Universality and the Particular Essay -- Poetry Literature Authors Wri

Universality and the ParticularHistory, Gilman writes, is, or should be, the story of our racial life (Gilman 216). Eliot is a bit slight succinct, but perhaps he could be most pithily summed up as saying The business of the poet is not to find new emotions, but to use the run-of-the-mill ones and, in working them up into poetry, to express feelings which are not in actual emotions at all (Eliot 1919, 23). It is not immediately evident what either informant means by these statements, however, they both contain the core of the argument. Both authors have their individual aims and intents with their writings, however, in spite of the differences, their arguments find more common ground than disagreement. Their speech is certainly different, but they see the purpose and aims of literature as by and large the same.Literature, according to Gilman, originated as the legitimate child of oral tradition, a point of intersection of natural brain activity (218). Implicit in this, and made explicit elsewhere, is that literature is inherently a form of communication. And, since our very life depends on nigh communication, Gilman indicates very strongly that literature, both in its ancestry and in its current incarnation, provides an extremely important role in our existence (218). She elaborates on this notion of communication, however, and specifies that a passionate interest in other peoples livesis the most vital art (218). To her, the expression of the great field of human life is the working class of all literature and is crucial to the very existence of society (218). We can presume that there is some bias in her argument, as people tend to think highly of their chosen craft. The essential element, however, is Gilmans focus on th... ...e essentially expansionist, forcing the borders outwards to include women in literature. Eliot, on the other hand, seems to be sorrowful inward and examining and rejecting a certain type of reader, a certain type of poet. However, both, ultimately see literature as capturing the entirety of the human existence. The mechanism for doing so in their arguments differ greatly, but the intent and the final goals are the same. Where one speaks of the human soul, the other speaks of impersonality and mean the same thing. Works CitedEliot, T.S. The Impersonality of Poetry. Issues in Contemporary unfavourable Theory A Casebook. Ed. Peter Barry. London Macmillan, 1987. 23.Eliot, T.S. Hamlet and His Problems. Hamlet. Ed. Cyrus Hoy. New York W.W. Norton, 1963. 180-184.Gilman, Charlotte Perkins. The Yellow Wallpaper and Other Writings. New York Bantam, 1989.

As I Lay Dying Essay -- essays papers

As I Lay DyingIn As I Lay Dying William Faulkner uses multiple points of view to explore the theme of cosmea as a nonoperational and meaningless cycle. The cycle is motionless because it is inescapable and unchangeable. One can never leave the cycle of life and stopping point. People continue the cycle by creating life, but in creating life they are creating death, for life irrevocably leads to death. Faulkner depicts existence as meaningless. Nothing really changes in the paper. On the scratch the roughages appear to change, such as Addie dying, Darl going crazy and Anse getting a new wife, but none of these changes are really as relevant as they seem.By using multiple points of view Faulkner lets us into each characters mind. We see how each person thinks about the cycle of existence. This insight could be accomplished with an omniscient narrator, but Faulkners way is much more effective. Faulkner allows us to see a ten-year-olds perspective on life and death from the perspe ctive of a ten-year-old, instead of from the perspective of some all-knowing narrator that doesnt really know what its like to be a ten-year-old. Also, the developed sequence of narrators is in a cycle. We dont just hear all of Darls point of view, and then Anses, and then Peabodys. Faulkner cycles through his characters, returning again and again to people like Darl and Dewey Dell and Vardaman, while having characters such as Jewel and Addie speak only once.Addie Bundren is in many ways the central character of the story. The plot revolves around her as her family tries to get her body to Jefferson for burial. Her single monologue comes in the exact middle of the book, making her geographically the central character. Most importantly howeve... ...and what his place is in life, and the fact that he goes crazy is simply the next step in his identity crisis. Again, it is because we are given Darls thoughts that his craziness makes feel to us. We are brought into his confused mind , and so when it finally cracks we understand why.So nobody in the story really changes. They are all in a motionless state of existence, moving slowly towards death. Faulkners use of point of view helps us understand how the characters feel about their cycle of existence, and how much of it they truly understand. If Faulkner had told this story any other way, we would not understand the cycle as well as we do. We wouldnt feel a part of they story and the characters. We would be remote from their emotions and thoughts. But as it is, we feel like a part of everyone in the story, and we can relate to and understand their thoughts.

Mathematical Impacts :: essays research papers

Mathematical ImpactsThe art of mathematics is an intrinsic part of the many physical sciences which humanity strives to learn it began as a way to explain the celestial guides, which became the science of astronomy and astrophysics. This essay will explain the use of math in astronomy, chemistry, physics, and their relation.The study of astronomy is the oldest of the physical sciences it began as an inspiration. For the purpose of this essay, the study will begin with the ancients knowledge of this science. They had many different views on how those nocturnal guides worked. Many of these civilizations studied their arrival and departure along with the weather to empathise their own existence. Humboldt (1849) stated, Physical laws depend upon mean numerical values which shows us the immutable amid change. This change was the foundation of time, time that would assist in measuring and explaining how those guides work. Boorstin (1985) explains that, The first grand discovery was tim e, the landscape of experience. He went further with his explanation of how important it was for humans to measure time, if it had been simple, humans would have, lacked the incentive to study the heavens and to become mathematicians. With the use of this curiosity, humans searched and learned how they worked.Math had made it possible to understand this aspect of the cosmos, so far there were some differences on how they really worked. The Greeks were the first to propose explanations for the motions of astronomical objects that relied on logic and geometry Bennett, Donahue, Schneider, and Voit (2004). Math, helped explain, and defy the beliefs held for many years. The Greeks created a geocentric model, which places the earth in the center of the universe. This was attri only whened, to Thales (c. 624-546 B.C.), which many other Greeks held to be true even after another Greek named Aristarchus (c. 310-230 B.C.) Suggested that the Earth goes around the Sun, a view that ultimately p revailed, but until almost 2,000 years later Bennett, Donahue, Schneider, and Voit (2004). With all of this in mind, the mathematicians who followed these great men of genius will utilize the ideas and mathematical equations in search of the truth. It is important to understand that in order for these new discoveries be found, the evolution of logic, math, and other sciences, which derived from the mathematical ideals of the past. To put it in a better perspective of how these evolutions helped these advancements, it is important to understand that earlier the discovery of the telescope, calculations and logical premises made the old discoveries.

The Sound And The Fury (madison Scouts) :: essays research papers fc

The roar of extreme sound emanates from a football field. It is clear that this is not an ordinary mettlesome school marching band performing at a football game. These are Drum and Bugle Corps, boasting an instrumentation of all brass and rhythm section instruments. This arrangement of instruments stinker pull in an enormous amount of sound, sometimes louder than a rock music concert. Due to their thorough auditioning processes, they eat up a group of musicians, who can play extremely well, all of whom are brought together to entertain the crowds on their three month tour in the summer. Their goal is not just cheer, save to end up on the top of the order when all is said and done at the championships. In 1972, several Drum and Bugle corps, who wanted to fare free-enterprise(a)ly against each other, embarked on a venture to create their own rules of performance. The original rules were set forth by the American Legion and Veterans of Foreign Wars posts, from whom competitive Drum Corps was given birth. The competing units had little to say in any modification of rules. From this new coalition, Drum Corps International (DCI) arose. The capital of Wisconsin Sc kayoeds, one of these charter members of DCI, were originally formed as a division of a Boy Scout troop in 1938, so that Madison would have their own Drum and Bugle Corps to resemble the Racine Scouts Corps. Each year 125 men, ages sixteen to twenty-one, come together for three months, practicing an average of eight hours any day in the summer, to put together the production for the coming competitive season. Each year the Madison Scouts thrill audiences with their talent and personnel, creativity, and an emphasis on entertainment to consistently become one of the crowds favorite corps.Amazing us with the sound they can generate, the Madison Scouts are known as "The guys who can blow the corks right out of their spit valves". This is an unattainable feat, unless you are using tremendous am ounts of air and pressure most professional players cannot do this. The Madison Scouts are noted for tapping into this unbridled power which their musicians possess. They utilize extreme variation in dynamic levels. Like adjusting the volume on a stereo, this is how loud and soft the ensemble gets as a whole. They create an atmosphere on the football field which draws in the audience. Their soprano bugles are renowned for pushing the limits of their playable range by not only playing high "C", but going further to play high "G" above high "C".

Omar Epps Essay -- Actor Love and Basketball Movies Essays

Omar Epps In the movies, Love and Basketball, and The Program the viewer can see various similarities that develop. One of the obvious comparisons can be seen in how the actor Omar Epps performs and the similar situations hes faced with. In both films, he goes through struggles and reveals the life of a highly recruited athlete. The Program is produced by Samuel Goldwyn, Jr., while Love and Basketball is produced by Spike Lee and Sam Kitt. Love and Basketball is a movie that combines a love story with how hoops affects the relationship of two high school sweethearts. The two main characters in the movie are Quincy and his girlfriend, Monica. Quincy is played by Omar Epps and the story begins with showing how he is a very talented athlete in the central part of Los Angeles. He goes to a high school by the name of Crenshaw and is the leader of their well-known basketball team. By the end of his senior year, many colleges around the nation want him to come and represent the ir school. Quincy eventually tells all of his fans and supporters he has chosen to go to the University of Confederate California. In the mean time, his soon to be girlfriend, Monica, is also expected to attend the same college. Later in the movie, Quincy and Monica get together and problems start to rise. Because Quincy is so general with all the girls on campus he ends his relationship with Monica and starts his quest for the right girl to marry. On another note, throughout the movie a very noticeable trait that Quincy displays is his confidence. For instance, Quincy always seems to get what he wants and his attitude towards everything is he will eventually be the best. This is mostly seen in his actions around girls and on the bask... ...et with Autumn because he is self-assured in his capabilities. Another correlation between the two films is the family problems they face. Each character comes from a home where the parents arent together anymore or they really nev er knew them. Lastly, Omar Epps is rewarded with the girl of his dreams in each motion picture, and it ends in a fairy tale fashion. Looking at each movie, the observer can see why Omar Epps was chosen for the main roles. He does a great job of presenting a college athlete faced with hardships and how to deal with adversity. His actions in both movies are comparable and because he plays an athlete, they have the same general theme. Each performance feeds off the other and after making The Program, Spike Lee and Sam Kitt probably thought Omar Epps would be perfect for Love and Basketball. In the end, he did a pretty good job.

