Scool Counseling Essay Example For Students

Scool Counseling Essay School advocates do an assortment of assignments to support understudies. They aid the dynamic procedure. These choices influence the scholastic and individual existences of the understudies. In this way, instructors assume a significant job in understudies lives. Advocates fill in as a major aspect of a group with instructors, attendants, heads, and different analysts or therapists to settled understudies learning or potentially conduct issues. They likewise, if the activity involves, assess the viability of progams and systems. School advisors work in assorted types and levels of tutoring. This incorporates both private and open grade schools, middle schools, senior secondary schools, universities, and colleges. Guides who work in junior and senior secondary schools predominantly help understudies choose what they will do after secondary school. They additionally make data promptly accessible to understudies. Advocates working in grade schools manage understudies who have learning and additionally conduct issues. School guides help understudies with an assortment of issues. They assist understudies with arranging and further their advanced degree. They make data and other significant assets accessible to understudies. Advocates offer direction, both scholastic and individual, to understudies. They frequently encourage school classes, notwithstanding advising. Instructive prerequisites shift by state and change regularly. Most states require confirmation which needs a bosses degree in a related field, for example, guiding, brain science, instruction, or social work. A one year temporary job may be required in certain states. Headway prospects are constrained because of the way that school advisors are now at the highest point of their calling. Some may turn into the organizer for their school in a particular specialized topic. They may become overseers or get administrative positions. School advisors are qualified, whenever wanted, to work in different regions, for example, a psychological well-being division, in a probation office, an adolescent detainment place, a shelter, as a medication and liquor misuse instructor, or as an educator of any evaluation level with around a half year extra tutoring. Contingent upon the kind of degree a guide has, the typesof workplaces they are equipped for is an assortment of numerous settings. Guides face extensive rivalry for employments which is probably going to increment because of the normal decrease in the general number of occupations for school advocates. Full-time advocates work longer than instructors do. A few advocates work just low maintenance or guidance low maintenance and educate. Typically they have their own workplaces for protection reasons. Significant characteristics a school guide ought to have are persistence, genius, strength, and great individuals relations abilities. Beginning pay rates extend from $20,000-$25,000 per year. This relies upon capabilities and area. Experienced school instructors acquire from $26,000-$31,000 per year. They get full advantages also. By and large, schoolcounseling can be an exceptionally fulfilling and fulfilling profession, as indicated by those I have spoken with. Ron Chesley, a school advisor at Merced College, says that the most exceedingly terrible piece of the activity is desk work andthe unpleasant pace during enlistment. The best part, as indicated by Ron, is working with the individuals. I like working with individuals and helping other people. I likewise like desk work and frequently appreciate an unpleasant pace. I am exceptionally considering school guiding as a lifelong posibility. Book reference: .

History Essay Example | Topics and Well Written Essays - 1000 words - 28

History - Essay Example Since these pieces fill in as the most impressive, dependable and legitimate wellsprings of investigating the social standards, social qualities, strict ceremonies, restrictions, mores, customs, shows, old stories and celebrations, the students of history, archeologists, social anthropologists and learned people proclaim them as the most powerful gift one has conceded to his way of life (Walton, 2006). The equivalent is applied to the given entries and pictures speaking to the Tang and Song traditions of Medieval China. The given writing underwrites the very idea that the tip top layer of the then Chinese society used to appreciate relaxation hours after the fulfillment of the errands and expert commitments of the layer. Subsequently, it approves Theory of Leisure Class enunciated by Thorstein Veblen in 1899 that the tip top or recreation class devours its free hours after work in tattling, masterminding parties and leaving upon artistic interests (Veblen, 2007). Since this class contained time, assets and openings in bounty, it didn't need to get stressed with respect to their salary and consumptions and so on. Therefore, the class was relied upon to devour cash, take food, drink wine, make fun and celebrate itself through beguilement and recreational exercises. Eminent English writer of Classical Era Alexander Pope has additionally explained the celebration making exercises of the tip top layer by depicting the everlasting character of the hero Belinda in his renowned Rape of the Lock. The historical backdrop of antiquated societies of Greece and Rome depict the rulers and sovereign as ongoing to dissemination and improper exercises while making the most of their recreation hours (Blond, 2000). The equivalent was the situation of the decision class of Ottoman Empire, India and France. The French Revolution 1789 was really the loud response to the dissemination made by the sovereignty and retainers to the detriment of poor people and oppressed masses, who made good on overwhelming charges and accordingly experienced craving and starvation for a long time for the

Recycle, Reuse, (Map) Reduce

Recycle, Reuse, (Map) Reduce Some people[1] say that you need to seriously rethink your life when your days dont end with grass stains on your knees. Id like to suggest that grease, dust, and oil be added to that list, at least for those of us at MIT. [1] Whod have thought MIT doesnt own the rights to Calvin and Hobbes? Hmph. Guess Ill just have to reference the comic strip awkwardly inline. As fun as it is to play outside, the time-honored sport of crufting (see: crvfting) is an important part of daily life at MIT. Although you can easily furnish your dorm room with exquisite, handcrafted Scandinavian furniture from your favorite importer (I got a new bookshelf! I have a massive summer reading list that I cooked up although it is strangely almost all nonfiction. *shrug*, guess Im old Or very original, high-quality lighting from your local upscale retailer Target, okay?You can also easily furnish your room with much more unique furniture, with significantly more dings and dents, from another great source. MIT! Quoth my friend Kevin upon learning of this: Thats not fair. Many schools and companies (arguably, thats redundant) dont like to give up their stuff. Ive asked for old computers and furniture from a number of such entities (cough, cough, Microsoft, VMware, other such companies), and they all have stringent policies about when they can give away things theyre getting rid of. Most companies end up sending piles and piles of perfectly functional furniture, cat food, used clothing and computers straight to the trash heap. Guess who doesnt? MIT! Well, mostly. MIT still throws out a great number of things. However, theres one place of refuge for discarded stuff (cruft) at MIT; that wonderful place is known on these hallowed grounds as reuse. Looking around my room and my hall, here are a few examples of things weve picked up off of reuse in the last two years: Several refrigerators Several air conditioners One 138 gallon bow-front glass aquarium Many smaller aquariums One cat Toner for my 15? year old printer, which is still going strong! Bar-height stools (for my standing desk. and for other things) Four comfy couches Three weird freshmen Two queen size beds And a partridge in a pear tree! Maybe I got a bit carried away at the end, there. We didnt actually pick up three freshmen, or a partridge in a pear tree. However, we did collect a nine foot tall cactus named Bubba. Yes, Im serious. And to think that companies would throw out things like this! The waste is appalling. (Yes, I did just imply that large corporations may throw out cats. Accidental implication? Perhaps.) Obtaining such things is often made easier by my dear friend Lucy; however, even with a huge honkin SUV to cart things around, obtaining goods from reuse often means climbing through dirty, dusty, greasy piles of cruft to find the gems that make their way back to our dorm. And thats why a good day is often a day when, at the end, youre covered in grease, scrapes, and sweat. (The aforementioned Kevin, a high school friend who goes to a perhaps more wasteful university, and I obtained these twenty two computers the other day; if I actually get my butt out of this chair and do some cool projects this summer, then stay tuned for a blog post about DIY supercomputing[2]! If I dont get my butt out of this chair, then I guess its business as usual) [2] Probably not involving anything like Map Reduce; I just wanted a nice title. Happy summer! -Cam [3] yes, those are my legs in bed, pointing towards the computer pile. Is that appropriate for the MIT Admissions blogs? *shrug*. Im wearing covers, at least. [4] By the way, for those of you whod been asking about the name of the cat in the pictures Id posted a few months ago I got an e-mail the other day: From: Vincent To: Cam Subject: blog i just happened to look at your mitadmissions blog for the record, i also call my cat cat. her given name is geneva. and the only name she might respond to would be kissing noises. lol.

