Liberty! The American Revolution

By what specific steps did the American Revolution transform from a revolt of thirteen British colonies meant to secure the colonists’ traditional English rights under Crown rule in a war meant to establish an independent nation in which the people are sovereign and equal rights before the law?Advertising We will write a custom essay sample on Liberty! The American Revolution specifically for you for only $16.05 $11/page Learn More Explanation The American revolt started as a fight against inequality. The thirteen colonies were not strangers to the oppressions and intolerable acts of the British parliament. The oppression included harsh tax laws. The people were not represented in their tax revenues and termed the oppression as an act of inequality. Similar oppressions broke out in different colonies. In Boston, the people rejected Townshend law and called for a rebellion. The British branded the rebellion as a sign of weakness on their part. They used force to crush the rebellion among the colonies. The colonies defended themselves against the oppression and gave their lives for the common cause. They organized a continental meeting and pledged to protect each other against any oppression. The continental meeting in 1774 signaled the turning point of the American Revolution. The American Revolution began without a cause against inequality. The oppressions of the colonies by the British became a regular occurrence and the people sought a solution. The colonies were loyal to the King, but they did not enjoy the treatments they received. They were dragged like slaves and used as tools for recreation. The Americans termed this act to be intolerable but did not foresee a chance of secession from the British rule. Within the colonies, small groups of rich men gathered to discuss politics of the day, each taking turns to curse the King and his troops.Advertising Looking for essay on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More It was difficult to revolt against the King given their present predicament. The colonies were slaves to the British by every standard. The food they ate, the water they drank, the wages they received, came from the British. How could they stage a revolt when all their supplies came from the British? The oppression continued and the people of Boston became defiant with the King’s troops. They staged a peaceful revolt against the King. The militia in Boston dumped an entire shipment of tea into the sea prompting wild outrage. This incident set in motion a chain of events called the American Revolution. The colonies came together as a union to transform a revolt under crown rule to a war meant to establish an independent nation called America. The words of the tea party spread across Britain within days, the British troops described the rebellion as a revolt in the family and decided to flush the tiny group before they grew in n umbers. The King ordered the occupation of Boston by the British military and the use of force if necessary to enforce their loyalty. The Boston revolt did not gain acceptance by the majority because they never saw a chance of victory against the King. Even the sober or drunkard did not curse the King or boast the independence. The revolt gathered momentum; small groups of militias grew in numbers. People began to weigh the events that played out with caution. They argue that the same treatment given to Boston could be replicated to another colony charged with rebellion. By 1774, fifty-six leaders among the colonies met in Massachusetts to pledge their allegiance to a common cause: defend or die trying.Advertising We will write a custom essay sample on Liberty! The American Revolution specifically for you for only $16.05 $11/page Learn More The colonies were strangers to themselves, they hardly relate. They were closer to the King’s men than them selves. The meeting in Philadelphia signaled the turning point of the American Revolution. People with different backgrounds from thirteen colonies united in a common cause. Their cause became known as a common sense. The thirteen colonies were adequately protected by British troops, but they wanted liberty. During the meeting in Philadelphia, the delegates comprising of businessmen, plantation owners, jurists, lawyers pledged their loyalty to each other. They agreed to a bond, in pain and sorrow to fight any form of operation. They agreed to stop the importation of British goods and depend on their local supplies. Their businessmen refused to trade with the British and closed all routes of the slave trade in their colonies. These steps changed the course of a revolt in a war for an independent nation. The businessmen in London suffered from the boycott. They petitioned the British parliament. To enforce their authority, British troops ordered the arrest of the leaders of the militi as and seizure of ammunitions. The troops led by General Cage entered Lexington to enforce their authority. The events of that evening changed American history. Words of war echoed across the thirteen colonies and they united with a common cause to defend their territory. When the tales of Lexington broke out, the remaining colonies knew the time has come and there was no way back.Advertising Looking for essay on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More The British troops, driven by anger to suppress the rebellion, fought with courage and the people of America who took their fight as a revolt from the traditions of the British rule, believed in the American Revolution. The second meeting held by the thirteen colonies voted money to assist the militias in Boston. They drafted the declaration of independence and the United States of America became a dream. This essay on Liberty! The American Revolution was written and submitted by user Bo B. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Lorca essays

Lorca essays Con el advenimiento de modernismo muchas ideas y conceptos nuevos nacieron. Los escritores fueron intersado en ideas que muchas veces aparacieron ser en oposicion. De sus deseos a revolver a la pastoral al amor de las maquinas o de su busca para una poesia nueva a su revolver a las trabajas antiguas, en muchas maneras los sentimientos y trabajas, o los estilos y ideas nos presentan problemas cuando queremos estudiarlos o descutirlos. Una idea yo pienso que sea interesante es incluiado en la introducion de Bodas de Sangre. En este "ensayo" el escribador es preocupado con la idea de "el problema de la tragedia moderna." El descute la relacion mientras las trabajas y ideas de Lorca con otros escritos de la hora. Lorca, como Eliot o Gide, fue interesante en el concept de mitopoetico. Este podria un problema si nos concepto de tragedia no es un del sentido moderna. Asi, si nosotros miramos a los aspectos de un tragedia moderna y los aspectos del drama que sean miticos, nosotros veremos que este texto es una mezcla de tragedia alta y tragedia baja, y es este terreno medio que lo hace una tragedia El primero aspecto del texto de Bodas de Sangre que veimos es los nombres de las caracters. Todas, excepto para Leonardo, no tiene nombres propias. Hay la criada, el novio y la novia, la mujer, la luna, etc. Nadie tiene su propio nombre. Porques de este no hay un sentido de permanencia de la cuenta. Se puede hacerse un cuenta como aquellos de los griegos o romanos. Estos caracters son sin caras. Son mascaras que representalos partes diferentes del cuenta. Que entonces de Leonardo, por el tiene un nombre propio? Un idea es que en este caso a el se puede verlo como una fuerza del drama. Como la luna, que descutire tarde, el es dando acciones independientes. Nosotros no podremos entenderlos, pero se existen y son independiente de los otros caracters. Pudemos verlo si comparamos el con el novio. Leonardo escoge su senda cuando el...

