tuition fees will not be covered upon return to the home country. Establishing a mutual understanding and a clear definition of successful repatriation could help repatriates establish correct expectations before returning home. A proper preparation towards the end of expatriate assignments may ease the transition and avoid costly turnover for the organization. An ongoing lack of attention to repatriation management will likely continue to fuel high attrition rates. Avoiding Reverse Culture Shock While we often think of culture shock as a factor during a familys arrival to a new country, dont underestimate the role that reverse culture shock can play when the assignment ends. After a period of time spent away from their home culture, family members may have trouble readjusting to the formerly familiar environment. This culture shock can affect any member of the family, but children are known to have the most difficulty readjusting. For example, friends and loved ones while they may have stayed in touch during the time away will have moved on to new interests and p

Project C

Your manager has speculated the following: a. the average (mean) annual income was less than $50,000, b. the true population proportion of customers who live in an urban area exceeds 40%, c. the average (mean) number of years lived in the current home is less than 13 years, d. the average (mean) credit balance for suburban customers is more than $4300. 1. Using the sample data, perform the hypothesis test for each of the above situations in order to see if there is evidence to support your manager’s belief in each case a. -d. In each case use the Seven Elements of a Test of Hypothesis, in Section 6. of your text book with ? = . 05, and explain your conclusion in simple terms. Also be sure to compute the p-value and interpret. 2. Follow this up with computing 95% confidence intervals for each of the variables described in a. -d. , and again interpreting these intervals. 3. Write a report to your manager about the results, distilling down the results in a way that would be under standable to someone who does not know statistics. Clear explanations and interpretations are critical. 4. All DeVry University policies are in effect, including the plagiarism policy. 5. Project Part B report is due by the end of Week 6. . Project Part B is worth 100 total points. See grading rubric below Submission: The report from part 3 + all of the relevant work done in the hypothesis testing (including Minitab) in 1. , and the confidence intervals (Minitab) in 2 as an appendix. Format for report: A. Summary Report (about 1 paragraph on each of the speculations a. -d. ) B. Appendix with all of the steps in hypothesis testing (the format of the Seven Elements of a Test of Hypothesis, in Section 6. 2 of your text book) for each speculation a. -d. as well as the confidence intervals, and including all Minitab output

How enduring were the changes created by the 1848 revolutions?