Karl Marx s Philosophy On The Development Of The Bourgeoisie

Philosopher Karl Marx claims humanity is best understood through philosophical explanations. In order to understand humans and their history, one should look at philosophy. Marx basis his ideas off of the Hegelian dialect – start with a thesis; once something contrary to that arises, develop an antithesis. When the tension between the thesis and antithesis resolves, you get the synthesis. The synthesis then becomes a thesis and develops its own antithesis and then another synthesis. Based on Marx’s claim, history unfolds and develops just as the Hegelian dialect does. When two groups of people co-exist in a society (one who have power and ones who don’t), there is conflict. Those two aspects of society then work out their differences and create a new, better society. This is known as the manifesto. In this paper I will talk about Marx’s take on the development of the bourgeoisie (the upper class), the proletariat (the lower class) and capitalism. Marx beli eves the bourgeoisie came out of the middle ages. He claims they were once the lower class. During the middle ages, the ruling class consisted of kings and queens, the feudal class. Following the Hegelian dialect, the normal people will get fed up of those more powerful, leading to internal contradictions. The bourgeoisie took charge of trade, as the traded the way nobility could not. The bourgeoisie worked as merchants and used trade to climb up the social ladder. They overthrew nobility, becoming the new upper class andShow MoreRelated Karl Marx and His Radical Views Essay1169 Words   |  5 PagesKarl Marx and His Radical Views Karl Marx[i] Karl Marx is among the most important and influential of all modern philosophers who expressed his ideas on humans in nature. According to the University of Dayton, â€Å"the human person is part of a larger history of life on this planet. Through technology humans have the power to have an immense effect on that life.†[ii] The people of his time found that the impact of the Industrial Revolution would further man’s success within thisRead More Karl Marx Essay1110 Words   |  5 Pagesas a bad thing. Karl Marx would disagree. He formed the basic ideas of communism in his writings. He argued that communism was the eventual government that formed out of many unsuccessful governments. Many modern communists either use his ideas or use parts of his ideas to form their own. Karl Marx is the true father of communism. Marx was born in Trier, Prussia on May 5, 1818 (Beales). His family was Jewish, but his father converted the family to Protestantism when Marx was born. When heRead MoreKarl Marxs Views on Religion1903 Words   |  8 PagesKarl Marx has greatly influenced the creation of the modern world and was one of the first revolutionary communist. Through his literary works and philosophies he helped to inspire many 20th century communist regimes including the Soviet Union, China, Cuba, and North Korea. Marx’s ideas did not end at communism; his religious ideology also helped shape and mold the 20th century world. Karl Marx was born in 1818 in Trier, Germany and died in 1883. He was a philosopher who turned to economicsRead MoreMarxism And The Marxist Theory Of Karl Marx1300 Words   |  6 PagesIntro – Karl Marx, born 1818, a founder of sociology and famous for writings such as The Communist Manifesto, was an influential ideologist during the 1800’s whose ideas focused on historical materialism and whose philosophy tended to focus on the understanding of a capitalist society, he aimed to create a materialist analysis, being a historical account, which examines the means in which humans collectively produce the necessities for life. Class- One of the main focuses of Marx’s ideology was classRead MoreDialectical Journal Michael Chang The Communist Manifesto 1422 Words   |  6 Pages Dialectical Journal Michael Chang The Communist Manifesto by. Karl Marx, Friedrich Engels Text Date Response The Manifesto begins with Marx quoting, the history of all hitherto existing society is the history of class struggles. Marx describes these classes as two entities; The bourgeoisie as the rich capitalists, and the proletariats, who were the working class. In societies of past, the oppressor and oppressed are in constant opposition to each other. This fight can be obvious or sublimeRead MoreThe Communist Manifesto By Karl Marx1364 Words   |  6 PagesThe Communist Manifesto, written by Karl Marx and Friedrich Engels, has become one of the world s most significant pieces of political propaganda written to this date. The main contributor to the book was Karl Marx. Marx was born on May 5th, 1818 in Western Germany. When he turned seventeen he enrolled at the University of Bonn to study law. Due to his social misbehavior, his father had him transferred to the University of Berlin, which had a stricter regime. During this time at college, heRead MoreA Bug s Life Through The Lens Of Karl Marx2014 Words   |  9 PagesA Bug’s Life Through the Lens of Karl Marx A Bug’s Life through the lens of Karl Marx Disney’s Pixar film, A Bug’s Life, is much more than meets the eye. The film is not only an animated comedy; it holds deep sociological theory within its plot. Many of the major themes and concepts of the movie can be viewed through the lens of the famous theorist Karl Marx. Marx’s theory is famous for focusing on how society functions. In particular he concerns himself with how capitalism, the working class,Read More Karl Marx and His Beliefs About Society Essay1608 Words   |  7 PagesKarl Marx and His Beliefs About Society In the beginning of the nineteenth century, several aspects of life were coming together for those that lived in Europe, and especially for those that lived in England. The Scientific Revolution had ended in the late seventeenth century; consequently, leaving the lingering aspects of science as a proven way to show that some ideologies of the Catholic Church were incorrect. The Enlightenment of the late eighteenth century had caused all of EnglandRead MoreEssay about The Past and Future of Communism1101 Words   |  5 Pagesthe governing process. Philosophers Karl Marx and Fredric Engel influenced the movement of communism greatly. In the late 1800s the two discovered that they had individually come to ideal opinions on the perfect society. They collaborated their ideas in their most famous Communist Manifesto, as well as many other informative pamphlets. Third World countries striving for national independence and social change experimented with their philosophies on economics. Fredrick Engel wrote, TheRead MoreKarl Marx, Max Weber And Emile Durkheim1447 Words   |  6 Pageswill be a part of culture and society. Karl Marx, Max Weber, and Emile Durkheim are the top three most important figures in sociology; and although each of them viewed religion differently, I strongly believe that they understood its power, and demonstrated its importance to people and societies. As such, I will utilize all three of these great minds, to demonstrate religion as an important and permanent part of culture and society. Let s begin with Karl Marx, and his conflict theory. According

An Analysis of the Code of Professional Conduct and Ethics...

AN ANALYSIS OF THE CODE OF PROFESSIONAL CONDUCT AND ETHICS OF IPRA AND CERP IN RELATION WITH THAT OF NIPR ABSTRACT Professional code of conduct and ethics has come to stay with all professions who wish to promote healthy relationship and commitment of its member. These ethics and code of conducts help streamline the activities of members in the performance of their tasks. Public relations practice have over the years become an accepted human endeavour and the application of this code have become important. This work analyzes the code of professional conduct and ethics of International Public Relations Association (IPRA) and the Centre of European Des Relations Publiques (CERP) and compares them with that of the Nigerian Institute of†¦show more content†¦A Public Relations practitioner in performing service for a client or employer must not collect monetary gratifications from anyone except his client or employer without the consent of the client/employer given after disclosure of facts. This is sacrosanct so as avoid sabotage because when a practitioner is on a job and begins to get gif ts/rewards from others, it may lead to betrayal. In signing an agreement with a client, a Public Relations practitioner shall refrain from requesting a fee or other forms of compensation based on the achievement of certain results, he shall conduct towards the public and the media. The relationship between a Public Relations practitioners and the public and media is key in achieving the desired goal/objective of any campaign. The IPRA has it that a practitioner shall conduct his professional activities in accordance with the public interest and with full respect for the dignity of the individual. The Public Relation practitioner must have respect for human beings and must have the interest of the public at heart in carrying out his activities. In carrying out their activities public relation practitioners shall not engage in any practice which tends to corrupt the integrity of the channels of public communication. The practitioner must be truthful to the media in his activities and shall not intentionally disseminate false or misleading

Types of Attitude Free Essays

An individual may have a number of attitudes regarding different aspects of life, but the field of OB focuses only on the study of job-related attitudes. OB specifically focuses on three attitudes: job satisfaction, job involvement and organizational commitment Job satisfaction In the field of OB, job satisfaction is one of the most important and widely studied attitudes. Job satisfaction refers to an individual’s general attitude towards his or her job. We will write a custom essay sample on Types of Attitude or any similar topic only for you Order Now It has been described by Edwin A. Locke as the pleasurable or positive emotional state that results when an individual evaluates his job or job experience. Job satisfaction results when an individual perceives that his job provides him with what is important to him. The three important dimensions of job satisfaction are provided below: i) Job satisfaction is an emotional response to a job. This response can be inferred but not seen. ii) The job satisfaction that an individual derives from his job depends on the extent to which outcomes meet his expectations.For example, if an employee feels that he is getting more salary and more autonomy in his company than his friends in other organizations, he will have a high level of job satisfaction and a favorable attitude towards his superiors, peers and the work itself. If he feels that his salary and decision-making power is at par with that of his friends, he will experience only moderate job satisfaction; and if he feels that he is getting much less pay and autonomy than his friends, he will experience job dissatisfaction and will develop a negative attitude towards his work and superiors. ii) Job satisfaction reflects other attitudes of employees. Effects of job Satisfaction Research has shown that high job satisfaction has an impact on an employee’s life inside the organization as well as outside the organization. Employees who are highly satisfied with their jobs have low stress levels (and thus have better mental and physical health), have less on-the-job accidents, and have fewer grievances. They also show enthusiasm in learning job-related tasks. Satisfied employees have high morale and help fellow employees, customers and other people in society by undertaking social activities.Thus, we can say that job satisfaction is of value to the overall health and effectiveness of an organization. Job involvement Job involvement is a new concept in the field of OB. It refers to the extent to which a person identifies himself psychologically with his job, actively participates in it, and considers that his performance in the job contributes to his self-worth. Employees who are highly involved with their jobs strongly identify themselves with the kind of work they do and strive to deliver quality work.Research has shown that high levels of job involvement lead to lower absenteeism and employee turnover levels. Organizational commitment Organizational commitment refers to an employee’s satisfaction with a particular organization and its goals. An employee who has a high level of organizational commitment is a strong supporter of the values and goals of the organization, has a strong inclination to continue being a member of the organization, and wants to strive hard to achieve the goals of the organization.The organizational commitment of an employee is affected by a numb er of personal and organizational variables. Personal variables include the employee’s age, his tenure in the organization, and his attitude towards his job. Organizational variables include the job design and the leadership style of the superior. Sometimes, even non-organizational factors may influence an employee’s commitment, such as, the state of the job market and other career options available to the employee. John P. Meyer and Natalie J.Allen developed a three-component model to understand the multidimensional nature of organizational commitment. The three components (or dimensions) of organizational commitment are: i) Affective commitment: This is concerned with the employee’s emotional attachment and involvement with the organization. ii) Continuance commitment: This is influenced by the costs that could accrue to the employee if he leaves the organization. iii) Normative commitment: This refers to the extent to which an employee feels obligated to continue in the organization. Outcomes of job satisfactionFor years, management researchers and practitioners have tried to find out the impact of employee job satisfaction on organizational effectiveness. They wanted to know whether job dissatisfaction would lead to decline in employee output and, consequently, organizational performance. They analyzed the outcomes of job satisfaction by studying the relationship between job satisfaction and various other organizational aspects such as productivity, turnover, absenteeism, etc. Satisfaction and absenteeism Research studies have shown that job satisfaction and absenteeism have an inverse relationship.A high level of job satisfaction leads to low absenteeism and a low level of job satisfaction results in high absenteeism . However, other variables, such as the extent to which people consider their jobs important, also have an impact on absenteeism. A research conducted on state government employees in the US revealed that the employees who felt that their jobs were important took less leave than employees who did not feel that their work was important. The research also revealed that job satisfaction may not necessarily result in low absenteeism, but low job satisfaction will lead to high absenteeism.Satisfaction and productivity Though many people assume that there is a positive relationship between satisfaction and performance, research results have proved that there is no strong relation between satisfaction and productivity. There are other mediating variables like rewards that lead to an increase in productivity. Recent research findings suggest that though satisfaction may not bring about considerable improvement in individual performance, it does result in an overall improvement in organization al performance.Satisfaction and turnover Research has indicated that only a moderate relationship exists between satisfaction and turnover. High job satisfaction will not eliminate employee turnover but will only help reduce the rate of turnover. While job dissatisfaction will encourage employees to switch organizations at the slightest opportunity for better prospects in other organizations, the satisfied employees will consider several aspects before leaving the organization.Job tenure (the number of years an employee has worked in a job in an organization) is another factor that has an impact on turnover. The higher the job tenure of an employee in an organization, the lower the chances of his leaving the organization. An individual’s commitment to the organization also affects the relationship between satisfaction and turnover. Some people are so accustomed to a certain job, colleagues and work environment that they cannot think of working elsewhere.Therefore, they continue to work in the same organization, without being concerned about their level of satisfaction. A country’s economy and the employment scenario also influence turnover. If the economy is booming and there are adequate employment opportunities available, even satisfied employees may leave their organizations and seek better prospects elsewhere. Though turnover, to some extent, benefits organizations by bringing in new talent, a high turnover rate is undesirable because the organization loses in terms of productive time and training costs. How to cite Types of Attitude, Papers