Analysis of the Postal Rule

Analysis of the Postal Rule The purpose of this brief is to examine and evaluate the effectiveness and relevance of the Postal rule in the modern context of contract law. Generally, the Postal rule is used to resolve disputes where there is no formal communication received, or it is delayed by post. It is a set of principles that allow the courts to establish that a contract has or has not been formed at a particular point in time, despite the absence of the offeror receiving any formal communication of an offer. Specifically, this brief sets out to examine the aged precedents that the Postal rule relies upon to survive, and analyse them in conjunction with the changing face of communication on a global scale. Finally, it will attempt to recommend a conclusion based upon this discussion, and assess a way forward for the UK jurisdiction, given the increase of use of electronic communication, and the embracing of such means in the community worldwide. The postal rule is an alternative means of accepting an offer . It is a set of rules that govern whenever communication of acceptance has been sent by post, and are used to resolve any disputes where there is doubt as to the effectiveness of the communication of the offer. The general rule that has been adopted under English law in regards to acceptance by post is given by the case of Adams v Lindsell . [1] This case involved the defendants offering to sell wool to the plaintiffs, and asking for a reply by post. The plaintiffs’ letter was delayed in the post, and hence the defendants sold the wool to someone else, believing that the plaintiffs were no longer interested in the deal. However, the court heard that the plaintiffs had sent a letter of reply on the same day they received the offer, and hence the court held that there was an enforceable contract. The principle behind this decision was that a communication of acceptance of an offer becomes valid once it is posted by the offeree, not when it is received and opened by the offer or. This principle allows for a party to still have rights to an enforceable contract even where the procedural matters are delayed beyond their control. It effectively exonerates the offeree from any liability once a letter of acceptance has been posted to the offeror, and places the onus on the offeror to satisfy the procedural requirements of the contract. As was seen in Adams v Lindsell if the offeror does not wait for a reasonable period of time for confirmation, and subsequently disposes of the goods or services, then they may be liable if it so happens that the confirmation arrives at a later stage. Justifications for the Postal Rule A number of justifications for the postal rule of Adams v Lindsell are discussed by Ewan McKendrick in his book, ‘Contract Law’. Firstly, it is argued that the Post Office acts as an agent of the offeree, and hence once the letter is received by an agent, this constitutes valid communication of acceptance. [2] McKendrick says th at this is open to debate, given that the Post Office clearly has no express authority to contract on behalf of the offeree. [3] Secondly, it is argued that given the offeror has chosen to initiate negotiations by post, then the offeror must bear all responsibility associated with the postage of documents relating to the contract. However, this justification has been brought into question by the decision in Henthorn v Fraser , [4] where it was held that the postal rule only applies where it is reasonable to use the post. As McKendrick discusses, the issue of what exactly constitutes a reasonable situation to use the post is questionable, for example, where two parties live a significant distance from one another it may be reasonable to use the post, however it is not necessary to initiate negotiations through the post. [5] It would, therefore, be unlikely that such a justification could be relied upon; given there is uncertainty as to when it becomes reasonable to use the po st. A more solid justification is that an offeree should be able to rely upon the fact that he or she has posted the acceptance, and hence has satisfied his or her procedural duties under the rules governing the formation of a contract. McKendrick says that a better way of viewing the postal rule in light of this justification is that, once the letter is posted, the offeror cannot revoke his offer, rather than the acceptance taking effect once the letter has been sent. [6] It places the onus squarely on the offeror, given that the offeree has complied with all reasonable requests required of him in accepting the offer. However, the general rule discussed in Adams was further elaborated upon and entrenched in the later case of Household Fire and Carriage Accident Insurance Co Ltd v Grant . [7] In this case, it was held that an acceptance of offer communicated by post becomes valid once it has been posted by the offeree, not when it is received and opened by the offeror. This fur ther strengthens the justification that it is the responsibility of the offeror to allow for any delays or mishandlings by the Post Office in regards to any contractual negotiations conducted by post.

Ethical Dilemma Assignment Example | Topics and Well Written Essays - 500 words - 2

Ethical Dilemma - Assignment Example These individuals normally suggest that it is easy to make decisions without considering ethical issues, and then analyzing the action afterwards (Paele & Blanchard, 1988). The existence of the â€Å"grey region† between wrong and right does not act as an excuse for ignoring ethics. The â€Å"grayness† aspect can be removed from the ethical dilemmas through taking time to analyze and understand a decision. The ethics check has been formulated to analyze three questions that arise out of a given ethical situation. Ethical decisions should be similar if the answer to any one of the questions is contrary or negative. The first question is: is the issue legal? Legal decisions adhere to government and organization regulations and laws. The second question is: is the decision balanced? Ethical decisions should always result in win-win situations. This ensures fairness to all parties concerned. The third question is: what feelings are derived by the decision maker? The feeling of ethical decision is positive, rewarding and fulfilling. This makes the concerned parties proud of the outcome (Paele & Blanchard, 1988). Ethical mentoring concept illustrates that illegal or unethical actions in society or organizations rarely occurs because people intend to do wrong. Instead it begins with insignificant breaches which gradually increase in scope and scale. This makes the poor action be considered the norm or acceptable. Ethical mentors assist people to effectively handle situations involving potential conflict in values and ethical lapses. The ethical mentors also assist people increase their ethical awareness, to enable them avoid ethical dilemmas. They also provide resources to ethical leaders to create an ethically conscious organizational culture (Paele & Blanchard, 1988). Effective ethical mentors include the professional

Performer is a man of action. He is not somebody who plays another. He Essay

Performer is a man of action. He is not somebody who plays another. He is a doer, a priest, a warrior... What is Acting - Essay Example The works by Aeschylus, Euripides, Sophocles etc, are the treasures of the classical drama. In different times drama has unfolded several new facets that have brought revolution on the stage. In the Restoration era, drama featured absolutely different characteristics. (Jahn, 2003) It became more vulgar and vigorous, portraying the lecherous and degenerated society. The works of Wycherley, Etherege, Moliere enriched this age with their worthy contributions in drama. However, these were mostly comedies. The revenge tragedies such as Thomas Kyd’s The Spanish Tragedy, the Seneca’s bloodthirsty tragedies and many others of this genre, exhibited a gory and violent trait of stage performances. On the other hand in later period the classical notes are represented again, in the Shakespearean drama (both tragedies and comedies) with a close connection with the modern psychoanalytic traits, such as Macbeth, Hamlet, Othello, Julius Ceaser etc. In the later period, nineteenth centur y ushered a whole new schools of drama with several innovative carves in it. The dramatists like G. B. Shaw, Henrik Ibsen, Brecht etc. came up with excellent notions that metamorphosed the entire figure of world drama. The versatility in the genre of drama has kept the definition of acting or performance moving continuously. Each genre exhibited his or her uniqueness. An actor cannot be captured in a certain frame of definition for a very general reason. He/ she always keeps changing their roles according to the drama. He is essentially a ‘doer’ and hence a performer too. Acting is an art that the performer procreates in each moment of his/ her lifetime by giving life to series of characters, and such a performer who cannot be categorized in any definite role because the art of acting is universal. Dissimilar from the actors in ancient Greece, who were honored, it is supposed that the actors of Rome in the

