Social Biases Paper Essay Example | Topics and Well Written Essays - 1000 words

Social Biases Paper - Essay Example Biased perspectives are hazardous on the grounds that these depend on simple convictions or impressions which can be exceptionally a long way from reality. It can prompt wrong presumptions and afterward lead further into incorrect activities or judgment on somebody who may fit a specific generalization. A portion of the approaches to maintain a strategic distance from partiality is to keep a receptive outlook and recognize the truth about an individual and discard the assumptions one may have against another person. Another is to have sufficient and open channels of correspondence to keep bias from taking increasingly vile structures, for example, an activity that is oppressive or exclusionary which is the thing that occurs if an individual has an inappropriate or deficient data to settle on an educated and astute choice. Inclinations are perilous qualities since it keeps sane contentions from impacting an unbending standpoint or perspective from being changed and amended. A one-side d individual along these lines can be said to have a twisted psyche and blocks an unprejudiced judgment on any issue being talked about. The majority of one-sided people end up as biased people who are rigidly narrow minded of others and their conclusions; it can prompt clashes from an unreasonable dread, disdain or doubt of a specific gathering. Conversation Prejudice relates to the mentalities of an individual towards a specific gathering that isn't absolutely right in light of the fact that these depend on inadequate or wrong data. Preference can be thought of as a type of idle segregation on the grounds that there is so far no real activity taken by that individual to communicate or externalize those misshaped mentalities, qualities and convictions. Bias can fluctuate in power or method of articulation however the entirety of its structures display a negative assumption towards a specific gathering or to an individual having a place with that gathering (Brown, 2010, p. 35). In s pite of the fact that not ostensibly showed, bias has genuine ramifications for any general public due to its unfavorable effect on any objective. Then again, generalizing of individuals is placing them into â€Å"neat† classifications which are frequently mixed up in light of the fact that these depend on an inappropriate convictions, or so, a preferential perspective. A generalization is an over-improved origination, idea, portrayal or picture that fits in with a specific arrangement of qualities of a gathering of individuals yet ignores any individual characteristics. It is exceptionally harming to an individual since that specific individual might not have a similar gathering highlights. It is a terrible to generalization somebody since it credits negative properties (Zanna and Olson, 1994, p. 1). An individual who orders individuals in light of novel attributes is blameworthy of generalizing. Ultimately, separation is the unmistakable indication of partiality and general izing. It is outside and communicated through activities which are positive for one gathering and damaging to another gathering. Separation results from the partialities of an individual who at that point makes a qualification between the generalizations of a specific gathering to which an individual has a place and settles on a choice dependent on the gathering's highlights or attributes and no longer on the individual benefits of an individual. Various types of Biases †the inconspicuous predisposition is regularly unknowingly rehearsed by the individual. It implies the individual is even not mindful of the natural predisposition. All the more distressingly, an unobtrusive predisposition is exceptionally difficult to recognize by the people

Is ethics profitable Essay Example | Topics and Well Written Essays - 1000 words

Is morals beneficial - Essay Example The continually changing serious situations in the business world powers organizations to discover new strategies to counter the opposition rather than the purported customary ways. These customary strategies included better items, more administrations, or lower costs. In the contemporary world, business firms are reacting to these opposition challenges by presenting organizations and progressively shared associations with their clients and different partners in the business. In the most recent years, there have been conversations with respect to morals rehearses in business firms. The general supposition of this subject is that organizations need to do what is ethically directly for their clients just as their representatives. Nonetheless, the regular practice in the business field is that of deceptive and criminal operations. Most associations are yet to comprehend or understand the monetary effect of high moral guidelines in business firms (Heskett et al. 34). As indicated by most organizations in the current world, moral practices force a superfluous money related requirement. Tax avoidance and came up short on faculty involve exploitative be that as it may, in any case, engaging practices. From this viewpoint, it appears that benefits and morals have an opposite relationship. Chiefs and executives of organizations accept that moral practices and projects are over the top expensive exercises. This implies moral practices have no positive effects on the gainfulness of business firms. For this situation, this philosophy recommends morals as not being productive to a business association. It appears that organizations with moral practices record low or consistent benefits, and consequently, most supervisors despite everything depend on the conventional methods of improving benefit levels of an association. On a progressively positive viewpoint, morals improves the benefit levels of a business firm through different ways. Models from the busi ness field demonstrate that there is a positive connection between's a firm’s exercises, moral practices, and the firm’s primary concern results. The notoriety of a business as far as moral business exercises can be a significant wellspring of upper hand in the business fragment. The most significant manners by which morals contributes towards productivity of an organization is through the minimization of the expense of business exchanges, development of an establishment of trust with partners, and upkeep of social capital. All the more along these lines, exclusive expectations of a firm’s morals contribute towards an inside situation of effective collaboration among workers which, thusly, sway the benefit levels. As indicated by different investigations, organizations saw as moral by organization partners, for example, workers, open, clients, and providers, appreciate a few upper hands. These upper hands in the business network incorporate more elevated levels of duty, more elevated levels of proficiency in activities, and expanded degrees of

Privacy and Confidentiality of Client Health Information Research Paper - 1

Protection and Confidentiality of Client Health Information - Research Paper Example Clinical specialists, be they medical attendants, specialists or wellbeing data administrators are committed both legitimately and morally to protect a client’s wellbeing data from any undue impact or unapproved parties as expressed by Acker et al. (2007). The essential methods through which limits are kept up, a trust made and customer parental figure relationship assembled is by considering the rights gave on the customer and regarding them. This customer right to protection specifies that they should control how their wellbeing data is gathered, used and uncovered. It is essential to take note of that even wellbeing associations have constrained rights to client’s data all the more so with respect to how it ought to be uncovered. This lays immense assignment on wellbeing data supervisors to guarantee that such right isn't abused. The most widely recognized situation when this privilege is used is the point at which the clinical group shares wellbeing data so as to en courage conveyance of human services to the patient. A run of the mill situation is the place a specialist clarifies the patient’s genuine condition and the purpose behind certain medicine to attendants taking care of a specific patient (Sanbar, 2007). Such sharing can't be esteemed to penetrate the client’s option to control revelation as medical caretakers should be educated in order to proficiently and adequately convey medicinal services. Coming up next is the particular data that one has to know with respect to customer data, its privacy, access, divulgence and unique contemplations. Discussions structure the least demanding route by which client’s wellbeing data is dispersed. As such it is a simple methods through which similar holes to unapproved parties. It is along these lines central for anyone to know about their condition before introducing discussions with respect to classified data about a customer. This will stay away from individuals from catching such data. In opposition to prevalent thinking, retaining only the name is inadequate to maintain classification (Pozgar, 2008).