Financial Risk free essay sample

The essay will analysis and discuss risk and regulation method for banks. There are different types of risks in bank operation; for instance, interest rate risk, credit risk, liquidity risk and operation risk. This essay will focus on the liquidity risk problem in bank and regulation countermeasure of liquidity risk. Regulators improved level of risk management after global financial crisis; therefore, the Basel Banking Supervision Committee put forward new principle to reduce bank risk. The key finding is new regulation from Basel? to manage liquidity risk in this essay. Introduction In recent years, banks became increasingly complex institutions and exposed to an intertwined set of risks. There are different types of risks in bank; it focuses on the liquidity risk in this essay. Banks faced more serious liquidity risk, in order to increase bank cash flow and liquidity assets. The liquidity risk plays an important role for commercial bank operation. The liquidity risk indicates that bank lacks of marketability of  investment  and cannot sale it quickly to prevent loss. We will write a custom essay sample on Financial Risk or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Nikolaou, 2009). The liquidity risk has two types, one is funding liquidity risk and another one is market liquidity risk. (Nikolaou, 2009). The strong of uncertainty and destructiveness are characteristics of liquidity risk; therefore, liquidity risk also called the most deadly risk for commercial banks. In 2008 global financial crisis, the liquidity risk was also one of trigger for Lehman Brother Bank bankruptcy. Liquidity risk problems become more and more important reason of bank failure; therefore, this is reason for author select liquidity risk to analysis. Analysis There are different types of risks in banks; for example, interest rate, liquidity risk, credit risk and default risk. After global financial crisis, the liquidity risk became a serious problem for bank bankruptcy. Liquidity risk is the sensitivity of stock returns to unexpected changes in market liquidity. (Jeffrey, 2011). The liquidity risk is a key issue for investment portfolios, liquidity securities of investments that have a ready market and relatively stable price over time. (Hudings, 2013) Basel Banking Supervision Committee improved Basel? o Basel? and issued new standard for liquidity risk regulation. The two ratios can calculate an accurate data to evaluate liquidity risk in banks. The two ratios measure the financial stability arising from the improvement in the bank and reduce the risk of financial sector to the real economy. Conclusion The liquidity risk plays an important role in financial crisis, it also a key trigger to make bank failure. Regulators issued many policies to prevent liquidity risk; for instance, liquidity ratio and liquidity buffer. These policies lack of power of regulation to liquidity risk after financial crisis; therefore, regulator issued new standard to manage liquidity risk- Liquidity Coverage Ratio (LCR) and Net Stable Founding Ration (NSFR) from Basel? Accord. The two ratios will become more important model to evaluate liquidity risk. LCR ratio improves the short-term resilience of a banks liquidity risk and the NSFR ratio can stable balance sheet. Besides, the two ratios can calculate from formula; moreover, result of ratios evaluates liquidity risk accurately.

Who Is The Real Monster In Frankenstein Essay Example For Students

Who Is The Real Monster In Frankenstein Essay The character named Victor in the book Frankenstein written by Mary Shelly, is a likable figure. His demeanor on the whole was very pleasant as he grew from a boy into an adult. Victors passion for the sciences is very strong, and had stayed studious in his youth. Victors mother died when he was age 17, and that is when he decides that he will discover a way to rid the world of sickness and death, so people could stay with each other forever. Victor went on to medical school, and after many intense years of research and study Victor gathers enough parts from cadavers to begin creating life which he believes will be much better than our existence. We will write a custom essay on Who Is The Real Monster In Frankenstein specifically for you for only $16.38 $13.9/page Order now Victor is a likable character because his intentions are good, all he wanted to do was conquer death and illnesses. This idea by it self comes from a man that is caring and doesnt want anybody to go through what he went through and also to keep himself from going through the same ordeal again. Victor finally creates life in the form of a man, with many parts sewn together it has made his creation hideous. Victor, not believing he had done this deed became frightened and ran away from the monster. The monster is automatically shunned by his maker who made judgment by relating ugliness with evil. Later on Victors brother William is found strangled and the accused is a girl who had grown up with Victor. Victor knows immediately that she didnt do this, but Victor was not able to help her because she is immediately lynched and hanged by the people. Victor decides he would prefer to live in the solitude of nature where he meets with the monster that he thinks has been dead for the last two years. The monster has learned how to speak, read, and write, The monster had learned of his creation from a diary Victor had kept and the monster had found it in an old coat. He told Victor that he had lived in a shack and observed the family and that is how he learned spee!ch, reading, and w riting. He also told Victor that he killed Victors brother. Victor has almost fully realized the consequences of his creation it was not the monster who had killed his brother, or the people who had killed the girl, but it was his own doing through his actions. At this point the monster is not a very likable character, the author has already made the monster ugly and a killer. The monster kills every one close to Victor, even his bride. It seems what started out in innocence is now very corrupt and evil. The likable characters in this book didnt have any deformities, or flaws, they were made caring and good. Society expects anything that is beautiful to be good. In this novel the requirements for being likable is to have money, friendship, and beauty. The monster is already unlikable for the fact that he doesnt have any of these attributes, and with the killing added to the lack of good attributes makes him that much more unlikable. I think that in todays society that we are much more caring and sensitive to the needs of the crippled and deformed, but there are still hesitant feelings towards them by some people, but not to the extent of the monster. Society respects the handicapped and accepts them in todays world. Im sure the story would have been different if Victor had been the monsters mentor from the very beginning.

Essay on Intel’s Site Selection Decision in Latin America

Essay on Intel’s Site Selection Decision in Latin America Essay on Intel’s Site Selection Decision in Latin America Essay on Intel’s Site Selection Decision in Latin AmericaQ1. Why is Intel interested in investing internationally? Why does the company want to invest in Latin America?The speed of competition in the microprocessor segment of hardware industry is very intensive. According to Moore’s law, the power of microprocessors which is pushed by the laws of competitive market doubles every 18 months (Nelson, 2000). Intel is the market leader and in order to retain its leadership, the company needs to invest into RD and open new centers of production simultaneously. International investments allow Intel to get the most of international specialization and diversify its production; Intel can use the advantages of different regions such as engineering achievements and management talents in the United States, availability of supplies and labor in Asia, etc.Since investing both into RD and expanding manufacturing volumes is expensive, Intel has to consider new locations with lower manuf acturing costs. Latin America has a number of advantages in this sense: low cost of labor, availability of labor, logistical and time closeness to the United States (Nelson, 2000). In addition, Intel already had several centers in Asia but did not enter Latin America yet, so it would be a reasonable step towards improving international diversification of the business.Q2. What characteristics does the company seek in a country where it will locate its investment?It is reasonable to pay attention to the following factors in the target country: economic and political stability, labor regulations and labor unions, the presence and availability of educated/skilled workforce and the country’s infrastructure. For some companies, it might be necessary to assess the demand for a particular product or service; yet, for Intel, in the considered case, local demand was not important since the microprocessors were intended for export (Nelson, 2000).The characteristics required from the cou ntry selected for locating the investments also include: low or at least moderate level of criminal activity, good (or at least neutral) attitude to expatriates, low level of corruption, the absence of other security risks such as elevated criminal activity, good roads/airports and the availability of transportation means (cars, trucks, planes). One of the important aspects for choosing the country for virtually any company is the level of taxation, taxes for international investors and the presence of tax incentives for the considered business. In addition, it is necessary to consider the impact of cultural factors on future collaboration (for example, using Hofstede’s model of cultural dimensions and differences).Q3. What are the pros of each country on Intel’s short list?There were 4 countries on Intel’s short-list: Costa Rica, Brazil, Chile and Mexico (Nelson, 2000). The pros of Costa Rica included: political stability, availability of talented engineers and the presence of a powerful technology-focused organization (CINDE) in the country (Nelson, 2000). Additional advantages of Costa Rica included educational flexibility, low level of labor unionization, good level of general English proficiency and generous incentives for investors. With regard to Brazil, key advantages were: high availability of technical personnel, tax incentives for computer industry (yet no tax exemptions), the presence of many other technology companies and good infrastructure.The pros of Chile for Intel were advanced infrastructure, sophisticated engineering training programs and low unionization (Nelson, 2000). Finally, the advantages of Mexico included a very advantageous location in Mexican Silicon Valley, the presence of many other large computing companies in this area, the presence of expatriates, great infrastructure, impressive supply of skilled engineers and technicians and governmental support of technological investments.