Learning Organization Essay Example for Free

Learning Organization Essay The evolution of Organizational Learning has started in 1938 when John Dewey, in his book Experience and Education, publicized the concept of experiential learning as an ongoing cycle of activity. But, how did this concept emerge? Or, what does it really mean for the businesses? In order to understand this, we have to analyze the problems and needs. The core idea behind learning organization is that organizations of all kinds will not survive, let alone thrive, if they do not acquire an ability to adapt continuously to an increasingly unpredictable future. Or in other words, in order to survive and succeed for businesses, it is essential to establish or build stronger relationships with customers, where there are rapidly changing, turbulent and/or highly competitive market. Through learning, organizations may be better equipped to meet the challenges caused by continuous environmental turbulence. In addition, where products and processes can rapidly be copied, according to Arie de Geus, head of strategic planning department of Royal/Dutch Shell, the only real source of competitive advantage is to stimulate learning by employees. This may allow these individuals to identify new ways of working more closely with customers, which in turn permits the organization to differentiate itself from competition. However, the style of learning has to reflect the operational needs of the organization. For instance, a manufacturer which has adopted a transactional marketing style would probably choose to operate in a relatively stable market, produce standard components and focus primarily on offering adequate quality goods at a competitive price. In such circumstances, assuming that the organizational systems are based around repetition of routine procedures, the firm would probably be well advised to focus upon creating a single-loop learning environment as the most appropriate way fur sustaining employee development aimed at organizational efficiency. 2 On the other hand, in market situations where firms face periods of significant, discontinuous change and/or there is a desire to differentiate  the firm from competition through the adoption of a relationship marketing style, then possibly an incremental, more adaptive learning style, which is called double-loop learning may be more appropriate, so to involve the exploitation of new knowledge to evolve new practices, perspectives and operational frameworks. Figure 1: Single- vs. double-loop learning. II. DEFINITION OF LEARNING ORGANIZATIONS Keeping in mind what we have so far discussed, now let us check some definitions of the Learning Organizations. Peter M. Senge, who is also named as the father of this concept, describes learning organizations as organizations where people can continuously expand their capacity to create results which they truly desire. In such organizations, new and expansive patterns of thinking are nurtured, and collective aspiration is set free. Individuals learn to learn together. He declares Deep down, we are all learners. It is not only our nature to learn, but we love to learn. Chris Argyris and Donald Schon defined the concept of learning organizations through the help of the definition of organizational learning: where the process of detection and correction of errors rules. 3 Moreover, how de Geus defined learning organizations is very remarkable: Forget your tired old ideas about leadership. The most successful corporation of the 1990s will be something called a learning organization? The ability to learn faster than your competitors, may be the only sustainable competitive advantage. One last definition might be the one of Kim, D., a learning organization is one that consciously manages its learning process through an inquiry-driven orientation among all its members. III. FIVE DISCIPLINES OF SENGE I have already mentioned that Senge was called as the father of the concept of Learning Organizations. When he first published his book The Fifth Discipline: The Art Practice of The Learning Organization in 1990, he caught a significant attention from academics and the business world. Peter M. Senge (1947- ) was named a ? Strategist of the Century by the Journal of Business Strategy, one of 24 men and women who have ? had the greatest impact on the way we conduct business today. Moreover, Senge has founded the Center for Organizational Learning at Massachusetts Institute of Technology (MIT) in 1991 while he is also the founding chairperson of the Society for Organizational Learning (SoL) and a senior lecturer at MIT. Being maybe the most important, namely the person having the most influence in Learning Organizations I will study his so called five disciplines in my project. 4 3. 1 PERSONAL MASTERY 3. 1. 1 Introduction to Personal Mastery  Senge says, Organizations learn only through individuals who learn. Individual learning does not guarantee organizational learning. But without it no organizational learning occurs. The people are the main active force in every aspect of the business. Since, people have their own will and mind, and their own way of thinking; it is essential that they be sufficiently motivated to challenge the goals of growth and complexity. In todays practices, the manager should not be willing to dominate controlling, planning and organizing the workers activities. Instead they should be enabling the people in the business have their own enriching lives through establishing and maintaining the conditions needed. One should be living his own life from a creative viewpoint, so as to turn the life into a creative work. Personal Mastery is the phrase Senge and his colleagues use for the discipline of personal growth and learning. People with high levels of personal mastery are continually expanding their ability to create the results in life they truly seek. From their quest for continual learning comes the spirit of the learning organization. 3. 1. 1. 1 Mastery and Proficiency. There are two main underlying movements when personal mastery becomes a discipline, one of which is always continually making clear what is important for oneself, whereas the other movement is to continually learn how to see the current reality more clearly. It is vital to know where you are now in moving toward a desired destination. People with a high level of personal mastery share several basic characteristics, one of which is that they have a special sense of purpose that lies behind their visions and goals. 5 For such a person, a vision is an aspiration rather than simply a good idea. One other characteristic is that they live in a continual learning mode, where they never arrive. They know that personal mastery is not something one possesses, but is a process, a lifelong discipline. Those with a high level of personal mastery are acutely aware of their ignorance, their incompetence; and they know, or better to say truly believe that the journey itself is the reward. 3. 1. 1. 2 Why We Want It We want it because people with high levels of personal mastery are more committed, take more initiative, have a broader and deeper sense of responsibility in their work, and learn faster. Kazou Inamori, founder and chairman emeritus of Kyocera Corporation and president of the Inamori Foundation, who holds a bachelor of sciences in applied chemistry, says that Our employees agreed to live in a community in which they would not exploit each other, but rather help each other so that we may each live our life fully. 3. 1. 1. 3 Resistance One of the issues against the personal mastery is the resistance, which in turn is a valid fear for companies in which the managers couldnt build a shared vision along with shared mental models. It is useless to have personal mastery as solely without other disciplines of the organizational learning. Thats why we always have to keep in mind that personal mastery must go together with a shared vision and the other disciplines. 6 3. 1. 2 The Discipline of Personal Mastery 3. 1. 2. 1 Personal Vision Most adults have goals and objectives, but these are not visions. Thus, we can say that most have little sense of real vision. When asked what they want, many adults will say what they want to get rid of, as if they delineate themselves as given-ups, rather than grown-ups. Senge points that The ability to focus on ultimate intrinsic desires, not only on secondary goals, is a cornerstone of personal mastery. Vision is different from purpose, since purpose is similar to a direction, a general heading, whereas vision is a specific destination, a picture of a desired future. Vision is the image of your desired future. It shouldnt be confused with competition; it shouldnt be isolated from the idea of ones purpose. It is something which has personal aspects along with material aspects, such as where we want to live and how much of savings we want, or issues like health or freedom contribute, relatively. 3. 1. 2. 2 Holding Creative Tension One testimony of Senge says that there is something called the creative tension which is the source of energy derived from the gap between ones vision and where it stands in reality. This gap can push someone forward to get closer to the vision; however it might also discourage some other people, so as to leading to feelings and emotions associated with anxiety. Imagine a rubber band, stretched between your vision and the current reality. When stretched, the rubber band creates tension, representing the tension between vision and current reality. What does tension seek? Resolution or release. There 7 are two possible ways for the tension to resolve itself: pull reality toward the vision or pull the vision toward reality. Which occurs will depend on whether we hold steady to the vision. Figure 3: Creative Tension Negative emotions caused by anxiety of the creative tension, shouldnt be realized as the creative tension itself. What Senge argues, is that after some time what we call emotional tension will arise due to the negative emotions. In such cases, we feel deeply discouraged about a vision that is not happening and tend to lower the vision as an immediate so called remedy. It is clear that escaping emotional tension is easy; but what we really pay against is giving up something what we profoundly want, our vision. In the context of organizations we can say that goals are slowly lowered because of low tolerance for emotional tension. What we have to do is to understand thoroughly what the creative tension is and allow it to operate without lowering our vision; only then the vision becomes an active force in personal mastery. The gap in between should be used to generate energy for change. 8 Mastery of creative tension transforms the way we judge failure. It is simply an opportunity for learning. 