O.J. Simpson Essay Sample free essay sample

Opening The instance of the province of California versus O. J. Simpson was likely one of the major instances of the 1990s. Even today there is still a dissension as to whether OJ Simpson was guilty or guiltless. Many believe O. J. Simpson was guilty. but because he had the money and the influence. got off with slaying. OJ Simpson was a celebrated football participant in the NFL conference. and histrion. OJ Simpson was married to Nicole Brown Simpson. and was accused of slaying her and her friend Ronald Goldman. but was acquitted after a drawn-out condemnable test. The slaying of Nicole Brown and Ronald Goldman happened on June 12. 1994. The leader of the slaying probe was a seasoned LAPD investigator named Tom Lane. Tom Lane had helped work out the Tate/LaBianca slayings and the 1981 slaughter of the Wonderland pack. OJ Simpson on the other manus. had what the media called his â€Å"dream team† dwelling of high profile attorneies including F. We will write a custom essay sample on O.J. Simpson Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Lee Bailey. Berry Scheck. Robert Shapiro. Robert Kardashian. Alan Dershowitz. and Johnnie Cochran. Simpson’s defence suggested that he was a victim of constabulary brought in sloppy internal processs that contaminated the DNA grounds. OJ Simpson’s defence cost 4 million US dollars. In all. 150 informants gave testimony during the test. which allows a period of eight months long. One primary piece of grounds that the prosecution presented was a tape Nicole Brown Simpson had made on January 1. 1989 when she’d called 911 and expressed fright that her hubby. O. J. Simpson would physically harm her. O. J. Simpson could be heard shouting at her in the background. The prosecution besides used DNA fingerprinting. blood and shoe print analysis. and other signifiers of what was considered. new engineering. Although OJ Simpson may hold gotten off in 1995. his recent condemnable activity in 2008 has landed him a cruel sentence. Analysis When carry oning analysis of both the prosecution and the defence. the expansive jury did non convict OJ Simpson of slaying. but instead released him. OJ Simpson’s defence played an audiotape in which Fuhrman. a member of the prosecution. was repeatedly utilizing the word â€Å"nigger† which was considered to show his ain racism. The tape itself had been made about 10 old ages before by a immature North Carolina film writer named Laura McKinney. McKinney interviewed Fuhrman in 1986 for a narrative she was developing on female constabulary officers. the Fuhrman tapes became one of the basiss of the defense’s instance that Fuhrman’s testimony lacked credibleness. OJ’s defence lawyer Johnnie Cochran. persuaded the helper prosecuting officer Christopher Darden and asked Simpson to set on a leather baseball mitt that was found at the scene of the offense. Earlier. the prosecution had decided against inquiring O. J. Simpson to seek on the baseball mitts. because they felt the baseball mitt had been soaked in blood. mingl ed during scientific probe. and frozen and unfrozen several times. The fact that the baseball mitt was excessively tight for Simpson to set on easy was one that inspired Cochran to utilize. this is one of the cardinal statements in his instance against the prosecution’s claims. Opening Statements The gap statements made by the prosecuting officer Christopher Darden. chiefly concerned itself with showing to the jury why Simpson had motives to kill his ex-wife Nicole Simpson and her friend Ronald Goldman. Christopher Darden. chiefly relied on a 911 call made by Nicole Simpson in 1989. in which O. J. Simpson could be heard and early cheering and Nicole Simpson. and Nicole Simpson was evidently afraid for her life. Another point presented by Christopher Darden was the fact that O. J. Simpson and Nicole Simpson were traveling through a acrimonious divorce. and O. J. Simpson compulsively thought Nicole Simpson was rip offing on him. Judge Lance Ito allowed cameras to remain in the courtroom during this clip. in order that the jury would non hear from Simpson before the defence gave there opening statements. The gap statements made by OJ’s defence lawyer Johnnie Cochran claimed Simpson was guiltless. and wrongfully accused. Johnnie Cochran chiefly relied on the grounds of the baseball mitt found at the scene of the offense non suiting OJ Simpson’s manus. and an audiotape recorded of one of the cardinal informants. Mr. Fuhrman. doing racial slurs. and utilizing the ‘N’ Word. therefore picturing him as a racialist. Johnnie Cochran claimed that grounds was planted. and the test was truly about OJ Simpson’s cultural background instead than about the facts. Johnnie Cochran claimed that grounds collected by the constabulary in the dual slaying instance was contaminated. via media. and finally corrupted I think that the prosecution was more persuasive than the defence. The prosecution gave the jury DNA grounds. which is far more significance than the grounds prevented by Johnnie Cochran and the defence. Key Witnesss There were over 150 informants in the O. J. Simpson test. LAPD detective Mark Fuhrman was a cardinal informant for the prosecution. who claimed that he found blood Markss on the private road of Simpson’s place. every bit good as a black leather baseball mitt on the premises which had blood of both slaying victims on it. Mr. Lee Bailey sharply cross-examined Mr. Fuhrman. in which Mr. Bailey claimed Fuhrman was a racialist and was seting grounds because OJ Simpson was black. The defence offered grounds of an alibi for O. J. Simpson with a informant by the name of Rosa Lopez. who said she saw Simpson’s white Ford Bronco outside of his house at the clip when the prosecution alleges he was 2 stat mis off perpetrating the slaying. Defense lawyers claim that Mark Fuhrman suppressed this information chiefly because of his racism ( Britannica Encyclopedia. 2008 ) . A cardinal informant for the prosecution. Deputy District Attorney Christopher Darden. was the first to talk on beh alf of the prosecution. Christopher Darden claimed that O. J. Simpson had an choler job. and that he killed Nicole Brown out of green-eyed monster. chiefly because he couldn’t have her. OJ Simpson. Darden claimed. was an highly controlling and genitive adult male driven by inordinate love. Christopher Darden subsequently went on to depict 17 old ages of physical and emotional maltreatment that culminated in the slayings. Two cardinal informants in the O. J. Simpson instance. was Rosa Lopez on the defence. and Mr. Fuhrman on the prosecution’s squad. Other Evidence Other grounds in the O. J. Simpson instance included. the leather baseball mitt that couldn’t tantrum. every bit good as grounds that the defence brought up near the terminal of the instance. which was a picture of constabulary walking through the blood at the slaying scene. which discredited Mr. Fuhrman’s theory of O. J. Simpson’s footmarks being found at the scene of the offense in the blood of the victims. The defence was instead weak. merely truly holding two informants claiming that O. J. Simpson was non at the scene of the offense. Shutting Arguments The shutting statements of the prosecution claimed that OJ Simpson was guilty. they had the DNA grounds. the blood Prints. and claimed that O. J. Simpson’s motive was his jealousy towards Nicole Brown. and his compulsion with her lead him to perpetrate the offense. The shutting statements of the defence claim that Mr. Fuhrman. a police officer for the LAPD and cardinal informant for the prosecution was a racialist and planted grounds intentionally against O. J. Simpson in order to convict him of a offense that he did non perpetrate I think that the prosecution’s shutting statement was best. there was blood found in OJ Simpson’s broncho. every bit good as near his house. The shutting statements of the defence relied to a great extent on two informants. one being Rosa Lopez. claiming that they saw OJ Simpson place at the clip of the offense. The prosecution had significant grounds. and DNA samples of O. J. Simpson at the scene of the offense. Jury Instruction manuals Early on in the instance. it had gotten a immense sum of media coverage. As a affair of fact. the O. J. Simpson instance received the most media coverage out of any instance before that clip. Because of media coverage on certain cardinal informants. the justice decided that the media would no longer cover the remainder of the event from within the tribunal room and ordered the jurymans to maintain silent. I think other outside factors that affected the instance that were non stated in the book include the big bulk of DNA grounds that was found at the scene of the offense. and at OJ Simpson’s house. Society and Media The media coverage caused many reverses. and caused a instance to come on on many more months than it should hold. Media coverage on the O. J. Simpson instance the justice ordered that there been no more coverage until after the instance finished. In Conclusion In decision. I believe that the prosecution proved beyond the shadow of a uncertainty. utilizing DNA grounds that O. J. Simpson was so guilty. A recent canvass taken shows over 75 % of the American public believes that O. J. Simpson was guilty. The defence tended to trust to a great extent on confederacy theories. and racism. without truly giving any difficult facts. The defences cardinal informants. in which there is merely two. was non significant grounds when comparing it to the blood discolorations found in O. J. Simpson’s broncho. and the DNA grounds found non merely on O. J. Simpson but at the scene of the offense. Although O. J. Simpson may non been convicted in 1995. he will non be so lucky refering his recent offense fling on a location in Los Angeles. Mentions