In 1848 Europe lived a time of uneasiness. Many revolts took place all over the continent, when the middle and working class istood upi. The only ones lucky enough to escape from revolution were England and Russia. France was under the power of Louis Philippe, a reactionary monarch who was against change. The Austrian Empire ruled by Metternich even though Ferdinand was the actual king. A lack of political change and social reforms bothered the people as the population increased. Education was available for more people but the economic system started to fail. revolutions took place in 1848 in Austria-Hungary, France and Germany. As a result the 1848 revolutions only left temporal alternations to the traditional system and ended up being a transfer of power. France as the most influential nation of all European nations had a strong liberal force, which opposed to the fact of being ruled by Louis Philippe. The French middle-class complained for the permanent rejection, and discrimination from the government, as they had no representation at all. After the army had killed 40 protestors, a crowd of discontent middle and working class was already on their way to the city, hours later broke Paris into open revolt. Noticing that it was already too late, Louis Philippe abdicated forcing the Parisians to create a provisional government. This short-term solution became an alliance between the middle class liberals, and the radical working classes. This coalition turned into a clear victory over the Monarchs, which wouldn't last long, before several problems aroused due to different interests and ideas each group held. What occurred was that the middle class, principally conformed by intellectuals, doctors, minor employers, etc, wanted several changes that were mainly based on their social interests, (e. g. the voting system, and the freedom of speech) above anything else. The working classes not only had the same interests, but also had others that extended to the economic side, which for the middle class wasn't as important. When the social interests from the middle class were partially reformed they didn't have much more to protests about, so they instead retired. This caused a huge discontent within the working classes that still expected other changes and weren't being supported by the middles class that had already achieved most of their purposes. Many changes took place in those first months the most important one was the instauration of the universal male suffrage that allowed men over 21 to vote. This increased the number of voters from 240,000 to almost 9 million. Other changes like the reduction of the working hours to 11 hours, and the opening of workhouses were made to help the unemployed. Thanks to these changes people from the provinces could get involved with what had being going around in Paris. The majority of the voters were people from the rural areas, and as a result the lections for the constituent assembly were in favor of moderate republicans or the conservative monarchs. The revolutionaries had won, in November 1849 during the second republic Louis Napoleon became president by popular election. Two months before the elections the 12 hour working day had been re-established, however the universal male suffrage still remained. In 1848 the Austrians heard form the revolutions in France and how successful they had been. Encouraged by this racial and social tensions as well as imperial repression of rights would influence revolts in the Habsburg Empire. Very similar to what happened in France forced by Ferdinand, Metternich who was in charge had to leave. Revolutionaries won but they had many disagreements between each other. What happened was that at the beginning both the middle class and the working class needed reforms. When these had been made middle class were satisfied but the working class felt that the Empire was still in debt with them. For this reason the unity came to an end. For the middle class the fact of having freedom of press, tax reforms, and an increase in freedom of religion was enough. The people still demanded to exclude non-Hungarian soldiers from the Hungarian army. This became possible once Ferdinand decided that Hungary should be an independent country. In Austria finally one of the constitutional changes established (the March laws) were approved, the nobility would loose their tax exemptions and the feudal system was abolished from the Empire. Due to the fact that the radicals and the liberals had very different interests there was also a nationalist conflict between certain groups amongst the empire. However the change that would endure the most after the civil revolt was the one that would eventually harm the revolution. This change had been dictated by the constituent assembly, and it was the abolition of serfdom (a member of the lowest feudal class bound to the land and owned by a lord). As a result the revolutionaries would be left without any real support from the peasantry, as they would have no cause to complain. Like the Habsburg Empire, Germany was also lead by the incidents that took place in France. In this case German States fell into a greater economic crisis than France. It seemed to be that reforms were simply one of the elements that the insurgents required and beside it came the acceptance of a concession which Prussia, Bavaria, Baden, and Wurttemberg agreed to. A meeting in Heidelberg (Vorparlament) was called to supervise the election to the German Representative Assembly. This assembly was formed not to impose their power, but to act upon the lack of it, a characteristic of March 1848. The assembly was mainly elected by the middle class, and one of the first measures that it took into consideration was the Universal Male Suffrage, with the support of one delegate for every 50,000 Germans. Germany had the urgency of finding someone appropriate to take control over all the state, and thought that the Habsburgs, a very important and well-known German family, lead by the Archduke John could be a good choice. In June the Habsburgs took control over Germany. For many working class Germans the poor less job that the Frankfurt Parliament had done to solve their problems didn't satisfy them. They thought that within meetings they could discuss many economic problems and find the appropriate solution to each one of them. Their requests were then brought up and demanded changes like: the limitation of the factory production, restrictions upon free economic and industrial growth, and the protection of the privileges for the old artisan guilds. The protests that took place afterwards were very big and in some cases the Parliament had to recruit Prussian and Austrian troops. Eventually the emergence of the of the national issue and the fear of working class violence, created the route to the re-establishment of the German Government, including the return of Friederich Wilhelm. The German troops helped by the Prussians and the Austrians were sent into Berlin. Once again Friederich Wilhelm was offered to wear the German Crown and he refused. Not accepting the German crown was enough to end with Frankfurt Parliaments big failure. Once the Austrian and Prussian delegates had left the Parliament it was dismissed by Prussian troops. At the end of the revolution some agrarian reforms still remained but in remark the liberal, constitutional revolution failed to succeed. We may clearly rely on A. J. P. Taylor who says: â€Å"There was merely a vacuum in which the liberals postured until the vacuum was pilled† Big revolutions took place in France, Austria-Hungary, and Germany in 1848. The government systems had been there for a very long time, each nation and the people wanted several reforms on those systems were becoming a huge pain. In France everything seemed to work fine, until Louis Napoleon declared himself Emperor. Terminating with the Universal Male Suffrage, which as other changes was thought to be enduring, but at the end it didn't result as expected. In Austria-Hungary even though problems weren't that bad, the fact that the results of the revolution in France had been successful, was enough for them to demand changes. The changes that took place were thanks to Lajos Kossuth and the â€Å"March Laws†. In Germany as discussed before, some say that the German disturbances cant even be considered as a revolution. At the end only Agrarian reforms survived out of the many changes expected. Many protestors didn't receive anything from the revolution that took me to the conclusion that it wasn't successful at all. Finally we can see how the 1848 revolutions failed, and how changes and reforms were not enduring at all. As Trevely says: â€Å"1848 was the turning point at which modern history failed to turn†. However France was in a much better situation than all the other countries, and like in 1918 at the end of the WW1 they were capable of surviving ahead from the others.