Human Capital As A Potential Source Of Sustainable Competitive Advantage Business Essay - Free Essay Example

The role of human capital as a potential source of sustainable competitive advantage has recently has recently been the focus of considerable interest in the academic and popular press. The current terms of art such as intellectual capital, knowledge work and workers, and high-performance work systems (HPWS) all reflect a new interest in people as a source of competitive advantage, rather than a cost to be minimized. By extension, intellectual assets and the organizational systems that attract, develop, and retain them are emerging as significant elements in strategic decision-making. This evolution in the role of human resource (HR) follows directly from the demand of rapidly changing product markets and the corresponding decline of command and control organization structures. A skilled and motivated workforce providing the speed and flexibility required by a new market imperative has increased the strategic importance of human resource management (HRM) issues at a time when traditional sources of competitive advantage (quality, technology, economies of scale, etc) have become easier to imitate. In effect, while the markets for the other sources of competitive advantage become more efficient, the subtleties surrounded the development of a high performance workforce remain a significant unrealized opportunity for many organizations. In addition to widespread practitioner interest in the role of people as a source of competitive advantage, the subject as also captured the attention of academics. Recent special issues in the Academy of Management Journal, Industr ial Relations, Journal of Accounting Economics, and Strategic Management journal have focused broadly on the relationship between intellectual assets and firm performance. While still a nascent field of inquiry, both the theoretical and empirical work in this area is broadly consistent with the conclusion that there is a strong relationship between the quality of firms HRM system and its subsequent financial performance. Paradoxically, these research findings come at a time when the HRM functions in many firms is under significant pressure to justify its existence. On the one hand, CEOs understand the essential strategic value of a skilled, motivated, and flexible labor force. On the other hand, the traditional HRM function has not typically been thought of as a strategic asset, and consequently is under pressure to reduce expenses and demonstrate efficiency in the delivery of their services. In essence, the HRM function within many organizations is being asked to develop new strat egic capabilities while at the same time more effectively managing, and perhaps outsourcing, many of its traditional administrative responsibilities (Corporate Leadership Council, 1995; Ulrich, 1997). Despite this turmoil, the changing competitive realities have provided the HRM function with an unprecedented opportunity to create significant shareholder value, through the effective (in contrast to the efficient) management of the firms HRM system. We emphasize the importance of the global or overall HRM system because we believe that it is the systematic and interrelated influence of HRM policies and practices that provides their inimitability, and therefore provides a strategic lever for the firm. Such internally consistent and externally aligned (with firm competitive strategy) work systems are generally thought to include rigorous recruitment and selection procedures, performance contingent incentive compensation systems, management development and training activities linked to the needs of the business, and significant commitment to employee involvement (Arthur, 1944; Huselid, 1995; Ichniowski, Shaw, Prennushi, 1997; Jackson Schuler, 1995; MacDuffie, 1995; Milgrom Roberts, 1995; Pfeffer, 1994). An internally consistent and implementing the firms competitive strategy is the basis for the acquisition, motivation, and development of the underlying intellectual assets that can be a source of sustained competitive advantage. In contrast, elements of the HRM function that focus on transactions and compliance activities do not play an equivalent strategic role, and will continue to be evaluated as cost centers. Indeed, while the HRM system is typically thought of as the responsibility of the HRM function, or diffuse in larger firms that have attempt to embed them more broadly in management (e.g., Hewlett-Packard). In our view, one of the most significant impediments to developing a strategic system that provides solution to business problems rooted in huma n capital is thinking of the HRM system as a traditional HRM responsibility. A high-performance work system (HPWS) can be defined as a specific combination of work structures, HR practices, and process that maximizes employee knowledge, skill, flexibility and commitment. Although some HR practices and policies tend to be incorporated within most HPWSs, it would be a mistake for us to focus too much, or too soon, on the pieces themselves. The key concept is the system. HPWS are composed of many interrelated parts that complement one another to reach the goals of an organization, large or small. I will start by the underlying principles that guide the development of HPWSs and the potential benefits that can occur as a result. Then I will outline the various components of the system, the workflow design, management process, HR practices and supporting technologies (fig.1) Fig. 1: Developing High Performance Work Systems The notion of HPWS was originally developed by David Nadler to capture an organizations architecture that integrates technical and social aspects of work. Edward Lawler and his associates at the Center of Effective Organization at the University of Southern California have worked with Fortune 1000 corporation to identify the primary principles that support HPWSs. There are 4 simple but powerful principles, as shown in fig. 2: Shared information Knowledge development Performance reward linkage Egalitarianism These principles have become the building blocks for managers who want to create HPWSs. More important, they are also quickly becoming the foundation for current theories of HRM. Fig. 2: Underlying principles of High Performance Work Systems The principle of Shared Information The principle of shared information is critical for the success of empowerment and involvement initiatives in organizations. The principle of shared information typifies a shift in organizations away from the mentality of command and control towards one more focused on employee commitment. It represents a fundamental shift in the relationship between employer employee. If executives do a good job of communicating with employees and create a culture of information sharing, employees are perhaps more to be willing (and able) to work towards the goals for the organization. They will know more, do more and contribute more. The Principle of Knowledge Development Knowledge development is the twin sister of information sharing. HPWS depend on the shift from touch labor to knowledge work. Employees today need a broad range of technical, problem-solving and interpersonal skills of change, knowledge skills to work either individually or in teams on cutting-edge projects. Because of the speed of change, knowledge and skill requirements must also change rapidly. The principle of Performance Reward linkage A time tested adage of management is that the interests of employees and organizations naturally diverge. People may intentionally or unintentionally pursue outcomes that are beneficial to them but not necessarily to the organization as a whole. A corollary of this idea, however, is that things tend to go more smoothly when there is some way to align employee and organizational goals. When rewards are connected to performance, employees naturally pursue outcomes that are mutually beneficial to themselves and the organization. When this happens, some amazing things can result. For example, supervisors dont have to constantly watch to make sure that employees do the right thing. But in fact, employees go out of their way- above and beyond the call of duty, so to speak- to make certain that co-workers are getting the help they need, system and processes are functioning efficiently and customers are happy. Connecting rewards to organizational performance also ensures fairness and trend s to focus employees on the organization. Equally important, performance based rewards ensure that employees share in the gains that results from any performance improvement. The Principle of Egalitarianism People want the sense that they are members and not just workers in an organization. Status and power difference tends to separate people and magnify whatever disparities exist between them. The us versus them battles that have traditionally raged between managers, employees and labor unions are increasingly being replaced by more cooperative approaches to managing work. More egalitarian work environments eliminate status and power differences and in the process increase collaboration and teamwork. When this happens, productivity can improve if people who once worked in isolation from (or in opposition to) one another begin to work together. IMPLEMENTATING HIGH PERFORMANCE WORK SYSTEMS Building a business case for change To get initial commitment to HPWS, managers have to build a case that the changes are needed for the success of the organization. In a recent study on the