Frailty Thy Name Is Woman Essays - Characters In Hamlet, Free Essays

Frailty Thy Name Is Woman Essays - Characters In Hamlet, Free Essays Frailty Thy Name Is Woman John F. Kennedy,Theodore Roosevelt , and Bill Clinton all, at one time, have been considered powerful and influential men. These men all once obtained the most influencial job in the United States and argueably in the world. Although these men had a vast impression on the world, their wives had an even more awe-inspiring effect on the world. Women constantly have been underappriciated for the most difficult and monotomous jobs around. Finally, a woman named Jackyln Onasis stood up for what she believes in and demanded to be listened to. She paved the way for future women, like Princess Diana and Hilary Clinton and alllowed women to become wealthier, more powerful, and better icons for the world to see. Similarly, behind Claudius and Hamlet are two unappreciated women who lack the willpower to demand to be listened to. Instead, they both live their lives in the shadows of their controlling men. Therefore, both are seen by Hamlet as weak and frail women. Ophelia is characterized many times as a weak women espicially in the quote, frailty thy name is woman.(Hamlet, L ) Ophelia embodies the flaw of obiedence, but deeper than that, of dependence. Ophelia is completely dependent on her father and proves her dependence when she acts cruel to Hamlet, which goes against her true feelings toward Hamlet. Later Ophelia agrees to not see Hamlet anymore, I shall obey my lord, (Hamlet. L 136) which shows Poloniouss control over his daughter. Ophelias actions show that she will do anything to appease her father, even making a personal sacrifice which she doesnt agree with. Ophelias desire to appease her father leads her to be used as a puppet in order for the King and Polonious to spy on Hamlet, Ophelia walk you here-Gracious so please you, We will bestow ourselves. (Hamlet, L 43-44) Ophelias willingness to spy on a person she truly loves, depicts her true nature and her obiedience toward her father. Even when Hamlet harasses Ophelia ad tells her to go to a nunnery, Ophelia had the inability to defend herself. Unfortunately, Ophelias dependence on her father leads her to an unnatural death. When her father passes on, Ophelia is left by herself, with no one to give her guidence. Instead of trying to move on with her life, she calls for her brother hoping he will have a plan for her, My brother shall know of it. And so I thank you for your good counsel . ( Hamlet, L 71-72) Poloniouss controlling manner is irreplaceable and finally Ophelia realizes this: I would give you some violets, but they withered all when my father died. (Hamlet. L 187-188) The significance of the violets are that they symblolize faithfulness and they all died because she felt betrayed that her father left her. Ophelias death is in result of her dependence, which could be seen through her obiedience and overall weakness of character. Ophelias tradegy is a reminder that one should not put your faith in one person and always follow your heart. Similarly, Gertrude is also charcterized by the quote, frailty thy name is woman. ( Hamlet, L ) Gertrude, like Ophelia, depends on her husband for advice and insight to Hamlets attitude. Gertrude longing for the attention that she loses when her husband dies, quickly marries Claudius, her husbands brother.

Point of Presence Advertising Essay Example | Topics and Well Written Essays - 1000 words

Point of Presence Advertising - Essay Example The author planned to purchase a movie named Lord of the Rings - Fellowship of the Ring on recommendation of a friend and came across a pack of all the three movies of Lord of the Ring series at a price that was 20% less than the overall cost had the movies been purchased separately. The author realized that he anyway had to purchase the other two movies to complete the story and was delighted to get all the three of them at 20% discount. In the second purchase instance, the author was delighted to realize the value of the package as he owns both a Sony digital camera and Handy Cam. The total price was cheaper by 15%. Such product promotion advertisements resulted in positive impact on the author because the overall value of the buying decisions improved although the author didn't had planned for part of the purchase. The effectiveness of these two "Point-of-Sale" advertisements resulted in win-win deal for both the store and the author - the store increased the net sale value and th e author got more useful products at lesser cost. The author was not at all annoyed but was happy with the sales girl for introducing these offers. Massy and Frank (1966. pp383) presented the findings of an exploratory study on behavior of retailer advertising thus establishing some interesting empirical generalizations. They could prove that the brands sell differently in different stores and the support to a brand depends upon the brand's market share in a particular store type. The author discovered a linkage of this theory with the research by Kumar and Leone (1988. pp178-179) which stated that many customer packaged good manufacturers have resorted to funding short term sales promotion at the store level which primarily has two distinct advantages - the effectiveness of promotions can result in on the spot sales activity and the store management takes pride into participating in on the spot campaigns given increased margins & commissions. Both the manufacturer and the store management gain in this process - the former achieves brand promotion & quick sales and the latter achieves improved profitability of the store. Howeve r the store management normally achieves short term benefits but the manufacturers achieve long term benefits by achieving strong customer franchise through brand substitution. From the author's perspective one good observation about this model is that the on the spot promotional activities sometimes are effective enough to modify the purchase plan by the customers that they had made before visiting the store. Bucklin and Lattin (1991. pp24) observed that "point-of-purchase promotion is particularly attractive given the large pro-portion of grocery purchase decisions made after entering the store". They further observed that "two-thirds of supermarket purchases are the result of an in-store decision". Culturally speaking, such campaigns has promoted a culture of "fun buying" even avail such promotions to just find out what's hot on the day and carry out on the spot purchase decisions. Many a times, customers just get impressed by the sales skills of the sales person and do not bothe r what brand they are buying. Hence the