Omar Epps Essay -- Actor Love and Basketball Movies Essays

Omar Epps In the movies, Love and Basketball, and The chopine the viewer elicit key out various similarities that develop. One of the obvious comparisons can be seen in how the actor Omar Epps performs and the similar situations hes faced with. In both films, he goes through struggles and reveals the life of a highly recruited athlete. The Program is produced by Samuel Goldwyn, Jr., while Love and Basketball is produced by Spike Lee and Sam Kitt. Love and Basketball is a movie that combines a love news report with how basketball affects the relationship of two high school sweethearts. The two main characters in the movie are Quincy and his girlfriend, Monica. Quincy is played by Omar Epps and the story begins with showing how he is a very talented athlete in the central part of Los Angeles. He goes to a high school by the name of Crenshaw and is the leader of their known basketball team. By the end of his senior year, many colleges around the nation want him to come and represent their school. Quincy eventually tells all of his fans and supporters he has chosen to go to the University of Southern California. In the mean time, his soon to be girlfriend, Monica, is also expected to attend the same college. Later in the movie, Quincy and Monica get together and problems start to rise. Because Quincy is so popular with all the girls on campus he ends his relationship with Monica and starts his quest for the right girl to marry. On another note, throughout the movie a very broad trait that Quincy displays is his confidence. For instance, Quincy always seems to get what he wants and his attitude towards everything is he will eventually be the best. This is mostly seen in his actions around girls and on the bask... ...et with Autumn because he is confident in his capabilities. Another correlation between the two films is the family problems they face. Each character comes from a home where the parents arent together anymore or they real n ever knew them. Lastly, Omar Epps is rewarded with the girl of his dreams in each motion picture, and it ends in a fairy tale fashion. Looking at each movie, the observer can see why Omar Epps was chosen for the main roles. He does a great job of presenting a college athlete faced with hardships and how to deal with adversity. His actions in both movies are comparable with(predicate) and because he plays an athlete, they have the same general theme. Each performance feeds off the other and after making The Program, Spike Lee and Sam Kitt probably eyeshot Omar Epps would be perfect for Love and Basketball. In the end, he did a pretty good job.

Reflective Nursing Essay

Case Study OneIn this case study I will do Gibbs (1988) theoretical account of reflection to write a personalized account of an abdominal examination carried out in general practice at a lower place the supervision of my mentor, utilising the skills taught during the module thus far.What happenedDuring morning routine sick march I was presented with a 21 year old male soldier experiencing severe acute, non specific, abdominal pain. Under the supervision of the medical officer (MO) I proceeded to jam out a full assessment and abdominal examination, using Byrne and Longs (1976) model to structure the reference point. I requested the forbearings consent before conducting the examination, as is essential before commencement of any medical procedure, be it a physical examination or a critical surgical procedure (Seidal et al, 2006).The patient was quite agitated on arrival and appeared to be in a great deal of pain, and so before continuing with the physical examination I reassure d him and made him comfortable in the treatment room. On examination his abdomen was soft, palpable with no tenderness, on auscultation bowel sounds where normal, vital signs normal, with cramping centralised pain.FeelingsI was feeling confident in my ability to deal with the patient and perform the examination effectively as I had practiced this several times previously using the university resources and mock OSCE with my facilitator. As I am often solely responsible for the care and management of patients during out of hours (OOH) I felt comfortable assessing and triaging the patient. However, under normal circumstances I would assess the patient and refer them to the MO if I was concerned about their condition, in order for a decision to be made. I was also being closely monitored throughout which did increase the pressure to deliver the correct diagnosis and make appropriate decisions. However, by utilising the consultation model I feel I managed to keep a focused approach and ensure the correct questions where asked.EvaluationI feel I gained a trade good history from the patient by using the SOLER principles (Egan, 1990) taught in the history taking presentation. Thus allowing me to form a differential diagnosis and rule out current causes, such as constipation, and indigestion. Subsequently, the physical examination enabled me to confirm a diagnosis of acute abdomen. As the patient was not experiencing any worrying (red flag) symptoms associated with abdominal emergencies, such as appendicitis or pancreatitis. However, I did forget certain aspects of the physical examination and had to be prompted by the MO. Although with more practice such incidence would be reduced. compendiumI was happy that I managed to rule out any distinct causes of the abdominal pain by performing the examination to collect data, analyse it, and use the results to make an appropriate decision (Schon, 1984). However, had I performed the examination without assistance I may not have gained all the information required to confirm diagnosis, as I did forget some aspects.ConclusionThe MO seemed happy with my diagnosis and care plan, though he did highlight the importance of practicing the physical examination skills in order to become a more competent practitioner. Overall I feel gaining knowledge and skills in translating a patients history and physical examination results, has enabled me to become more confident in making a diagnosis and has improved my decision making skills.Action PlanIn order to become a more capable and effective practitioner I must continue to perform physical examinations under the guidance of a more senior practitioner, and hold their expertise during the decision making process.Additionally, I will continue to develop my consultation and history taking skills by using Byrne and Longs (1976) consultation model to assist my practice and aid future development.ReferencesBYRNE, P, S., LONG, B, E, L. (1976) Doctors talking to patients. London HMSO EGAN, G. (1998) The Skilled Helper A problem-management approach to helping. 6th edn. Pacific Grove, London stick out/Cole. GIBBS, G. (1988) Learning by doing a guide to teaching and learning methods. Oxford further education unit, oxford polytechnic SEIDAL, H, M., BALL, J, W., DAINS, J, E., BENEDICT, G, W. (2006) Mosbys Guide to Physical Examination. 6th edn. Philadelphia Elsevier. SCHON, D. (1984) The Reflective practician how professionals think in action. New York Basic Books.

Free College Essay

I person wholey dont believe that college should be free. do it free would only serve to limit the value of the grooming while filling colleges with students that bring forth no business/need there. College would become nothing more(prenominal) than a 4 year extension of high naturalize if it were free. As things are now, society needs about 25% of the population to have a college degree for the jobs that require one and about 30% of the population has a degree. As a result, you hear from a lot of people that believe that they boney time getting the degree because its not serving them as an employment enhancer.Further, nothing is truly free. Were college free to all students, someone would still have to pay those bills. Public education is already the single largest expense of non-federal governments and a huge part of the federal expense. Increasing the scope of free public education would also significantly increase the costs involved those costs must be borne by someone. So , you either pay for it now as tuition or you pay for it for the rest of your life in the form of taxes but either way, youll pay for it.And then theres the very valid point that all people arent really above average in intellect and therefor all people arent capable of attending and graduating from college. Our society would similar to pretend that everyone is equal in motivation and intelligence but we know thats not really true. Dont we? What would be the result in terms of quality if we made college completely free to anyone?Add to that problem costs keep some people from attending. This is only bad in-as-much as it limits those individuals personally. except its just that barrier that makes it possible for others to attend college seating are not an unlimited resource of which we have plenty. There are only so many colleges with so many seats and more people would like to have those seats than can.If we removed the cost barrier then the competition for seats would be even greater and wed still not have solved the problem of universal higher education. Wed need to have as many colleges as we have high schools to truly solve that problem. Then wed need as many professors to teach in them in.Just a few of the arguments against your position that you might want to prepare to counter in your essay. There are many people that believe the compulsory secondary school education movement (create 100% HS graduates) was a mistake too. While being well educated is very good at the individual direct society still needs people to do jobs that those who keep gaining more education simply dont want to do.

The Issue of Lowering of Legal Drinking Age

Cody Schisnewski Final Draft 09/29/09 Period 1 A number of States in the U. S. are con locationring principle to lower the legal deglutition age from the current age of 21 to 18. The move would defy a generation of federal law and public tactile sensation in America which is strongly opposed to lowering the drinking age. In 1984, congress set the legal drinking age to 21 from 18, threatening to chip highway funding to states which did not comply, mostly to cut down on drunk driving deaths caused each year by drinking and driving.But advocates moot teenagers are going to drink anyway even if changed. Should the drinking age be lowered? In my opinion, the drinking age doesnt need to be decreased to 18, the drinking laws need to be changed completely. I think in that location should be a public drinking age of 18, and a private or oversee drinking age of 12. This way, children (young adults) can be taught how to drink socially and responsibly from a young age, so alcohol isnt su ch a mystery and there would be less attraction or desire to being able to drink when they turn 21 with there friends.Children need to be taught how to drink responsibly by there parents, and not by some irresponsible friends. And most parents wouldnt have to worry about criminal charges or D. U. I. s because they chose to apprise there children about drinking responsibly when they where younger. I have two very different opinions from two different people. Joel who is professional person Age 21, from the Mothers Against Drunk hotheaded or MADD states Back in the late 1960s and early 70s a number of states lowered their drinking age from 21 to 18. In many of these states, look for documented a significant increase in highway deaths of the teens affected by these laws.After the law changed back to 21, many of the states were monitored to check the difference in highway fatalities. Researchers found that teenage deaths in fatal car crashes slipped considerably in some cases up to 28% when the laws were moved back to 21. (redblueamerica. com) Another person, Ben who is pro Age 18, from Radley Balkdo/Reason Group, has his own opinion, stating It makes little sense that America considers an 18-year-old mature enough to marry, to sign a contract, to vote and to fight and die for his country, but not mature enough to decide whether or not to ave a beer. People that are for the drinking age of 21 primary argument is the dramatic drop in the number of alcohol-related traffic fatalities since the minimum age first passed Congress in 1984. (redblueamerica. com) In conclusion, drinking, no matter what age, needs to be treated responsibly. To uphold you and the lifes of others out of harms way. And never to drive while under the influence which can lead to serious property damage, other or self-importance injury or in some cases even death.And like I said in the beginning, why dont we look more into solely changing are drinking laws to something completely differen t, if anything schools should start classes teaching students the danger of underage drinking and driving. This is a very complex argument and both side state very strong opinion and facts, who knows which one is right and which one is wrong, but what I do know is deaths cause by irresponsible drinking is very wrong and we should put all of are minds together to try and stop it from happening.

How Accurate Is the Label “Era of Good Feelings”?