implementation of the HPWS, it was found that a member of a top management typically played the role of sponsor and spent a substantial portion of his time in that role communicating with employees about the reasons and approaches to change. Major transformation should not be left to middle managers. Rather, the CEO and the senior management team need to establish the context for change and communicate the vision more broadly to the entire organization. One of the best ways to best ways to communicate business needs is to employees where the business is today, its capabilities and current performance. Then show them where the organization needs to be in the future. The gap between today and the future represents a starting point for discussion. Establishing a Communications Plan The ASTD council on HPWS noted that providing an inadequate communication system is the most frequent mistake companies make during implementation. While we have emphasized the importance of executive commitment, top-down communication is not enough. Two-way communication not only can result in better decision, it may help to diminish the fear and concerns of employees. Involving the Union Building cooperation with Unions Navigating the Transition to High Performance Work Systems Building commitment to HPWS is ongoing activity. Perhaps, in fact it is never fully completed. And as in any change activity, performance frequently falters as implementation gets under way. One reason is that pieces of the system are change incrementally rather than as a total program. The other mistake organization often make is to focus on either top-down change driven by executives or bottom-up change cultivated by the employees. The top-down approach communicates manager support clarity, while the bottom-up approach ensures employee acceptance and commitment. Building a Transition Structure Implementation of HPWS proceeds in different ways for different organizations. In organizational startups, managers have the advantage of being able to put everything in place at once. However, when organizations have to be retrofitted, the process may occur a bit more clumsily. When Honeywell switched to HPWS, employees attended training program and participated in the redesign of th eir jobs while the plant was shut down to be re-equipped with new technology. When the new plant was reopened, self managing teams were put in place and a new pay system was implemented for high performance workforce. Not every organization has the luxury of suspending operations while changes are put in place. Nevertheless, establishing an implementation structure keeps everyone on track and prevents the system from bogging down. The structure provides a time table and process for mapping key business processes, redesigning work and training employees. Incorporating the HR Functions as a Variable Partner One of the mistakes that organizations can make in implementing HPWS is allocating too few resources to the effort. This means money, of course, but it also time and expertise. Although line manager typically own the responsibility of implementation, HR managers can be invaluable partners in leading the charge for and managing the change. Because change is difficult, HR manag ers need to understand what employees in transition are going through and help them handle it. When the old ways of doing things are abandoned, many experienced employees begin to feel like beginners again on the job. This can be stressful and sometimes polarize employees. Evaluating the success of the system Once HPWS are in place, they need to be monitored and evaluated over time. Several aspects of the review process should be addressed. First, there should be a process audit to determine whether the system has been implemented as it was designed and whether the principles of HPWS are being reinforced. Finally, HPWS should be periodically evaluated in terms of new organizational priorities and initiatives. Because HPWS are building on key business processes that deliver value to the customers, as these processes and customer relationships change so too should the work system. The advantage of HPWS is that they are flexible and therefore more easily adopted. When change occurs, it should be guided by a clear understanding of the business needs and exibhit a close vertical fit to strategy. LITERATURE REVIEW Relationship to Prior Conceptual Literature The prior conceptual literature speaks both of the mechanism through which the HR management system might affect firm performance as well as necessary conditions for these systems have a strategic impact. The behavioral perspective (Jackson, Schuler, Rivero, 1987) suggests that an effective HR management system will acquire, develop and motivate the behaviors necessary to enhance firm performance (Bailey, 1993; Jackson et al., 1987; Pfeffer, 1994; Schuler MacMilian, 1984). Complementary work argues that HR management systems provide additional value when they are purposively designed to be internally consistent and are thereafter linked with firm competitive strategy (Butler, Ferris, Napier, 1991; Cappelli Singh, 1992; Jackson Schuler, 1995; Milgrom Roberts, 1995; Ulrich Lale, 1990; Wright MacMahan, 19992). In essence, prior theoretical work in this area concludes that competitive advantage is in part of product of HR management systems that elicit employee behaviors consis tent with the firms broader strategic and environmental contingencies (Jackson Schuler, 1995). Promoting desirable employee behaviors is not sufficient to create a strategic impact. Following the resource-based view of the firm (Barney, 1991) it is clear that if HR management system systems are to in fact create sustained competitive advantage, they must be difficult to imitate. HPWS are characterized by at least two features that are associated with inimitability: path dependency and causal ambiguity (Collis and Montgomery, 199). Path dependency describes organizational practices that are developed over time and cannot be simply purchased in the market by competitors. A competitor can understand that a practice is valuable and would like to do the same thing, but is precluded from in policies that are easily understood in concept, but in practice require numerous and subtle interrelationships that are not readily observed by those outside the firm. An example is the challenge o f aligning HR, management practices with the firms strategy and their larger embeddedness in management practice (Lengnick-Hall Lengnick-Hall, 1998; Lado Wilson, 1994). The behavioral perspective describes how the HR management system creates new firm capabilities, while resource-based theory emphasizes the attributes required for these capabilities to generate competitive advantage. These complementary dimensions are consistent with recent theoretical work in the field of strategic management (Amit and Shoemaker, 1993) that develops the concept of strategic assets as the set of difficult to trade and imitate, scare, appropriate and specialized resources and capabilities that bestow the firms competitive advantage. Our view is that the HR strategies that successfully develop and implement a coordinated HPWS create invisible assets (Itami, 1987) that both create value and are difficult to imitate. These assets values are maximized with the HPWS is so embedded in the operational system of the organization that it enhances a firms capabilities. Therefore, unlike more traditional personnel activities, organizational HPWS has a strategic impact at the level of the firm. This interpretation is also consistent with the recent emphasis on core competencies developed by Hamel and Prahalad (1994) who argue that conventional measure of economic rents such as the difference between market and book value of assets (i.e.,Tobins q) reflect core competence, people embodied skills. Relationship to Prior Empirical Work Prior empirical research on HRM practices and organizational performance can be divided into four categories that vary along two dimensions: the breadth of HR practices under consideration and level of organizational performance. Most work examines one or a few types of HR policies or intermediate levels of organizational performance. A much smaller no. use a broad measure of the HR management system and intermediate measures of performance or a narrow set of HRM practices and firm level performance of organizational performance. The best of these (Arthur, 1994; Cutcher-Gershenfed, 1991; Delaney, in press; lchniowski, Shaw Prennushi, 1994, MacDuffie, 1995) suggest that progressive or innovative HRM practices have economically significant effects on intermediate measures of organizational success, primarily in certain manufacturing industries. Not only do such studies provide a greater opportunity to fully specify the HRM system, but by design they are able to eliminate alternative explanations that might be associated with industry differences across firms. These studies provide important insights into what otherwise is a black box between the HRM system and firm performance. While they do not establish an HRM system-firm performance relationship, such studies suggest that if such a relationship were observed, it would be consistent with the necessary organizational precursors. If a firms HRM practices are to represent a strategic lever for the development and implementation of competitive strategy, then the appropriate unit of analysis for this relationship is the comprehensive system of practices and policies in place throughout the