3. 1. 2. 3 Structural Conflict: The Power of your Powerlessness A research done by Robert Fritz has shown that practically all of us have a dominant belief that we are not able to fulfill our desires. This in turn, is an obstacle one should get rid off. These beliefs, which are mandatory as a child to survive, were taught us so that we learnt our limitations. Most of us hold one of two contradictory beliefs that intrinsically limit our ability to create what so called we really want. The more common belief is in our powerlessness, namely our inability to bring into being all the things we really care about, whereas the other belief focuses on unworthiness, that we do not deserve to have what we truly desire. Fritz uses a metaphor to describe how contradictory underlying beliefs work as a system, which he calls the structural conflict, the metaphor counter to achieving our goals, through symbolizing the concept by another rubber band example. Figure 4: Effect of structural conflict to the creative tension. Later on, he identifies three generic so called strategies to cope with the forces of structural conflict, each of which has its own limitations. Accordingly, one is letting 9 our vision to erode. This strategy will lead to the sacrifice of what we truly want as discussed earlier. The second strategy is to conflict manipulation which is actually the strategy of people who mostly worry about failure. What they do is to focus on avoiding what they do not want to happen. This strategy makes one to spend his/her life in worry and fear. For those following this strategy, which is also called the negative vision, there is little joy in their life, even when they achieve their goals because this time they immediately tend to begin worrying about losing what they have gained. The last and most favorable strategy is defined as the willpower, where we simply psyche ourselves up to overpower all forms of resistance to achieving our goals. Simply saying, motivating through heightened will. In the next section, we will discuss Senges strategy for dealing with structural conflict: telling the truth. 3. 1. 2. 4 Commitment to the Truth People often want a technique that they can apply to solve the problem of structural conflict. But, in fact, being committed to the truth is far more powerful than any technique. So, what does it actually mean? It means a relentless willingness to root out the ways we limit or deceive ourselves from seeing what is, and to continually challenge our theories of why things are the way they are. The first critical task in dealing with structural conflicts is to recognize them, and the resulting behavior, when they are operating. This helps us to develop so called internal 10  warning signals, such as when we find ourselves blaming something or someone for our problems. What Senge suggests in this context is that we have to work on developing skills to discuss such situations with the people involved without producing defensiveness. We shouldnt always act in a manner where we always think of what others have done in the situation, rather we have to concentrate on what we can do. This in other words, relates to the fact that we have to understand, or better to say, realize the situation, the current reality in which we are, so to use this as a generative force. This has even been concluded in religions like Hinduism, Christianity, Islam, Jewish, Buddhism. One example might be the statement of The truth shall set you free. 3. 1. 2. 5 Using the Subconscious One of the most fascinating aspects of people with high levels of personal mastery is their ability to accomplish extraordinarily complex tasks with grace and ease. But, how does this come to happen? It is through the subconscious that all of us deal with complexity. What distinguishes people with high levels of personal mastery is they have developed a higher level of understanding between their normal awareness and their subconscious. Even the daily activities of us like walking, talking, eating or putting on your shoes are enormously complex tasks, for which we have learned the required skills of the tasks, which in turn led that the whole activity gradually shifts from conscious attention to subconscious control. People with high levels of personal mastery focus on the desired result itself, not the process or the means they assume necessary to achieve that result. This allows the person in focusing on the artistry of the result as well. 11 In other words, we can say that we must work at learning how to differentiate what we truly want, from what we think we need to do in order to achieve it. In order to develop a subconscious understanding it is also important to commit to the truth, because when not telling the truth, most people create some level of internal stress. The principle of creative tension recognizes that the subconscious operates most effectively when it is focused clearly on our vision and our current reality. One effective way to focus the subconscious is through imagery and visualization. For instance, world-class swimmers have found that by imagining their hands to be twice their actual size and their feet to be webbed, they actually swim faster. Mental practicing of complex tasks has become a routine psychological training for professional performers from different areas of interest. A strict reliance on only conscious learning could never have achieved this level of artistry, even if there was all the willpower in the world present. Contradictorily, it had to depend on a high level of subconscious understanding. 3. 2 MENTAL MODELS 3. 2. 1 Introduction to Mental Models  Mental models can be described as the views and assumptions we hold in our minds about how things are and how things work. A mental model is like ones way of looking at whats happening in the world. In other words, it determines how we think and act. Mental models depend on the past experiences, and the perception as a result of those experiences, and observations. In the introduction I had introduced the experiential learning, which was the style of learning through past experience and some other elements 12 like concrete experience, observation and reflection, and forming abstract concepts. Accordingly, a child without knowing that it might cut his hand might take a knife in his hand and try to push it in his hand. This in fact, will hurt him a lot. However, grown ups already know how to deal with a knife, so they wont do the same mistake as the child does. All the experiences learnt are added up so to form or build up the mental models. 3. 2. 1. 1 Why the Best Ideas Fail? From the business point of view, one thing which is known by all managers is that many of the best ideas never get put into practice. Even brilliant strategies fail to get translated into action. New insights fail to get put into practice because they conflict with deeply held internal images of how the world works, images that limit us to familiar ways of thinking and acting. That is why the discipline of managing mental models ? surfacing, testing, and improving our internal pictures of how the world works- promises to be a major breakthrough for building learning organizations. Our mental models determine not only how we make sense of the world, but how we take action, namely they shape how we act which puts them into an active sense. But, why are mental models so powerful in affecting what we do? In part, because they affect what we see. As psychologists say, human beings observe selectively. Mental models also exist in the organizations, and also in management. Mental models could cause big losses in the business world as it can also prevent us from seeing the current situation. Loosing Americas car market share to German and Japanese countries was a result of the mental models of the management, where they are prevented to see the situation because of their models in mind, and perceptions. 13 The problems with mental models lie not in whether they are right or wrong-by definition, all models are simplifications. The problems with mental models arise when the models are tacit-when they exist below the level of awareness. 3. 2. 1. 2. Overcoming The Basic Diseases of the Hierarchy In the traditional authoritarian organization, the dogma was managing, organizing, and controlling, whereas in the learning organization, the new dogma will be vision, values, and mental models. In addition, in traditional organizations, merit means doing what the boss wants, openness means telling the boss what he wants to hear, and localness means doing the dirty stuff that the boss doesnt want to do. However, in learning organizations these concepts will get new understandings. 3. 2. 2. The Discipline of Mental Models Developing an organizations capacity to work with mental models involves both learning new skills and implementing institutional innovations that help bring these skills into regular practice. 3. 2. 2. 1 Managing Mental Models Throughout An Organization A concept of scenarios should be adapted in pursuit of mental models, so to force managers to consider how they would manage under different alternative paths into the future. This offsets the tendency for managers to implicitly assume a single future. When groups of managers share a range of alternative futures in their mental models, they become more responsive to those changes. 14 Mental modeling should be implemented as a philosophy. It is important to note that the goal in mental modeling is not agreement or congruency. Many mental models can exist at once. What is important is that we have to consider all of them and test against situations that we confront. Only after the process works it leads to congruency. 3. 2. 2. 2 Managing Mental Models At Personal and Interpersonal Levels The learning skills of action science practitioners such as Chris Argyris fall into two broad classes: skills of reflection and skills of inquiry. Where skills of reflection concern slowing down our own thinking process so that we can become more aware of how we form our mental models and the ways they influence our actions, inquiry skills concern how we operate in face-to-face interactions with others, especially in dealing with complex and conflictual issues. Reflection skills start with recognizing leaps of abstraction, which mean that our minds move at lightning speeds. Ironically, this often slows our learning, because we immediately leap to generalizations so quickly that we never think to test them. Namely, leaps of abstraction occur when we move from direct observations to generalization without testing. Here it is important to distinguish direct observation from generalizations inferred from the observation itself. To distinguish it, explicitly separate it from the data which led to it. A second technique from action science is the left-hand column, which in turn is a powerful tool for beginning to see how our mental models operate in particular situations. It reveals ways that we manipulate situations to avoid dealing with how we actually think and feel, and thereby prevent a counterproductive situation from improving. The most important lesson that comes from seeing our left-hand columns is how we undermine opportunities for learning in conflictual situations. Here, a process called balancing inquiry and advocacy comes into action. 