Prior to the war of 1812, the United States was riddled with domestic political conflicts between the Federalist and republican parties and diplomatic conflicts with Britain and France. The Federalist and Republicans opinions differed in all subject and diplomatic policies against Britain and France divided the ground. At one point, disunion was so apparent that during the Hartford Convention in 1814, New England almost seceded from the Union.After the war of 1812, from 1815 to 1825, whatsoever Historians claimed that the nation embraced an Era of Good Feelings collectible to the destruction of the Federalist Party ( that not its ideas) and the legion(predicate) nationalistic improvements. However, a better name for the post war old age of 1815 to 1825 is an Era of Mixed Feelings because although there were improvements stimulated by patriotism, there were also conflicts created by sectionalism. After the war of 1812, the plurality of the United States felt enormous self-conc eit in winning a war against the almighty Britain and used their nationalism to inspire improvements.Beginning with James Monroes election in 1816, Monroe (Republican) won the election with an outstanding ratio of 183 electoral votes to his opponent Rufus Kings (Federalist) 34 votes. Then in 1820, Monroe had no formidable opponent and acquired every vote expect, consequently marking the end of the Federalist Party. The nation was more untied than the pre-war era due to the emergence of the National Republican Party which had a hybrid of both Federalist and Republican beliefs. During Monroes presidency, the Monroe tenet was created and Florida became U. S. territory, both of which bolstered U. S. supremacy in the Western Hemisphere.In 1819, the U. S. acquired Florida from Spain for $5 million, which basically secured U. S. power in North America. Then in 1823, the Monroe Doctrine constituted U. S. supremacy in the Western Hemisphere by stating that European powers have no right t o interfere in Western affairs, and are not allowed to have further colonization within the Americas. The doctrine was especially important because it helped to proclaim U. S. independence since Monroe chose to not align U. S. with Britain and took a firm position against the strong European powers. (Doc. H) Both of these events created positive vibes in the country as the U. S. ecame more and more of a superpower. At a cultural level, people rejoiced with nationalism and celebrate national holidays such as Independence Day with vanity. (Doc. C) Francis Scott Keys Star Spangled Banner gained ubiquitous popularity and became the national anthem and more great works of literature such as Washing Irvings short stories illustrated American culture and values. In addition, the nations sparing prospered due to Henry Clays American System, which promoted protective tariffs to protect and create industry and intragroup improvements such as roads, turnpikes, and canals to enhance intern al commerce and unity.The internal improvements were especially important because as Calhoun puts it, the extent of the republic exposes us to the greatest of calamitiesdisunion, thus by binding the republic together with a perfect form of roads and canals, the U. S. can economically grow in unity. (Doc. B) By examining the prevalent post-war accomplishments and improvements, it is evident that from the period of 1815 to 1825, the U. S. enjoyed a period of nationalism and prosperity. On the contrary, although the old age 1815 to 1825 had numerous improvements due to nationalism, sectionalism and the 2nd B. U. S. ilemma caused many conflicts for the United States. First off, despite the fact that President Monroe won the elections of 1816 and 1820 with little to no opposition, by 1824, there were intravenous feeding candidates from the north, south and west Andrew Jackson from Tennessee, John Q. Adams from Massachusetts, Henry Clay from Kentucky, and William Crawford from Georgia were representing different sections of the United States with unalike interests. (Doc. I) One of the main differences in interests was the issue of slavery, which doubting Thomas Jefferson had predicted that one day it would be the death knell of the Union. (Doc. E) The Norths economy had little to no use for slavery while the sulfurs economy depended on the slavery especially after Eli Whitney invented the cotton gin, which allowed the production of cotton thus increasing demand for slaves. The Missouri Comprise of 1820 was a chief congressman of how slavery separated the people. The Missouri Comprise allowed Missouri to enter as a slave plead and Maine to enter as a free state in order to fashion a balance of power and created a 36-30 latitude line border that unofficially established the North as anti-slavery states and the South as pro-slavery states.Undoubtedly, the compromise damaged the nationalistic feelings of the nation and created sectionalism since the North and the South refused to give up political power that would put their regions interests at stake. Economically, the nations wealth did increase but the issue of protective tariffs brought disunion because the North supported it while the South opposed it. Many people of the South shared John Randolphs view that it was unjust, to aggravate the burdens of the people for the purpose of favoring the manufactures. (Doc.A) Furthermore, the scourge of 1819, which was chiefly the fault of the 2nd Bank of the United States, hindered the nations growth. Initially, the 2nd B. U. S. was run by William Jones who issued more banknotes than there were species and allowed employees to steal from the bank. When Jones was replaced by Cheeves, Cheeves stopped issuing bank notes so he could stop the pathetic inflation. This course of action damaged businesses and farms throughout the country thus people could not pay their loans. As a result banks foreclosed peoples properties but even then, banks could not sell the mortgages.This dominoes effect destroyed the nations economy and stymied the national pride. Due to the sectionalist conflicts of slavery and economic issues, it is palpable that the years 1815 to 1825 was not completely an Era of Good Feelings but bad feelings as well. Shortly after the war of 1812, the United States experienced many improvements culturally, economically, politically, and diplomatically. The nation celebrated its culture and virtues, adopted Henry Clays American System, was united politically until the years prior to the election of 1824, and made auspicious declarations with European powers.However, disregard the accomplishments and improvements were the sectionalist conflict of slavery that divided the north and the south, the 2nd B. U. S. internal improvements such as roads, turnpikes, and canals to enhance internal commerce and unity predicament that caused the devastating Panic of 1819, and the issue of protective tariffs. In the end, because the ye ars 1815 to 1825 had both good and bad feelings, improvements and conflicts, it is best to label the period as an Era of Mixed Feelings characterized by nationalism and sectionalism.