Two-Way Prepositions Part 3

Two-Way Prepositions Part 3 Believe it or not, two German accusative/dative prepositions make yet another distinction that English does not! The common prepositions  an  and  auf  can both mean on or at but they differ in how they are applied to surfaces. If an object is on or near a vertical surface (a wall, a chalkboard, etc.), then usually the prepositionan  is used. If a horizontal surface (a tabletop, a floor, etc.) is involved, then  auf  is used to express on or at. Look at the illustrations below... Horizontal and Vertical ON or ATAN  (vertical) and  AUF  (horizontal) AN  Ã‚  VERTICAL -  SENKRECHT  Ã‚  die Wand   the wall​​ An  object  approachinga vertical surface.The accus. phrase an die Wandanswers the question  wohin? An  object  on or atthe wall.  (vertical surface)The dative phrase an der Wandanswers the question  wo?    AUF  Ã‚  HORIZONTAL -  WAAGERECHT  Ã‚  der Tisch   the table​ An  object  approachinga horizontal surface.The accus. phrase auf den Tischanswers the question  wohin? An  object  onthe table.  (horizontal surface)The dative phrase auf dem Tischanswers the question  wo? Now, if youve been paying attention, can you say what the dative prepositional phrase  an dem Tisch  or  am Tisch  means? Unlike  auf dem Tisch,  an dem Tisch  means at or next to the table. If you are sitting at the table, you are  am Tisch. If you are sitting on top of the table, you are  auf dem Tisch! German is being very consistent here. If you are talking about your location in relation to the vertical part of the table (the legs, etc.), then you use  an. If youre talking about your location in relation to the horizontal top of the table, then you use  auf. This logic also applies to expressions like  an der Donau  (on the Danube). The use of  an  refers to being on the edge of the river. If were actually on the Danube (in a boat), then were  auf der Donau. More Examples  (A accus., D dative)Here are some examples of the uses of  an  and  auf: wo?  an der Ecke  D - on/at the cornerwohin?  an die Ecke  A - to the cornerwo?  an der Grenze  D - on/at the borderwohin?  an die Grenze  A - to the borderwo?  am Rhein  D - on the Rhinewohin?  an den Rhein  A - to the Rhinewo?  auf dem Dach  D - on the roofwohin?  auf das Dach  A - onto the roof Idiomatic ExpressionsBesides their normal uses,  an  and  auf  are also used in many idiomatic expressions and verbal phrases. Here are some examples: auf der Bank  - at the bankjemandem auf der Tasche liegen  - to live off of someoneauf der Straße liegen  A - to be down and outjemanden an der Nase herumfà ¼hren  - to lead someone around by the nose, take them for a foolworan liegt das?  - whats the reason for that? Most of the other two-way prepositions are used in idiomatic expressions as well. Related Links The Four German CasesA guide to the four German cases: Accusative, Dative, Genitive and Nominative. Includes cases and the  two-way  prepositions. A guide to the many ways to say by in German. Prepositional PitfallsPotential problems and how to avoid them.

Free Essays on Cowboys Between 1870-1900

The years of the late 1800’s were a time of great expansion and growth for the U.S. The Central Pacific railroad moved east and the Union Pacific moved west through the plains. Joseph McCoy of Springfield, IL devised a plan to take cattle out of Texas and take them to western towns. From there, he would ship them by rail to packing factories in the East. After a long search, he found the town of Abilene, KS. He bought grassy land surrounding the town and built holding pens for the thousands of cattle. Thus began the Chisholm Trail and the origin of the â€Å"long drive.† Each long drive lasted about three months and was a transport of cattle held each year. There were four main cattle trails traveled by the cowboys. First, the Chisholm Trail ran from San Antonio, TX to Abilene, KS. The Sedalia Trail ran also from San Antonio on to Sedalia, MO. The Goodnight-Loving Trail ran from San Angelo, TX to Cheyenne, WY and the Western Trail from Bandera, TX to Dodge City, KS. The cowboys who made the long drive rode on horses from Mexico. Hernn Cortà ©s brought small horses in 1519 known as piebald pintos. The law in the West has been characterized as â€Å"5 cartridges in the cylinder and 1 in the chamber.† The Gold Rush of ’49 brought many people to the frontier, a few of whom became very rich and many more who were extremely poor. Some believed they could take advantage of the newly rich, which led to increased crime. Train robbers and wagon holdups were common. The only solution was to hire mercenaries to â€Å"clean up† some crime-ridden cities. Although lawmen were essential to keep the peace, the marshals, sheriffs and deputies were often as corrupt as the outlaws. Wyatt Earp was marshal of Tombstone, AZ, but was a former horse thief, an embezzler, and a gambler. When Earp worked in Dodge City, he met another not-so-good guy, Doc Holiday. Although Holiday was an alcoholic and a cold-hearted killer, he and Earp became good friends. Othe... Free Essays on Cowboys Between 1870-1900 Free Essays on Cowboys Between 1870-1900 The years of the late 1800’s were a time of great expansion and growth for the U.S. The Central Pacific railroad moved east and the Union Pacific moved west through the plains. Joseph McCoy of Springfield, IL devised a plan to take cattle out of Texas and take them to western towns. From there, he would ship them by rail to packing factories in the East. After a long search, he found the town of Abilene, KS. He bought grassy land surrounding the town and built holding pens for the thousands of cattle. Thus began the Chisholm Trail and the origin of the â€Å"long drive.† Each long drive lasted about three months and was a transport of cattle held each year. There were four main cattle trails traveled by the cowboys. First, the Chisholm Trail ran from San Antonio, TX to Abilene, KS. The Sedalia Trail ran also from San Antonio on to Sedalia, MO. The Goodnight-Loving Trail ran from San Angelo, TX to Cheyenne, WY and the Western Trail from Bandera, TX to Dodge City, KS. The cowboys who made the long drive rode on horses from Mexico. Hernn Cortà ©s brought small horses in 1519 known as piebald pintos. The law in the West has been characterized as â€Å"5 cartridges in the cylinder and 1 in the chamber.† The Gold Rush of ’49 brought many people to the frontier, a few of whom became very rich and many more who were extremely poor. Some believed they could take advantage of the newly rich, which led to increased crime. Train robbers and wagon holdups were common. The only solution was to hire mercenaries to â€Å"clean up† some crime-ridden cities. Although lawmen were essential to keep the peace, the marshals, sheriffs and deputies were often as corrupt as the outlaws. Wyatt Earp was marshal of Tombstone, AZ, but was a former horse thief, an embezzler, and a gambler. When Earp worked in Dodge City, he met another not-so-good guy, Doc Holiday. Although Holiday was an alcoholic and a cold-hearted killer, he and Earp became good friends. Othe...