Environmental regulation and economic productivity Essay

Environmental regulation and economic productivity - Essay Example Although these arguments have risen among several organizations, the fact remains that yet to be defined. Most of their research shows that environmental regulation are bas most of the impacts on economic growth. Additionally, they show that tight regulations such as emission of gases could be expensive to tackle and reduce their effects to the living organisms. Most of the industries use the fuel to that is harmful to the ozone layer. Impacts of state environmental policies on average annual growth 1990-1992 Economic indicators Coefficient probability No Relationship Odds of a negative Relationship Gross rate Non-farm employment Manufacturing employment Business failure rate -.36 0.32 -0.13 0.58 -0.14 0.66 -13.59 0.22 3.2:1 1:2:1 1:2:1 1:142 The research shows that among the surviving companies in the world, the rate of pollution will depend on the production processes that are involved. The studies shows have shown that the economists know that regulations are seldom good for the e conomy unless the mutual benefits are spend on outweighing the cost of production. Hence, most of them end up spending a lot of time evaluating the cost and the significances of proposed regulations and productivity. It has also been suggested that economists that regulations could be a good business opportunity for some other innovators even though high costs are imposed on them. For instance, producer/manufacturers that are the origins of discovering good ways of doing away with the environmental pollution play a big role to maintain the prices low through profit analysis. Additionally, the economists may tend to exploited profit from the sellers because of technology. But, some business ideas can makes others to...This essay describes the basic regulations that have been set by the international body to regulate environmental pollution. The paper also analyze both positive and negative effects of environmental regulations on the production. Environmental regulations have been widely discussed in the U.S. according to the economic cost. This activism began some years back with an aim of reducing and restricting pollution and emission for a duration of time regarding that through four decades clean water and air were inadequate. Regulations imposed on the environment are said to reduce productivity. Regulation has continued to rise progressively across the world since 1970s as environmental value has implicit growing significance on both the political and civic agenda. In the United States, total Pollution abatement management overheads are about 1.5-2.5% of GDP per year. Environmental regulation and economic productivity has been analyzed as a basic tool through which the plants are generally force to reduce the emission. Although this has happened to be so much speculating, environmental regulations must be eligible of to handle many cases such as reduced production in agricultural sector. The essay has clarified the similarities between environment and production activities whereby in most cases the plants are being accused as the biggest and the core causes of environmental pollution through emission of gases. The gases are considered to cause hazardous effects to the ozone layer.

The Novelty of Whole Foods Market Essay Example | Topics and Well Written Essays - 500 words

The Novelty of Whole Foods Market - Essay Example The Net Income was $203.8 million and the annual growth was 49.5%. It employs 39,500 people worldwide and is free of unions. (Hoovers). This is a result of its clear Management Strategies. Â  Determining the strategic drivers of the company is the primary task of top management. This mission is aided by PEST and SWOT Analysis. With this assessment, objectives are set. This involves the formulation of Vision Statements, Mission Statements, Corporate Objectives, Strategic Business Units, and Tactical Objectives. These objectives suggest a strategic plan. The plan provides the details of how to achieve these objectives. Once the plan is formulated it needs to be implemented. The implementation process must be detailed to the minutest degree as this is the crux of the whole strategy. (Thompson Arthur A.,) Â  WFM’s mission statement has been spelled out as the stakeholder philosophy. For them it is customers first, then the team members, balanced with what’s good for other stakeholders, such as shareholders, vendors, the community, and the environment. (Corporate Board Member, January/February 2007). These are the core values of the company that has been followed with exceptional zeal throughout their corporate history. It must be said that the leadership has played a vital role in this outcome. Â  The Chairman and CEO John P. Mackey was named the 2003 Overall National Ernst & Young Entrepreneur of the Year. This a tribute to his overall commitment that has keyed up the whole company for almost three decades. His handling of delicate issues like the confrontation with Michael Pollan, author of The Omnivores Dilemma, both in person and through his blogs, (Mackey. John), and his statement on Conscious Capitalism has gone down well with both the customers as well as Wall Street. He has stated that conscious capitalism is in harmony with all interest and each stakeholder, be it the customer, worker or shareholder.