Data-collection in Qualitative Research Essay

This Chapter is ab come in methods and techniques in data-collection during a qualitative look for. We mentioned earlier that qualitative query is eclectic. That is, the choice of techniques is dependent on the needs of the research. Although this should be true for almost all social research, it is particularly so with qualitative research in that the catch method or techniques is a great deal identified and adopted during the research. Qualitative research is in like manner multi-modal. The researcher whitethorn adopt a variety of research techniques, or a combination of such, as long as they atomic number 18 justified by the needs. The discussion below is therefore non to identify a stiff of techniques unique to qualitative research, but rather, to throw in the methods and techniques most common landly use in qualitative research, and the issues related to such use.We shall introduce the methods and techniques in common chord large categories remarks, interviews and regard of documents. These are also the basic methods used in cultural anthropology (Bernard, 198862). Indeed, the discussions about qualitative research in education can be viewed as a particular case in cultural anthropology. billsObservation usually means the researchers act to harness out what people do (Bernard, 198862). It is different from other(a) methods in that data occur non necessarily in response to the researchers stimulus.Observation may be meddle few or unobtrusive. A researcher may simply sit in the corner of a coachdays playground and observe how students behave during breaks. He may also stand by the school gate and observe how students behave at the school gate. Such cases of observation may be seen as unobtrusive. In other cases, the researchers may not apply any stimuli, but their presence per se may have some influence on the scene. The most common example in this category is classroom observation. Although the researcher may just sit quietly at the co rner of a classroom, the presence of the researcher maychange the classroom climate. It is, nonetheless, still observation.Observation is a basic technique used in almost all qualitative research. Even if other methods or techniques are used, the researcher remains the most essential sensor or instrument and hence observation al slipway counts (McCracken, 198818-20). For example, when interviewing is used, a qualitative researcher also takes into account the tonic or facial expressions of the informant, because they help interpret the verbal responses. Such expressions are only sensed by observation.If the interview is done in the field, then the surroundings of the interview site also provide meaningful data for the research. The surroundings can only be depicted through observation. and so observation is indispensable in almost all occasions of qualitative research. However, the term observation may sometimes go beyond what is seen. It also pertains to what is heard, and make up sometimes what is smelled. Case 4.1 provides one of such examples.Case 4.1 Classroom Observation SchemeIn the IIEP project on basic education, Leung designed for the Chinese research a scheme for classroom observation. Classroom was taken as one of the environmental factors affecting students learning. The scheme was designed after Leung stayed in local schools for cardinal days. The scheme did not confine itself to the performance of the teacher, although that was a part. The figure on the next page shows one of the six sections of the scheme.Different writers have different ways of dissevering observations. Without running into juggling of definitions, we shall briefly introduce observations as participant observations and non-participant observations. More detailed classification of observations can be prepare in Bernard (1988), Goetz and LeCompte (1984) and Patton (1990).Participant ObservationParticipant observation is perhaps the most typical of qualitative research.Some authors even use participant observation as a synonym for ethnographical research. Different writers may have slightly different definitions of participant observation. The following description by Fetterman is perhaps the most agreeable to most researchers.Participant observation is immersion in a culture. Ideally, the ethnographer lives and works in the community for six months to a social class or more, learning the language and seeing patterns of behaviour e verywhere time. Long-term residence helps the researcher internalize the basic beliefs, fears, hopes and expectations of the people chthonic shoot. (198945)Immersion of the participant can either be continuous or noncontinuous. The three classical cases we quoted in Chapter 1 all include participation in the continuous mode. Lis pick up of classroom sociology (Cases 3.8 and 3.9) involved one years continuous residence. In the second and third year she went to the school three days a week. She combined continuous with n oncontinuous participant observations. Fetterman used noncontinuous participation when he was doing qualitative evaluation of educational programmes.Case 4.2 Noncontinuous VisitsIn two ethnographic studies, of dropouts and of gifted children, Fetterman visited the programmes for only a hardly a(prenominal) weeks every couple of months over a three-year period. The visits were intensive. They included classroom observation, informal interviews, occasional substitute teaching,interaction with community instalments, and the use of various other research techniques, including trunk call phone-calls, dinner with students families, and time spent hanging out in the hallways and parking lot with students cutting classes. (Fetterman, 198946-7) II. Environment of the classroom1. The classroom is on the _____ floor of the school building.2. The classroom is near( ) residential area ( ) factories( ) road(s) ( ) field( ) marketplace( ) others _______________________________________3. The numb er of windows which provide lighting and ventilation to the classroom ( ) satisfies the necessitate standard( ) is below the required standard4. The main artificial lighting facility in the classroom is ( ) florescent tubes total no.__________________( ) light bulbs total no.__________________5. Condition of lighting during the lesson ( ) bright ( ) dim ( ) pitch-dark6. Ventilation in the classroom( ) well ventilated ( ) stuffy ( ) suffocating7. Quality of air in the classroom( ) refreshing ( ) a bit fetid ( ) stingy8. Environments for listening( ) very quiet ( ) occasional noise ( ) noisy9. Classrooms floor structure( ) concrete ( ) log ( ) mud ( ) cover10. Classrooms floor condition( ) clean ( ) some litter ( ) full of rubbish11. Classrooms wall conditions( ) smooth & clean ( ) some stains ( ) dirty & damaged12. Classrooms area _____________m2 area/person _____ m2.13. Space use in classroom( ) looks spatial ( ) fairly crowded ( ) very crowded14. Furniture and other article ar hurtlements in the classroom ( ) orderly and tidy ( ) messy1Figure 1 Classroom Observation Scheme (Designed by Leung Yat-ming) Whytes experience in the Italian slum (Case 2) is perhaps the nearest to ideal in participant observation. He stayed in the community for two years. He experient the life of a member of the Italian slum. In Whytes case, native membership allows the researcher the highest level of participant observation.Most researchers are denied such an opportunity, oftentimes because of constraints in time and resources, as we have discussed at length in Chapter 3. Under all sorts of constraints, at best the researcher lives as much as possible with and in the same manner as the individuals under investigation (Goetz and LeCompte, 1984 109). In these circumstances, the researchers may not claim that they was doing ethnography, but it is legitimate to apply ethnographic approach and techniques to the study (Fetterman, 198947). Participant observation in its broad sense t herefore tolerates different lengths of time and different degrees of depth. There is a full range of possible modes of participant observation, what Wolcott calls ethnographer sans1 ethnography (Wolcott, 1984 177).The most frequent case in education is that a researcher may stay in a school and become a teacher in that school. The researcher identity may or may not be disguised. The researcher may then, as a participant, observe teachers behaviours in teaching, in meetings, in conversations, and so forth.Sometimes, the researcher is readily a member of the community (say, a school) and may still carry out research as a participant observer. However, in this case, the researcher should be aware of his/her knowledge of the community and should be cautious that such knowledge would not lead to preoccupations about the school under research. In cases where the researchers have successfully gained membership (as Whyte did in the Italianslum), the distinction surrounded by a native memb er and the researcher-as-participant begins to blur. This insider-outsider dialectics will be further discussed later.Nonparticipant ObservationStrictly speaking, nonparticipant observation involves merely watching what is happening and recording events on the spot. In the qualitative orientation, because of the non-intervention principle, strict nonparticipant observation should involve no interaction between the observer and the observed. Goetz and LeCompte assert that in the strict sense nonparticipant observation exists only where interactions are viewed through hidden tv camera and recorder or through one-way mirror (1984 143).Dabbs (198241), for example, used hidden camera in Atlanta at a plaza in tabun State University, and studied an informal group that frequently gathered during the morning break. There are examples of using hidden video-cameras in school toilets to study do drugs problem among students, or to use unnoticed audio recording blind to study student interact ions. The use of audio or video recording device often invites concern in ethnical considerations. Such problems are similar to those arising in using one-way mirrors in interviews or psychological experiments. Such cases are rare in policy-related research.another(prenominal) case of nonparticipant observation with ethical problem is disguised observation, or covert observation. A typical example is Humphreys (1975) study on homosexual activities. He did not participate in such activities, but offered to act as watch queen, warning his informants when someone approached the toilet. Another famous example is Van Maanens covert study of police. He became practically a police recruit. Over more than a decade, he slipped in and out of the police in various research roles (Van Maanen, 1982). Covert observations are again rare in research which is related to educational decision-making.Hidden camera or recorder and covert observation occur only exceptionally.Most author would accept the watching of audience behaviour during a basketball endorse (Fetterman, 198947) or the watching of pedestrian behaviour over a street as acceptable examples of nonparticipant observations. Interaction between the researcher and the social community under study is often unavoidable. We have again discussed this at length in Chapter 3 under the notion of researcher intervention. If we perceive the problem of intervention as a matter of degrees, then the distinction between participant observation and nonparticipant observation begins to blur. The general principle across the board is that the researchers should minimize their interactions with the informants and focus precaution unobtrusively on the stream of events (Goetz and LeCompte, 1984143).Wolcotts study of school principal (Case 3) was perhaps the most intensive type of nonparticipant observation that one could find in the realm of education. (He also used other supplementary methods as mentioned in Case 3). He did live with t he school for two years, but he did not participate as a school principal which was his subject of study. He saw his role as one of participant-as-observer (Wolcott, 19847). So was Lis study (Case 3.8) of classroom sociology in her first year.She did stay with the school as a teacher but she never became a student which was her subject of study. The following two years of her study, however, was not nonparticipant observation because she applied experimental measures. During the UNICEF research in Liaoning, the basic method I used was interviewing and not nonparticipant observation, but I did have, at times, nonparticipant observation when debates occurred between the local planners and the provincial planners (Case 3.7), or when planners chat among themselves about their past experience in the field.The most frequently employed nonparticipant observation which is relevant to educational decision-making is perhaps observation at meetings. Typically, the researcher attends a meeting as an observer. The researcher tries to be as unobtrusive as possible and records everything that happens during the meeting. When Wolcott did his study on the school principal, he was present at all meetings unless he was told otherwise (Wolcott, 19844). The following was my experience of a non-participant observation in China.Case 4.3 A Validation SeminarI realized during the UNICEF research in Liaoning (Case 4) that one essential step in the planning for basic education in China was validation. When mechanical drawing of an education plan was complete, the draft plan had to undergo scrutiny in what is kn throw as a validation seminar. In essence, all those related to the plan, including leading at all levels, representatives of all relevant government departments, fulls from all areas are invited to discuss. Relevant documents are sent to the participants well in advance. They are then asked to notice on the plan during the validation exercise. Only validated plans are submi tted to relevant machinery for legislation. The validation seminar for Liaoning was unfortunately held before the UNICEF research. I got an opportunity, however, a year after in 1988, when the Shanghai educational plan was to undergo validation.The host of the meeting agreed to send me an invitation. I attended the meeting in the name of an external expert, although I made clear to the host that my major task was not to contribute. They agreed. During the meeting, I was able to observe the roles of the various actors during the meeting. I was also able to chew up to individual participants during tea breaks and meals to understand their background and their general views about educational planning. I was able to do a number of things over the two-day meeting (a) to classify the over 40 participants into technocrats, bureaucrats, policy-makers and academics (b) to understand the different extents in which the participants contributed to the modification of the plan (c) the disparity in capacity among participants in terms of information and expertise (d) the inter-relations between the different categories of actors and (e) the function of the validation exercise. In the end, I concluded that validation was a way of legitimation, which employed both technical (expert judgement) and political (participation) means to development the acceptability of the plan before it went for legal endorsement. The political aspect came to me as a surprise. It indicated a change in the notion of rationality among Chinese planners and policy-makers.InterviewingInterviewing is widely used in qualitative research. Compared with observation, it is more economical in time, but may achieve less in understanding the culture. The economy in time, however, makes ethnographic interviewing almost the most widely used technique in policy-related research.Interviewing is trying to understand what people think through their speech. There are different types of interviews, often classified by the degrees of control over the interview. Along this line, we shall briefly introduce three types of interviewing informal interviewing, unstructured interviewing, semi-structured interviewing, and formally structured interviewing. We shall also briefly introduce key-informant interviewing and focus groups which are specific types of ethnographic interviewing.Qualitative research of course has no monopoly over interviewing. Interviewing is also frequently used in research of other traditions. The difference between ethnographic interviewing and interviewing in other traditions lies mainly in two areas the interviewer-interviewee relationship and the aims of interviews. Ethnographic interviewees, or informants, are teachers rather than subjects to the researcher, they are leaders rather than followers in the interview. The major aim of the interview should not be seeking responses to specific questions, but initiating the informant to unfold data.Readers may find more detailed d iscussions about ethnographic interviewing in Spradley (1979) who provides perhaps the most insightful account of the subject. In-depth discussions about ethnographic interviewing can also be found in Bernard (1988), Patton (1990), Fetterman (1989) and Powney and Watts (1987).Informal InterviewingInformal interviewing entails no control. It is usually conversations that the researcher recall after staying in the field. It is different fromobservation in that it is interactive. That is, the informant speaks to the researcher. By its own nature, informal interviewing is the most ethnographic in the sense that it is not responding to any formal question. It is part of the self-unfolding process.

A role for transportin in the nuclear import of Adenovirus core proteins and dna

The explore paper of Hindley and colleagues (2007) describes the function of the protein transportin in the entry of adenovirus-associated proteins in a cell. Adenoviruses are microbial organisms that contain genetic significant that has been passing compacted by the help of adenoviral core proteins.The DNA forwarding facilitators have been known as last(a) proteins and three types have been characterized by previous studies (Robinson et al., 1979). It has been determined that these terminal proteins exist as two units, each one associates with the 5 end of the DNA strand. One of the terminal proteins, called protein VII, is created by the deletion of the terminal 24 resides of the precursor polypeptide preVII.The precursor protein, composed of 197 amino acid residues, is produced by the protease enzyme of the adenovirus right after the generation of new viral microorganisms. It has been determined that the processed protein VII makes up most of the core protein content of an a denovirus and it situated in close proximity to the DNA strand of an adenovirus. Another core protein that is present in significant amounts in an adenovirus is protein V.This 369-residue polypeptide has been postulated to link the core to the adenoviral coat. The third core protein, termed Mu, similarly shows the ability of package viral DNA.Previous research has shown that the core proteins V and VII have the capacity to place signals that would dictate upshotation of material into the nucleus as well as compaction of nucleolar material (Wodrich et al., 2006). However, the authors of the research article were aware that there has been no research effort conducted in order to determine the relation of these two terminal coreproteins and the process of importation of materials into the nucleus.The proponents of this research paper then set off to look into the specific associations that between the import signals and the terminal core proteins. In order to examine this relations hip, the proponents of the research extracted the import receptors that were involved in the viral import process. stranded terminal core proteins were also prepared.A cell import experimental setup was developed in order to test each import receptor against each of the terminal core proteins. The receptors were introduced to an established cancer cell line (HeLa) in order to determine whether any association will take place. Simple import routes were also tested using the protein importin, which has the ability to associated core proteins.Both precursor and mature core proteins were tested in order to determine the temporal interactions that occur inside an adenovirus. In order to compare the action of other binding proteins with the core proteins, the protein transportin was also employed in the binding assay. Pull-down assays were also conducted in order to pinch a glimpse of the actual protein-protein associations within particular stages of the adenoviral cycle.The assays show ed that the binding protein transportin was necessary for the success of core protein V to attach to the nucleolar material of the adenovirus. This result suggested that the packaging of nucleolar material can not be triggered by any type of binding protein but by a specific one such as transportin.The pull-down assays also showed that precursor and mature core proteins behaved differently within an adenoviral organism. This observation provides an explanation why a significant number of amino acid residues have to be deleted from the precursor protein preVII. The truncation actually does not only make the polypeptide shorter but specifically helps in the identification of particular signal motifs that would trigger further packaging of genetic material within an adenovirus.

