Famous Botanist Francisco Hernandez Essay Example for Free

Famous Botanist Francisco Hernandez Essay During the time of 1700 hundreds many artist made their way to spain to seek out what they believed to be an art form but done in garden designs. So many people thought that this was a great cause and belived that this was they were meant to do for life. Francisco like other believed that this was the way to go so he to set to become a famous garden designer and soon he got his wish and was sent for by the duke of Earl. It took many years to establish a good working condition with his boss so he just continued to give his best at what he did which was deisgn the most beautiful garden that you would have ever seen. For many years it wqould be difficult for him to do anything else vbut design because that is all he thought about all day. In the winter it wouod prove to be cruel to him but he weathered the storm and kept right ahead with what he was doing and that was to creat the perfect garden fro duke. Many times the duke became frustrated with his work that he should have never sent for and this made Frncisco so very unhappy to where he put his all into what he was doing even more so but this was not enough until one day he finally decided to tell his boss that he was to ask him to send him back home.

Relevance of International Human Resource Management

Relevance of International Human Resource Management The study of International Human Resource Management is fine if you are going to work in a large Multinational Enterprise, but has no relevance for individuals who are going to work in small firms. Do you agree or disagree? Give reasons and appropriate examples to support your answer. This paper sets out to show that the study of international human resource management is of benefit to individuals who are going to work in small firms whether in a management or worker capacity . It is noted that a â€Å"small firm† may or may not be multinational and for the purpose of this discussion it is assumed that the inference is that they are not. This paper will demonstrate that through showing that an appreciation of different approaches to work there can be benefits for the individual employee and the manager. Further benefits will be seen through demonstrating that strict adherence to accepted national customs and culture can have a negative effect on business success. There will also be a discussion on how individuals and businesses need to be aware of the increasingly multicultural nature of the British workforce. To open this debate it is necessary to define what is meant by the term â€Å"international human resource management†. Investigation into the term suggests that the emphasis lies on how to operate the human resource management function in multinational businesses and that it is concerned with the similarities and differences of managing in different countries and how to integrate a business culture across international boundaries. However, it is found that little attention is given to the fact that the UK has an increasingly multinational workforce and whilst they may be subject to the systems, procedures and laws of the UK, they way they think and operate is strongly affected by their personal national culture which may vary significantly to that of the UK. The BBC reports that â€Å"(a) record 582,000 people came to live in the UK from elsewhere in the world in 2004, according to government expertsâ€Å" (BBC 2005, p. not given). They further suggest that this influx is necessary to help the UK economy grow as the majority of these migrants have come to the country to work. The Times newspaper supports this in reporting that â€Å"Britain needed workers for 600,000 vacancies, including low-paid jobs that were often difficult to fillâ€Å" and goes on to say that â€Å"(e)mployers are aggressively recruiting staff from other countries† (Nugent et al 2004, page not given). They also found that 96% of these migrants were employed in full time work (Nugent et al 2004). This shows that the UK workforce is becoming increasingly multinational and diverse. The main arguments for the increase in awareness of international human resource management would seem to stress the pressures on managers working in multinational businesses. As an example of this, Trompenaars et al tell us that â€Å"(i)nternational managers have it tough. They must operate on a number of different premises at any one time. These premises arise from their culture of origin, the culture in which they are working and the culture of the organisation which employs them† (Trompenaars et al 1997, p. 3). However, the writer would argue that the same challenges also face those working in a solely UK based business as they become increasingly likely to be working with and for colleagues who originate from countries other than the UK and have different cultural expectations. To be able to ensure that the working relationship between groups is a productive and positive one, each individual would benefit from an understanding of some aspects of international human resou rce management especially in the area of culture where attitudes towards leadership, motivation, and pay and recognition may vary. A further benefit of awareness of different human resource management practices may be the realisation that UK based businesses may be able to adopt positive aspects of other countries work practices and cultures. Mullins (2005) states, there are benefits to be found in a business looking at how it’s national culture may be limiting their ability to be strategically competitive. He continues by citing Trompenaars who felt that his own work â€Å"helped managers to structure their experiences and provided insights for them and their organisations into the real source of problems faced when managing across cultures or dealing with diversity† (Trompenaars 1999, p. 31. cited in Mullins 2005, p. 43). Against the argument for individuals who are going to work in a small firm studying international human resource management is the range of areas such a topic covers. International human resource managers need to have an appreciation of the laws and policies of the countries their employer operates in and whilst this may of interest to a UK employee, it is not an area they would automatically be able to influence or change. This brings us to the questions of whether rather than international human