15 Managers are mostly trained to be advocates. In many companies, being a competent manager means, being able to solve problems, figuring out what needs to be done, and enlisting whatever support is needed to get it done. In such organizations, employees are rewarded according to their ability to debate forcefully, and influence others, where the inquiry skills are unrecognized. Those rewards unfortunately can bring the employees to managerial positions, where they suddenly face the fact that they do not learn while they should learn. Advocacy without inquiry between two people can end up in vicious circle. The more vehemently one argues, the more it creates a threat to the others position, so that the latter argues vehemently, which causes a threat to the first ones position, therefore, the first one argues even more vehemently. This reinforcing advocacy can be stopped by inquiring. Then it gives a chance for the both parts to understand each others conflicts, and reasoning. When in pure advocacy, people do not want to show the weak parts of their reasoning, and discard them. Definitely it does not bring any learning to us. Instead it brings polarization within the group. When operating in pure advocacy, the goal is to win the argument; however, when inquiry and advocacy are combined the goal is no longer to win the argument but to find the best argument out of all. This combination allows us to discover completely new views. What we have to keep in mind is that practicing inquiry and advocacy means being willing to expose the limitations in your own thinking, namely the willingness to be wrong. 16 3. 3 SHARED VISION 3. 3. 1 Introduction to Shared Vision 3. 3. 1. 1 A Common Caring A shared vision is not an idea, it is rather a force in peoples hearts, a force of impressive power. It may be inspired by an idea, but once it goes further ? if it is compelling enough to acquire support of more than one person? then it is no longer an abstraction. It is tangible. People begin to see it as if it exists. Few forces in human affairs are as powerful as shared visions. At its simplest level, a shared vision is the answer to the question, What do we want to create? Just as personal visions are pictures or images people carry in their heads and hearts, so too are shared visions pictures that people throughout an organization carry. When people truly share a vision they are connected, bound together by a common aspiration. Shared vision is one of the vital fundamentals of learning organizations, because it provides energy and also focus for learning. People should have something that really matters to them, something that makes them excited. A shared vision is not one dictated by that top management; it only exists when people are personally committed, since it is their personal vision. 3. 3. 1. 2 Why Shared Visions Matter? In an organization, a shared vision changes peoples relationship with the company. What they so far called as their company, becomes our company. It helps to create a common identity. Only this way, a learning organization can really succeed. You cannot have a learning organization without shared vision. 17 How can a commitment to the long term be fostered is the key question in efforts to develop systems thinking in management. People do not focus on the long term because they have to, but only because they want to. 3. 3. 2 The Discipline of Building Shared Vision Shared visions emerge from personal visions. This is how they derive their energy and how they foster commitment. The management should encourage individuals so as to let them create their own visions, as was told earlier in this project. However, these visions are not the shared vision itself. This is needed so that it will be easier for the individuals to accept visions of others and work in the same manner. In this way, the synergy which will be established is needed for the organization indeed. The shared vision shouldnt be written and taught to employees because this will establish a fear. Instead, everyone should adopt this vision and commit itself to the whole vision of the organization. 3. 3. 2. 1 From Personal Visions to Shared Visions To make it clearer, lets imagine a picture of a landscape. When you cut this picture into smaller parts, you will not be able to see the whole sight. However, if you have a picture of an ocean in which all the organisms, like fish, plants, etc. live, and you cut it into pieces, you will still be able to see the whole sight because the vision of the ocean is the same in that part. Its like the shared vision. When you take the shared vision person by person into consideration youll see that they match each other and reflect the whole image. 18 So, it is the fact that when more people come to share a common vision, the vision may not change fundamentally. But it becomes more alive, more real in the sense of a mental reality that people can truly imagine achieving. Writing a vision statement, which is often a one-shot vision, can be a first step in building shared vision but, alone, it rarely makes a vision come alive within an organization. Another problem with the so called one-shot vision that was prepared by the top management is that the resulting vision does not build on peoples personal visions. Contrarily, it only reflects the personal vision of one or two people at the top. The last problem might be explained in the manner as the vision is not a solution to a problem. Building a shared vision must be seen as a central element of the daily work of leaders. It is ongoing and never-ending. It is not truly a shared vision until it connects with the personal visions of people throughout the organization. Moreover, visions that are truly shared take time to emerge. They grow as a by-product of interactions of individual visions. Experience suggests that visions that are genuinely shared require ongoing conversation where individuals not only feel free to express their dreams, but also learn how to listen to each others dreams. 3. 3. 2. 2 Spreading Visions: Enrollment, Commitment, and Compliance There is a big difference between compliance and commitment. The committed person brings energy, passion and excitement, which in turn brings the synergy; he does not play by the rules of the game, instead feels responsible for the game, and will not hesitate to change the rules of the game if they stand in the way of achieving vision. On the other hand compliant followers only accept the vision, but do not have a personal desire. They may want it in order to keep their job, or to get a promotion etc. , but they know that its not their vision at all. For an organization to survive, it must ensure that a shared vision with the commitment of the individuals is established. 19 However, there are the types of genuine compliant followers, which may often be mistaken for enrollment or commitment. What then is the difference between being genuinely compliant and enrolled and committed? The answer is deceptively simple. People who are enrolled or committed truly want the vision, where genuinely compliant people accept the vision. They may want it in order to keep their job, or to get a promotion etc. , but they know that its not their vision at all. 3. 4 TEAM LEARNING 3. 4. 1 Introduction to Team Learning 3. 4. 1. 1 The Potential Wisdom Teams In order to understand team learning, it is important to understand what teams are. The word team can be traced back to the Indo-European word deuk (to pull); it has always included a meaning of pulling together. (The modern sense of team, a group of people acting together, emerged in the sixteenth century) We define teams as any group of people who need each other to accomplish a result. This definition is derived from a statement made by former Royal Dutch/Shell Group Planning coordinator, Arie de Geus: The only relevant learning in a company is the learning done by those people who have the power to take action. Team learning is a process of aligning and developing the capacity of a team to create the results its members truly desire. It builds on the discipline of developing shared vision. It also builds on developing personal mastery, for talented teams are made up of talented individuals. But shared vision and talent are not enough. The world is full of teams of talented individuals who share a vision for a while, yet fail to learn. 20 Here we can discuss the terms unaligned and aligned teams. The fundamental characteristic of the relatively unaligned team is wasted energy. Individuals may work extraordinarily hard, but their efforts do not efficiently translate to team effort. By contrast, when a team becomes more aligned, a commonality of direction emerges, and individuals energies harmonize. There is less wasted energy. In fact, a resonance or synergy develops, like the coherent light of a laser rather than the incoherent and scattered light of a light bulb. There is commonality of purpose, a shared vision, and understanding of how to complement one anothers efforts. Individuals do not sacrifice their personal interests to the larger team vision; rather, the shared vision becomes an extension of their personal visions. In fact, alignment is the necessary condition before empowering the individual will empower the whole team. Team learning is possible in every area, sports, business, performing arts, science, etc. It can even have extra ordinary results where the teams can be coordinated and even intelligence of the team can exceed the intelligence of its members totaling. In such an environment, team members can also show a rapid growth, than they could gain individually, namely constructing the synergy. With the changes in the organizations, team learning has never been that important. No matter if its a product development team, management team or cross-functional task forces. As they are teams, they are the people who need one another to act. The three critical dimensions of Team Learning can be described as; 1. Insightful thinking is necessary for complex issues. Teams must learn to end up with one more intelligent solution when compared to each of the participants solutions. 2. Innovative and coordinated action is vital.