Contract manufacturer Essay

Executive SummaryDanshui Plant No. 2 in southern mainland China is a contract manufacturer that assembles electronic products and has a one-year contract with apple Inc. to assemble 2.4 million iPhones. Monthly production target for DC is 200,000 units unless in the first three months of the contract, the plant is unable to assemble as many phones as expected and is operating at a loss. Wentao Chen, manager of Danshui was glowing on reviewing the monthly operations performance of august as in the third month of the contract, production was only 180,000 units. The plant has had difficulty hiring seemly workers despite raising wages over 30%.Issues1. Assembly process for an iPhone is complicated.2. Danshui has underproduction.3. There is a lack of qualified labor.4. stingy information to train their workers.5. Insufficient experience to manage operations.Requirements1. The plant manager considers whether a flexible budget would be more useful for uncovering problems than the stati c budget currently universe used. 2. Need to perform breakeven and flexible budget analyses and calculate wrong and usage variances as they consider solutions for the plants problems with the iPhone contract. 3. What should be the total expected comprise per unit if all manufacturing and shipping overhead (both variable and fixed) were allocated to planned production? What was the actual cost per unit of production and shipping?4. To suggest as to how Apple iPhone 4s would have been have to have been completed for Danshui Plant No.2 to break. 5. What are some strategies or decisions that Wentao Chen should consider in trying to purpose the problems with the Apple iPhone 4 contract in the next nine months, how these would change the costs and profitability of Danshui Plant No.2 and the iPhone 4 contract.HypothesisIt is expected that the contract price should be raised in order to be profitable as variances observed in the analysis suggest cost overruns andlack of production disc ourse & control mend damages are also observed in material handling. Thus DC is expected to cover efficiency of its production while reducing loss / damages to materials.Suggestions and recommendations1. The most cost effective way to boost up production level under same capacity.2. Motivate employees morale and concern their welfare.3. Achieve learning curve effect under well-organized OT plan.4. Mix balance strategy is advised Over time schedule plan summation pay for performance policy.Alternative Strategies1. Over time schedule plan2. Cellular manufacturing3. increase wages4. pay for performance policy5. Outsourcing

Leadership Project Essay

His Holiness Sri Sri Ravi Shankar is a renowned uncanny leader and multi-faceted humanitarian whose mission of uniting the world into a violence- relieve family has inspired millions of quite a little worldwide. The icon of non-violence and universal joint human values, Sri Sri seeks global heartsease through service and dialog. Born in 1956 in southern India, Sri Sris appeal transcends class, race, religion and nationality. Millions of hoi polloi revere him as their weird leader, and look up to him for inner peace and promoting ecumenical values. In 1981, Sri Sri started the Art of Living root, an international nonprofit educational and humanitarian organization. The tail, now dynamical in more than than 140 countries, offers educational and self- phylogenesis programs designed to eliminate seek and foster a palpate of well-being.In Europe and the United States, the Foundations programs are helping inner city youthfulness turn away from gang violence, drugs and alcohol. Sri Sris Prison Programs have helped transform the acknowledges of an estimated 150,000 inmates around the world. In 1997, Sri Sri founded the world-wide Association for Human Values, a humanitarian nonprofit organization that advances human values in political, economic, industrial, and affectionate spheres. In South Asia, South Africa, and Latin America, the Associations sustain open development programs have reached more than 30,000 rural communities. While his self development programs have popularized traditionally exclusive ancient techniques, Sri Sris social initiatives address an array of issues such as conflict resolution, disaster and trauma relief, prisoner rehabilitation, youth leadinghip, womens empowerment, female foeticide, child labor, and access to education.In Kashmir and Sri Lanka, Sri Sri is working to further dialogue between opposing parties to dissolve the conflicts peacefully. Sri Sri travels to more than 40 countries a year to share his gist of social responsibility, and that all great ghostly traditions share commons goals and values. His teachings of love, interoperable wisdom, and service promote harmony among people, and encourage individuals to follow their chosen eldritch path, while honoring other paths.Spreading the message of a One conception FamilySpreading the message of love, compassion and non-violence, His Holiness Sri Sri Ravi Shankar tirelessly advocates harmonious co-existence among people. While he addresses innumerable forums on diverse subjects, the common thread through all his speeches is the principle of humanity, and brotherhood. His universal, and simple message is that love and wisdom can succeed over hatred and distress. Whether it is speaking to parliamentarians in Argentina, business leaders in Europe, peace organizations such as the United Nations and Muslim and Hindu leaders, Sri Sri emphasizes human values, and unity among people.Sri Sri has been invited to address the World Economic Forum a t Davos on two occasions, the United Nations Millennium World Peace Summit of Religious and ghostly Leaders, the primary World Congress of Imams and Rabbis in 2005 among other forums. With an aim of bringing together leaders from diverse walks of life, Sri Sri has withal hosted a number of symposiums. The Truth & Reconciliation company to foster e timber of the Dalit community (2007), International Conference on Human Values (2006) and the annual Corporate Culture and spirituality Symposiums being a fewer of them. Through his public talks and symposiums, Sri Sri addresses issues of inter-faith harmony, environmental sustainability, poverty alleviation and grassroots development. He inspires thousands across the cosmos to live the philosophy of Vasudhaiva Kutumbakam or a One World Family.University DoctoratesDoctor of earn Honoris Causa, Bangalore University, India, 2009 ?Doctor of Letters Honoris Causa, Nagarjuna University, India, 2008 ?Doctor of Letters Honoris Causa, Maha raja Sayajirao University, India, 2007 ?Doctor of Science, Rajiv Gandhi University of Health Sciences, India, 2007 ?Doctor of Philosophy (Holistic Medicine), Open International University for complementary color Medicine in Sri Lanka, 2006 ?Honorary Doctorate from Kuvempu University, India, 2004International HonoursCulture in counterbalance Award, World Culture Forum, Dresden Germany, October 10, 2009 ?Professor Honoris Causa, Szent Istvan University, Budapest, (Hungary), June 24, 2009 ?The Ball of Peace awarded by The Peace Doves, Norway, June 13, 2009 ?Phoenix Award, Atlanta, USA, 2008Corporate Culture & Spirituality (CCS) is an initiative of the International Association for Human Values. While central themes vary, this unique annual symposium fork outs business and spiritual leaders with a platform to share insights and experiences on social responsibility, business ethics, and sustainable and profitable leadership. CCS was initiatory launched in 2003 in Bangalore, India, an d was attended by business leaders, academicians, and spiritual leaders from across the world. Encouraged by its success, a second CCS conference was hosted in 2004 at the Art of Living Foundation Headquarters in Bangalore. In 2006, the conference was held in European Parliament, Brussels, where more than 300 participants from 20 countries engaged in a dynamic discussion on ethics and business as an integral part of innovative and sustainable development.The conference was once again hosted in Brussels in 2007, and was attended by prominent leaders such as Prof. Ruud Lubbers, Former Prime minister of religion of the Netherlands and co-Founder of The Earth Charter Dr. Jacques Santer, Former Prime Minister of Luxemburg and Former President of the European Commission Mr. Niels Christiansen, Vice-President, Nestle Mr. Rutger Koopmans, General Manager, ING Wholesale Banking Mr. Venugopal Dhoot, Chairman, Videocon Group Dr. Hanns Glatz, arrogate of the Board of Management, Daimler and P rof. Peter Eigen, Founder, Transparency International Germany.EDUCATIONAL PROGRAMSThe Art of Living Course gives participants the practical association and techniques to unlock their deepest potential and bring fullness to life. Whether happy and successful or feeling the stress of deplorable health, disappointments, or fear, every participant is cared for and comes away lighter, with effective techniques for releasing mental and physical stress and change magnitude his or her health, energy, peace, self-knowledge, awareness, and joy. Simple Techniques for Daily LifeA remarkable feature of the course is that participants are able to re-discover the present moment, not as a concept but as a direct experience. Participants make with simple but powerful techniques that they can practice every day. The Art of Living Course has been enjoyed by people of all traditions, religions, and walks of life, in universities, churches, governments, businesses, prisons, and war zones.The Art of Living Foundation is dedicated to inspiring, uplifting and empowering individuals to live life to its fullest potential. Its youth programs emphasize human values common to all cultures, religions and traditions such as non-violence, compassion, fondness for the planet, enthusiasm for life, and an attitude of service toward others. Art Excel (All Round Training In Excellence) for ages 8 to 13 Presented in a practical and fun framework that appeals to youth of all ethnic, racial and religious backgrounds, subterfuge Excel offers an enlightening approach that awakens youth to their deepest potential and lifes higher values. YES for Teens (Youth Empowerment Seminar) for ages 14 to 18 Both fun and challenging, this 18 hour seminar provides teens with a comprehensive toolbox to both fight their own emotions and stress, as well as dynamically navigate through adolescence. YES+ for College Students and Young Professionals for ages 18 27 An innovative and dynamic educational and life ski lls program that provides young individuals with the tools to achieve their ideal life with ease, creativity, energy, and without inhibitionsBalance can be achieved without lowering goals or lessening achievements ? it is about managing stress and managing ourselves. Based on the Sudarshan Kriya, the flush Course is designed for business professionals. It is a simple, practical, and effective training program that empowers managers and employees, and promotes calmness and focus in the midst of any challenge or responsibility.The course is designed to improve concentration, enhance creativity, increase efficiency, and found a greater sense of purpose and teamwork. The APEX course differs from most management and employee development programs beca single-valued function it is not based on quick-fix solutions, theoretical concepts, or superficial success formulas, but rather on practical techniques that offer direct and tangible results. It has been developed for businesses to facili tate change from within each employee and manager. The course in like manner incorporates basic principles of effective living and emphasizes the essential human values that help professionals lead more fulfilling and robust lives.SERVICE ORGANIZATIONSThe Art of Living Foundation, a nonprofit educational and humanitarian organization, was founded by Sri Sri in 1981. The Foundation has chapters in more than 140 countries and its sustainable development projects, trauma-relief and self-development programs have benefited more than 25 million people around the world. By nurturing the spirit of service and compassion in every individual, the Foundation seeks to build a global society that is free of stress and violence.The mission of the International Association for Human Values (IAHV), a non profit organization founded by Sri Sri in 1997, is to foster a deeper understanding of the values that unite us as a global human community, and to encourage the practice of human values in wor kaday life. The IAHV, working in conjunction with the Art of Living Foundation, has initiated some(prenominal) disaster relief and sustainable development programs in South Asia, Africa, Europe, Central and South America and North America.Ved Vignan Maha Vidya Peeth (VVM) is the umbrella organization under which discordant service projects of the Art of Living Foundation in India operate. In addition to rural development programs, womens empowerment projects and educational initiatives, VVM is also involved in Vedic research, medical research and social research.The future Sri Sri University in Orissa, India, go out be a full fledged 15,000 student multidisciplinary university that will combine quality education with leadership skills, social responsibility and ethics. The academic majors that will be offered are Management, Law, Government, locoweed Communications, Cultural Studies, Engineering, Medicine, Ayurveda, Vedic Sciences, Biotechnology and look into Sciences. Univers ity admissions will be based on aptitude tests alone, and the campus will include recreational facilities, meditation halls, and a sports complex.The Sri Sri Ravi Shankar Vidya Mandir (SSRVM) Trust was founded in 1999 as a Charitable Spiritual and Educational Public Institution to impart a valu-based education in a stress-free and child-friendly environment. The Trust supports several educational institutions, from rural schools to urban universities.The Sri Sri Ravi Shankar Pre-University College started in 2003 in Bangalore, India. Affiliated with the Pre-University Board of Karnataka, the Colleges aim is to provide affordable and high quality education to students on the threshold of their careers. To overcome the increased burden of mystic tuitions outside the school, the concept of Integrated Coaching was started. The initiative gives students the special training needed to face warring examinations for professional courses.The Sri Sri Center for Media Studies mandate is to t rain and empower responsible and committed media professionals who will be veritable and bearing information resources for people in a democracy.The Sri Sri Institute of Management Studies was founded in 2005, with the vision of unify high quality management education with spirituality and human values to create 21st hundred managers. The institute offers a 2-year post-graduate diploma in Business Management, and diverse programs in investment and portfolio management, debt securities, modern manufacturing, and allow chain management.The Sri Sri Rural Development Trust was founded in 2001, with a vision to provide permanent and utility(a) sources of income to the rural population in India. The Trust works in conjunction with the Art of Living Foundation to implement initiatives such as empowerment of rural women, vocational training programs for women and youth, self development workshops, free medical camps, and the Youth Leadership Training Program.The Sri Sri School of Perfo rming Arts and Fine Arts, located in Bangalore, India, is a centre of learning for traditional dance forms, folk and classical music, and the fine arts. The Sri Sri College for Ayurvedic Science and Research was started by Sri Sri to revive Ayurveda, the ancient system of healthcare that is native to India. The college is affiliated to the to the Rajiv Gandhi University of Health Sciences, Bangalore, and offers a phoebe bird year B.A.M.S. (Bachelor of Ayurvedic Medicine and Surgery) professional degree course. Some of the special features of the college include a herbal garden with diverse varieties of medicinal plants and a state of the art Research and Development Center.Incepted in 2003, the key objective of the Sri Sri Mobile Agricultural Institute is to provide guidance to farmers to become self-reliant, to revive organic farming, and to educate farmers on water management and irrigation. The Institute?s projects include workshops on chemical-free farming awareness, environmen tal conservation, and the advantages of organic fertilizers and pesticides. The use of indigenous seeds (instead of genetically modified ones) is also emphasized, and cooperative seed storages have been set up.WHY SRI SRI RAVI SHANKAR IS MY draw?For me he is not only spiritual leader but also peace advocate, meditation teacher, humanitarian. I am really inspired with his concept of spirituality. He has made many efforts for people to become stress free. I also like his vision to make stress-free and violence free world.He is not in effect(p) limited to spirituality he has also performed many social activities such as peace, disaster relief, promoting literacy, women empowerment, prisoners rehabilitation etc. he has also set many educational programs for students which we have seen earlier.He teaches people love and wisdom spreads message of love, peace, brotherhood throughout the world. He aims at promoting spirituality amongst people and making them realize that there is goodness in every individual. He advises people to accept as well as respect each other.