resource management, what we are discussing is the management of diversity both from the point of view of a manager who supervises the work of a multicultural workforce or the case of an individual worker whose colleagues originate from a variety of cultural backgrounds. Brooks supports this point and states that â€Å"(d)ifferences in national culture may have a bearing on how organisations deal with each other and also on behaviour within organisations which comprise a mix of nationalities† (Brooks 2003, p. 264). Francesco and Gold say that â€Å"managers must develop organizational systems that are flexible enough to take into account the meaning of work and the relative value of rewards within the range of cultures where they operate† (Francesco et al 1998, p. 144) and whilst when saying this, they meant it to be applied to multinational organisations, the same can be said to be true of those working in a multicultural environment nationally based. Mullins agrees with this in saying that â€Å"there are a number of very good reasons why we could usefully understand cultural differences (and similarity) at work, based on new awareness contributing to our own effectiveness and moreover to the accomplishment of organisational goals† (Mullins 2005, p. 44). He goes on to say that â€Å"there could therefore be advantages of cross-cultural awareness which include: increased self-awareness; sensitivity to difference; questioning our own assumptions and knowledge; lessening ignorance , prejudice and hatred† (Mullins 2005, p. 44). As an example, a manager with a predominantly British cultural background may need to adapt their motivational techniques for individuals from cultures where recognition through praise is more highly regarded than a financial bonus. From the writers own experience, a common UK practice of publicising individual performance levels was found to be highly demotivating and a source of unease amongst a predominantly Asian workforce. Adler suggests there are inbuilt dangers where multi-cultural teams operate â€Å"(m)istrust including stereotyping; miscommunication with potential for reduced accuracy and resultant stress; process difficulties, that is failure to agree when agreement is needed or even what constitutes agreement when arriving at decisions† (Adler 1997, cited in Mullins 2005, p. 44). To overcome these potential issues, there must be an understanding and appreciation of the human resource management systems of other cultures as these will influence the work expectations and practices of the workforce. The Chartered Institute of Personnel and Development (CIPD) see the embracing if diversity as being crucial. They say that â€Å"(t)oday, many organisations are out-thinking and outperforming their competitors by using diversity as a strategy for ensuring long-term success and advantageâ€Å" (CIPD date not known page not given). They support his view by adding that â€Å"(i)n the face of changing demographics, a narrowing talent pool and an increasingly global marketplace, nurturing the creativity, innovation and hidden potential of organisations is vital† (CIPD date not known page not given). A further aspect to be considered is the legal requirement for companies to embrace diversity in their workforce. Since the 1970s there has been an increasing amount of legislation in the UK relating to pay equality and sex and racial discrimination. However, a CIPD survey found that 68% of respondents gave â€Å"legal pressures† as the key driver for diversity in their business (CIPD 2006, p. 3) suggesting rather than an appreciation of the business benefits of embracing diversity, the importance placed on these issues is due more to a fear of the negative publicity and costs associated with legal action as a result of discrimination. The concept of international human resource management has been seen to be mainly the concern of individuals who are to intend to operate across geographical boundaries. It has been demonstrated however that there are many aspects of the subject that are not only applicable to those intending to work for a small firm, but could also benefit them in being able to encourage cultural diversity and adopt good practice from other countries. The increasingly multi national workforce in the UK and the introduction of legislation relating to diversity means that employers and employees must have an awareness of the areas of international human resource management that relate to understanding and embracing cultural differences. References and bibliography. Adler, N.J. (2001). International Dimensions of Organizational Behavior. California, USA: South-Western College Publishing. BBC. (2005). Record immigration levels to UK. Accessed at: http://news.bbc.co.uk/1/hi/uk/4359756.stm on 7/03/2007. Brooks, I. (2003). Organisational Behaviour: Individuals Groups and Organisations. 2nd ed. Harlow: Prentice Hall FT. CIPD. (date not known).The Psychology of Diversity. Accessed at: http://www.cipd.co.uk/CMSTraining/Psychology+of+Management/Psychology+of+Management/PCD.htm on 7/03/2007. CIPD (2002). New research shows international HR managers create global culture. Accessed at: http://www.cipd.co.uk/pressoffice/_articles/20092002135000.htm?IsSrchRes=1 on 9/02/2007. CIPD. (2003). HR’s Contribution to International Mergers and Acquisitions. London: CIPD. CIPD. (2006). Diversity in Business: How Much Progress have Employers Made. First Findings. London: CIPD. Francesco, A. M. Gold, B. A. (1998). International Organizational Behavior: Texts, Readings, Cases and Skills. Harlow: Prentice Hall FT Lucas, R. Lupton, B. Mathieson, H. (2007). Human Resources Management in an International Context. London: CIPD. Markides, C. Geroski, P.(2003). â€Å"Colonizers and consolidators: the two cultures of corporate strategy† in Strategy and Business. Fall Vol 32 p 46-55. Mullins, L.J. (2005). Management and Organisational Behaviour. Harlow: Prentice Hall. Nugent, H. Tendler, S. Patty, A. (2004). Foreign workers snap up the jobs that Britons on benefit reject. Times newspaper. November 11, 2004. Trompenaars, F. Hampden-Turner, C. (1997). Riding the Waves of Culture: Understanding Cultural Diversity in Business. London: Nicholas Brealey Publishing Ltd. Trompenaars, F. (1999). Trans-Culture Competence. People Management, 22nd April, p. 31. Trompenaars, F. Hampden-Turner, C. (2004). Managing People Across Cultures. Oxford: Capstone Publishing Ltd.