organization. Examinations of individual policies and their effects on individual or intermediate levels of organizational effectiveness are useful, but they bear only indirectly on HR-firm performance relationship. However, as nascent empirical literature, researched based on broad measures of the HRM system should precede at both the intermediate and strategic level of firm performance. The empirical challenge is to trace the effects of HPWS through a variety of micro and intermediate organizational outcomes, and ultimately link those outcomes to corporate financial performance. Incorporating each of those elements in one study would require in-depth data on the HRM system, individual performance, unit level productivity and financial performance, as well as firm level financial performance for a large sample of firms. Theoretical foundation While the strategic HRM literature in its broadest form might have several motivating themes, the most fundamental question is our judgment is whether a firms HRM system can provide a long-lived source of competitive advantage, or whether it represents an organizational attribute that can easily be replicated by competitors. The question in the field of competitive strategy is generally what is the source of competitive advantage in the firm?.. (and) how is advantage created, and how is it sustained? (Schendel, 1996) if a firms system for human capital management is a partial answer to those questions, then in fact it has a strategic role to play an can potentially provide a source of economic rents. Conceptually, one can develop a plausible prediction that the HRM system can indeed be a strategic asset, capable of generating above normal economic rents. Driven by market imperatives to develop more efficient organizational structures and practices, there is an increasing emphasis among both academics and practitioners on behavioral competitive strategies that reply on core competencies and capabilities among employees, not only because they provide the most effective response to market demands, but also because they are not easily copied by competitors (Hamel Prahalad, 1994; Stalk, Evans, Shulman, 1992). While as much emphasis on the effective implementation of corporate strategies as their content, organizational policies and in frastructure are increasingly considered a potential source of sustainable competitive advantage. Within that context what is sometimes called a HPWS plays a strategic role; first as a resource to support the development of core competencies and second as an essential ingredient for effective strategy implementation (Dyer, 1993; Levine, 1995; Pfeffer, 1994) The conceptual literature focuses on two questions: By what mechanism does a HPWS affects firm performance? How can these systems represent a source of sustained value chain, rather than simply focus on cost control? The behavioral perspective (Jackson, Schuler River, 1989) answers the first question very simply. Firms that rely on human capital as a source of competitive advantage, ultimately require the productive behaviors necessary to implement their strategies. A fundamental source of those productive behaviors, both in terms of initial acquisition and subsequent development and motivation, is the firms HRM system (Baile y, 1993; Jackson et al., 1989; Pfeffer, 1994; Schuler MacMillain, 1984). The influence of the HRM system over valued employees behaviors is not sufficient to generate a strategic impact. HYPOTHESIS HYPOTHESIS 1: There is existence of High Performance Work System in a firm. HYPOTHESIS 2: There is no existence of High Performance Work System in a firm. HYPOTHESIS 3: There is impact of High Performance Work System on organizational performance. HYPOTHESIS 4: There is no impact of High Performance Work System on organizational performance. REASEARCH METHODLOGY Objective of the study The main objective of the study is To find existence of High Performance Work System in BEL, Kotdwara. To describe the impact of High Performance Work System on Organizational Performance of BEL, Kotdwara. Rationale of the study Public-sector defence undertaking, Bharat Electronics Ltd. (BEL) has given its HR policies a makeover. The move aimed at attracting talents from engineering disciplines. The company, facing severe competition from the private sector to attract and retain talent, has HR practices followed by these companies. The Navaratna company has forged alliances with several management institutes across the country such as Management Development Institute (MDI), Gurgaon, International Management Institute (IMI), Delhi and HR consultancy firm, TVR Learning Systems, Ahmedabad, to train its its mid-level and senior executives in management principles. The study is to find out the High Performance Work System of BEL and its effect on organizational performance of BEL. Scope of the study Bharat Electronics Limited (BEL) is a state-owned electronics company with about nine factories and few regional offices in India. The study is done on the factory of BEL, Kotdwara (Uttarakhand). The study was conducted from December 1, 2010 to April 5, 2011. Type of research Research design Descriptive Research Data type Primary and Secondary Sources of data Questionnaire filled by the employees of BEL Books and journals on HRM Internet Limitation Senior managers were hard to approach so cannot get feedback from them. Curriculum study of this kind is not given preference. Attitude of employees in government institutes is not positive for filling questionnaire. ABOUT BHARAT ELECTRONICS LIMITED (BEL) Bharat Electronics Limited (BEL) was established at Bangalore, India, by the Government of India under the Ministry of Defence in 1954 to meet the specialized electronic needs of the Indian Defence services. Over the years, it has grown into a multi-product, multi-technology, multi-unit company serving the needs of customers in diverse fields in India and aboard. BEL offers products and services in a wide spectrum of technology like Radrs, Military Communications, Naval System, Electronic Warfare Systems, Telecommunications, Sound and Vision Broadcasting, Opto-Electronics, Tank Electronics, Solar Photovoltaic Systems, Embedded Software and Electronic Components. With its expertise developed over the years, the company also provides turnkey system solutions. Defence continues to be BELs prime focus but the company also diversified into civilian ares. Some of the successful civilian products include the Electronic Voting Machines, Solar Powered LED-Based Traffic Signal Lights, Simputers and Set Top Boxes. BEL offers contracts -manufacturing services for both domestic and international customers. It has automated assembly, inspection and testing facilities as also precision machining capabilities. It adheres to strict process and manufacturing standards, producing world class products. BEL has its corporate office at Bangalore and manufacturing units at 9 locations in India . a network of marketing and customer support centers across India completes the vertically integrated company profile. Two offices, one in New York and the other in Singapore mark the companys international presence. The 2000 saw the Bangalore unit, which has grown very large, being reorganized into Strategic Business Units (SBUs). There are 7 SBUs in Bangalore Unit. The same year, BEL shares were listed in the National Stock Exchange. In 2002, BEL became the first defence PSU to operational Mini Ratna Category Is status. In june 2007, BEL was conferred the Prestigious Navr atna status based on its consistent. VISION, MISSION, VALUES AND OBJECTIVES: VISION To be a world-class enterprise in professional electronics. MISSION To be a customer focused globally competitive company in defence electronics and in other chosen areas of professional electronics, through quality, technology and innovation. VALUES Putting customers first. Working with transparency, honesty integrity. Trusting and respecting individuals. Fostering team work. Striving to achieve high employee satisfaction. Encouraging flexibility innovation. Endeavouring to fulfill social responsibilities. Proud of being a part of the organization. OBJECTIVES To be a customer focused company providing state-of-the-art products solutions at competitive prices, meeting the demands of quality, delivery service. To generate internal resource for profitable growth. To attain technological leadership in defence electronics in-house RD, partnership with defence/research laboratories academic institutions. To give thrust to exports. To create a facilitating environment for people to realize their full potential through continuous learning and team work. To give value for money to customers create wealth for share holders. To constantly benchmark companys performance with best-in-class internationally. To raise marketing abilities to global standards. To strive for self-reliance through indigenization. Research Development Research and Development is a key focus activity at BEL. RD started in 1963 at BEL and has been contributing steadily to the growth of BELs business and self-reliance in the fied of defence electronics and other chosen areas of professional electronics. BELs RD Policy is to enhance the companys pre-eminence in defence electronics and other chosen fields and products through RD. Major RD objectives of BEL is development of new products built with cutting-edge technology modules to meet customer requirement ensuring that the developed products are state-of-art, competitive and of the highest quality.