Final report Essay Example | Topics and Well Written Essays - 1000 words

Final report - Essay Example In my capacity, I was entitled to: evaluate the effectiveness of the payment methods provided by the Al-Rahal Auto & Finance, Inc.; Set solutions to lack of payments by customers as scheduled; and to Simplify techniques of sending and/ or receiving clients’ insurance information. # A description of key projects or assignments completed All the above assignments actually formed the basic functions of the organization. This means therefore that the organization had to ensure their completion through ensuring simplicity of the systems to be used but keeping them very secure to deter possible hacking; sensitizing the organization on the need to set up a customer care unit to offer assistance to the clients in case of any problems; and using both e-mail and physical addresses for the attainment of both soft and hard copies of the same information. # How the work completed relates to the domain of International Business By carrying out all the mandates and plans of the organization, as set to meet the needs of the local and international clients efficiently and with ease recommended, the international business domain will obviously be achieved. Besides, the services of this organization are never restricted to any particular region/ country but for everyone interested. # Lessons in relation to the domain of international business The domain of international business requires operations within clients’ expectations and the internationally stipulated guidelines. To keep by this, the organization generates multilevel frameworks of its specific aims for the international business, leading to proposition, which in return broadens the focus and compares this firm to related disciplines. This strategy provides pathways that maintain the organization’s international business richly relevant for a high number of communities affected by the international business. It is therefore true that this experience has exposed me to the modern practices of business in a global context. # New skills/knowledge acquired As an international intern I was able to gain a sound investment portfolio that is broadly diversified and consistent with the main investment objectives of growth, income, or a combination of both, for the purpose of ensuring business and economic growth for the organization and its local and international customers. In this respect therefore, I was at a position where there were effective strategies for learning organization’s values, analyze globe’s current financial situation, and successfully understand my feeling about managing financial resources – the Dream-Plan-Track approach to financial planning (Sheldon, K.M. and Kasser, T., 1998). # What strengths and weaknesses have you discovered The international organization, Al-Rahal Auto & Finance, Inc., has a mission of being a strategic dealer partner that has the intense intension of specializing in providing personalized finance department for customers with less than perfect credit, through helping them to establish either from a position of no credit or subprime credit to a prime or near prime credit rating in a period of 36 months or less. Al-Rahal Auto & Finance, Inc. experienced team of managers which focuses largely on educating their customers about credit and thereafter providing adequate financing for an automobile with everything

Capital Punishment Why The South Is So Dirty Research Proposal

Capital Punishment Why The South Is So Dirty - Research Proposal Example Ironically, it has come at a time when the president of the country is an African-American who was thought to have been elected without the intervention of color, race or ethnic origin. This is somewhat manifest in two households in Orangeburg, South Carolina. The white Bolen family has antique wooden clocks on the wall. Coca-cola memorabilia decorate the house. They did not watch when President Obama delivered his health-care speech on television because they believe he is a liar. The congressman representing them is Joe Wilson, the Obama heckler. Some blocks away is the Elmore home where a portrait of civil rights movement activist Martin Luther King, Jr. is prominent. Obama campaign keepsakes are all around one of which says "Yes, We Did." The Elmore family is black; so is their representative in congress, James E. Clyburn, a top ranking Democrat who initiated the moves to punish Wilson for the heckling. Orangeburg appears to be booming and is attractive to investors. In one fundr aiser for a local technical school, people were talking about race. One state senator opined that Joe Wilson's inappropriate misdeed had nothing to do with race. This local legislator who made the comment about Wilson is a white but is supported by both black and white voters. (Tucker, Philip. In S.C., One Road Divides Two Ways of Thinking. September 22, 2009. The Washington Post. [internet]. With the above-cited circumstances, it is not easy to answer any question pertaining to whether or not there is a racist divide in the south or whether or not there is bias against the blacks in that part of the United States. This can be a more particular concern if the subject of analysis is capital punishment which involves the fate of human life. Capital punishment is not imposable in all the states of America. Even in those jurisdictions where there is a statutory provision for the death penalty, carrying it out is rare. A look at the number of executions will give a preliminary guide. Thirty seven convicts were executed in 2008 in nine states broken down according to location as follows - Texas 18 Virginia 4 Georgia 3 South Carolina 3 Florida 2 Mississippi 2 Ohio 2 Oklahoma 2 Kentucky 1 Of the aforementioned thirty seven, twenty (20) or fifty four per cent (54%) were white and seventeen (17) or forty six per cent (46%) were black. All of them were men. All of the nine states included above except for Ohio are situated in the south or in the nearest south. As of the end of the year 2006, there were 3,233 prisoners with pending death sentences in thirty five (35) states and the federal prison system while there were only 3,220 such prisoners as of the end of 2007. That is a reduction of thirteen (13) prisoners under sentence of death. The United States Supreme Court reinstated the death penalty in 1976. On record from that time until date, more than