Genetic Engineering and Cryonic Freezing: A Modern Frankenstein? Essay

Genetic Engineering and Cryonic Freezing: A Modern Frankenstein?      Ã‚   In Mary Shelley's Frankenstein, a new being was artificially created using the parts of others. That topic thus examines the ethics of "playing God" and, though written in 1818, it is still a relevant issue today. Genetic engineering and cryogenic freezing are two current technologies related to the theme in the novel of science transcending the limits of what humans can and should do.    Genetic engineering is widely used today. Genetically altered bacteria are used to make human insulin, human growth hormone, and a vaccine for hepatitis B. Two vaccines against AIDS created with genetic engineering have begun clinical trials here in the United States ("The Genetic Revolution" 10), and genetic engineering is used to detect genetic defects in human fetuses ("The Controversy over Genetic Engineering" 18).    Many are now considering using this technology to change humans, such as developing methods that could be used to regenerate or repair faulty organs. It could be also used to find a cure for diseases such as cancer, eventually (Fitzgerald), or to repair genetic defects. Parents could choose the sex and height of their offspring and be able to have more intelligent, more athletic, and better looking children. Also, genetic engineering could also be used to clone humans (Kevles 354), a topic of much discussion of late.    Kevin T. Fitzgerald divided potential scenarios for using cloning technology into three categories: "Producing a clone in order to save the life of an individual who requires a transplant; making available another reproductive option for people who wish to have genetically related children, but face physical or chr... ...Victor may have succeeded in his goal of creating a new being and breaking death's hold over humankind, it appears that it will be us that puts forth the final and most acceptable solution. WORKS CITED   Begley, Sharon. "Designer Babies." Newsweek November 9, 1998: 61,2. "The Controversy over Genetic Engineering." Awake December 8, 1978: 18-20. Fitzgerald, Kevin T. "Little Lamb, Who Made Thee?" America March 29, 1998. . "The Genetic Revolution." Awake July 22, 1989: 10. Kevles, Daniel J. and Leroy Hood. "Will the Human Genome Project Lead to Abuses In Genetic Engineering?" Taking Sides. Ed. Thomas A. Easton. Guilford, Connecticut: Dushkin Publishing Group Inc., 1995. 342-357. Shelley, Mary. "Frankenstein." Puffin Books, Penguin Group. London, England, 1994. Pages 64-65. http://alcor.org. "Alcor Life Extension Foundation." 1998.