A Comparison between Shakespeares Agincourt Speech and...

A Comparison between Shakespeares Agincourt Speech and Wilfred Owens Dulce Et Decorum Est This essay will scrutinize Shakespeares Agincourt Speech and Wilfred Owens Dulce Et Decorum Est. Initially the essay will analyse elements of the poems context as well as the origin of the actual passage and how it is created by the influence on each writers own experience. Additionally, the analysis will similarly focus on more intimate elements of each poem such as the attitude towards war at the time that they were written and how the author shows there own attitude and beliefs towards war (The Myth of War). Furthermore the essay will conclude by contextualising the language and structure of each†¦show more content†¦An example would be when Henry V is describing his army, We few, we happy few. This could be used against Shakespeare ideas by showing that Shakespeare doesnt really know about the actual battle itself but by other peoples account and his own ability to improvise. Also, because the battle of Agincourt was well before Shakespeare birth, he would not be able to gain a strong perception on the attitude of the soldiers at the time. By using the evidence above, it can be suggested that each writer has a completely different attitude towards the other writers views on war. Shakespeare portrays war as a glorious and right time but Owen portrays war as being sad, miserable and depressing. Each writer seems to contradict the other writers thoughts and views by trying to prove the idea of war in different ways. This could be linked to the time that they were written by the actual writers themselves. Owens attitudes towards war contradict the title of his poem Dulce Et Decorum Est which, he does so he can prove that it is actually the total opposite of the title. He expresses his attitude in the form of similes within the poem. An example would be during the visual imagery of the marching soldiers at the start of the poem, Bent double, like old beggars under sacks. This shows that the soldiers are tired

Wild Style, directed by Charlie Ahearn Essays - 558 Words

Wild Style (1983) was a film that documented the real world of hip hop before most people even knew what hip hop was. This movie brings about the four crucial elements of hip hop - emceeing, graffiti, break-dancing, and deejaying. These features are the backdrop to the story of a graffiti artist named Raymond who lives in the South Bronx that goes by the name â€Å"Zoro†, who is played by well-known New York graffiti artist Lee Quinones. The movie goes through the tribulations of his life and relationship with Rose, while showing some of the historical aspects of hip hop. This movie took place after graffiti had been so staunchly looked down upon. Craig Castleman supports this in his article â€Å"The Politics of Graffiti†, when he goes through†¦show more content†¦It exhibits many famous DJs and groups from that time. Freestyle MCing is shown with rare footage of one of the godfathers of hip-hop, Grandmaster Flash, pulling off an awesome scratch-mix set. During this time it was not uncommon for scenes such as the ones in the movie to occur in black discos. Robert Ford, Jr. presents this idea in â€Å"Jive Talking N.Y. DJs Rapping Away in Black Discos†, by saying that â€Å"rapping DJs reminiscent of early rb radio jocks †¦ are making an impressive comeback here – not in radio but in black discos where a jivey rap commands as much attention as the hottest new disk† (43). This film also slightly expresses some of the racial segregation in hip hop that goes on during the time period between African Americans and Puerto Ricans. Juan Flores shows this in â€Å"Puerto Rocks: Rap, Roots, and Amnesia† when he describes the struggles that Charlie Chase, a member of the Cold Crush Brothers, goes through due to the fact that he is of Puerto Rican decent when the rest of the members are all African American (71-78). In the movie, this can be seen when the members of the Cold Crush Brothers have a street battle with Fantastic Freaks. In this scene one can tell that there is only one member who is Puerto Rican in both groups and they never speak a Spanish word in the battle or throughout the movie itself. Flores explains this in â€Å"Puerto Rocks† when he says that: By the early 1990s, hip-hop had finally

Academic English Writing

Questions: 1. Briefly define academic writing. Describe at least three characteristics of academic writing? 2. What is your writing process? Writing is usually a process and includes several stages? Answers: 1. Academic Writing Academic writing is a process where an idea is broken down and presented in a formal tone and third person point of view after applying the correct reasoning in the writing. The writing should be clear, transparent along with relevant information without any emotional tone attached with the writing (1). The three characteristics of Academic writing are: Precise The topics presented in the write-up should be precise, with proper figures and facts and to the point in formation so that the readers do not have to search through the write-up and get whatever is asked in the topic instantly. Hedge The writer should have a strong viewpoint regarding the information that is being put in the write-up. Whenever the writer is making a decision through the write up or claiming something, the writer should be confident regarding the decision or the claim Accurate The writer should use the correct vocabulary and make no grammatical mistakes while writing a academic write-up. 2. Process of Academic Writing Write a proper introduction that gives the reader an idea about what the following essay is all about (2). The main objective behind writing the essay should be stated clearly in the beginning. Every paragraph should present a new idea. In addition to that, the paragraph should be inter-connected with each other. Provide examples wherever required to prove a certain idea presented in the essay. The conclusion should be an overview of whatever being presented in the essay. The conclusion should not possess any new idea, but will be a summarization of what has been presented and what can be the expected outcome of the idea presented in the essay. Proofread the essay before submitting it to the reader. Grammatical mistakes, punctuation errors or wrong sentence construction is strictly prohibited in the academic writing. References Monippally, Mathukutty M, and Badrinarayan Shankar Pawar. Academic Writing. Los Angeles: Response, 2010. Print. Roundy, Shaun. The Art Craft Of Writing. [United States]: University of Life Press, 2011. Print. Monippally, Mathukutty M, and Badrinarayan Shankar Pawar.Academic Writing. Los Angeles: Response, 2010. Print. Roundy, Shaun.The Art Craft Of Writing. [United States]: University of Life Press, 2011. Print.

Something that has been vital for my body througho Essays - Medicine

Something that has been vital for my body throughout this 7-Day Spring Cleanse, however has additionally been a district of my daily routine for some months currently, is drinking heat lemon water. I actually have started (almost) each day with a glass of heat lemon water and it's created a large variations on behalf of me. heat lemon water within the morning helps kickstart the digestion method for the day. per Ayurvedic philosophy, decisions that you just build concerning your daily routine either build up resistance to illness or tear it down. piece of writing invitations US to induce a jump-start on the day by that specialize in morning rituals that employment to align the body with nature's rhythms, balance the doshas and foster vanity aboard self-discipline. benefits of lemon water each Morning there are tons of health advantages of lemons that are well-known for hundreds of years. the 2 biggest square measure lemons' robust medicinal drug, antiviral, and immune-boosting powers and their use as a weight loss aid as a result of juice could be a biological process aid and liver formulation. Lemons contain several substances-notably acid, calcium, magnesium, vitamin C, bioflavonoids, pectin, and limonene-that promote immunity and fight infection. Aids Digestion. juice flushes out unwanted materials and toxins from the body. It's atomic composition is comparable to secretion and also the acid of biological process juices. It encourages the liver to provide digestive fluid that is AN acid that's needed for digestion. Lemons also are high in minerals and vitamins and facilitate loosen ama, or toxins, within the channel. The biological process qualities of juice facilitate to alleviate symptoms of stomach upset, equivalent to symptom, belching and bloating. The yank Cancer Society truly recommends providing heat lemon water to cancer sufferers to assist stimulate intestine movements. Cleanses Your System / could be a drug. juice helps flush out unwanted materials partly as a result of lemons increase the speed of elimination within the body. thus toxins square measure discharged at a quicker rate that helps keep your tract healthy. The acid in lemons helps maximize catalyst perform, that stimulates the liver and aids in detoxification. Boosts Your system. Lemons square measure high in ascorbic acid, that is nice for fighting colds. They're high in atomic number 19, that stimulates brain and nerve perform. atomic number 19 additionally helps management pressure. water-soluble vitamin (vitamin C) found in lemons demonstrates anti-inflammatory drug effects, and is employed as complementary support for respiratory illness and alternative metastasis symptoms and it enhances iron absorption within the body; iron plays a very important role in immune perform. Lemons additionally contain saponins, that show antimicrobial properties which will facilitate keep cold and respiratory disease treed. Lemons additionally scale back the number of phlegm created by the body. Improves Digestion Several components in lemon stimulate your liver to produce more bile needed for healthy digestion. Also, lemon assists the digestive system in flushing unwanted materials and toxins out of the body. Article Source http://toptenrankings.net A daily glass of warm lemon water helps relieve symptoms of indigestion, such as heartburn, belching and bloating. It also prevents constipation and diarrhea by promoting smooth bowel functioning. The American Cancer Society recommends this healthy drink to cancer patients to help stimulate bowel movements.