Maintaing A Work Family Balance Social Work Essay

Maintaing A Work Family Balance Social Work Essay Achieving a balance between work and family is important to everyone. A balance between work and family responsibilities occurs when a persons need to meet family commitments is accepted and respected in the workplace. Helping people achieve a balance between their family needs and their work commitments supports productive workers as well as committed family people. Provisions to assist with the balance between work and family must be available to everyone in the workplace. However, not all people in the workplace will need to or wish to access these provisions. These provisions reduce the barriers that may prevent people from entering and remaining in the workforce. They enable people with caring and family responsibilities to have equitable opportunities to progress in their career in the same way as those without these responsibilities. Work and family balance provisions contribute to equality in the workplace by recognising that some workers have caring responsibilities. They enable those workers to have fair access to workplace opportunities. Work-family facilitation, or the extent to which individuals participation in one life domain (e.g., work) is made easier by the skills, experiences, and opportunities gained by their participating in another. Frone (2003) suggested that work-family balance likely represents multiple dimensions composed of bidirectional (i.e., work-to ­family and family-to-work) conflict and facilitation. Finally, Hammer (2003) called for an explicit expan ­sion of the work-family paradigm to include work- family facilitation. Unfortunately, work-family facil ­itation remains conceptually and empirically underdeveloped (Frone, 2003), and its distinction from conflict remains unclear. Background Work-family conflict is a form of interrole conflict in which role pres ­sures from the work and family domains are mutually incompatible in some respect (Greenhaus Beutell, 1985, p. 77). The conflict does not operate in one direction. Family sometimes interferes with work (FIW), and work can interfere with family (WIF). Further, some researchers suggest that conflicts between the work and family domains can occur when (a) time consumed by one role results in a lack of time for the other, (b) strain caused by the activities of one role makes it difficult to fulfill responsibilities in the other, or (c) in-role behavior in one domain is incompatible with the role behavior in the other domain. The time conflict is fairly obvious and probably most salient to us lay people (i.e., non ­work family conflict experts). So is strain-if were totally stressed-out at work, we may not be able to deal with our family responsibilities and vice versa. However, the behavior component is less obvious. It has been sug ­gested that we may sometimes behave in ways in one domain that is incom ­patible with the other domain, such that the behavior in question does not facilitate fulfilling ones roles in the other domain. For instance, being a per ­fectionist may be useful at work, but the same behaviors may lead to less effective parenting or in other ways inhibit one from adequately fulfilling family responsibilities. It should be noted that the conceptual grounding of time, strain, and behavior-based dimensions of work-family conflict have been debated. As Mike notes, they do not have strong empirical validation and may confound the work-family construct with its putative causes and outcomes. What happens if work-family conflicts are not effectively managed? Work-family conflict can result in a number of dysfunctional outcomes, including burnout, decrease in mental well-being, deteriorating relationships, and job and life dissatisfaction. Presumably in the hopes that a better under ­standing of the causes of work-family conflict will help people avoid it, con ­siderable research has been directed toward trying to understand the antecedents of work-family conflict. Some of the things that lead to conflict are fairly intuitive. For example, working long hours, long commutes to and from work, workload, lack of management support, job involvement, and level of importance assigned to ones work, all predict the extent to which WIF. Further, marital status, number of children, level of importance assigned to family roles, and lack of family support all contribute to FIW. Further, some people are more susceptible to work-family conflict than others. For instance, research suggests certain personality types are more inclined to experience work-family conflict. Neuroticism, Type A tenden ­cies, and negative affectivity are all related to work-family conflict. As one might expect, age also relates to work-family conflict. Theres initial evi ­dence that as we get older, we develop more effective strategies for dealing with these conflicts. Objective:-Both academic and corporate research are confirming the existence of work-to-family and family-to-work spillover and the importance of healthy work-family interface for families and businesses. This is to prove that there is a need of balancing work family in everybodys life irrespective of the work he/she is doing to maintain a healthy time table for the commencement of day to day activities.Our day to day schedule is becoming hectic.In such situation peoples are losing their temper, are into wrong doings of all sort.Schedule needs to made for maintaining a healthy Work-Family Balance.People are so busy in making money that they started neglecting their family.They start giving more importance to their work and no time for family.This should not be the case as all these make a man a mechanized robot.They began neglecting all social activities,as a result their family suffers or feel their absence and sadness fill their lives. Unhappiness creeps in such family and destr oys their life.We should keep in mind that Money is not everything in Life.Yes,we can say money as the need fulfiller.we can fullfill are needs with the money earned.But we should not be always money making oriented.If we neglect our family for making more money, then all money earned goes worthless ! So,apart from work giving quality time to the family is very essential. Work-Family Balance Work- family balance is a term that refers to an individuals perceptions of the degree to which s/he is experiencing positive relationships between work and family roles, where the relationships are viewed as compatible and at equilibrium with each other. Like a fulcrum measuring the daily shifting weights of time and energy allocation between work and family life, the term, work-family balance, provides a metaphor to countervail the historical notion that work and family relationships can often be competing, at odds, and conflicting. Sociologist Rosabeth Moss Kanter was one of the first scholars to critique the prevailing assumption that workplaces and jobs must be designed to separate work from family demands. She challenged this approach as being socially necessary for employee effectiveness in carrying out the dual demands of being a worker and being a family member. She noted that as employing organizations shifted to be more demographically diverse, these stereotyped views on appropriate work and family relationships needed to be re-viewed in order to prevent negative processes affecting individuals and groups who were demographically different from the majority. Women as a growing minority group in employing organizations were having difficulty rising up the hierarchy and being accepted as managers as they juggled employment, and caregiving and domestic demands. These same issues are still relevant to organizational studies today. Most men and women are juggling competing life demands outside of workplaces that still are largely designed based on a culture that work is the central role in employees lives, and a belief that workers should sacrifice family personal roles in order to be successful on the job. From Work-Family Conflict To Work-Family Enrichment: Competing Negative and Positive Views Traditionally, researchers have assumed a win-lose relationship between work and family and focused on work-family conflict, based on the belief that individuals have limited time and resources to allocate to their many life roles. Most research relevant to the notion of work-family balance has been conducted on work-family conflict, which can be viewed as the opposite of work-family balance. The construct work-family balance is a more positive way of viewing work-family relationships. It is consistent with the emergence of a new stream of research being promulgated by such writers as Greenhaus and Powell on work-family enrichment, the idea that work and family can also enrich and complement each other. Overall, research on work-family balance can be characterized as being organized along these competing positive and negative perspectives. Work-Family Conflict The negative perspective on balancing work-family relationships emanates out of role conflict theory, which Goode noted assumed that having multiple roles is distracting, depletes resources, and results in role strain and overload. With regard to work family roles, when employees try to carry these competing demands out while being embedded in traditional workplaces that are designed to support separation of work and family demands, they are likely to experience higher work-family role conflict. Greenhaus and Beutell wrote one of the earliest theoretical articles on work-family conflict. They defined work-family conflict as a type of inter-role conflict where work and family roles are incompatible and seen as competing for an individuals time, energy, and behaviours on and off the job. Their work built on earlier role theory by Ebaugh and others who defined a role as involving behavioural expectations associated with a position in a social structure. Early research on work and family didnt necessarily differentiate where the role conflict was occurring, such as whether it was due to an inflexible job (work to family conflict) or whether it was due to not having back up child care for when a child was sick (family to work conflict) Later Kossek and Ozeki conducted a meta-analysis reviewing decades of studies that show that life and job satisfaction for men and women is affected by the type and direction of these competing role dynamics. Given womens traditional greater responsibility for caregiving, work to family conflict was found to affect life satisfaction to a greater degree for women than for men. Job satisfaction for men and women was equally affected by family to work conflict. Understanding the type, direction, and source of the conflict can help organizations and managers design appropriate workplace interventions to support work-family balance. For example, having to work overtime on a job and being forced to miss a childs school event is an example of time-based work-to-family conflict. However, being absent from work because a babysitter did not show up is an example of time-based family- to- work conflict. For the overtime example, an organization might allow for just in time worker scheduling to allow those workers with the most interest in overtime to volunteer. In the other example, managing overtime wouldnt solve the babysitter not showing up. Helping the employee find back-up care for emergencies or letting them work from home once in a while in emergencies would. An example of energy-based family-to-work conflict is when an employee is too tired to work well in the morning because he or she was up all night with an ill spouse. An example of energy- based work to family conflict is when someone is too tired to cook dinner or clean the house, because of working too intensely on the job. In order to promote work- family balance to promote better energy allocation between roles, in the first example, the firm needs to provide dependent care support or leave from work. In the second example, the firm might need to increase staffing levels so the workload is dispersed among more workers, or provide stress management techniques that allow workers to take breaks. An example of behaviour-based family-to-work conflict is when one is so stressed from a family demand, that the individual is unable to concentrate at work or exhibits private emotions such as crying at work that would be more associated with the private sphere. An example of behaviour- based work- to-family conflict is when someone comes home and yells at ones spouse or kicks ones pet because of anger related to work. In these cases, interventions to reduce the stress in the particular domain where it is occurring would result in better work-family balance. Work-family enrichment. The positive approach to studying work-family balance emanates from Seibers role accumulation theory which assumes that having multiple life roles can be psychologically enriching, as long as the roles are ones that the individual has high identity with, sees of good quality, and reap rewards and life privileges. Under a role accumulation perspective, a person can achieve balance by being able to regulate and have greater control over when where and how invest time and energy between work and family to ensure that they perceive they are accumulating positive outcomes from both roles. The more roles one has that provide positive rewards, the better off an individual is, unless s/he has too much too do from the sum of these roles (causing role overload) or has too many competing role demands. The assumption is that work and family balance have instrumental and affective paths. The instrumental path focuses on how positive skills and behaviours and rewards from one domain (such as incom e, learning how to manage people or solve problems) can help one perform better in the other domain. The affective path focused on the degree to which mood and emotions from one domain can seep in and positively impact how one feels, acts and behaves in the other domain. So if someone has a good day at work, s/he comes home and are able to have extra energy and emotions to allocate to the family. Or if one has a wonderful family life, s/he is able to bring these positive emotions to work. A final set of studies focus on the processes of balancing relationships between work and family. Some writers focus on compensation- how having a better role quality and higher identity in one domain such as the work role may compensate for lower role quality and investment in another domain such as family. For example, an individual who highly identifies with work might invest more in work roles to compensate for a less fulfilling family life. Other writers might focus on segmentation and integration processes, the degree to which individuals have preferences for keeping work and personal roles segmented or integrated. Job and organizational design can interact with preferences for the enactment of life roles and management of the work and family boundary. A study by Kossek, Lautsch, Eaton on teleworking found that individuals who teleworked and adopted an integrative boundary management style were likely to experience higher work to family conflict but not family to work conflict than individuals who adopted a separation style. Their study showed that the more the workplace is brought into the home via job and organizational design, the more likely it increases work-to- family conflict, particularly for individuals who like to integrate work and family roles (say watching children while taking a work call). Cross-over effects is another new area of study: how the work-family balance of one family member such as a wife or husband may transfer over positive and negative relationships to the other spouse. For example, if a spouse has a good or bad day at work the