How Strong Is The Business Case For Diversity Management Business Essay

How Strong Is The Business Case For Diversity Management Business Essay Assignment Question: How strong is the business case for diversity management? Using research evidence and organizational examples, discuss the extent to which diversity-management is and should be applied. Table of Contents 1 Introduction 2 Defining Diversity 2 Defining Diversity Management 2 Advantages and Disadvantages of Diversity Management 3 Advantages of Diversity Management Program 3 Disadvantages of Diversity Management Program 4 Case Study of Diversity Management 5 Do and Dont in Diversity Management 6 Conclusion 7 References and Bibliography 8 Introduction The worlds increasing globalization trend demands more interaction between people from a vast diverse of cultures, beliefs, and backgrounds than the past. Today, people no longer live and work in an insulated marketplace. The reality is: they are now part of a worldwide (or commonly mentioned as flatten) economy with competition coming from nearly every angle of the globe. For this reason, businesses need to be open to change and accept the concept of diversity to become more creative (Kulik, 1998). The article in this section will be arranged as follow. Firstly, the concept of diversity will be defined. Then, the article further investigates and defines the concept of diversity management. Then, the perceived and often discussed advantages and disadvantages of diversity management program will be discussed. After that, some real life business cases on companies successfully managing diversity and subsequently reaped the benefits of growth, profitability and improved performance from an effective diversity management program will be presented. After the review of academic and research journals regarding the topic, the article proceed to suggest some do and dont for practical diversity management program. The article concludes with some outlook and general direction for managers to follow in implementation of diversity management program. Defining Diversity In daily conversation, the word of diversity has the meaning of differences or variety. However, in the business world and in the business textbook, diversity often refers to the many differences present among people today in workplace as well as marketplace that were not aware of by most people in the past. However, in-depth investigation discovered that different researchers may have different perceptions or definition on the concept of diversity. For example, Mondy (2010) argues that diversity refers to any perceived difference among people, be it from the dimensions of age, race, religion, functional specialty, profession, sexual orientation, geographical origin, lifestyle, tenure with the organization, position in an organization, or any other perceived differences. McShane and Von Glinow (2010), however, divided the concept of diversity into two parts, namely the surface-level diversity and the deep-level diversity. The surface-level diversity is referred to the observable demographic or psychological differences in people, such as their race, ethnicity, gender, age, and physical disabilities. In contrast, the deep-level diversity is referred to those differences in the psychological characteristics of employees, including personalities, beliefs, values, and attitudes. Whatever the definition employed, all these definitions share a common theme; where the terms of diversity encompasses any sort differences between two or more people from various dimensions of factors that can affect workplace relationships and achievement. Defining Diversity Management According to Mondy (2010), diversity management is often referred to the effort of ensuring that factors are in place to encourage the continuous development of a diverse workforce by melding actual and perceived differences among workers to achieve maximum productivity. Esty et. al. (1995), however, define diversity management as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status for better workplace performance. The definitions of diversity management used by researchers are vast and may vary in the details. However, generally, it is safe to assume that the term diversity management indicates the implementation of strategies or policies to knit a network of varied individuals together into a dynamic work force. Advantages and Disadvantages of Diversity Management In recent years, diversity is increasingly perceived as an important issue in the context of business management. This is due to the increasing differences in the U.S. population, globalization process, increasing of international business and cross borders business dealing activities. Many researchers recognize such a trend and highlighted that diversity is an invaluable competitive asset that organizational decision makers cannot afford to ignore (Robinson, 2002). In the business community, companies have also tend to pay more focus on diversity and look for ways to reap the opportunities offered by diversity as they acknowledge that diversity has the potential of yielding greater productivity and competitive advantages (Cooke et. al., 2010). Apparently, managing and valuing diversity is a key component of effective people management, which not only can improve workplace productivity, but also contribute significantly to the strategic objectives of human resource management. Advantages of Diversity Management Program Many researchers and businessmen have been arguing about the importance and roles and contributions of managing diversity nowadays. Generally, they often present the idea that diversity can be a sort of strategy which enables organization to gain competitive advantage in the market competitive landscape. For example, according to researcher, namely, Bledsoe et. al. (2010) claim that: managing cultural diversity is one of the key factors differentiating a particular company at factors such as (1) efficient work practices or procedures, (2) technological innovation or change, (3) product or services related innovation and lastly, (4) client or consumers related services. However, there are more contributions of managing diversity to the strategic objectives of a company. The following paragraph will outline these contributions or benefits of diversity in workplace to an organization in details. Improved and enhanced competencies in terms of customer services. As a matter of fact, diverse workforce will often means diverse expertise, talent, experience and capabilities in the employees. If a manager understands the intricacies and complexity of how to manage diversity effective, he will be able to put the right person into the correct position, by minimizing his weaknesses while enhancing the particular employees strength. From this perspective, a diverse workforce enables a manager to choose the correct candidate for a particular position in the organization. For example, someone with cheering personality and has the ability to build rapport fast with customers can be send to the customer services department. All these means that diversity management will make the company to enjoy higher competencies in providing higher satisfaction to a customer (McMahon, 2010). Able to compile and improve the strength of customer intelligence. As we employ diverse workforce, we can indirectly tap into the knowledge and experience of these workforce. In the era of information, we understand that marketing intelligence or customer intelligence has becoming more and more important. Diversity in workforce in this picture can help a company to compile and collect more relevant and effective data on the market place. Ability to operate effectively as well as efficiently in a global context. As a well known fact, the entire world is a colorful depiction of diversity. Thus, to go global, a diverse workforce is some sort a basis requirement. We simply need the local experts to assist us in managing business units at foreign countries or simply to expand market share in the other countries. Thus, it is not hard for us to understand that a diverse workforce will enable a company to operate more effectively and efficiently (Bledsoe et. al., 2010). Able to produce more satisfied workforce, and thus leading to more productive workforce. If a company can manage diversity in a proper way, then the individual employee will no longer need to clone or purposely changed himself to adaption of the corporate culture. This can often leads to a more satisfied workforce. A more satisfied workforce, will in turn, leads to more productive workforce (McMahon, 2010). Effective managing of diversity enables reduction in industrial disputes. Of course, proper management of diversity can also ensure less industrial dispute or court case arises from employees issues (Cooke et. al., 2010). Diverse workforce can lead to increased creativity and innovation. Diversity can produce synergy and creativity and innovative as well. A group of different people is better than a results produced by a single person. The combined efforts are always much outstanding. Not only that, it is also often mentioned by textbook that: Diverse workforce can produce more diverse perspectives, which in turn is highly beneficial in seeking or implementing solutions to problems (McMahon, 2010). Having better chance to attract higher quality employees from a larger pool of employees (Tatti et. al., 2009). As a company prepare or has already adopted the mindset of having diversity is beneficial, then the company automatically access to a diverse pool of human talents, which means that the company can choose the employees from a larger pool of workforce. As now the choices are enlarged, then we can have access to better talents around the world, or in other words, we can access to the world class talents around the globe (Pitts et. al., 2010).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Avoidance of group-think or cloning. (McMahon, 2010)mentioned that workplace heterogeneity can assist in avoiding groupthink or cloning, which in turn this will lead to increased productivity and reduces costs. To explain further, cost reduction is possible when we can have a reduction in conflict, lower turnover and absenteeism and improved cohesion. Likewise, Tatti et. al. (2009) finds that there is ample evidence to suggest that diverse groups with the skills and support systems to integrate effectively are likely to be significantly more effective than non diverse or homogeneous groups in the same activities. Disadvantages of Diversity Management Program However, the relationship between managing diversity and a particular companys performance from various empirical researches is not always straightforward. A good example by Stephensen and Lewin (1996) indicate that poorly integrated heterogeneous groups can be as damaging to the organization as overly integrated homogeneous groups. Apparently, managing diversity is an art, while although the contribution to a company strategic management picture is bright, the execution is nothing easy. Besides, unfortunately, there are also evidences that diversity can bring disadvantages to companies as well. For example, it is found that teams with diverse employees usually take longer to perform effectively. Besides, diversity also brings numerous communication problems as well as faultiness in informal group dynamics. At some serious cases, diversity can also be a source of conflict, that can cause issues such as reluctant to share information among workforce, employee morale deterioration prob lems, and higher turnover due to degradation of job satisfaction (McShane Von Glinow, 2010). Not only that, it is also mentioned that there can be various drawbacks due to implementation of diversity management program in the short term. For example, if handled insensitively, a diversity management program may invade employee privacy. Also, implementation of the diversity management program may be expensive in the short term. Apart from that, during the implementation process, deep seated prejudices within employees may be brought into the open, causing short-term tension. Particularly for a poorly handled program, conflicts and ill-feeling may be the end results for managers to handle (Tatti et. al., 2009). Case Study of Diversity Management There are various cases or real-life stories showing that diversity management can contribute to improved productivity, sales, market share, or profitability. There are three examples shown in the following section. Case I: Petro-Canada. The first case is about Petro-Canada. Recognizing that diversity management is essential; a Petro-Canada site in Vancouvers Chinese community, started to post signs in both English and Mandarin. The company is interested increase the companys presence within the community. Apart from that, after a team of sales associates found out that they had to be able to speak their customers native language as well, recruitment changes were made accordingly. Soon, the company was able to reap the benefit of diversity with a diverse workforce. The results and outcomes are outstanding, kiosk sales increased by 15 percent, and gasoline sales rose from 2.7 million liters to 3.1 million liters at the Main and Terminal stations, in just a mere four year period, between 1991 and 1994 (Pitts et. al., 2010). Case II: The McGraw Hill Companies. The second example is about a well-known book publishing company. The McGraw-Hill Companies emphasizes diverse workforce management. The reason is to tap into different talents available and critical to enhance the company presence worldwide. One program of the company talent management strategy is called the Associate Development Program (ADP). Since the program began in 1993, it has attracted talented individuals from top MBA business schools who are diverse in race, ethnicity, experience and perspective. All these diversity management programs had enable the McGraw-Hill Companies to leverages talent in global markets, on a worldwide basis. One striking example of using diverse workforce to tackle a foreign market is as follow: recruitment of local talent has enabled The McGraw-Hill Companies to solidify its brand reputation and market share in Latin America due to their expertise, cultural know-how, teamwork, experience and knowledge of the need s of the local market (Tatti et. al., 2009). Case III: Reebok. The well-known sport company has also been benefiting from a diversity management program. In the year of 1980s, a group of women at Reebok complained the fact that they could not find a good aerobics shoe. Listening to that complaint, Reebok began marketing aerobics shoes. The outcome is outstanding within just a period of two years, the company went from a $12 million-a-year shoe company to a $3 billion powerhouse. Since the incident, the company started to be aware of the importance of diversity. According to the CEO, Paul Fireman said that in order to become diverse and compete globally, a company must find people with different stories to tell at every level of employment, and then provide chances and opportunity for them to talk and perform (Pitts et. al., 2010). Case IV: IBM. IBM has a century-long diversity heritage based on the companys belief and philosophy that diversity is the bridge between the workplace and the marketplace. Such a belief and the act of valuing diversity are central to the companys ability to win in the global marketplace. Today, diversity management permeates every corner of IBMs management and technical operations and management style. Statistically speaking a convincing fact showing that the company is embracing diversity management whole-heartedly is this: 57% of IBMs Board of Directors is women, multicultural, and/or non-U.S. born (i.e., they are the minority group). Apart from that, it is also found that 40% of IBMs top 54-member Worldwide Executive Council is women, multicultural, or non-U.S. born. On closer scrutiny, it is not surprising to found that these women and multicultural executives have significant revenue responsibility. Not only that, further investigation also discover that 30 members of IBMs World wide Executive Council are involved in guiding specific corporate-wide diversity initiatives. They are held accountable for recruitment, retention and advancement of all talent and, most important, linking IBMs diversity initiatives to the global marketplace, which is in turn the main reason that IBM has been able to stay on top of the business landscape for decades (Cooke et. al., 2010). Case V: Levi Strauss Co. At Levi Strauss Co., diversity is a core company value being embraced by the companys management and workforce. The diversity management concept permeates throughout the organization the evidence is in the corporate belief that diversity is right for business, communities, and for families. The company senior managers had also argued that diversity creates greater tolerance. To sum up the implementation and philosophy of diversity management program in the company, we can observe the following statement from the companys officers. Specifically, the company officers mentioned that the companys diversity belief system translates into a four-component diversity strategy that has been instrumental in building their business. The four-components are as follow: (1) Sourcing diverse talent, (2) Empathetic marketing: If you are who you serve, [then] you will be a better marketer. (3) Creativity and innovation, and lastly (4) Community involvement. Such a belief sy stem is critical and powerful factors which ensure Levi Strauss Co. sustainable growth and success in the global marketplace (Cooke et. al., 2010). Do and Dont in Diversity Management As we have discussed above, there are perceived advantages and disadvantages of embracing diversity in workplace. It seems that there are evidences and cases indicating that diversity are possible source of competitive advantage and superior performance for businesses, but the implementation and the management of diversity is not an easy one. Apparently, the mismanagement of diversity or inability of the leader or manager to outline and execute and effective diversity management program will cause troubles to the organization with diverse workforce. In fact, for inexperience mangers, diversity indeed looks more like a curse than a blessing. Anyway, this writing has the opinion that it the presence of diversity is well-managed, it can create synergy and improve organizational performances. It is believed that diversity is a powerful strategy as managers can leverage on the strengths of some people in the team while making the weaknesses of some others irrelevant. The strengths in a person can compensate for the weaknesses of others, while his weaknesses are covered by others strengths, and this is essential for a high performing team. Consistent with such a view, this section will outline some do and dont for practitioners to follow. It may serve as a general guideline for managers to refer to in applying the concept of diversity management to daily management tasks (Cooke et. al., 2010). The first thing the manager should perform in managing diversity is that to ensure effectiveness of the diversity management program, the managers should communicate constantly to employees, managers, customers, shareholders, and other stakeholders at all stages of the program (Bledsoe et. al., 2010). It is vital to keep people informed as their support is necessary for the successful implementation of a diversity management program. The execution should involve everyone; as such a program is not an issue for only the personnel department or a responsibility of senior managers. Besides, it is also critically important to apply a change management processes to implement the program. The leader driving the changes should be aware that a long term perspective is required in implementation of a diversity management program (i.e., changes involves attitudes and dont happen overnight, and leaders have to expect that the program will last for years rather than a few weeks or months). Last b ut not least, the leaders must also have the correct expectations that resources are required for the program. Leaders must be prepared to invest money, time and resources to achieve successful diversity management program. On the other hand, there are two general dont rules to be aware of by managers. Firstly, managers should not confuse equal opportunities with diversity management. The equal opportunity approach can be part of any diversity initiative, but a successful diversity management program should go far beyond traditional equal opportunity issues. Secondly, managers should not design the diversity goals and policies for them (i.e., referring to the minorities), but they should instead think of us (i.e., everyone involved in the organization) (Bledsoe et. al., 2010). Conclusion This writing takes a critical view on the business case of diversity management. The results from researchers have been mixed. There are both advantages and disadvantages to a diversity management program. Successful cases of diversity management to improve company and workforce performance are also widely available. Apparently, from a review of the many journals related to diversity management, it can be summarized that the program can bring forward many benefits to a firm, but the implementation of the program can be challenging and resources consuming. Perhaps what is relevant for us to consider is how to cope with the increasing trend of workforce diversity in the globalization era. Organizations should recognize the changing workforce and other social pressures that are constantly demanding businesses to cope with diversity. Achieving diversity is not merely to become politically correct; it is more about cultivation of a culture that values individuals and their wide arrays of needs characteristics, nature and contributions. The good news is that correctly promoting and executing a diversity management program can improve company performance and to enhance the corporate reputation among marketplace, even though the implementation of the program is challenging.