The name of the film is The Crucible Essays

The name of the film is The Crucible Essays The name of the film is The Crucible Paper The name of the film is The Crucible Paper The name of the film is The Crucible. The prominent stars of the film are Abigail Williams, whose cries of witchcraft led to the destruction of an entire village. John Proctor, a farmer whose conscience was tested during the witch trails. And Elizabeth Proctor, whose relationships with her husband is characterized by a powerful mix of love, guilt and courage; she too was a victim by Abigail. This drama based on the witch trials in the Salem Village during the 1950s. The Crucible is a mirror that the author of this movie uses to reflect on historical people and events. It is a cruel suspenseful drama of evil and personal conscience. A gang of teenage girls, stifled by the pressure from their elders, held a meeting and dance naked in the woods. One girl, Abigail Williams, her affair with John Proctor caused her to drinks a charm to kill his wife. And suddenly, the Devil is loose in Salem. The girls were discovered. Led and threatened by Abigail, claimed they were overtaken by the Devil, naming various citizens as witches without any evidence. By their terrified accusations, the entire village was consumed by cries of witchcraft. John Proctors reject on Abigail worsen the situation, Abigail was more determine on the witchcraft and her love for John. Deputy Governor, Judges and citizens all fooled by the lies and act of the girls and joined the excitement of witch-hunt. One by one, the blameless victims are torn from their homes. Abigails vengeance turned to Proctors wife. And both John Proctor and his wife are put on trial. Probably the most important element in the success of The Crucible is the costume design and set design in the filmmaking. This movie was beautifully filmed with attention to period costumes, even as far as the hand stitching in the collars. By just looking at the costumes and set design, the audiences can tell approximately the setting. The impressive costumes along with the aged buildings bring the past and ancient feeling out in the film. The costumes for each main character has each style, like John Proctor, his costume brings out his character of a tough man. Elizabeth Proctors costume appeared her as a gracious and kind woman. The costumes really are great and they brought out the first impression to the audience. The acting of this movie are great too, John Proctor brought just the right amount of sexual undertone to his role as the adulterer, yet still believable as an unselfish man. On the other hand, Abigail Williams who seemed as a young helpless girl here fought again the Justice by the lies, hypocrisy, and desire overcome her. In a passionate role, she won the match. With subtle a characterization that built slowly to an overwhelming intensity by the end of the movie. John Proctor and Abigail Williams share a sense of timing and delivery together on screen that makes their relation and love seemed real. It makes the modern audiences to feel the emotions of each character throughout the movie. The film did a great job on the characters personalities, while watching the movie, I can feel the emotion inside me. It is really good for the film to be able to portray a personality. My personal impression of this movie is great. Its not an easy movie to connect with emotion, and keep the audience interested. Good use script, and good acting, filming and picturesque costumes. Historic dramas are always a little boring to those of us who are used to the action movie. However, this drama has none of that, it is suitable to anyone who want to see another style of the modern movie, especially to those who are bored with modern movies.

Assignment 6 Essay Example | Topics and Well Written Essays - 1250 words

Assignment 6 - Essay Example The data obtained reveals that learners are gifted differently, and there is a need to attend to them based on their abilities. This provides a platform for teachers to attend to learners with special needs. Necessary assistance would be extended to such learners. Assessing this type of records would be relatively easy with the assistance from subject teachers and administrators of the school. Working closely with parents would help avail necessary documents of previous performance. The author is involved as a principal in a school in Southern Oregon characterized by transition of leadership, where he replaces a principle that left little to be desired. The school has 86% annual student transient rate with a high teacher turnover. Parents’ involvement is low, and all is left to the teachers. The principal aims to turn things around and pull the high-poverty community together. The new principal is keen to realize the key affected areas in his new school. The teachers are alienated in decision-making, and their opinions are overlooked. The learners are not addressed appropriately, and there is a case of multiage grouping. Such a decision affects the overall performance of the learners, in the long run. Cooperative learning is poorly executed leading to a great deal of â€Å"Davids† in the institutions. Another problem is full class inclusion without paying attention to gifted and learners with special needs. The author further realizes that language learning was a mystery topic. With the involvement of teachers, he engages in an action research with an aim to have things work perfectly. He designs a plan to higher new teachers for the school to meet the demands of the learners. The learners would need instructors competent enough to better them. The principal purposes to meet the key parents for their involvement. They would support teachers establish the most conducive environment in the school. He identified requirements in the new

Managing Transsexual Transition in the Workplace Essay - 1

Managing Transsexual Transition in the Workplace - Essay Example f the human resource department who is broadly concerned with issues like recruiting, training, remuneration and firing of employees and who also have to keep in mind the local laws governing employment issues, such as health and safety laws, equal opportunity regulations, laws against discrimination on the basis of age, sex, race and religion, laws regarding minimum wage etc. Hampshire County Council (HCC) is one such example of an organization. It benefits 1.2 million people residing in the County while employing around a thirty thousand employees. The Human Resources is managed by the Employment Practice Centre in Winchester where the head office of the Council is also located. It is about providing community leadership. The 21st century, mainly because of the growing influence of media and globalization has seen a rise in a lot of employment issues. Moreover, organizations before never paid heed to employee’s concerns as their importance were not very much in the picture. It has only recently been realized that the issues like improving the motivation and communication between employees should be contemplated upon as it affects the success of the business. Many serious concerns have also been raised and one of them is the issue of managing transsexual transition in an organization. However, transsexual people, whose gender identity is different from assigned sex and who live, or wants to live, as a member of the other sex, form only a small percentage in the total population so it might be very rare for an organization to deal with their issues. In earlier days, when transsexual people were not protected by any law or regulation, they had to suffer from violence at the hands of other employees. Also, the management did not know how to deal with them, so they were usually fired and had to start from scratch. Even the hard-working, efficient and regular people were asked to leave just because they were going through a transsexual transition. Increased