balance of the partner may be affected. Direction Of Work- Family Interactions, Disciplinary Foci, and Levels of Analysis It is also important to note that research on work-family balance is grounded in distinct disciplines that are not well integrated, which influences the direction and content of studies focus. Besides generally designing research studies as measuring generally positive or negative outcomes from balancing work and family, writers in the field have tended to focus on either how work affects family OR how family affects work. This tendency to assume a particular direction of relationship has ramifications for the measures and outcomes studies. In several handbooks such as Work and Life Integration and The Work and Family Handbook, the editors noted that researchers who study how family demands are affected by work demands often use different measures and focus on different levels of analysis in assessing work-family relationships then management scholars who might study how work responsibilities are affected by being a parent or a spouse. One large cluster of studies focuses on how family demands affect work. Historically, much of the writing in the management and organizational literature followed this approach. A general assumption is that the more family and other nonwork demands and interests an individual has, the more likely work is going to be negative impacted. For example, researchers in this stream might measure the number of children an employee has, his or her marital status. They would then link these personal demographics to the degree to which a person experiences positive work attitudes (e.g., commitment, job satisfaction) and work behaviors (e.g., turnover, performance). The level of analysis tended to be largely individual and focused on the employees personal, family and work characteristics. The other directional group of studies examines the different ways work impacts the family. Writers coming from this approach tend to emanate out of psychology and sociology and belief that the structure, stresses, and demands of work can make it more difficult for individuals to fulfill their family responsibilities as well as experiencing job stress at home. Some people refer to this negative seepage as negative spillover from work to home. Writers from this perspective might measure the degree to which inflexible work hours, lack of supervisor support, job demands and the structure of the workplace, negatively impact family and personal outcomes (e.g., job satisfaction, equal participation in family and domestic roles, life satisfaction, work-life balance). Here the level of analysis tended to focus more on workplace, job and organizational level. Researchers also might typically study of the availability of policies to support work and family, and the degree to which organizational culture and managers provided a supportive culture and norms to facilitate use of policies as well as positive relationships between work and home. For example, an individual would not have to sacrifice their family life in order to get ahead at work. Moving From Study of Work and Family To Study of Work and Life Integration The future directions of the work and family field are moving from the notion of work and family balance and conflict to terms of growing acceptance of work and nonwork life balance or work and life balance. Such terms suggest that many employees, even those without dependents or visible forms of family related to caregiving can experience the need to seek work and family balance. It also suggests as men become more involved in caregiving and domestic roles and women more involved in work and breadwinning roles, conflict and enrichment may more strongly relate to the role an individual is enacting (e.g., caregiver or breadwinner) than gender. METHODOLOGY Managing Work and Family Surprisingly, our literature has more to say about the antecedents and con ­sequences of work-family conflict and less on strategies to effectively man ­age it. However, there are some studies that have explored this issue and just knowing what causes work-family conflict can lead to an understanding of how to effectively manage conflict. Carefully consider work-family issues when choosing a job. The prede ­cessors of this column once interviewed Kevin Murphy and asked him how he manages work-family conflict. One thing he did was to choose a job that would offer him flexibility to deal with his family life. For example, if a potential employer seemed less than favorable about bringing children to meetings, that wasnt a job he wanted. Admittedly, not all of us have so many options to choose from that we can afford to be this selective, but its cer ­tainly worth considering the type of environment that would be ideal and aiming for such positions. Be sure to find out how the organization youre considering feels about bringing kids into work or if there is a strict culture of coming in early and working late. If the organization frowns upon anyone leaving before 5:00 and you have kids that need to picked up from school, thats got to factor into your job decision or you could be facing years of con ­flict. Some firm s are family friendly while others have a reputation of not being so family friendly. Further, dont feel guilty or feel like you are settling by considering these issues. As Lillian points out, finding a job that allows you to meet your fam ­ilys needs is an issue of fit. We consider a host of fit issues when we make a job choice; why shouldnt we also consider how the decision is going to fit other aspects of our life? In other words, its important to take a holistic approach when youre searching for a job. Dont just jump on the most pres ­tigious offer or the one that offers the most money. Work-family issues must also be considered. Selection, Optimization, and Compensation (SOC). SOC is a life-man ­agement coping style for work-family situations. Although related, SOC is different from time management. This coping style consists of being more selective in focusing on a few goals, persistence in order to achieve those goals, and seeking additional resources (e.g., child care) to compensate for lack of time. Basically, it is suggested that those experiencing work-family conflict should take the time to evaluate which goals are most important to them and focus on achieving those goals. Take the time to evaluate your goals and if the activities you engage in on a daily basis help you to meet those goals. Does reviewing a textbook help you meet your goals, or is it a task that takes considerable time but does not help you make progress toward one of your goals? If a task does not help you make progress toward a goal and you have the ability to avoid it (i.e., its not a requirement of your job), dont hesitate to sa y no. Further, its important to recognize that you dont need to go it alone. You should find ways to compensate for lack of time. This may involve child care, paying to have your house cleaned, having groceries delivered to your home, or getting someone to walk your dog. Lillian points out that it may be easier for folks with money to compensate for lack of time because they can pay to outsource many of these things. Research shows that application of SOC in both the work and family domains leads to lower job and family stressors which lowers work-family conflict (in both directions). For a more detailed account of this strategy see Baltes and Heydens-Gahir (2003). Communicate your responsibilities to those at work and at home. As Lou points out, a very important part of managing work-family conflict is simply making those around you aware of your responsibilities. For instance, if you only have daycare certain times of the week and need to watch the kids when theyre not in daycare, tell your employer this schedule so you can be sure your home responsibilities are considered when meetings are arranged. You should have similar discussions with your significant other as well. There may be days he or she will need to make dinner or pick the kids up from school. Its also a good idea to talk often. Responsibilities at both work and home may change so its important to inform everyone when that occurs. Also, you may find some things are not working out and you need to devise a new strategy to accommodate all of your responsibilities. Time management. To minimize work-family conflict, its important to manage your time well. Im probably not telling you anything you dont already know, but let me add to this. Macan, Shahani, Dipboye, and Phillips (1990) suggest that time management can be broken down into three dimen ­sions. First, goal setting and prioritization involve daily decisions about what is most important to be accomplished. Second, the mechanics of time man ­agement include such activities as making to do lists. Finally, a preference for organization involves maintaining a methodical, organized approach to work. Just like the SOC model, the time-management model first stresses the importance of deciding on what goals are most important for you to achieve and making sure you focus on those goals Increase your social network. I know some of you are balking at this sug ­gestion. After all, if youre struggling to make time for work and family, how on earth are you going to fit a social life into the equation? Who has time for friends? Well, believe it or not, theres evidence that increased social support can help decrease work-family conflict. Further, Leslies own research sug ­gests that decreasing social involvement in nonwork activities actually leads to higher levels of work-family conflict (Neal Hammer, forthcoming). So, dont quit spending time with friends because you feel like you have too much to do at home and at work. Doing so could make you less effective in both domains. Future Research Trends Research on work-family balance is only likely to increase among organizational scholars. One reason for heightened interest around the globe in work-family balance today is changing workforce demographics. A general trend around the world is a gradual but constant growth in the labor market participation of women. Using the U.S. as an example, which has some of the highest rates, research by the Families and Work Institute shows that 83% of all two-parent families with children under 18 have both parents working at least part of this time. Another study by Cohen reports that half of all children under 18 will live in a single parent home for at least part of their childhood in the U.S. Besides individuals with children, work-family balance concerns affect employees in general. For example, research by the Families and Work Institute reports that one third of employees say they have to choose between advancing in their jobs or devoting attention to their family or personal lives and one third will have managed elder care- care for a parent over the past year. Another reason for growing interest relates technological transformations that have resulted in some workplaces operating 24-7 as well as the ability to telework and be constantly accessible to work and jobs by email and cell phone and pagers even when not formally at the workplace. With 24-7 operations, the definition of the typical workday and what work hours are normal to support work family balance are also likely to redefined. For example, a U.S. based view of a 9-5 Eastern time zone of normal working hours, may not provide balance for workers where it is the middle of the night in India or China. Future research on work family balance will focus on differences in cross-cultural perceptions, how needs for balance shift over the life course, and how different jobs, family structures, and demographic groups may vary in their access to, perceptions of and outcomes from the level of work family balance they are afforded on and off the job. Multi-level research integrating individual and organizational perspectives and measures, and positive and negative measures is also likely to increase in future studies. Job design and work and family rewards and resources are likely to become of particularly increasingly importance in studying work family balance and conflict with highest stresses at either end of the economic spectrum. Individuals in higher paid managerial jobs are likely to experience higher work conflict and a lower balance due to overwork. There will be too many work hours competing for individual time and energy and too high workloads. Individuals at the lower end of the economic spectrum will experience work and family conflict more likely due to a lack of flexibility and ability to control when one works and a lack of economic resources to buy high quality child care and dependent care. Thus, employees throughout the organizations hierarchy will experience lower work-family balance but for different reasons. This trend makes it critical for future research to not only measure conflict, but to assess the processes and reasons for conflict and the role of organizational and job structures, as well as family and social and cultural structures (such as how family responsibilities are shared or viewed as ought to be shared) in enhancing or mitigating conflict and balance. The more that workers have access to jobs enabling higher control how when and where they do their jobs and the amount of workload, and the more that communities are design to provider greater public and private supports to enable dual enactment in w ork and family roles, the more likely that members of society will have greater work-life balance. Further Readings and References Bond, J., Thompson, C., Galinsky, E., Prottas, D. (2003). Highlights of the 2002 national study of the changing workforce. NY Families and Work Institute. Cohen, S. (2002). Cohabitation and the declining marriage premium for men. Work and Occupations, 29,343-383.. Ebaugh, H. (1988). Becoming an ex: The process of role exit. Chicago: University of Chicago Press. Goode, W. (1960). A theory of role strain. American Sociological Review, 25, 483-496. Greenhaus, G. Powell. G. 2006. When work and family are allies: A theory of work-family enrichment. Academy of Management Review, 31, 72-92. Greenhaus, J. Beutell, N. 1985. Sources of conflict between work and fmaly roles. Academy of Management Review, 10: 76-88. Hammer L.,Bauer T.  Grandey A. (2003). Work-family conflict and work-related withdrawal behaviors. Journal of Business and Psychology.17, 419-436. Kanter, R. (1977). Work and family in the United States: A critical review for research and policy. NY, NY: Russell Sage. Kanter, R. M. (1977). Men and Women of the Corporation. New York: Basic Books. Kossek, E., Lautsch, B., Eaton, S. 2006. Telecommuting, control, and boundary management: Correlates of policy use and practice, job control, and work-family effectiveness. Journal of Vocational Behavior, 68, 347-367. Kossek, E. E. Lambert, S. (2005). Work And Life Integration: Organizational, Cultural and Psychological Perspectives. Mahwah, N.J.: LEA Press. Kossek E. Ozeki, C. (1998). Work-family conflict, policies and the job-life satisfaction relationship: A review and directions for work-family research. Journal of Applied Psychology.83: 139-149.fol Pitt-Catsouphes, M., Kossek, E. Sweet, S. (2006). The Work-Family Handbook: Multi-Disciplinary Perspectives, Methods, and Approaches. Mahwah, N.J.: LEA Press. Seiber, S. (1974). Toward a theory of role accumulation. American Sociological Review, 39, 567-578 Sources of Data(References): 1.Finding an Extra Day a Week: The Positive Influence of perceived Job Flexibility on Work and Family Life Balance. Published by: National Council on Family Relations Stable URL: http://www.jstor.org/stable/585774 2. The Impact of Job Characteristics on Work-to-Family Facilitation: Testing a Theory and Distinguishing a