The Adventures of Huckleberry Finn Essay -- Essays Papers

HUCKLEBERRY FINN The novel that I have most enjoyed ever reading was The Adventures of Huckleberry Finn by Mark Twain. Mark Twain’s The Adventures of Huckleberry Finn is a novel about a young boy’s coming of age in Missouri during the middle 1800’s. The main character, Huckleberry Finn, spends a lot of time in the novel floating down the Mississippi River on a raft with a runaway slave named Jim. Before he does so, however, Huck spends some time in the town of St. Petersburg where a number of people attempt to influence him. Huckleberry Finn is considered an American character for many reasons. Throughout the novel Huckleberry shows stereotypical traits of what is expected, sometimes anyway, of the ideal American character. Even before the novel begins, Huckleberry Finn has led a life of absolute freedom. Americans are known throughout the world to have more freedom then anybody else. His drunken and often missing father has never paid much attention to him, his mother is dead and so, when the novel begins, he is not used to following any rules. Huck, a good old-fashioned American character is just like the stereotype of American characters, by not following the rules. In the beginning of the book Huck lives with the Widow Douglas and her sister, Miss Watson. Both women are old and are really incapable of raising a rebellious boy like Huckleberry Finn. They attempt to make Huckleberry into what they believe will be a better boy. Specifically, they attempt, as Hu...

Cinematography Essay -- essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Today, the movie industry has become a huge moneymaker in the entertainment business. You cannot turn on the television without seeing advertisements for the next big blockbuster film. While most of the films these days entertain with amazing special effects or raunchy comedy, there are still films that thrive because of great acting, directing, and editing. Three films that I believe would be great examples of the way these aspects can cause a film to excel are ?Any Given Sunday?, ?The Cell?, and ?Almost Famous?. ?Any Given Sunday? shows how, by using editing, a movie can portray an intense situation realistically. In ?The Cell?, color is used to differentiate between how we see things in reality and how things are seen inside our heads. ?Almost Famous? is a great example of the ways that sound and acting can enhance the quality of a film.   Ã‚  Ã‚  Ã‚  Ã‚   Al Pacino, as run-down head coach Tony D?Amato, and Jamie Foxx, as energetic quarterback Willy Beaman, star in this behind the scenes look at the conflicts that occur inside a modern day professional football team. While the backstabbing and stubbornness of people involved in a football program are greatly exaggerated in this movie, I chose it because of its portrayal of the on-the-field action. Having played football in high school, this is the first film that has been able to effectively capture the speed and intensity through the movie screen. The movie gives you the emotions of every type of person involved in the football game. Every view from the players on the field to the coaches on the sidelines to the fans in the crowd and watching on television is shown. Quick cuts of slightly blurred panning shots along with close-up shots of the intense looks on players faces many times give the viewer the feeling that they are involved in the play themselves. The mo vie also geniously uses a combination of true speed and slow motion scenes to allow the viewer to experience both the speed and intensity of the moment at the same time. One montage begins with the team walking up to the line in true speed, goes to slow motion as Beaman surveys the defense, goes to full speed as the lines crash into each other on the snap and a defender closes in on Beaman. Then as soon as the hit is made, it is switched back to slow motion to highlight the viciousness of the hit. Betwe... ...as the artists are still shell-shocked from what had just occurred. Possibly an even better example of sound or music having a major role in this movie is a scene closer to the middle of the film. The day following major argument, followed by an acid binge by arguably the band?s leader had caused the tension in the band to culminate. On the bus, no one is talking to anybody else and the band seems on a crash course for a breakup. Then, the song ?Tiny Dancer? by Elton John comes on the radio. One band member begins to sing along and before you know it every person on the bus has joined in singing together. Just that one song was able to make them all realize that it is about the music and they could not let minor differences break them up. Instances like this happen over and over in this film making it a perfect example of the inspiration sound can bring to a movie.   Ã‚  Ã‚  Ã‚  Ã‚  These three films each stand out in different aspects of cinematography and make their respective movie better because of it. After watching these films viewers should have a better idea of what makes a movie great and what things to look for themselves the next time they go to the theatre.