Emily Grierson Essay Example for Free

Emily Grierson Essay The object of fascination in the story. An eccentric recluse, Emily is a mysterious figure who changes from a vibrant and hopeful young girl to a cloistered and secretive old woman. Devastated and alone after her father’s death, she is an object of pity for the townspeople. After a life of having potential suitors rejected by her father, she spends time after his death with a newcomer, Homer Barron, although the chances of his marrying her decrease as the years pass. Bloated and pallid in her later years, her hair turns steel gray. She ultimately poisons Homer and seals his corpse into an upstairs room. Colonel Sartoris A former mayor of Jefferson. Colonel Sartoris absolves Emily of any tax burden after the death of her father, which later causes consternation to succeeding generations of town leaders. Tobe Emilys servant. Tobe, his voice supposedly rusty from lack of use, is the only lifeline Emily has to the outside world and he cares for her and tends to her needs. After her death, he walks out the back door and never returns. Judge Stevens A mayor of Jefferson. Eighty years old, Judge Stevens attempts to delicately handle the complaints about the smell emanating from the Grierson property. To be respectful of Emily’s pride and former position in the community, he and the aldermen decide to sprinkle lime on the property in the middle of the night. Homer Barron A foreman from the North. Homer is a large man with a dark complexion, a booming voice, and light-colored eyes. A gruff and demanding boss, he wins many admirers in Jefferson because of his gregarious nature and good sense of humor. He develops an interest in Emily and takes her for Sunday drives in a yellow-wheeled buggy. Despite his attributes, the townspeople view him as a poor, if not scandalous, choice for a mate. He disappears in Emilys house and decomposes in an attic bedroom after she poisons him. PART 2 1. The metaphor used to describe Emily in the first paragraph was a fallen monument. 2. The house is given a personality in the second paragraph in this way, lifting its stubborn and coquettish decay . 3. Colonel Sartoris had the idea of and helped abate the taxes on the Grierson property. 4. Mailed her the tax papers. 5. Small, fat woman; short, spare skeleton, bloated and pallid; eyes like lumps of coal in dough of her face. 6. 32 years. 7. A bad smell; He explained that the smell was the result of a dead snake or rat that the servant had killed. 8. She told the ladies who called on her that he was not dead for three days. 9. Homer Barron , he runned a construction company. 10. Miss Emily Griersons neighbors in Jefferson were mystified with her sudden coupling with newcomer Homer Barron. They cant believe Emily would be interested in a common Yankee. 11. We learned that Miss Emily had been to the jewelers and ordered a mans toilet set in silver, with the letters H. B. on each piece. Two days later we learned that she had bought a complete outfit of mens clothing, including a nightshirt, and we said, They are married. We were really glad. We were glad because the two female cousins were even more Grierson than Miss Emily had ever been. 12. He was let into Emilys kitchen door at dusk one evening. 13. They spinkled lime because of a foul smell emanating from the house. 14. They find Homers corpse on the bed and they realize that the space next to him has been used, and they find one of Emilys gray hairs on the pillow. 15. Homer Baron was murdered and on the other pillow was some grey hair from Miss Emily.

The Origin Of Language Essay -- essays research papers fc

There has been considerable historical discourse over the nature of language. Most contend that thought and language are two interrelated criteria. Just how these criteria relate to the controversy over whether animals have language capabilities and even more specifically to the Sapir-Whorf human language thought debate, however, is not always clear. From a human context we know that language is a skill which allows us to communicate our thoughts to others and in so doing to attain desired "biological, cognitive, and social/behavioral feedback" (McDonnell, 1977). The question as to whether language is a skill that human beings are born with or whether it is a skill that is acquired is a complex one and not one in which all researchers are in agreement. Neither are researchers in agreement about whether animals have the capability of language. To resolve these controversies we must look to both human and animal research. The linguistic relativity theory known as the Sapir-Whorf hypothesis was developed by Benjamin Lee Whorf (a linguist and anthropologist) and Edward Sapir. The theory argues that language is a finite array of lexical and grammatical categories that group experiences into usable classes which vary across cultures but influence thought. The theory maintains that a concept cannot be understood without an appropriate word for that concept. To explore this theory and the animal language controversy we must first accept that both animals and humans have the capacity for language. The next task then would be to determine whether that capacity is innate or acquired. A characteristic which is innate is an instinctual behavior and most often one which one was born with. An innate or instinctual behavior is often associated with an organism's genetic propensity to behave or react in a certain way. Innate language ability or our genetic makeup, under the Sapir-Whorf hypothesis, would serve to limit the conceptual ability of an individual for without words concepts could not be understood according to this hypothesis. There are numerous points which can serve to discredit this hypothesis. The interaction between genetic makeup and behavior or reaction is an interesting one. Some researchers contend that basic linguistic organization, or grammar, is a one, which is built into the human brain (McConnell, 1977). These researcher believe that humans... ... is, inarguably, a tremendously important part of linguistic development and refinement. Obviously it is social interaction which determines the particulars of our language. It could be contended therefore that because animals have not been presented with the appropriate stimulus which would require the refinement of their language, they have not refined language skills to the degree which is evidenced in humans. This does not mean that animals are incapable of language, or that they lack an understanding of concepts due to their lack of words for those concepts, just that they presently lack the degree of refinement which is observable in human language. Bibliography Grunwald, Lisa; Jeff Goldberg and Stacey Be. (1993, 1 Jul). Discovery: The Amazing Minds of Infants. Life. Huba, M.E.; and S. Ramisetty-Mikler. (1995, 1 Sep). â€Å"The Language skills and concepts of early and non-early Readers.† Journal of Genetic Psychology. McConnell, James V. (1977). Understanding Human Behavior: â€Å"An Introduction to Psychology.† Holt, Rinehart and Winston. New York. Murray, Linda A. (1996, Feb 1). Social Interaction and the â€Å"Development of Language and Cognition.† British Journal of Psychology. The Origin Of Language Essay -- essays research papers fc There has been considerable historical discourse over the nature of language. Most contend that thought and language are two interrelated criteria. Just how these criteria relate to the controversy over whether animals have language capabilities and even more specifically to the Sapir-Whorf human language thought debate, however, is not always clear. From a human context we know that language is a skill which allows us to communicate our thoughts to others and in so doing to attain desired "biological, cognitive, and social/behavioral feedback" (McDonnell, 1977). The question as to whether language is a skill that human beings are born with or whether it is a skill that is acquired is a complex one and not one in which all researchers are in agreement. Neither are researchers in agreement about whether animals have the capability of language. To resolve these controversies we must look to both human and animal research. The linguistic relativity theory known as the Sapir-Whorf hypothesis was developed by Benjamin Lee Whorf (a linguist and anthropologist) and Edward Sapir. The theory argues that language is a finite array of lexical and grammatical categories that group experiences into usable classes which vary across cultures but influence thought. The theory maintains that a concept cannot be understood without an appropriate word for that concept. To explore this theory and the animal language controversy we must first accept that both animals and humans have the capacity for language. The next task then would be to determine whether that capacity is innate or acquired. A characteristic which is innate is an instinctual behavior and most often one which one was born with. An innate or instinctual behavior is often associated with an organism's genetic propensity to behave or react in a certain way. Innate language ability or our genetic makeup, under the Sapir-Whorf hypothesis, would serve to limit the conceptual ability of an individual for without words concepts could not be understood according to this hypothesis. There are numerous points which can serve to discredit this hypothesis. The interaction between genetic makeup and behavior or reaction is an interesting one. Some researchers contend that basic linguistic organization, or grammar, is a one, which is built into the human brain (McConnell, 1977). These researcher believe that humans... ... is, inarguably, a tremendously important part of linguistic development and refinement. Obviously it is social interaction which determines the particulars of our language. It could be contended therefore that because animals have not been presented with the appropriate stimulus which would require the refinement of their language, they have not refined language skills to the degree which is evidenced in humans. This does not mean that animals are incapable of language, or that they lack an understanding of concepts due to their lack of words for those concepts, just that they presently lack the degree of refinement which is observable in human language. Bibliography Grunwald, Lisa; Jeff Goldberg and Stacey Be. (1993, 1 Jul). Discovery: The Amazing Minds of Infants. Life. Huba, M.E.; and S. Ramisetty-Mikler. (1995, 1 Sep). â€Å"The Language skills and concepts of early and non-early Readers.† Journal of Genetic Psychology. McConnell, James V. (1977). Understanding Human Behavior: â€Å"An Introduction to Psychology.† Holt, Rinehart and Winston. New York. Murray, Linda A. (1996, Feb 1). Social Interaction and the â€Å"Development of Language and Cognition.† British Journal of Psychology.