American government 101 Essay Example | Topics and Well Written Essays - 1250 words

American government 101 - Essay Example The survey was conducted from February 28 to March 2 by interviewing some 1,500 adults and the results were then averaged by the pollster which is the Gallup organization. It is a prestigious survey firm, so we can be sure the results are pretty accurate in terms of judging public sentiment about the performance in office by the president. The said survey has a +/-3% margin of error, which is within the usual statistical margin to get valid results. My opinion on the article is that Pres. Obama got blamed for the deadlock in the U.S. Congress because he and the Republican members of Congress could not agree on the ways to reduce the budget deficit and so $85 billion in automatic spending cuts went into effect which has a bad or adverse implication on national security (the military is most affected), domestic investments, and core government functions as the cuts are government-wide (all agencies). It is sad that the legislative and executive branches of the government could not agree on a very important matter but the general public seems to put the blame entirely on the president only, as his disapproval rating surged to a high of 46% since November last year (Slack 1). This article was written by Lois Romano and was first published online last March 4, 2013; it talked about the planned candidacy of famous Hollywood actress Ashley Judd for the state senate of Kentucky. Since it is still being planned, Ms. Judd has not yet declared openly whether she will eventually run or not for an elective political office but this early, she is now being attacked by the opposing Republican Party by questioning some of her public statement or announcements, going back by several years earlier. Although now partially retired from an acting career, she still retained her popularity due to some famous movies she had made and it makes her a viable candidate in the eyes of her Democratic Party

Critical Thinking Assignment Example | Topics and Well Written Essays - 500 words - 4

Critical Thinking - Assignment Example However, other students who could apply with lower scores successfully were considered and admitted to the college. The Supreme Court condemned the evident rise of such discrimination and regarded it as unconstitutional. During the year 1996, California State endorsed to be the first in eradication of the affirmative actions that was mostly involved in most public schools. The banning of the affirmative actions was done with inclusive of the colleges. The above fact commands critical thinking per Moore work. In support to the inclusion of critical thinking in the article by Moore, vividly highlights that many of the admission done in colleges would consider the applicants race rather than grades. Moore represents the Supreme Court verdict on racial discrimination issue as one of the major factors that should be put into consideration among the rest in the domain of admissions. The justice ruling Supreme Court in the United States strong talks of the banning of the affirmative actions in the schools. Racial discrimination being one of the issues discussed; some of the colleges in Texas has engaged the law enforcement particularly with race issues, Moore, (2005). The University of Syracuse case filed under the US Supreme Court, the Councilor was judged with the affirmative action. If a right judgment of the law has to take the correct order, a collection of fear for integration pace to the factor may seem to be full of hardship. When the racial discrimination takes over the campuses in the US, it will leave the States of Color. Now, the only prime debate that has already kicked off in the US Supreme Court is all about the Michigan University regarding the advantages that people have been relatively getting. The affirmative actions in the schools and colleges has got to a safer side according to the article’s author by demonstrating that, issues like racial discrimination are being observed and discussed by the US Supreme Court for better