Motherboard Essay

Before generation of Microprocessors i.e. in 1st, 2nd and 3rd generation computers, the computer was usually built in a card-cage case or mainframe with components connected by a backplane consisting of a set of slots themselves connected with wires; in very old designs the wires were discrete connections between card connector pins. But printed circuit boards soon became the standard practice in the late 1970s. The Central Processing Unit, memory and peripherals were housed on individual printed circuit boards which plugged into the backplane. (A backplane is a circuit board that connects several connectors in parallel to each other, so that each pin of each connector is linked to the same relative pin of all the other connectors, forming a computer bus.) During the late 1980s and 1990s, it was found that increasing the number of peripheral functions on the PCB was very economical. Hence, single Integrated Circuits (ICs), capable of supporting low-speed peripherals like serial ports, mouse, keyboards, etc., were included on the motherboards. By the late 1990s, motherboards began to have full range of audio, video, storage and networking functions on them. Higher end systems for 3D gaming and graphic cards were also included later. Micronics, Mylex, AMI, DTK, Orchid Technology, Elitegroup, etc. were few companies that were early pioneers in the field of motherboard manufacturing but, companies like Apple and IBM soon took over. Today, motherboards typically boast a wide variety of built-in features, and they directly affect a computer’s capabilities and potential for upgrades. Today Intel and Asus are the two leading companies in the field of motherboard manufacturing. A typical desktop computer has its microprocessor, main memory, and other essential components connected to the motherboard. Other components such as external storage, controllers for video display and sound, and peripheral devices may be attached to the motherboard as plug-in cards or via cables, although in modern computers it is increasingly common to integrate some of these peripherals into the motherboard itself. Few things that a motherboard nowadays include are: †¢ sockets (or slots) in which one or more microprocessors may be installed. †¢ slots into which the system’s main memory is to be installed (typically in the form of DIMM modules containing DRAM chips). †¢ a chipset which forms an interface between the CPU’s front-side bus, main memory, and peripheral buses. †¢ non-volatile memory chips (usually Flash ROM in modern motherboards) containing the system’s firmware or BIOS. †¢ a clock generator which produces the system clock signal to synchronize the various components. †¢ slots for expansion cards (these interface to the system via the buses supported by the chipset). †¢ power connectors, which receive electrical power from the computer power supply and distribute it to the CPU, chipset, main memory, and expansion cards. †¢ Additionally, nearly all motherboards include logic and connectors to support commonly used input devices, such as PS/2 connectors for a mouse and keyboard. Occasionally video interface hardware is also integrated into the motherboard. Additional peripherals such as disk controllers and serial ports are provided as expansion cards. †¢ Given the high thermal design power of high-speed computer CPUs and components, modern motherboards nearly always include heat sinks and mounting points for fans to dissipate excess heat. [pic] CPU Sockets †¢ A CPU socket or slot is an electrical component that attaches to a printed circuit board (PCB) and is designed to house a CPU (also called a microprocessor). †¢ It is a special type of integrated circuit socket designed for very high pin counts. A CPU socket provides many functions, including a physical structure to support the CPU, support for a heat sink, facilitating replacement (as well as reducing cost), and most importantly, forming an electrical interface both with the CPU and the PCB. †¢ CPU sockets can most often be found in most desktop and server computers (laptops typically use surface mount CPUs), particularly those based on the Intel x86 architecture on the motherboard. A CPU socket type and motherboard chipset must support the CPU series and speed. Integrated Peripherals †¢ It is possible to include support for many peripherals on the motherboard. By combining many functions on one PCB, the physical size and total cost of the system may be reduced; highly integrated motherboards are thus especially popular in small form factor and budget computers. Peripheral Card Slots †¢ A standard ATX motherboard will typically have one PCI-E 16x connection for a graphics card, two conventional PCI slots for various expansion cards, and one PCI-E 1x. A standard EATX motherboard will have one PCI-E 16x connection for a graphics card, and a varying number of PCI and PCI-E 1x slots. It can sometimes also have a PCI-E 4x slot. †¢ Some motherboards have two PCI-E 16x slots, to allow more than 2 monitors without special hardware, or use a special graphics technology called SLI (for Nvidia) and Crossfire (for ATI). These allow 2 graphics cards to be linked together, to allow better performance in intensive graphical computing tasks, such as gaming and video editing. †¢ Virtually all motherboards come with at least four USB ports on the rear, with at least 2 connections on the board internally for wiring additional front ports that may be built into the computer’s case. †¢ Ethernet is also included. Ethernet is a standard networking cable for connecting the computer to a network or a modem. †¢ A sound chip is always included on the motherboard, to allow sound output without the need for any extra components. This allows computers to be far more multimedia-based than before. Some motherboards contain video outputs on the back panel for integrated graphics solutions. Computer Cooling †¢ Motherboards are generally air cooled with heat sinks often mounted on larger chips, such as the Northbridge, in modern motherboards. If the motherboard is not cooled properly, it can cause the computer to crash. †¢ Passive cooling, or a single fan mounted on the power supply, was sufficient for many desktop computer CPUs until the late 1990s; since then, most have required CPU fans mounted on their heat sinks, due to rising clock speeds and power consumption. Most motherboards have connectors for additional case fans as well. †¢ Newer motherboards have integrated temperature sensors to detect motherboard and CPU temperatures, and controllable fan connectors which the BIOS or operating system can use to regulate fan speed. Some computers use a water-cooling system instead of many fans. Bus & Bus Speed †¢ A bus is simply a circuit that connects one part of the motherboard to another. The more data a bus can handle at one time, the faster it allows information to travel. The speed of the bus, measured in megahertz (MHz), refers to how much data can move across the bus simultaneously. †¢ Bus speed usually refers to the speed of the front side bus (FSB), which connects the CPU to the northbridge. FSB speeds can range from 66 MHz to over 800 MHz. Since the CPU reaches the memory controller though the northbridge, FSB speed can dramatically affect a computer’s performance. [pic] Memory †¢ The speed of the chipset and busses controls how quickly it can communicate with other parts of the computer. The speed of the RAM connection directly controls how fast the computer can access instructions and data, and therefore has a big effect on system performance. A fast processor with slow RAM is going nowhere. †¢ The amount of memory available also controls how much data the computer can have readily available. RAM makes up the bulk of a computer’s memory. The general rule of thumb is the more RAM the computer has, the better. †¢ Much of the memory available today is dual data rate (DDR) memory. This means that the memory can transmit data twice per cycle instead of once, which makes the memory faster. Also, most motherboards have space for multiple memory chips, and on newer motherboards, they often connect to the northbridge via a dual bus instead of a single bus. This further reduces the amount of time it takes for the processor to get information f rom the memory. †¢ A motherboard’s memory slots directly affect what kind and how much memory is supported. Just like other components, the memory plugs into the slot via a series of pins. The memory module must have the right number of pins to fit into the slot on the motherboard. Form factor †¢ Motherboards are produced in a variety of sizes and shapes called computer form factor, some of which are specific to individual computer manufacturers. †¢ The current desktop PC form factor of choice is ATX. A case’s motherboard and PSU form factor must all match, though some smaller form factor motherboards of the same family will fit larger cases. For example, an ATX case will usually accommodate a microATX motherboard. †¢ Laptop computers generally use highly integrated, miniaturized and customized motherboards. This is one of the reasons that laptop computers are difficult to upgrade and expensive to repair. Often the failure of one laptop component requires the replacement of the entire motherboard, which is usually more expensive than a desktop motherboard due to the large number of integrated components.