Mitb

Malaysian Treasury Bills (MTB) MTB be short-term securities effd by the Government of Malaysia to raise short-term funds for Governments working capital. Bills argon sold at discount through competitive auction, facilitated by Bank Negara Malaysia, with original maturities of 3-month, 6-month, and 1-year. The redemption will be make at par. MTB are issued on weekly basis and the auction will be held one mean solar sidereal day before the issue date. The flourishing bidders will be determined according to the most competitive pass offered.Normal auction day is Thursday and the result of successful bidders will be announced one day after(prenominal). MTB are tradable on yield basis (discounted rate) based on bands of remaining tenure (e. g. , surround 4= 68 to 91 days to maturity). The standard trading amount is RM5 million, and it is actively traded in the secondary market. Malaysian Islamic Treasury Bills (MITB) MITB are short-term securities issued by the Government of Malay sia based on Islamic principles. MITB are usually issued on a weekly basis with original maturities of 1-year.Normal auction day is Thursday and the results of successful bidders will be announced one day after, on Friday. Both conventional and Islamic institutions hindquarters buy and trade on MITB. The MITB are structured based on Bai Al-Inah principle, part of swap and buy back concept. Bank Negara Malaysia on behalf of the Government will sell the identified Governments assets on competitive bare-assed basis, to form the underlying transaction of the deal. Allotment is based on highest price tendered (or lowest yield).Price is determined after profit element is imputed (discounting factor). The successful bidders will then pay cash to the Government. The bidders will subsequently sell back the assets to the Government at par based on credit term. The Government will issue MITB to bidders to represent the debt created. MITB are tradable on yield basis (discounted rate) based on bands of remaining tenure (e. g. , Band 4= 68 to 91 days to maturity). The standard trading amount is RM5 million, and it is actively traded based on Bai ad-Dayn (debt trading) principle in the secondary market.