The Drug Codeine :: essays research papers

The Drug Codeine We used several different sources to gather our information. We go information from Jay Moser and Sue Peterson, our two local pharmacists. We researched medical encyclopedias, journals, and magazines. Codeine is known medically as methylmorphine. It is a drug derived from opium, a poppy plant. It was discovered in 1832 by French chemist Pierre-Jean Robiquet. Codeine constitutes about 0.5 to 2.5 percent of this plant substance. The drug has been in use since the early 1900's and it shares most of the pharmacologic characteristics of morphine, the other alkaloid in opium. Codeine is classified as a narcotic, it has the same painkiller effect as morphine but is only one-sixth to one-tenth as strong. Codeine occurs as a colorless or white crystals or as a white, crystalline powder and is slightly soluble in water and freely soluble in alcohol. The phosphate and sulfate salts of codeine occur as white, needle- shaped crystals or white, crystalline powders. Why is it used? Codeine is most useful in the relief of mild to moderate pain. It is also used as a cough remedy because it suppresses the part of the brain that triggers coughing, and as an anti-diarrheal drug, because it slows down muscle contractions in the intestinal wall. There are possible adverse effects. The most frequently observed adverse reactions include lightheadedness, dizziness, sedation, nausea, vomiting, and sweating. These effects seem to be more prominent in ambulatory patients and in those who are not suffering severe pain. Other adverse reactions include the following: (1) Central Nervous System- Euphoria, dysphoria, weakness, headache, insomnia, agitation, disorientation, and visual disturbances. (2) Gastrointestinal- Dry mouth, anorexia, constipation, and biliary tract spasm. (3) Cardiovascular- Flushing of the face, abnormally slow heartbeat, faintness, and syncope. (4) Genitourinary- Urinary retention of hesitancy, anti-diuretic effect. (5) Allergic- skin rashes. Most drug manufactors list specific warnings to be aware of when taking codeine. (1) Codeine sulfate can produce drug dependence of the morphine type, and therefore has the potential for being abused psychic dependence, physical dependence and tolerance may develop upon repeated administration of Codeine. (2) Codeine may impair the mental and or physical abilities required for the performance of potentially hazardous tasks such as driving a car or operating machinery. (3) Patients receiving other narcotic painkillers, general anesthetics, tranquilizers, or other central nervous system depressants, including alcohol with codeine may exhibit an additive central nervous system depression. Who shouldn't take codeine? Pregnant women should not use codeine because safe use in pregnancy has not been established. Children below the age of three shouldn't be given this drug for that age group hasn't been established. Codeine should be given with caution to certain patients such as the elderly or