The Contribution of Processual and Emergent Perspectives to Strategic Change

Change is ubiquitous. Organisational change has become synonymous with managerial effectiveness since the 1980s (Burnes, 1996; Wilson, 1992). However, north American influence over the quest for commitment, efficiency and improved performance, appears to have fallen back upon largely Tayloristic notions of management, with the result that organisational change is widely perceived to be controllable by modern management, with organisations themselves instrumental in their in their hands (Collins, 1997). However, this ‘scientific' approach appears to have diffused with scant regard to contextual variables that may serve to modify and constrain contemporary managerial rhetoric for change (Hatch, 1997). One perspective that attempts to refocus the debate on wider issues has come to be known as the processual or emergent approach to organisational change (Collins, 1997), and it is this perspective that this paper seeks to evaluate You can read also Waves First, the inevitability of change is briefly considered as the time frame selected for organisational analysis tends to dictate the substance of investigation. This leads into a critique of planned change under the umbrella of strategic choice, with its core assumptions based upon managerial hegemony. This approach is then contrasted with the processual and emergent perspectives that seek to widen management appreciation to include factors beyond the organisation and its immediate environments. The implications of the apparent divergence between theory and practice are briefly outlined before concluding that the subjectivist paradigm of the processual/emergent approach is best seen as a modification to theories of strategic choice, which may add to effective managerial practice in the future. This argument is qualified by the need to support such a modification by a fundamental change in modern managerial education. The Inevitability of Change ‘Change' exudes temporality. While it may be a truism that in any field of activity, all periods may be characterised by change and continuity, the time frame selected will tend to highlight change or continuity (Blyton and Turnbull, 1998). For example, a focus upon organisational change during the last two-decades may reveal a period of rapid change. However, a perspective encompassing the last two hundred years may indicate a basic continuity in the capitalist social mode of production (ibid). Consequently, differentiating between whether organisational change should be analysed from the perspective of a strict chronology of ‘clock' or linear time, with its associated notions of relentless progress, planning and implementation, or whether changed is viewed from the perspective of a processual analysis over tracts of time, has given rise to a vigorous debate on how change should be understood as it applies to complex business organisations (Wilson, 1992). Two paradigms dominate the analysis of organisational change. On the one hand, a positivist view holds that change is objectively measurable, and thus controllable, embracing notions of rationality, temporal linearity and sequence – change is an outcome of deliberate action by change agents (Hatch, 1997; Kepner and Tregoe, 1986). On the other hand, a subjectivist view holds that change is dependent upon the temporal context of the wider social system in which it occurs and is thus a social construction – while organisations define and attempt to manage their change processes, outcomes are not necessarily the result of the top-down cascade advocated by the planned approach (Pettigrew, 1985). Consequently, as a point of departure, planned organisational change shall be discussed before moving on to examine the emergent approach as a challenge to the rational model. The Planned Perspective Contemporary US and UK managerial ideology may be identified as an outcome of, and a contributor to, neo-liberalist voluntarism (Dunlop, 1993). This ideology is mobilised through the agency of management to protect capital's interests above all others. Consequently, management and managers come to be considered a social elite through their exercise of ‘god-like' control over a logical and rational process of adaptation, change and ever-improving performance. The organisation is thus instrumental in the hands of management (Collins, 1997; Daft, 1998; Hatch, 1997; Kepner and Tregow, 1986). Generally referred to as ‘strategic choice', the planned approach, according to Wilson (1992:22) is constructed upon the following theories of organisation: 1 Organisational Development (OD) and Behavioural Modification (BM); 2 Planned incrementalism; 3 The ‘enterprise culture', best practice and ‘gurus' as change agents. These perspectives have all in common the role of human agency, whereby, ‘†¦human decisions make an important difference†¦ a voluntarism in which human courage and determination count' (Gouldner 1980, cited in Wilson, 1992:25). OD and BM (closed system) approaches emanate from the field of psychology, positing that organisational change is implemented by management through changing the behaviour of individuals. OD aims to foster consensus and participation on the basis that management attributes resistance to change to poor interpersonal relations (Wilson, 1992). BM is a systematic approach to the conditioning of managerially defined ‘appropriate' behaviour, based upon Skinnerian psychological theories of learning (reward and punishment) and motivation (ibid). Both approaches are based on the assumptions that managers are capable of identifying internal barriers to change, determining appropriate behaviours, and designing and implementing programmes to achieve desired outcomes. Consequently, there is a plethora of ‘frameworks', ‘recipes' and ‘how to' packages aimed at managerial audiences (Collins, 1997) A central feature of many of these packages is Lewin's (1951) ‘force field' framework, which proposes that change is characterised as a state of imbalance between pressures for change and pressures against change. It is suggested that managers are capable of adjusting the equilibrium state of zero-change, by selectively removing or modifying specific forces in the required direction (Senior, 1997). Implicit is the normative nature of planned change: managers should know the various forces as they apply to their own particular situation, and should understand and possess the means to exert influence over them. It follows that, ceteris parebus, without deliberate managerial action, change, at worst is unlikely to occur and, at best, is unlikely to realise desired outcomes without the intervention of chance (Collins, 1997). Planned incrementalism argues that change is constant and evolutionary and should be planned in small steps based on an orderly adjustment to information flowing in from the operating environment (Quinn 1980, cited in Senior, 1997). This approach is related to contingency theory. The argument runs that the most effective way to organise is contingent upon conditions of complexity and change in the environment. Thus, the organisation should achieve congruence with its market environment and managers should support their strategies with appropriate structures and processes to enhance the likelihood of success (ibid). Turning to the final ‘ingredients', Wilson (1992:37) argues that ‘enterprise culture', ‘best practice' and ‘management gurus' are different faces of the same ideology. Enterprise culture denotes best practice and grows from a particular interpretation of management theory. This interpretation shapes the role of external consultants and thus determines who are the gurus; the ideology becomes self-supporting. Thus the ideology of strategic choice is mobilised in support of managerial ideology: to be successful in a free market system (entrepreneurial), firms should be modelled by managers upon best practice (currently, from the US and Japan), should adopt flexible specialisation and decentralised structures, and should seek to create organisational cultures congruent with managers' own. The ‘successful' manager comes to be defined as a ‘change master' (Kanter, 1993; see Peters and Waterman, 1982). The Emergent, Processual Perspective A common critique of the planned perspective is that the ability of management to rationally plan and implement organisational change ignores the influence of wider, more deterministic forces outside the realms of strategic choice (Wilson, 1992). Largely in opposition to this perspective and generally referred to as ‘systemic conflict', the emergent approach, according to Wilson (ibid:22) is constructed upon the following theories of organisation: 1 Contextualism; 2 Population ecology; 3 Life cycles; 4 Power and politics; 5 Social action. While also tending to acknowledge the role of human agency in effecting change, these approaches serve to widen the debate to include the impact of human interaction at micro and macro levels, thus constraining strategic choice (ibid). Contextualism is based upon an open systems (OS) model which views any organisation as being an interdependent component of a much larger whole (Pettigrew, 1985). Serving as a direct intellectual challenge to closed system perspectives, fundamental is the notion that no organisation exists in a vacuum. Emery and Trist (1960, cited in Wilson, 1992) argue that OS reveals the following characteristics: Equifinality – no one best way of achieving the same outcomes; Negative entropy – importing operating environment resources to curtail or reverse natural decay; Steady state – relationship stability between inputs, throughputs, outputs; Cycles and patterns – cash flows, stock-turns and so on. Thus, OS enables the variances between organisations' performances to be explained by external influences, facilitating comparative analysis, the establishment of sectoral norms and the identification of ‘supra-normal' practices (Wilson, 1992). Population ecology (and perhaps institutional theories) is based upon the Darwinian notion of ‘survival of the fittest' (Hatch, 1997). Thus strategic change is aimed at maximising ‘fitness' within the general population of organisations, through the identification of ‘market' niches and strategies of specialisation, differentiation or generalism (Porter, 1980, 1985). Competitive advantage is thus created and sustained through the construction of distinctive and inimitable structures, processes and cultures, eg: erecting high barriers to entry through technological investment, or eliminating threats of product substitution through high R & D investment and thus (desired) innovation (ibid). The life cycle perspective explicitly recognises the temporal nature of organisational change. Though linear in nature (all life cycle theories assume birth, growth, maturity, decline and death as givens), this approach provides insights into the potential internal and external conditions (and constraints) that an organisation is likely to encounter during distinct life cycle phases (Greiner, 1972 cited in Senior, 1997). However, this approach suffers from a similar critique to those levied at models of planned change. ‘Cycles' are not in fact cycles (suggesting reincarnation). Development is linear and progressive and an organisation's location on the ‘cycle' is highly subjective. Perhaps the major contribution of the emergent approach to organisational change, is the highlighting of the role of power and politics in moderating managerial efforts to effect fundamental and sustainable change (Handy, 1986). Essentially, three political models of power reveal that outcomes are incapable of being considered independently of processes and personal stakes. First, overt power is the visible manifestation of localised influence over preferred processes and outcomes (eg: ‘it's the way we've always done things around here'). Second, covert power is less visible and related to the extent of information sharing and participation in change processes afforded by organisational sub-groups (eg: senior management) to others – the phrase ‘inner circle' is a common indicator of covert power relations in operation. Finally, third, contextual power suggests that outcomes are mediated by societal forces and the economic structure of society itself (eg: elites, notions of social justice, and so on) (Burrell and Morgan, 1979). Postmodern analysis reveals the influence of discourse, symbol and myth as interchangeable between organisations and societies in the endorsement of preferred solutions. Thus, contextual power may be utilised to shape the wider justification and acceptability for organisational change( eg: ‘restructuring' for labour stripping; ‘reingeering' for work intensification; ‘partnership' for collective labour coercion; ‘TQM' for zero-tolerance and panoptican managerial control). Moreover, the contextual power perspective also reveals the hegemony of accounting ideology in neo-liberal systems (itself positivist, reductionist and inextricably linked to Taylorism). Thus serving to expose the influence of elite groups, notably silent under the strategic choice framework (Wilson, 1992). Finally, social action theories depict organisational culture (OC) as the structure of social action (ibid). The strategic framework choice would hold that OC is a possession of the organisation and is thus capable of manipulation . In contrast, the systemic conflict framework depicts OC is something an organisation is (a contrasting ontological position) and is therefore largely beyond managerial influence (Legge, 1995). Nevertheless, ‘strong' (integrated) notions of OC are eulogised by the so-called gurus (see Kanter, 1993; Peters and Waterman, 1982), despite receiving severe criticism for their weak methodological foundations (See Guest, 1992). The emergent approach appears to be at odds with the strong culture = high performance proposition at the heart of most change programmes; its causality is unclear. Implications As the above discussion illustrates, the management of change appears to hold sway over the analysis of change (Wilson, 1992). This implies that understanding has been exchanged for expediency. Put differently, managing change is both a learnable and teachable skill. In view of the short-termism inherent in the US and UK economies, with their shareholder emphasis on maximum financial returns and minimal financial risk (itself a contradiction with the notion of ‘entrepreneur'), it is hardly surprising that ‘recipes for success' are so eagerly sought after by under pressure managers and eagerly supplied by management gurus with pound-signs in their eyes. Practice appears to be on a divergent path from theory (Collins, 1997). Collins (ibid) attributes this apparent divergence to managerial education, which itself (as must any educative process) be viewed as a perpetuation of ideology. With respect to organisational change, management education serves to promote the aggrandisement of managers as †Canute-like rulers of the waves'. Epitomised by the MBA (Master of Bugger All?) with its roots in north America, such programmes are themselves reductionist and short-term in nature. Thus, students are precluded by time constraints from exposure to the theoretical foundations of change and, consequently, may be discouraged from challenging received wisdom. This is not to assert that ‘hands on' skills are unimportant, rather to expose that they lose potency in the absence of the appreciation of the wider context which MBA ‘babble', among a wider range of programmes, serves to suffuse. Conclusion – a rejection of Positivism? The investigation of organisational change has not escape the inexorable north American ‘shift' towards hypothetico-deductive perspectives of economics and psychology, with their positivist paradigms focused upon atomisation akin to the natural sciences (Cappelli, 1995). From a temporal perspective, while organisational change is viewed as inevitable in much the same way as in nature, the time frame selected for analysis tends to dictate the scope and degree of change to be investigated. Short-termism, it appears, is a form of temporal reductionism in the search for objective truth, that is a key factor behind the notion that managers can be trained to manage change through sets of skills that imply mastery over the ‘natural' world and therefore, time itself. In this view, planned models of change, rooted in classical theories of management, may be accused of being an ideological construct of assumed legitimacy and authenticity. On the other hand, a subjectivist systemic tension approach, rejects reductionist ‘tool kits' and lays claim to the inclusion of contextual variables at work throughout an organisation, its operating environment and beyond. In this view, while change is clearly not beyond managerial influence, its management is reliant upon wider understanding of the interplay of these variables, of which power relations may be prominent, in order to be able to predict the likely outcomes of managerial actions. However, for something to exist it must be capable of theoretical explanation. That practitioners have opted for voluntarist models of strategic change is not surprising given the elitist ideology of modern management: to control is to manage; short-termism equates to reduced risk and increased control; the institutions of Western corporate governance and finance thus have their goals met by such an approach. Yet, this is to obfuscate the quintessential qualities of the processual, emergent contribution to organisational change. While not refuting planned change, it perhaps serves to modify it – for any change to be understood, explained and sustained, the duality of voluntarism and determinism must be acknowledged and incorporated into the managerial knowledge base. The emergent approach exposes the potential folly of the extremes of positivism as applied to organisations as social entities, thus throwing open the debate to multi-disciplinary perspectives and enriching the field or organisational change. To be of value, such enrichment must be reflected in managerial education itself.