Jacob Kounin Essay

Who Is Jacob Kounin? * Jacob Kounin is a classroom behaviorist theorist. He first started as a psychologist at Wayne State University in Detroit, Michigan. * He is best known for two studies he did in 1970 that was based on classroom management. * He began his studies in 1970 by writing Discipline and Group Management in Classrooms. He wrote the book to discuss the effective and ineffective behaviors in the classroom. The process began by observing teachers in an everyday classroom setting to see how they handled misbehaving. He found that no matter how the teacher’s handled the given situation, the outcome was always the same. His conclusion was basically to prevent misbehavior before it even happens. This brought on his idea of having main points to follow to have successful classroom management. Ripple Effect * The ripple effect came about while Kounin was teaching during Mental Hygiene class. A student of his was in the back reading a newspaper. The paper was completely open and covering the student’s face. Kounin asked the student to put the paper away and follow along. This brought on other students to follow the same directions. Therefore, if you â€Å"call out† one student in front of the class, it will cause other students to get refocused. â€Å"Withitness† * Withitness is not a teachable concept. This is basically a natural instinct in education. Being â€Å"with it† involves many concepts. Teachers have to constantly knowing what is going on in their classroom at all times. There are many ways to maintain â€Å"withitness† is being alert, circulating the classroom, asking numerous questions, redirecting students and knowing students on a personal level. Overlapping * Overlapping is basically a teacher’s way of multi-tasking. Teachers should constantly keep their students focused and engaged in the learning taking place. This key point ties back to having â€Å"Withitness†. Momentum * A teacher that has a manageable classroom must have momentum. In the classroom, there are unexpected changes that may occur that were not planned for. A teacher has to be able to maintain control of his or her classroom during these unplanned events and just â€Å"Roll with the punches†. Momentum occurs when students are involved and interested in the learning that is taking place. Momentum is also a learning tool for teachers. After completing a lesson and the students are just not getting it, the teacher can reevaluate how he or she wrote it. Smoothness * Smoothness basically boils down to having daily routines and procedures. If you explain to students what you expect out of them at the beginning of the year, your classroom will run a lot smoother. Smoothness can occur in a classroom starting with morning routines, to transitioning lessons to even how students ask to get out of their seat by using signals with their hands. If a teacher has a structured classroom, it can also run smoother throughout the day. Group Alerting * This is a way to keep all students’ attention and behavior on task. There are several strategies teachers can go about using group alerting. Some examples of group alerts may be completed with the help of students by using songs, the clap system and sayings, while others can be used solely by the teacher. For example, calling on students at random by asking a question only after scanning the room to make sure students are paying attention. Advantages –vs. – Disadvantages of Kounin’s Theory * Advantages * Promotes learning in not only regular education students, but also with special education students * Effective ways to manage a classroom * Shows respect for all students * Helps prevent discipline problems * Disadvantages * Does not address behavior problems * Teachers wanted effective strategies to stopping misbehavior quickly and they did not find it in Kounin’s work. Work Cited Charles, C.M. Building Classroom Discipline. 10th. N.A.: Pearson, 2011. 66-68. Print. â€Å"Discipline Theorist.† n. page. Web. 3 Feb. 2013. http://www.elearnportal.com/courses/education/classroom-management-and-discipline/classroom-management-and-discipline-discipline-theorists. Evertson, C.M, and E.T. Emmer. Classroom Management for Elementary Teachers. 8th. Upper Saddle River, NJ: Pearson, 2009. 108-112. Print. Gulliver, L. â€Å"Jacob Kounin.† 01/2011. Web. 3 Feb. 2013. http://lynneg.edu.glogster.com/lynne-gullivers-jacob-kounin-glog/

Comparing Chomsky And Plato s Time - 1686 Words

Chomsky and Plato both believe that the people in charge of the government during their times manipulate the public; they differ in what they think the replacement for the elites are. In the Republic Plato thinks the ruling class should be replaced with philosophers, in manufacturing consent Chomsky believes the rulering class should be replaced with the masses and democracy. Some of the reasons for this different mindset is the environment they were in at the time of righting their books. So first, I would like to compare and contrast people and their environments from Plato’s time with Chomsky’s. During Plato’s time Athens was a democracy, kind of like our times where we are a democratic republic. During Plato’s time most people could†¦show more content†¦In Plato’s cave like in current times all people know is the cave/media. Plato and Chomsky differ in how they view there influences on the masses. In Plato’s cave the masses are f orced outside of the cave they are not prepared for the removal of illusion in fact in their eyes, reality is the illusion. So, they would rather go back into their illusion, forcefully if they have to (Plato 260). Chomsky has a very different view of the masses; they are looking for a way out of the cave but can’t find one because of the propaganda model in its five filters. The first is media ownership since few people own the media they are in control of what the masses see so they would not criticize themselves or friends. Thus leads to the masses, not having power to make their own decisions since the decision is already made on a viewpoint. Another filter is advertising where what companies want to sell you see and nothing else; makes it where you can’t criticize you funders. The third is the reliance on official sources; this is analogous to the cave where a few puppeteers disseminate the information to the prisoner s. Another filter is flak, this is where you p ublish something and get punished for it. So the masses will never see the reality only the illusion. The last filter is anti-communism, this idea can be seen in how Muslims and ISIS are viewed, and as result of this you have Donald Trump, with his recent comments on banning Muslims (Chomsky 62). All of these