Brigham Young

Do you know that individuals like the ‘American Jesus’ are historically rare to find in the world? Brigham Young is a man who led many into proclaiming the ‘good news’ of the Lord God of Israel. He led a band of men stripped of their worldly possessions into territories unknown. He had neither financial nor political backing but he was successful in establishing an industrious as well as an organized society. The only authority that he had was priesthood and of course his spiritual power.He gathered his people like a hen would to its chicks and gave them the sweet bread of life; the Gospel; the word of God (Arrington, L.  & Nibley H. nd). Brigham Young is one of the leading historical figures as far as the Mormon Religion is concerned.His life patterns well with that of Jesus Christ of Nazareth in the Bible in his mission to spread the word of God to every corner of the World. This essay therefore looks at Brigham Young’s life in relation to that of Jesus of Nazareth. Background To get a clear picture of the life patterns of Brigham, it is important to first get an insight of his background.Brigham Young was born on 1st June of the year 1801 in Whitingham in Vermont. He was the 9th born out of the eleven children that John Young with his wife Abigail Howe were blessed with. The family moved to New York when Brigham was only three years of age. He grew up helping his parents in their daily chores. His caring heart was revealed early when he took care of his ailing mother who had been suffering from tuberculosis. He was perhaps being prepared for his future role to take care of a larger flock. At the age of fourteen, his mother died and his father remarried.Brigham left from home to stay for sometime with a sister in Auburn. There he became a successful apprentice carpenter, glazier and a painter (Arrington, L. & Nibley H. nd). Later in 1823 he moved to New York where he worked as a carpenter and a painter in Port Byron. At twen ty three, he married Miriam Works (though he would later marry multiple wives after her death) and joined the Church of Methodist. After the birth of their first child, they moved to Oswego where he joined a religious seekers group. H e then moved his family near his father at Mendon.Joseph Smith the then leader of Mormon in his church mission passed by Mendon and left a copy of the Book of Mormons with a brother to Brigham. Brigham got access of the book and after going through it was greatly impressed. Two years later, he was baptized and became a believer of Mormon (Arrington, L. & Nibley H. nd). Following in the footsteps of Jesus of Nazareth Like Jesus Christ of Nazareth, Brigham had a burning desire to make known the gospel across the world.During his first summon just one week after he was baptized, Brigham declared that after baptism â€Å"I wanted to thunder and roar out the Gospel to the nations. It burned in my bones like fire pent up, so I commenced to preach†¦. No thing would satisfy me but to cry abroad in the world, what the Lord was doing in the latter days† Putting into practice his words, thundering and roaring of the gospel he did. Like Jesus leaving his father, Brigham left his family to go ‘abroad’ and establish God’s kingdom (Arrington, L. & Nibley H. nd). Like Jesus, his work in the service of God started in his home town and then spread abroad.His preaching missions carried him to every corner of Mendon. His dedication as well as his potential qualified him to join the Quorum of the Twelve Apostles in the Mormon Church of Joseph Smith. The Twelve’s duty was to travel far and wide to spread the gospel. They preached to all nations and to people of different kinds. Their stay was not at home but away where the gospel had not reached. Afterwards, The Twelve moved to Great Britain to act as missionaries of the word of God. Brigham had left his family in dire poverty and was determined to reach England o r better die in his trying to.He was ready to die Jesus’ way for a cause which he believed in; spread the Gospel. In Britain, Brigham out of his prowess directed all the works of The Twelve. In the same footsteps of Jesus of Nazareth, he had greatly inspired The Twelve and no wonder they made him their leader and overseer (Arrington, L. & Nibley H. nd). When the Twelve Apostles came back to Nauvoo, Brigham was assigned the role of directing the apostles by Joseph Smith in their missionary work as well as other activities like land purchasing and construction projects.Playing Jesus, Brigham was now the leader of the Twelve Disciples. He was the assistant of Joseph Smith who was the First president as far as authority and responsibility was concerned. It is thus clear that he took the second position after Joseph Smith which placed him in a similar position with that of Jesus; Jesus was also the second after God. This position made him more influential to not only his disciples but also in the whole of Nauvoo and abroad in general. Even after the death of his Spiritual Father, Joseph died; he remained the leader of the Twelve until his own death in 1877.They travelled far and wide preaching the Gospel, the work that they had been called to do. Long afterwards, the work that Brigham had started continued. Before he had died, he had organized the leadership of the church of Mormon. He had lived a life by the example of Jesus Christ and fitted perfectly in the footsteps of The Son of God (Arrington, L. & Nibley H. nd). Despite his good work, just like many other Mormonism men, Brigham used his status to take in plural wives. He used his missionary work as a tool to take advantage of vulnerable women.For instance, his second wife Mary was a window. Just like in Jesus’ time, when many, claiming to be the Son of God and savior took advantage of the poor and sinful, Brigham is not an exception of those who took advantage of the doctrine (Mormon Heteric, 2 009). Was Brigham true or a False Prophet? Could Brigham have been a prophet of darkness? The words in the Bible in the book of Deuteronomy 13: 1-5 can help clear the confusion between a true and a false prophet. It says that a prophet may foretell things to happen in the future and they shall come to pass.However, a man may have miraculous powers but not actually a prophet of the Lord. Any of the prophets who encourage the worshiping of other gods apart from the God of Israel is false. Jesus himself in the gospels is quoted warning that â€Å"many will come in my name, saying, ‘I am the Messiah’ and they will lead many astray† according to the works of Brigham and in the limelight of these statements, does Brigham qualify as a prophet of God? (Ulachos, 1979). In history, a few poses the character of Young. For a period of thirty years, he gave himself wholly to the service of the Lord.He claimed to be a prophet in the Church of Mormon. Though he was the chair of the of the Mormon Church who presided the longest, he in fact taught false doctrine that directed its worship to a god who is not the Lord God of Israel. He had given a sermon that God and Jesus had physical bodies made of bone as well as flesh. He concluded that Adam was in fact the God of Israel who should be worshipped. The claim by Brigham that Adam was God makes it clear that he was not a true prophet of the Lord; he was false and uninspired.Because of his belief, Brigham fell out with his disciples and still many opposed him (Ulachos, 1979). More so, he put it that Jesus Christ was begotten of the father who was their God. Adam was God and therefore, Jesus was his son. Many people did not like his interpretation of the New Testament and they opposed him. However, he managed to draw a group of them to believe that Adam was their God and Jesus his son. They defended him saying that people had misunderstood Young.If he had made a mistake, he would have corrected himself which he never did. This meant that his mind was right. His preaching of his own interpretation of the gospel from what was written down in the New Testament makes him no exception of a false prophet (Ulachos, 1979). Conclusion Brigham Young’s work in spreading the Gospel of the Lord God of Israel pictures well with that of Jesus Christ of Nazareth.He set out to do what many at the time could not have done and that is why to the present day, he is remembered in the Mormon Doctrine as one who made a great impact to the Church. Through the Gospel works, he rose from a humble background to a man who could sustain and give his twenty families a good life. Some of his teachings leave people wondering whether he was a true prophet of the Lord God as he claimed to be. However over the centuries, it has been an almost impossible task to identify who a false prophet is.References Arrington, L. & Nibley H. (nd). Brigham Young. Retrieved from http://www. lightplanet. com/mormons/people/brigham_ young. html Mormon Heteric. (2009). Economics of polygamy, divorce, and happiness. Retrieved http://www. mormonheretic. org/2009/11/15/economics-of-polygamy-divorce-and-happiness-daynes-part-4/- Ulanchos, C. (1979). Brigham Young’s False Teaching: Adam is God. Retrieved http://www. beyondweird. com/occult/adam. html

The Indestructible Women essays

The Indestructible Women essays In The Grapes of Wrath, we observed the several important roles of the women. The women in this novel were idealistic for their sacrifices and their roles in the family. Today, women are often viewed as just simple housewives who are always in control of their husbands, but John Steinbecks view of womanhood was much different. Womanhood is a term which is actually used to represent womens lives and how they respond to different situations. My essay is going to be on the four most important women of this novel: Ruthie, Grandma, Ma, and Rose of Sharon. From Ruthie, the youngest of the family, to Grandma, each member symbolized and portrayed everyday life for women in rough times. I hope these four women in the following essay inform you a bit about the life during the Depression and how the women made such a great impact. The very first woman I would like to talk about is a little girl named Ruthie, the youngest of the Joads. She is a young girl going through puberty that is trying to find her place in this world. She is young and inexperienced, trying to soak up as much knowledge as she can from her older examples. She is stuck between maturing and staying a child. I would like to repeat a quote from The Grapes of Wrath while Ruthie and Winfield were eating candy, "Ruthie, dressed in a real dress of pink muslin that came below her knees, was a little serious in her young-ladiness.... Ruthie felt the might, the responsibility, and the dignity of her developing breasts..." In just that one quote, Steinbeck uses three descriptive words to describe. The word might suggests power, which is used for nurturing and sustaining life. The word responsibility shows that women have a greater responsibility than men do. Finally, the word dignity shows her becoming a woman. When given little responsibility she fe els important and feels like she can be trusted with important information that affects the family. She gets so excited at ti...