Sin Sin And Sin - 1196 Words

Ariah Quinonez Vesely ENGL1302.7 27 April 2017 Sin Sin can be interpreted in many different ways, one can choose to incorporate a religious belief, or another can simply rely on the right and wrong standards of a society. According to the Merriam-Webster Dictionary, the word sin can be defined as an offense against religious or moral law (â€Å"Sin.† Merriam-Webster). According to my own accumulated knowledge and spiritual beliefs, sin is the failure to conform to the standard of perfection established by God. The seven deadly sins come to mind when discussing and interpreting the word sin. These sins haunt the lives of many human beings, and cause destruction, devastation, and remorse. The seven deadly sins include: Envy, the desire to have†¦show more content†¦For example, the star of the popular television show, Man VS. Food, is extremely gluttonous. His meals are enough to feed a 4-member family of an undeveloped country in need. He over indulges by eating food mostly for pleasure and fame. Also, our music, Rappers of this century constantly rap lyrics about their lustful thoughts on women, gluttonous actions of liquor and drug consumption, and almost every single sin one could think of. I myself am even guilty of committing several of the seven deadly sins along with the entire human race.. An example of committing the concepts of the seven deadly sins, appears in the book titled The Great Gatsby. The entire plot, and characters’ values revolve around the 7 deadly sins. Gatsby and Tom both exemplify these sins. Gatsby’s desire for Daisy and his jealousy of the rich lifestyle, expresses envy. He thinks Tom doesn t deserve Daisy, he wants her and will do anything to please her to win her over. Gatsby crafts himself as an image that begs to be desired just as he once desired it. Gluttony is showed when the people that come to the parties take advantage of all the offerings Gatsby supplies for them. They eat and drink and dance and party to excess, and take extreme advantage of the offerings of a man they don’t even know. In the book, there are many characters who are a bit more than well-off. Both GatsbyShow MoreRelatedThe Sin Of The Original Sin961 Words   |  4 PagesWhen I think of the Original Sin, I think of the world’s first sin—t he patriarchy and matriarchy sin. Today, the world consists of sinners begging the Lord for forgiveness—thanks to Adam and Eve. How different would the world be if Adam and Eve did not bit the forbidden fruit? Would such sin still exist today? â€Å"If we confess our sins, he is faithful and just will forgive us our sins and purify us from all unrighteousness† (1 John 1:9 King James Version). It is important to keep in mind that no humanRead MoreThe Doctrine Of Sin : Sin Of Humanity1408 Words   |  6 Pagesâ€Å"The Doctrine of Sin† The theological term of sin (sinlessness of Christ) is the doctrine that Jesus was without sin, free from all transgression of the law and thus able to do the will of the Father in complete holiness (Grenz 107). However, sin of humanity in Scripture tells us it is a history of man in a state of sin also rebellion against God and God’s plan of redemption to bring man back to himself. Again, sin is failure to adhere to God’s moral law in action as well as in natureRead MoreOriginal Sin1617 Words   |  7 Pagesdiscussing this very information for the doctrine of original sin. The doctrine of original sin mostly pertains to the Roman Catholic religion. I will be covering when, where, and why the doctrine was originated. Original sin is the theory that every man is born into sin because our mother and father have sinned. The definition given by the Catholic Encyclopedia is: (1) the sin that Adam committed; (2) a consequence of this first sin, the hereditary stai n with which we are born on account of ourRead MoreThe Sin As A Crime And Sickness2259 Words   |  10 PagesChristian theologians have tried to figure out the best way to interpret why people sin and how they should repent ever since the bible was written. Some theologians explain sin as a sickness, in which people are driven to do wrong by an unknown internal urge. Theologians also use the sin as a crime method to explain sin as defilement against God and Humanity (Taylor 54-57). In addition to the sin as a sickness or crime theories, some religious scholars say each theory should be used but both areRead MoreSocietys Sin In The Scarlet Letter1226 Words   |  5 Pages Society’s Sin In Hawthorne’s romantic novel The Scarlet Letter, Hawthorne uses symbolism, contrasting, romantic imagery, and individual characterization to argue that sin can and should be forgiven despite the misguided ideals of society. By using symbolism to convey his argument in his novel, Hawthorne adds nuanced meaning to his argument. Notably, the letter A, the most prominent symbol in the book which originally meant to symbolize adultery, is ambiguous in many ways in order to give theRead MoreThe And Benefits Of Human Sin1341 Words   |  6 PagesKamila Hilal Social Foundations I Professor Rosof September 14th, 2014 Two Sides To Every Coin: Weighing the Consequences and Benefits of Human Sin The Tower of Babel, the Fruit of the tree of Knowledge, and the expulsion of Adam and Eve from the Garden all share in common the stern consequences of human actions in the face of God. The significance of these biblical events are often associatedRead MoreSin : The Spiritual Walk Of A Believer1266 Words   |  6 PagesUnconfessed sin can be very dangerous to the spiritual walk of a believer. Sin is when we do something that displeases God. We are all guilty of sin, and deserve to spend eternity separated completely from Him. He has promised to forgive us of our sins, but only if we take initiative and confess them to Him. Although Jesus died on the cross to pay our debt in full, there are still consequences when we sin against a holy and righteous God, and we don’t ask for repentance. We must acknowledge thatRead More Evil and Sin Essay1624 Words   |  7 Pagesof the paradox of sin. How can a world created by a supremely good God contain evil? What is sin and, if everythi ng was created by God, where did it come from? Intellectuals in the Middle Ages explored these questions and each arrived at their own shade of conclusion. To use a chromatic analogy, all could be called red, but with their own tints and tinges. For example, Dante Alighieris masterpiece The Divine Comedy can be thought of as an explication of his conception on sin. He spends two-thirdsRead MoreThe Black Veil : The Presence Of Sin Essay2396 Words   |  10 PagesThe Black Veil: The Presence of Sin in Hawthorne’s Short Stories Nathaniel Hawthorne’s Dark Romantic views shine through his writing, showing that human nature is weak and selfish. Although his plots revolve around misguided people and the guilt of their lives, the guilt stems from their sins that are arguably unpardonable since they affect the sinners’ lives until they die. Hawthorne especially uses the theme of an unpardonable sin in â€Å"Young Goodman Brown,† â€Å"Roger Malvin’s Burial,† and â€Å"The CelestialRead MoreEssay on Original sin1612 Words   |  7 Pagesdiscussing this very information for the doctrine of original sin. The doctrine of original sin mostly pertains to the Roman Catholic religion. I will be covering when, where, and why the doctrine was originated. Original sin is the theory that every man is born into sin because our mother and father have sinned. The definition given by the Catholic Encyclopedia is: â€Å"(1) the sin that Adam committed; (2) a consequence of this first sin, th e hereditary stain with which we are born on account of our