Participative Management Essay

The ground today is filled up with working places and placements. Every organization is putting its efforts to run the trade and concern of the world. The top most organizations of the world such as Intel, Microsoft and IBM argon the best because they cast off the best humans resource. The human resource of a caller-out plays the most vital role which pushes the organization to the zenith of their expectations.The main cyclorama of an organizations success is the aggroup work and way of time and resources. According to Wikipedia, Teamwork is the concept of people, working unneurotic hand in glove or as a team in ball club to accomplish the same tendencys and objectives.A global dictionary defines teamwork as a Cooperative or coordinated effort on the part of a group (sociology) of persons acting together as a team or in the interests of a crude cause, unison for a higher cause, people working together for a selfless purpose, and so on. some things can non be accomplishe d by people working all by them selves. Larger, more than ambitious goals unremarkably require a number of people work together with other people. Because of this obstacle, teamwork is a desired goal of many leading notees and organizations today.Projects often require those people who can work together in order to accomplish a viridity goal. Although critics often argue that in the corporate air world teamwork has capture an empty buzzword, or a function of corporate-speak. Effective collaborative skills ( companionship) be necessary to work hygienic in an environment like this. As businesses and organizations run low larger or more complicated. Many employers enterprise to enhance their employees collaborative efforts through self- dressing, cross-training and conducting workshops in order to help people effectively work together in a group and accomplish shargond goals.What is participative perplexity?Participative focal point can be considerably explained as An ope n form of management where employees have a strong close-making role. Participative management is unquestionable by jitneys who actively seek a strong cooperative relationship with their employees and colleagues. The advantages of participative management include change magnitude productivity, improved quality, and reduced costsOnce Ken Blanchard said, None of us is as smart as all of us.Participative (or participatory) management, otherwise known as employee involvement or participative decision making, encourages the involvement of s arrive atholders at all levels of an organization in the analyzing of problems, development of strategies and implementation of solutions. Employees are brought together to share in the decision-making border of the firms by participating in activities such as setting goals, determining work schedules and putting in front suggestions. Other forms of participative management include increasing the responsibility of employees ( rent out enrichment ) forming self-managed teams, quality circles, or quality-of-work-life committees and soliciting survey feedback. Participative management, however, involves more than allowing employees to take part in making their own decisions too. It too involves management treating the ideas and suggestions of employees with consideration and respect. The most extensive form of participative management is direct employee ownership of a familiarity.Four processes influence enfolding. These processes create employee involvement as they are pushed down to the lowest levels in an organization. The farther down these processes move, the higher the level of involvement by employees. The quartet processes include1. Information sharing, which is concerned with keeping employees informed about the economic status of the company.2. Training involves bringing up the skill levels of employees and offering development opportunities that allow them to apply new skills to make effective decisions regardi ng the organization as a whole.3. Employee decision making, which can take many forms, from determining work schedules to deciding on budgets or processes.4. Rewards, which should be tied to suggestions and ideas as well as performance.Benefits of participative managementA participative management style offers variant benefits at all levels of an organization. By creating a sense of ownership in a company, participative management instills a sense of pride and motivates employees to increase productivity in order to achieve their goals. Employees who participate in the decisions of the company feel like they are a big part of a team with a common goal and find their sense of self-esteem and creative fulfillment heightened which results in a brilliant pauperization which increases the productivity of an individual.Managers who use a participative style find that employees are more receptive to change than in situations in which they have no voice or part. Changes are implemented mo re effectively when employees have input and make contributions to decisions. Participation keeps employees informed of upcoming events so they leave be aware of authorisation changes. The organization can then(prenominal) place itself in a proactive mode instead of a reactive one, as managers are able to quickly identify areas of concern and turn to employees for solutions.Participation helps employees tuck a wider view of the organization. Through training, development opportunities, and information sharing, employees can acquire the conceptual skills requiremented to become effective managers or top executives. It also increases the commitment of employees to the organization and the decisions they make.Creativity and innovation are cardinal important benefits of participative management. By allowing a diverse group of employees to have input into decisions, the organization benefits from the synergy that comes from a wider choice of options. When all employees, instead of just managers or executives, are given the opportunity to participate, the chances is increased that a valid and unique idea will be suggested.Requirements of participative managementA common misconception by managers is that participative management involves simply asking employees to participate or make suggestions or take part in making changes. Effective chopines involve more than just a suggestion box. In order for participative management to work, several(prenominal) issues must be resolved and several requirements must be met. First, managers must be willing to let go some control to their workers managers must feel secure in their position in order for participation to be winning. Often managers do not take care that employees respect for them will increase instead of abate when they implement a participative management style where all of the employees are considered eligible to give suggestions.The success of participative management depends on effective planning and a slow, phased approach. Changing employees ideas about management takes time, as does any successful attempt at a total cultural change from a democratic or commanding style of management to a participative style. Long-term employees may resist changes, not believing they will last. In order for participation to be effective, managers must be genuine and honest in implementing the program. Many employees will need to consistently see proof that their ideas will be accepted or at least seriously considered. The employees must be able to trust their managers and feel they are respected.. It is important to remember that the manager may not agree with every idea or suggestion given by an employee, how those ideas are received is critical to succeed in participative management. Participatory management does not work with employees who are supine or simply do not care about the organization. Many times employees do not have the skills or information necessary to make good suggestions o r decisions too. In this case, it is important to let them with information or training so they can make informative choices about their field of expertise. angiotensin converting enzyme way to help employees engage in the decision-making process is by knowing their individual strengths and capitalizing on them. By guiding employees towards such areas in which they are knowledgeable, a manager can help to ensure their success. Managers should also give employees time to think about ideas or alternative decisions. Employees often do not do their most creative thinking on the spot and take little bit of more time. some other important element for implementing a successful participative management style is the visible integration of employees suggestions into the final decision or implementation of the decision. Employees need to know that they have made a contribution to the thought of the organization and should be appreciated for it. Offering employees a choice in the final decisi on is important because it increases their commitment, motivation, and job satisfaction. Sometimes even just presenting several alternatives and allowing employees to choose from them is as effective as if they thought of the alternatives themselves. The underlying is to build employee confidence so their ideas and decisions can become more creative and sound.ConcernsParticipative management is not a magic cure for all that ails an organization. Managers should carefully weigh the pros and the cons ahead implementing this style of management to their own. Managers must realize that changes will not take effect overnight and will require consistency and patience before employees will begin to see that the management is serious about employee involvement. Participative management is probably the most uncorrectable style of management to practice. It is challenging not only for managers but for employees as well.Participative management programs can be threatened by office politics. Due to hidden agendas and peer pressure, employees may keep their opinions to themselves and refuse to ensure a manager if they feel an idea will not work. A Manager also plays a part in politics when they implement participative management programs to impress their own bosses but have no intention of seeing them through.The old structures are being reformed. As organizations seek to become more waxy in the face of rapid environmental change and more responsive to the needs of customers, they are experimenting with new, team-based structures (Jackson & Ruderman, 1996).why Team Building is necessaryTeamwork is essential for competing in todays global arena, where individual graven image is not as desirable as a high level of collective performances. In knowledge based enterprises, teams are the norm. A critical feature of this team is that they have a significant decimal point of empowerment or decision-making authority. thither are many different kinds of teams top management t eams, focused line forces, self-directed teams, concurrent engineering teams, product/service development and/or launch teams, quality feeler teams, and so on.Team vs. GroupNot all groups in organizations are teams, but all teams are groups. The difference between a team and a group is that a team is interdependent for boilers suit performance. A group qualifies as a team, only if its members focus on helping one other to accomplish organizational objectives and goals. In todays quickly changing business environments, teams have emerged as a requirement for the success of business. Therefore, managers and leads should constantly try to help groups become teams and facilitate the evolution of groups into teams.Vince Lombardi (1913-1970), football game game coach for the NFL, once saidPeople who work together will win, whether it be against complex football defenses or the problems of modern society.Importance of TeamworkThe importance of teamwork is presented in every seminar y ou attend or business book you read. Without teamwork, houses take longer to build. Governments collapse. Without teamwork, people lose their inspiration and motivation. Importance of the world is known with team work and it has played a part in company turnarounds. Our teamwork training programs dispel the negative myths of teamwork eon developing and encouraging the importance of teamwork that can be enjoyed by all parties involved in it. There are three main steps involved with instilling the importance of teamwork within a company environment1) Begin with the end in mind Make a specific list of how your employees, customers and business as a whole will benefit, when they see the true importance of teamwork and team playing. Only then you can outline your objectives and goals which you have to achieve.2) Make a plan Do you have the resources to develop teamwork internally? Or, do you need to bring in some experts to assemble and conduct a customized training program for your b usiness team? This is a critical decision on your part and a corporate training company would love the opportunity to discuss how a team would work after learning their swell training methods.3) Quantify and monitor results The results from teamwork can be measured but only if you have a defined process in place. This measuring process will be the fuel you will need to convince the management and the staff that ongoing efforts would be made to increase teamwork efficiency cordially. Once management and staff alike experience the importance of teamwork, they will be fueled to achieve even more and to touch the heights.

Persepolis View on Culture

Western Pop Culture Marianne Satraps, aka Marci, displays her life in this graphic new(a) to correct the misconceptions often made by the Western world. She makes sure her audience knows who she is, where she came from, and what her country is like. Though she is innate(p) and raised for much of her life in Tehran, Marianne Satraps is as much of a product of Western cultivation as of Middle Eastern culture. In the book you can see the Influence that the western countries cod on Iran.Her p arnts both ascribe to Western political viewpoints and are not reluctant to let their fine girl Indulge In Western popular culture. Marianne Like clothes and shoes such as Jeans, Nines, and proposition scarves. She Is even rebellious about the veil they are forced to wear. Many popular music artists are referenced In Chapter 17. Kim Willed, the English pop singer In the ass, was very well known for her presentation single, Kids In America, which Marl sings the chorus to. This picture In Chapt er 1 7 page 134 demonstrates very well Marls thought of Western culture. E highly supports it with her fashion style that Is quite rebellious and different than any otherwise kid her age. The size of the layout is fairly big so you can see the Nines logo and her full outfit. The sentences are short to focus on the specific articles of clothing she is wearing. Chapter 17 also shows how Marxis parents are fully demonstrative of(predicate) of her beliefs and what they do for her happiness. Her mother wanted to help Marci bring her Kim Willed poster through customs and put tons of effort in sewing it discreetly in her husbands coat.This Just shows how far her parents will go o because the coat doesnt look rather normal anymore but he is still prepared and ordain to wear it for his daughter. Those who live in the West have different ideas of what the West is depending on where they are in the world. Some see it as a place for freedom, and it can also be a artificial lake of enterta inment and influence. Others see it as a place of opportunity, wealth, and prosperity. Americas pop culture has allowed Marci to obtain a little freedom and independence in the environment of the Iranian Revolution and has had a huge effect on her teenage life.