The Political Theories Of Locke And Hobbes Essays - Empiricists

The Political Theories Of Locke And Hobbes Essays - Empiricists The Political Theories Of Locke And Hobbes Political Theories of Locke and Hobbes John Locke influenced Western political thought immensely. He lived during the age of political upheaval, the Glorious Revolution. During this time, the Tories and the Whigs, Englands first two political parties, joined together to rid their country of the tyrannical James II and welcomed as their new co-rulers his daughter, Mary, and her Dutch husband, William. Locke witnessed these events from the Netherlands, where he had fled in 1683 because he foresaw the accession of the absolutist and Catholic-leaning James II. These events greatly influenced his political theories. Throughout his writings, Locke argued that people had the gift of reason. Locke thought they had the natural ability to govern themselves and to look after the well being of society. He wrote, The state of nature has a law of nature to govern it, which treats everyone equally. Reason, which is that law, teaches all mankindthat being all equal and independent, no one ought to harm another in his life, health or possessions. Locke did not believe that God had chosen a group or family of people to rule countries. He rejected the Divine Right, which many kings and queens used to justify their right to rule. Instead, he argued that governments should only operate with the consent of the people they are governing. In this way, Locke supported democracy as a form of government. Locke wrote, We have learned from history we have reason to conclude that all peaceful beginnings of government have been laid in consent of the people. Governments were formed, according to Locke, to protect the right to life, the right to freedom, and the right to property. Their rights were absolute, belonging to all the people. Locke also believed that government power should be divided equally into three branches of government so that politicians will not face the temptation to grasp at absolute power. If any government abused these rights instead of protecting them, then the people had the right to rebel and form a new government . John Locke spoke out against the control of any man against his will. This control was acceptable neither in the form of an unfair government, nor in slavery. Locke wrote, The natural liberty of man is to be free from any superior power on earth, and not to be under the will or legislative authority of man, but only have the law of nature for his rule. In addition, Locke felt that women had the ability to reason, which entitled them to an equal voice- an unpopular idea during this time in history. Despite fearing that he might be censored, he wrote, It may not be wrong to offer new ideas when the old traditions are apt to lead men into mistakes, as this idea of fatherly powers probably has done, which seems so eager to place the power of parents over their children wholly in the father, as if the mother had no share in it: whereas if we consult reason or the Bible, we shall find she has an equal title. Thomas Hobbes, on the other hand, had a completely different view of human beings and how government should function. This is due to his background of growing up in England, during a time of religious, social, and political discord. Hobbes, was very interested in why people allowed themselves to be ruled and what would be the best form of government for England. In 1651, Hobbes wrote his most famous work, entitled Leviathan. In it, he argued that people were naturally wicked and could not be trusted to govern. Therefore, Hobbes believed that an absolute monarchy- a government that gave all power to a king or queen- was best. Hobbes believed that humans were basically selfish creatures who would do anything to better their position. Left to themselves, he thought, people would act on their evil impulses. According to Hobbes, people therefore should not be trusted to make decisions on their own. In addition, Hobbes felt that nations, like people, were selfishly motivated. To Hobbes, each country was in a constant battle for power and wealth. To prove his point, Hobbes wrote, If men are naturally in a state of war,

International Business in Emerging Markets Essay

International Business in Emerging Markets - Essay Example The managers need to be accountable for their tasks and undertakings since they have to find the middle ground between what is deemed as right and what cannot be termed as unacceptable on their part right from the very beginning, as far as the operational stance of the MNCs are concerned. The managers therefore have a big responsibility to take care of because they need to be accountable for all their actions and tasks, and without their proper input, it would be a difficult process to make sure that these MNCs remain proactively consistent within their respective working domains. This paper studies how managers have been able to showcase their own selves towards the mission and vision of the multinational companies and how the same has been drafted in the wake of the strategic shifts and organizational structures whilst dealing with the different governments and companies within the emerging market zones. The need is to define how the governments and the companies within the emergin g markets basically come in close association with one another. When one understands the due role of the MNCs doing their bit within the emerging countries, then only the liaised role of the governments and the companies can be deciphered in an easy going manner (Henisz, 2009). Otherwise there could be serious issues in the wake of such MNC operations spread in the underdeveloped countries and other emerging markets all around the world. The governments and the companies within such emerging markets are always finding one or the other reason to be assured that they are doing something worthwhile for the locals since these MNCs have vested interests, as is known within the relevant business circles. What is significant to note is the fact that these MNCs have to manifest their due role through proper guidance and coordination with the relevant publics so that there is no missing link within the prevalent scenarios which have come about. The MNCs need to recognize where they can go wr ong and what corrective steps, if any can be taken on their part from time to time. However, this does not mean that the governments and the companies under scrutiny within the emerging markets do not have any role: they are equally accountable for what kind of steps that they enact so that the MNCs do not find any difficulty in conducting their relevant business operations and go ahead with the changing business practices which are applicable all over the world. The MNCs therefore need to pinpoint where their managers have to play an active role and what the implications of these managers would be towards the end goals and objectives of the MNCs. If these managers know that they are doing something worthwhile for the sake of the organization, it will be manifested through the actions and behaviors of the managers but if the MNCs have not yet dictated policies and regulations to deal with the changes that keep on happening amongst different countries in terms of their governments an d other industrial settings, then this would mean that a lot of work needs to be done, and which should be accounted for within the relevant mix of things. However it is always a good starting point for

BHS 328 - Team Building (Mod 3 CBA) Essay Example | Topics and Well Written Essays - 750 words

BHS 328 - Team Building (Mod 3 CBA) - Essay Example nt helps to nurture a culture where every individual is given an equal opportunity regardless of his/her designation, age, gender and race to participate in an organization’s decision making process. In recent years, there has been a growing number of organizations that focus on delegating power to employees to make decisions since it warrants an environment where everyone can give their opinion and this not only enhances the creativity of an individual, it also increases the sense of ownership. In Books4Us, there is a concept of authoritative management which requires that every employee needs to ask his/her manager for making decisions which hampers him/her from taking any risk and thinking out-of-the box. Due to stiff competition, the organization needs innovation ideas to capture the market share but due to low level of empowerment, employees rely on their managers to give them instructions for each task regardless of its complexity and novelty. An Open Book Management culture will encourage employees to study the external environment and leverage the strengths of the organization to avail the opportunities at hand. Moreover, delegating authority to employees helps in building trust between the employee and his superior since the employee senses that he is trusted with the job therefore he strives to his best capability and this results in a higher-level of motivation. Lack of empowerment has resulted in lack of shared vision, mission and goals due to which every employee is pursuing personal goals and focusing on individual achievement rather than the success of Books4us. Increase in the level of authority held by each employee will result in the organization working as a team seeking identical objectives rather than acting as discrete groups. â€Å"What better way to tap into workers brains as well as their brawn than to encourage them to think on the job, to bring to it a greater sense of professionalism and self-motivation and to feel committed to the