Harley Metamorphosis :: essays research papers

In the course of the past 100 years the world had undergone a great metamorphosis. Two world wars and astronomical leaps and bounds in technology have changed our lives forever. But one thing remains unchanged; Harley-Davidson is still the undisputed leader in manufacturing and selling motorcycles. Created in 1903 in the Davidson’s backyard a new company rose and established itself as a force within the internal combustion transportation industry. It is not surprising that Harley has been around for 100 years, all one needs to point to is their mission statement. According to their 2001 annual report, Harley-Davidson’s mission statement is as follows, â€Å"We fulfill dreams through the experiences of motorcycling, by providing to motorcyclists and to the general public an expanding line of motorcycles, branded products and services in selected market segments.† Through their strong mission to serve their customers, Harley Davidson has amassed numerous strengths that keep the company as a leading innovator in the motorcycle industry. One of these strengths is buyer loyalty. According to the case, â€Å"more than 92% of its motorcycle customers intend to repurchase.† This is especially important because it shows that customers are satisfied when they buy a bike from Harley-Davidson. With brand loyalty recognized, Harley created H.O.G (Harley Owners Group) organization which now stands at 660,000 members worldwide and allows Harley enthusiasts to gather and share their love of Harley Davidson motorcycles together. Some of the other major strengths are their 500+ international retail outlets, being the leading seller of domestic motorcycles for the past 17 years, as well as having their own financial organization which has financed more than 86,000 Harley’s and continues to see increased income year after year. Along with any companies strengths are threats that could be problematic. Harley’s major threats include new companies penetrating their market and strategic alliances. In November of 2001, Kawasaki & Suzuki formed a strategic alliance which made them just a power as Harley’s #2 competitor, Honda. Also in 1999, Polaris entered into the motorcycle market. Although small now, Polaris has major name recognition and in the future could be a major threat to Harley’s United States market. Other threats right now include the decline in motorcycle riding in Europe. Stricter laws are partly to blame because there are fewer riders on the road and consequently lower sales. If the decline continues Harley may want to reconsider their position in the European market.