MGT

Comprehension State the dilemma's main problem: -The dilemma's main problem is whether you should report that your coworker Careen's breath smelled like alcohol to a man named David Chain, or not report the instance. This is a dilemma because of the fact that you do not like to ‘rock the boat' and you do not like to be ‘disloyal to your coworkers', Identify at least three points (more Is better) the dilemma makes to highlight the main Idea.Some points that the dilemma makes to highlight the main idea is: Karen is often late to work Karen is not someone you can count on Karen can be unprofessional with coworkers Karen is not your favorite person to work with What are some significant points presented In the dilemma?Some significant points that are presented in the dilemma are: You could conform to David that you did smell alcohol on Careen's breath By doing so you could ruin any relationship or any chance of a friendship/relationship with Karen You could label yourself as a ‘tattle tail' or a ‘whistler's' to other coworkers You could give yourself a sense of guilt for being a person to point fingers You could add stress to our own life because of this complicated situation You could decide not to tell David about the alcohol breath By doing so, you could be dodging an attempt to solve this problem You could cause more harm to Karen by not helping her You could stress yourself out by knowing you did not help You could have helped contribute to more suspicion and gossip in the workplace by not confirming anything You could walk away and live your life as If It never happened You could decide not to tell David and talk to Karen on your own By doing o you have a chance of confronting the issue in a private matter You might be able to get an honest answer by showing genuine feelings You could avert any more stress towards anyone by solving the issue You could make Karen feel as if she has been violated of her privacy What have you learned from the textbook that correlates to this case?Some things that I have learned from the textbook that correlates to this case is: that emotional intelligence can be used to form harmonious teams you could use your El to help inspire others alluding social awareness can help you identify with Karen emotions and feelings An ongoing negative emotion can result from dissatisfaction, leading to burnout Affect-driven behavior may cause you to respond to people in a certain way Being unfairly treated by your boss or coworkers can cause you to behave negatively towards others Affective Events Theory says events can cause people to behave differently A certain work even could motivate some, while it Just discourages others Negative emotions linger around much longer than positive emotions Negative emotions can result from undesired events including not having your opinion heard, a lack of control over your environment, and unpleasant interactions with coworkers or customers Those with a strong s ocial support network are less stressed that those without one A USN can buffer the effects of stress Karen might not have a USN Factors such as diet, sleep, timeliness, work/life balance, and personal life situations are main contributors to stresses Summary [25%] What are the main lessons from this dilemma for leaders in a business organization? -The main lessons from this dilemma for leaders in a business organization is how o approach a situation like this one. A leader of a business organization does not want to rush to Judgment or conclusion especially when it comes to something like alcohol on one's breath. There could be a million explanations about alcohol on ones breath and many causes as well.Making the right ethical decision involves discretely approaching the situation and try to understand the cause and effect of the problem. What does this dilemma fundamentally teach you about Organizational Behavior and why does it matter? -This dilemma fundamentally teaches me that in Organizational Behavior, it takes team to move forward. You truly are as strong as your weakest link. Linked with this situation, gossip and pointing fingers is only going to make the situation work. It takes a caring and understanding person to help prevent this issue from going any further. It matters because it is good for the organization and it is good for your employees and customers. Give an overall impression of this dilemma. Is it effective, useful, confusing, informative, etc.?Explain why you are characterizing the article as you are. Point to specific features or details to validate your impression. Overall I thought this was a confusing dilemma. First off, it is a very brief dilemma in which a lot of detail is left out. For example, you work at a paper company but your role is not stated, Careen's role is not stated, and neither is Davit's. For all I know David could be a random stranger that sells me hotdogs right outside of work. Even if David is a coworker, if he i s not upper management, it is none of his business to confirm gossip or not. Without specifics, it is hard to come to a conclusion about how to approach a situation like this one.