Business Partner Model Essay

The stock collaborationisting exemplar and its impact on two the HR race and HR practice Since the concept of the transmission discover partnering pretending was introduced by Ulrich in 1997, the report of the HR function has dramatically changed. As Goodge (2005) set, partnering is fundamentally changing almost all(prenominal) HR function, every HR job, and every HR c arr (Pg. 32). Ulrich argued that HR needed to reelect on both a strategic and administrative level and identified four headstone spots through which organisations could achieve this (Torrington et al. 2007).The model has give out a simple regression for much of the HR community and its introduction has initiated a fundamental change to the HR functions anatomy over the last decade (Francis & Keegan, 2008). The key origins which will be discussed inside this literature review atomic number 18 the impact of the model on the competencies required of successful melody partners, the line of reasoning of HRs strategic focus as a depart of the model and the loss of the employee jock situation. However, attention must first be brought to the partnering model itself.The Model Ulrichs transaction partnering model focuses on four key shares that HR need to address in regularise to bed organisational uprightness (Ulrich 1998). sightly a strategic partner in the execution of organisational scheme, increasing functional competency by be an administrative expert, fully engaging employees by becoming an employee champion and finally, through facilitating and encouraging a culture of flexibility and acceptance to the evolving affair environment as a change agent (Ulrich 1998).Precursors to Ulrichs partnering model are Tyson and Fells 1985 model, based upon three fundamental positions employ a grammatical construction site metaphor (architect, clerk of go bads and contract negotiator) and Storeys 1992 model based on the four fibres required in the shift from personnel over sight to Human Resource Management (regulator, handmaiden, adviser and changemaker) (Torrington et al. , 2007). In 2005, Ulrich and Brockbank mused over the partnering model once more and proposed a refreshed framework.This was non a ultra diversion from the genuine model, save a reflection of the changing roles that they had been observing in organisations since the introduction of the original model (Ulrich & Brockbank, 2005a). The model was upgraded with the omission of the roles employee champion, change agent and administrative expert, with these being replaced by employee advocate (focusing on current employee unavoidably), human races capital developer (preparing employees to be successful for the future) and functional expert (administrative efficiency and the development of policies) (Ulrich & Brockbank, 2005a).The strategic partner role remained within the refreshed model and they too added a ordinal dimension which was that of the HR Leader, the genuine leadersh ip role which ties all four key roles together (Ulrich & Brockbank, 2005a). What is interesting from the literature, is that although this more modern model has been considered, it is the original model to which most commentators refer.Before considering the impact of this model on HR functions and practice, it is important to first consider why such a large numerate of organisations mother found it appropriate to restructure their HR departments in this way. In 1998, Ulrich himself oppugned the effectiveness of the role that HR played in organisations and recognised that his model needed to move away from HRs tralatitious activities, which focused on processes, to a focus on deliverables (Ulrich, 1998).The new model was a way of ensuring that HR as a function was adding value and increasing organisational competitiveness (Ulrich, 1997) and his feeler of using HR professionals as strategic business partners was being seen as a mechanism for allowing changes to be made in order for HR to make these signifi preemptt competitive and strategic contributions (Goodge, 2005). Lawler & Mohrman (2003) argued that in organisations where competitive advantage was created through human and quick-witted capital, the demand for HR to be a strategic partner was greater.What makes a competent business partner? Defining what the single role of a business partner involves is rather ambiguous and much of the recent literature identifies that there is no single model for HR business partnering, therefore loss from each one organisation to have their own interpretation of what a business partner is (Caldwell, 2008 & 2010 Torrington et al. , 2007 Beckett, 2005).In roughly organisations the impact of the model has only gone as far as an upgraded ob title (Beckett, 2005 Pitcher, 2008) and it is this shaky implementation in some companies that has led to various criticisms of the model (Peacock, 2008 Pitcher, 2008). This leads to the first key discussion identified within t he literature, which questions the use of competency models in the selection, development and success of business partners in achieving the outcome of organisational excellence. With the business partner role seeking a more strategic mind-set, it has been seen as progressively more difficult to find heap who fit the role (Beckett, 2005).Caldwell (2010) has most recently discussed the use of competency models for the erupt selection and development of HR business partners, as a new way of aligning HR strategy with organisational cognitive operation. The competencies that have been argued as most essential for a successful business partner are being a surd operational executor, a cultural steward, a strategic architect, a business ally and credible activist, an experienced talent manager and organisational designer (Ulrich, 2008 cited in Caldwell, 2010).The competencies, in theory, would lead the business partner to fulfiling a residue of the four key roles originally proposed by Ulrich, just what is intelligibly apparent from the literature, is that the business partner role is wide open for interpretation (Torrington et al. , 2007 Beckett, 2005). Therefore what can be argued as a benefit of using a competency framework, is that it can potentially offer a more consistent approach to selection, development and success of partnering (Caldwell, 2010).Caldwells (2010) study considered the HR and business strategy get in touchage, with selection and development of business partners through the use of competency models as antecedents to this link. What was indicated in his study was that using these competency frameworks was largely effective in the selection of HR business partners, that much slight effective in the development and linking between HR strategy and organisational performance (Caldwell, 2010).The relationship between HR roles and competency models is an area of significant controversy and it was not long before questions were raised as to h ow each key role played out within the business partner position whether there were a holistic set of competencies for the business partner role or separate competencies for the four key roles (Caldwell, 2010). other queries were raised in the literature regarding the weighting of importance of each of the competencies and also whether or not these competencies were mainly applicable to all HR practitioners or just to those playing a business partner role (Caldwell, 2010).Ulrich and Brockbank (2005a) apprehended that not all of the key roles could be played to the same degree and depending on which HR category you specialised in, distinct roles may take a priority. This therefore brings the reader back to Torrington et al. (2007) and Becketts (2005) theory that there is no single model and that although the discussions are advancing within the literature about the role of business partners, it appears there has been no agreement of the best method of implementation.This was re flected in Caldwells study, where he appreciated that the creation of the competency models was beneficial, but that the problem highlighted in HR practice was the difficulty of managing the transition from possessing the competencies, to delivering the mental ability (Caldwell, 2010). One of the most talked about competencies within the literature is that of possessing business understanding.Lawler and Mohrman (2003) discussed in their research that for someone fulfilling the role of business partner, strong understanding of the business was essential. Beckett (2005) also advocates the need for a commercially aware candidate, however in practice, this is very difficult to recruit for within the pool of HR professionals. As a result of this limited pool of resources, there has been a rise in members within the HR function who have been parachuted in from other areas of the business, such as marketing or sales (Francis & Keegan, 2006).Lawler and Mohrmans (2003) study tell that one quarter or senior HR professionals had side stepped into the HR function from these other business areas, with the objective of greater strategic alignment with the business. Therefore potentially increasing the impact the HR function has on organisational performance (Francis & Keegan, 2006). There are, however, various implications to HR practice by focusing business partner competencies in such a way.Although HR professionals may see this odern commercial and strategic focus as enhancing the value of their role, it is being observed that line managers and employees can often fabricate sceptical and mistrustful that HR are focused too much on business objectives rather than on those of the people (Caldwell, 2010). Beckett (2005) also outlines concerns of appointing a HR business partner who only has commercial experience by arguing that you are open to the risk of unsafe management of the business, however on the flipside, by getting the balance unconventional and isolating your business partners from the rest of the HR function, it can result in losing the HR focus.Therefore a perfect business partner would have a balanced background of commercial and business acumen, twin with the experience of the multiple facets of HR in order to really add strategic value and deliver organisational excellence (Lawler & Mohrman, 2003). The shift towards a strategic focus One of the fundamental factors of the business partnering model is ensuring that the HR and business strategies are aligned, therefore enabling the HR function to deliver organisational excellence.This leads to the next key theme identified within the literature regarding the shift to a strategic HR focus which has resulted in a repositioning of the identity of the HR profession (Wright, 2008). Wright (2008) observes that moving towards strategic HRM has contributed to the occupation losing its wider social objectives and transforming into a impartial agent of capital (p. 1068). These discussions are contradictory to the balanced purpose of Ulrichs four key roles, however the literature has suggested that out of the four roles, the strategic partner has been represented with unbalanced proportion.Lawler and Mohrman (2003) argue that if HR does not play a strategic partnering role, how can the function be fully aligned with what the business needs are and then deliver the most effective activities? It is clear from the discussions within the literature that as organisations become more cost effective and streamlined, they will increasingly require fewer HR practitioners to undertake the transactional workloads as this will be transferred to shared service models or outsourcing.Therefore the argument for a partnership to be truly effective, requires the HR function to put more emphasis on the strategic activities such as organisational design and planning (Lawler & Mohrman, 2003). In practice this seems to have been the case and the impact on organisations who have choose the pa rtnering model have witnessed a transformation in their HR activities, shifting away from the traditional administrative functions to devoting more attention to organisational level activities such as those strategic activities discussed above (Lawler & Mohrman, 2003).Focusing competencies on this link between HR and business strategy however, could lead to the business partner role becoming unsustainable (Caldwell, 2010) and promise Hailey et al. (2005) question the strategic-heavy focus. Their study demonstrated that while the HR function is becoming more notable strategically, the human side of the functionality is deteriorating (Hope Hailey et al. 2005), thus suggesting that the strategic role on its own does not necessarily enhance the organisational performance of the human capital. Ulrichs (1997) proposal required HR professionals to be both operational and strategic in their focus through all of the four key roles, however Caldwell (2003) noted the inherent role departure w hich would naturally emerge from this performance of more than one role, due to the competing demands made upon them by employees and senior management (Hope Hailey et al. 2005).As discussed earlier, the partnering model is most effective and successful in organisations which rely on human and intellectual capital as a source of competitive advantage (Lawler & Mohrman, 2003), therefore if business partners dont balance the needs of the people focusing roles, they will not achieve the organisational excellence Ulrichs (1997) model was designed for. Hope Hailey et al. 2005) agree with Caldwell (2003) that role conflict is inevitable with the performance of multiple roles and therefore question whether it will ever be possible in practice for the HR function to balance both employee and management needs through fulfilling Ulrichs four key roles. The perfect partner can balance these conflicting roles by having a strategic influence at a corporate level and strong expertise in operation al delivery, however as noted in the literature around competencies, these qualities are not easy to find, nor to develop.What has happened to the role of employee champion? The final key discussion which has been noted from the recent literature, progresses from the fixation of the strategic focus of the partnering model and questions the shift of attention away from the employee. Wright (2008) observed that for nearly all respondents of his study, the strategic adviser role was seen as a much more attractive identity than that of the traditional video of the bureaucratic HR manager.Therefore, one can see how the profession is seen to be losing its focus on the people facing employee champion role. Lawler and Mohrman (2003) argue that for partnership to work HR must increase their faith in line managers and transfer various transactional HR responsibilities to them (Lawler & Mohrman, 2003), therefore the answer to this lost role therefore seems to be addressed by this devolution.T he benefits which have been argued for doing this are that it creates more time for HR to become more strategically proactive (Lawler & Mohrman, 2003) and line managers can become responsible and answerable to their employees which strengthens their relationships by almost becoming an HR champion (Ulrich, 1998). In practice however, Hope Hailey et al. (2005) believe that the failure to recognise the importance of the employee champion role is a big mistake and that the devolvement of such a responsibility to line management may be flawed.They noted that empirical research had suggested that devolving various HR responsibilities to the line was being met with certain inefficiencies to deliver such responsibilities, such as lack of training and lack of time, few incentives to fulfil the additional work and the need to focus on delivering their own short term business results (McGovern, 1999 cited in Hope Hailey et al. , 2005). The devolvement is also problematic in the sense that line managers are not always capable or motivated to take on the role of employee champion (Hope Hailey et al. , 2005).Francis and Keegan (2005) were also sceptical over the benefits of devolving HR responsibilities to line management and identified three major problems associated with the delegation of such duties. Firstly, they observed a loss of employee authorisation as HR focus shifted to strategic business issues a cost to employee well-being as a result of potential inconsistent application of policies and processes and finally a disenchantment amongst HR practitioners who were unable to perform the role that was at the fundamental heart of HR the employee champion, advocate and counsellor.Francis and Keegan (2005) concluded that not only did this bear on the relationship between HR and the workforce, but between the HR professionals themselves. They also noted the strangeness of this shift away from the employee champion role amid the HR communitys grand plans to increase emp loyee engagement (Francis & Keegan, 2005). In essence, it therefore appears that considerable caution must be used in initiating such transfers of accountability. ConclusionIt can plainly be observed that over a decade after the introduction of Ulrichs business partnering model, the HR community are still avidly debating its practical usefulness. What can be gathered from the key discussions is that the theoretical model makes a stellar case for increasing organisational performance and raising the profile of the HR function, however it seems that the impact of the model in practice is that it is the implementation of the model that is failing its success in most organisations.The academic writers are keen to dissect the benefits and limitations of the model, however what really needs to be account is exactly how to implement the model in practice and to identify this across a range of different organisations. Further research also needs to be undertaken in the area of business par tner development, as it appears the essential competencies have been numerously defined, but the focus on training HR practitioners to think and behave in Ulrichs business partner mind-set requires further investigation.As businesses change, HR functions are being increasingly required to demonstrate their strategic value and this model seems to have provided a platform for really adding value, however as discussed in the final section, it is imperative that the HR function retain a balanced approach to their roles and not to lose sight of the fundamental people side of the people versus processes equation.