Neural & Synaptic Transmission

The nervous system is made up of neurons and glila cells. Neurons are the basic communication links in the nervous system. Glila cell provide support for neurons and contribute to communication. Neurons normally transmit a neural impulse (an electric current) along an axon to a synapse with another neuron. The neural impulse is a brief change in neuron’s electrical charge that moves along an axon. It is an all-or-none event. Action potential triggers the release of chemicals called neurotransmitters that diffuse across the synapse to communicate with other neurons. Transmitters bind with receptors in the postsynaptic cell membrane, causing excitatory or inhibitory PSPs.Most neurons are linked in neural pathway, circuits, and networks. In the nervous system, the neural impulse functions as a signal. For that signal to have any meaning for the system as a whole, it must be transmitted from the neuron to other cell. As noted above, this transmission takes place at special junctio n called Synapses, which depend on chemical messengers. To explain in another way neural impulses are electro chemical events. When Neurons stimulated beyond threshold level, there is a rapid shift in its polarity from negative to positive charge. This reversal of charge, called an action potential or neural impulse, is generated along the length of the axon to the terminal buttons.When neural impulse reaches the terminal button, it triggers the release of neurotransmitters, the chemical messengers that carry the message across the synapse to neighboring neurons. Neurotransmitters can have either excitatory or inhibitory effect to the neurons at which they dock. Example: The educational and childcare reformers who have used brain science as the base for their campaigns have primarily cited to key findings: the discovery of critical period in neural development and the demonstration that rats raised in â€Å"enriched environments† have more synapses than rates raised in  "impoverished environments.† A critical period is a limited time span in the development of an organism when it is optimal for certain capacities to emerge because the organism is especially responsive to certain experiences.Classical conditioning Classical conditioning explains how neutral stimulus can acquire the capacity to elicit a response originally evoked by another stimulus. This kind of conditioning was originally described by Ivan Pavlov. Many kind of everyday responses are regulated through classical conditioning, including phobias, fears, and pleasant emotional responses. Even psychological responses such as immune and sexual functioning and drug tolerance can be influenced by classical conditioning. A conditioned response may be weakened and extinguished entirely when the CS is no longer paired with the US. In some case, spontaneous recovery occurs, and an extinguished response reappears after a period of non-exposure to CS.Conditioning may generalized to addition al stimuli that are similar to the original CS. The opposite of generalization is discrimination, which involve not responding to stimuli that resemble the original CS. Higher order conditioning occurs when a CS function as if it were US, to establish new conditioning. Example: The art of manipulating people’s association has been perfected by the advertising industry. Advertisers consistently endeavor to pair the product they are pendling with stimuli that seem likely to elicit positive emotional response. Like advertisers, candidates running for election need to influence the attitude of many people quickly, subtly, and effectively- and they depend on evaluation conditioning to help them do so. For example , politician show-up at an endless variety of pleasant public events( such as opening of a new mall) that often have nothing to do with their public service.Stress Stress is common every day event, even seemingly minor stressors or hassles can be problematic. To a large d egree, stress lies in the eye of the beholder, as appraisals of stress are highly subjective. Major type of stress includes frustration, conflict, change, and pressure. Frustration occurs when an obstacle prevent one from attaining some goal. The three principal type of conflict are approach-approach, avoidance-avoidance, and approach-avoidance. A large number of studies with the SRRS suggest that change is stressful. Although this may be true, it is now clear that the SRRS is a measure of general stress rather than just change related stress.Two kind of pressure ( to perform and conform) also appears to be stressful. Emotional reaction to stress typically include anger,  fear, and sadness, although positive emotions may also occur may promote resilience. Emotional arousal may interfere with coping. The optimal level of arousal on a task depends on the complexity of the task. The psychological arousal in response to stress was originally called the fight-or-flight response by Cann on. The fight-or-flight response may be less applicable to women than men. Selye’s general adaptation syndrome describes three stages in physiological reaction to stress: alarm, resistance, and exhaustion.There are two major pathways along which the brain send signal to the endocrine system in response to stress. Action along these pathrelesea two set of hoemonse, catecholamines and corticosteroids, into the bloodstream. Stress may support the process of neurogenesis. Some coping responses are less than optimal. They include giving up, blaming oneself, and striking out at others with act of aggression. Indulging oneself is another coping pattern that tends to be of limited value. Defense mechanism protect against emotional distress through self-deception. Small positive illusion about oneself may sometimes be adaptive.Piaget According to Piaget’s theory of cognitive development, the key advance during sensorimotor period is the child’s gradual recognition of the permanence of objects. The preoperational period is marked by certain deficiencies in thinking- notably, centration, irreversibility, and ego centrism. Jean Piaget (1929, 1952, 1983) was an interdisciplinary scholar whose own cognitive development was exceptionally rapid. In his early 20s, after he had earned a doctorate in natural science and published a novel, piaget turned his focus on psychology.He soon found himself administering intelligent test to children to develop better test norms. In doing this testing, piaget became intrigued the reasoning underlying the children’s wrong answers. He decided that measuring children intelligent was less interesting than studying how children use their intelligence. He spent the rest of his life studying cognitive development. Many of his ideas were based on insights gleaned from carful observation of his own three children during their infancy.Like Erikson’s theory, Piaget model is a stage theory of development. Piaget prop osed that the youngsters progress through four major stages of cognitive development, which are characterized by  fundamentally different thought process: (1) Sensorimotor period (birth to age 2), (2) the preoperational period (age 2 to 7), (3) the concret operational period (age 7 to 10), and (4) the formal operational period (age 11 onwards). Example; fathers are essential for healthy development. Over the last 40 years proportion of children growing up without a father in home has more than doubled. During the same time, we have seen dramatic increase in teenager pregnancy, juvenile delinquency, violent crime, drug abuse, eating disorder, teen suicide and family dysfunction.Erikson Erikson theory of personality development propose that individual evolve through eight stages over the life span. In each stage the person wresles with changes (crises) in social relationship. According to Erikson Personality is shaped by how individual deal with these psychological crises. Each cris is involves a struggle between two opposing tendencies, such as trust versus mistrust or initiative vesus guilt, both of which are experienced by the person. Erikson describes the stages interms of these antagonistic tendencies, which represent personality treatesthat people display in varying degrees over the reminder of theier lives. Although the names for Erikson’s stage suggest either-or-outcomes, he viewed each stage as a tug of war that determind the subsequent balance between opposing polarities in personalties.The eight stages In Erikson theory are: stage 1- Trust versus mistrust ( is my word predictable and supportive?, first year of life), stage 2-Authonomy versus sham and doubt (Can I do thing myself or must I always rely on others?, second and third years), stage 3-Initiative versus guilt (Am I good or am I bad?, fourth through six years), stage 4- Industry versus inferiority ( Am I competent or am worthless? Age six through puberity), stage 5-Identity versus conf usion (Who am I and where am I going?, adolscent), stage 6- Intimacy versus isolation (Shall I share my life with another or live alone?, early adulthood), stage 7-Generativity versus selfe-absorbtion (will I produce something of real value?, middle adulhood), stage 8-integrity versus despair (have I lived a full life?, late adulthood)Psychoanalytic (Freud/Jung) Freud’s psychoanalytic theory emphasis the importance of the unconscious. Freud described personality structure in terms of three components- the id, ego-and superego- which are routinely involved in ongoing series of internal conflict. Freud theorized that conflict centering on sex and aggression are specially likely to lead to anxiety. According to Freud, anxiety and other unpleasant emotions such as guilt are often warded off with defense mechanisms. Freud described a series of five stages of development: Oral, anal, phallic, latency, and genital.Certain experiences during these stages can have lasting effect on ad ult personality. Jung’s most innovative and controversial concept was the collective unconscious. Adler’s individual psychology emphasis how people strive for superiority to compensate for their feeling of inferiority. Overall, Psychodynamic theories have produced many ground breaking insights about the unconscious, the role of internal conflict and the importance of early childhood experiences in personality development. However, psychodynamic theories have been criticized for their poor testability, inadequate base of empirical evidence, and their male centered view.