Social Inequality in the Modern Era

Social Inequality in the Early Modern Era Throughout history, there has been an extreme discrimination against different groups of people. Women have been disrespected just because of what their religion’s holy book says. The Pope had the authority over state, not the monarch. The color of your skin has even determined your rank in society. Even though this was more in the early modern era, it still happens today. People have had to work their way to gain rights. Examples of social inequality in the modern era are the separation of church and state, rights of women, and the social construction of race.According to the Bible, the woman was created mainly as a mate for man, not the other way around. Women are incapable of making decisions, thus they are inferior to men. This is the same for Islam because in the Koran it says, â€Å"The men are made responsible for the women, since God endowed them with certain equalities, and made them the bread earners†. Also in Islam, t he role of the women is to manage the household, take care of the expenses, teach their children, and help with the agriculture. And women are expected 100% to do so of these things.Since the purpose of religion is to bring order and people something to believe in, this is what is expected in society. In the Great Chain of Being, the family is divided into ranks. The father is at the tops of the family, the mother being the second. Even in the Enlightenment this idea is passed through Jean-Jacques Rousseau that a women’s education is secondary to men. In the early modern era, the church was clearly over the monarch. Before the Protestant reformation, everybody got their ideas from the Pope.Since most people could not read, the Pope was basically running the country, with the monarch having little power. Martin Luther argued that â€Å"each man can be his own Priest† and that everybody is in fact equal with each other. The Pope should no longer have authority over anybo dy because what he is doing is wrong. The Catholic Church still tried to support their argument by saying the Church’s interpretation of the Bible is final, but some still converted to Lutheranism. Some monarchs tried to withhold the power of the church.Queen Elizabeth abolished the Catholic Church, and created the Anglican Church giving her more power and abolishing the Pope. In the social construction of race, whites are above everybody. The only reason why they are the superior race is because they have created the social construction of race. This dates back to when the Europeans first discovered the new world inhabited by Native Americans. They thought the Native Americans as natural-born slaves. Juan Gines de Sepulveda argued that Native Americans are â€Å"slaves by nature, uncivilized, barbarian, and inhuman†.Aristotle even thought that indigenous people were not human. When the Native American population died down, Europeans started to discriminate blacks. In the paternal order, whites were at the top, the house servants were in the middle, and the field slaves were on the bottom. This was based on skin color because most likely the house servants were biracial. It was seen that this order was â€Å"ordained by god† and this was for the slaves own safety because they are like children. The slave master was like the father, to provide for the slaves while the slaves work for him.Whites often thought the slaves as stupid, just because they were not brought up the same way as them. In conclusion, the origins of social inequality came from the beginning of time: when the Europeans first landed in the New World trying to discover new land. Instead they found Native Americans and completely judged them by their looks. During the time when the Catholic Church was over the state and the monarch had no power. Even with the rights of women, social inequality was there. These were factors for the inequality of the modern era.