Romare Bearden

The art of Romare Bearden has been viewed and influential to many artists, musicians, political figures, scholars, and everyday people. Born in Charlotte, North Carolina in 1911, and soon moved to New York, also spending little time in Pittsburgh , Pennsylvania, Bearden was raised in a middle class household where both his parents held decent jobs. At an early age Bearden was exposed to great diversity of artists, musicians and writers, his home was a frequent hangout spot for major figures such as Duke Ellington, Langston Hughes and many more. Art was not always the main focus of Bearden.He studied at Boston University where he played baseball and eventually after taking a few art classes he illustrated the cartoons in the Baltimore Newspaper. Bearden also traveled the world to places such as Paris and the Caribbean islands, which all influenced his work to come. He also served in the U. S. army. Being raised in the south and black Harlem New York during the Harlem Renaissance and c ivil rights would be the birthplace of Bearden’s diverse ideas and extraordinary talents. Bearden became the most original and famous due to his unique collages that he mastered in isolation working methods.This artwork was displayed in abstract complicated positions and showed intricate details made from magazine and newspaper clippings, as well as foil and different fabrics. Pablo Picasso, Jose Clemente, and Diego Rivera were a few artists that also influenced his work. Romare broke many boundaries and traditional ideas and expectations of artists. He put a unique twist on the already established European collage method by using different techniques such as quilt work, print, many fabrics, textures, nature, landscapes, oils water colors and of course photo montage.These techniques gave his art a personality a vibe a feeling that made views want more the pieces always had many details and messages. Romare Bearden’s art work was extraordinary enough that his work was s een in museums worldwide but also displayed in books, album covers, and even the city of Berkley, California has a public display in the city council chambers called The City and its People that incorporates the city’s diversity and culture. Romare’s pieces were also easy to relate with. The intersection of art and everyday life such as school, home, clubs and nature ere very obvious in his work, for example in The Block and the Block II his everyday life that he seen on the streets was displayed, from working people to kids playing to mothers looking out their windows holding their baby. He embraced the elements of popular culture at the time, jazz clubs, blues, social realism of African culture, religion and childhood memories were all displayed in his works The Blues, Train Whistle Blues, Palms Sunday Procession, and The Street to name a few. Romare Bearden suffered from bone cancer and passed away in 1988 as a world renowned African American artist, author, songwri ter, and award winner.Although he left his love for art many times, as many artists do, he took a journey and always found a way back to express his love of art embracing culture and society. His works grew and changed throughout his whole life picking up pieces as his environments changed. Bearden displayed the beautiful, the ugly, and the in-betweens of African and African American life with European and Spanish influences along the way. His works were improved and iconic, leaving you wanting to see more of what you have never have seen before.

B.F. Skinners theory, positive reinforcement essays

B.F. Skinner's theory, positive reinforcement essays In B.F. Skinner's theory, positive reinforcement is defined as a presented stimuli that works to increase or strengthen the probability of a response. An example of this would be a food treat for a dog in return for sitting behavior. A negative reinforcement is defined as the removal of stimuli that acts to increase or strengthen a response. An example of this would be yelling at a child to stop crying, and having the crying behavior stop. While the action of yelling was negative, the response was positive, in that the child stopped crying, thus increasing the likelihood that a person will yell to get the child to stop crying. Punishment is defined as an action to temporarily repress behavior, such as the removal of television privileges for a child who fails a class. This "punishment" would temporarily serve as a repression to the behavior of receiving bad Walden II, B.F. Skinner's world of utopia, is a model illustration of what needs to be done in order for humans to be happy, rather than just furthering the happiness of the ruling class or the majority. The idea that humans are born with nothing, that we are then the product of our history, and thus, that we learn all the problems we have, is a wonderful idea. If this were true, then Walden II would work: no one born in the world would learn the behaviors, and everyone who had previously learned them could simply unlearn them. Without social pressures, and with all needs met, there would be no need for corruption. In the modern world, however, this idea is just that: an idea. Even if all the technologies were in place, we now know, through modern medicine and psychiatry that some behaviors are inane, and thus very difficult to unlearn. While life in Walden II would be blissful, it would also be impossible. Secondary reinforcers are those that get their power from associations with primary reinforcers...

Company law for accountants Essay Example | Topics and Well Written Essays - 2500 words

Company law for accountants - Essay Example Promoters are involved in the formation of a company and deal with formalities of a companys registration, finding share holders and negotiations for new company business contracts. However, companies which are not yet been incorporated cannot enforce contract because they have not attain a legal status to attain contractual rights or sustain contractual liabilities existing from a pre-incorporation agreement and therefore the pre-incorporation agreements cannot oblige a company or the other parties involved. No action could be taken against candy because of the following reasons. First, the company directors knew that candy was bankrupt pursuant to the court order dated 23rd June 2011 and therefore, he was legally prohibited from managing, forming or promoting a limited company unless he gets an explicit permission from the court. But Becky, one of the directors, knew candy’s plan (of promoting the company) but did nothing to stop or inform candy about the court order regarding his bankruptcy and the implications thereafter. It was therefore unlawful for Becky that even having known that candy was bankrupt, he went ahead and allowed him to negotiate with yuenshiu on an exclusive agreement on behave of the company (gallery company) that once formed, it would take yuenshiu’s output and sell it in return for 50% commission on the first year and with opportunity to extend for further five year and at 40%. It was illegal that candy had to use the inside knowledge of the company to profit at the expense of other investors’. Candy seems to both a share holder and a promoter of the company. Has a promoter, candy must not make secret profits out of promotion of the new company. For example she ought to have disclosed to the company that he had received a gift as a result of the transaction between her on behaves of the company and yuenshiu the investor. Candy was also

Examine the consequences of the establishment of a system of universal Research Paper

Examine the consequences of the establishment of a system of universal health care - Research Paper Example Nevertheless, there are difficulties ahead. There are two ways to implement a program of universal healthcare. The first is to have the government pay for all necessary healthcare expenses as is done in Canada. This is sometimes called the single payer method. Healthcare is centrally rationed and is available to all by dint of citizenship or residency. This is a good method of delivering the service—even if it is very expensive—but it is hard to implement in a highly developed economy such as the United States'. The second method is to force insurance companies to insure everyone. Normally, insurers don't like people who have preexisting conditions which make them risky. The government can create laws that force them to offer insurance anyway. Usually, the insurers will receive a subsidy to help them out. Before Obamacare passed, many liberals sought a pure public option. But is a public option such a great step forward? With the cost of healthcare rapidly accelerating, it may be too taxing for many countries to implement. Even in Canada, there is an increasing movement towards private clinics (Kraus).