Animal Imagery of Moral Reversal Essay Example

Creature Imagery of Moral Reversal Essay Example Creature Imagery of Moral Reversal Essay Creature Imagery of Moral Reversal Essay In William Shakespeare’s Macbeth. the subject of good corruptness is depicted through the ethical inversion of vitalize creatures all through the dramatization. Shakespeare uses this plan to help set up the subject to his crowd. This sort of inversion is ordinarily associated with Macbeth himself and the more he develops self degenerate. the more bountiful the licentious creative mind. Close to the start of the dramatization. Macbeth is depicted off as a lord of mammoths in contrasting with a coney. a flying creature of Jove in looking at into a sparrow. demoing Macbeth’s valiance and fortitude ; †¦Yes’ as sparrows fowl of Joves. or on the other hand the bunny the ruler of brutes. On the off chance that I state sooth. they were as guns cheated with double cracks†¦ ( Act I: Scene II: Line 35 ) . This picture only assists set with increasing further the ethical inversion and corruptness all through the dramatization in light of the fact that. as a peruser. Macbeth is here observed as a fearless courageous grown-up male. a legend in the event that you should. Be that as it may, as the dramatization goes on. we radically consider a to be in Macbeth as he develops progressively degenerate and tracking with it. we see the adjustment in fleshly creative mind related with Macbeth. Not just does Shakespeare use licentious creative mind to depict Macbeth and his ain corruptness. in any case, he other than utilizes it to excite it by imagining moral miracle among the vitalize creatures themselves. demoing how Macbeth’s activities non just effect him. be that as it may, the equalization of nature as great. On Tuesday last A bird of prey tow’ring in her pride of topographic point. Was by a mousing fledgling of Minerva sold at and murdered. Furthermore, Duncan’s Equus caballuss †a thing generally strange and certain - †¦Turned wild in nature†¦ Tis said they ate one another. This scene was delineated after Duncan’s expire by the desperate manus of Macbeth. This non simply shows how Macbeth’s negative activities upset the equalization of nature. in any case, it shows the wrecking of equalization with in Macbeth himself. This contrasting with Macbeth before being depicted as a lord of monsters. a winged creature of Jove . as this daring grown-up male. shows his uprooting in character. It’s an incredible word image of his corruptness come oning inside difference to prior word pictures. We have burned the snake. non murdered it. She’ll be close and act naturally. while our hapless malignance stays at risk for her previous tooth. In Act III Scene II. Macbeth considers Banquo as such in view of the witches’ expressing he will do male rulers. be that as it may, non be one himself. Macbeth alludes to Banquo like this since he has recognized Banquo as a threat that could. as a snake can. lurk in the undergrowth and work stoppage him when he least anticipates it. It is a dry use of the picture. since it is Macbeth who really is the snake. Macbeth falls further in his corruptness. just doing him to search out to dispose of other people who he sees as a danger . The lewd creative mind here depicts this picture and this thing. Macbeth says o. loaded with Scorpios is my head. cherished wedded lady! Which means his head is loaded with improprieties and dim thoughts. This shows his acknowledgment of his corruptness. what's more, here we can see more that Macbeth has fallen further into his ain corruptness rather than early pictures of his corruptness. All through Macbeth. Shakespeare utilizes lewd creative mind non just every piece allegorical creative mind. be that as it may, to depict the harvest time of Macbeth and his inside corruptness.

How to Convert Grams to Moles and Vice Versa

Step by step instructions to Convert Grams to Moles and Vice Versa This worked model issue tells the best way to change over the quantity of grams of an atom to the quantity of moles of the particle. For what reason would you have to do that? This kind of transformation issue mostly emerges when you are given (or should gauge) the mass of an example in grams and afterward need to work a proportion or adjusted condition issue that requires moles. Key Takeaways: Converting Moles to Grams (and Vice Versa) Grams and moles are two units to communicate the measure of issue in an example. There is no transformation equation between the two units. Rather, you should utilize nuclear mass qualities and the substance equation to do the conversion.To do this, look into nuclear masses on the occasional table and utilize the recipe mass to know what number of molecules of every component are in a compound.Remember, addendums in an equation demonstrate number of particles. On the off chance that there is no addendum, it implies there is just a single particle of that component in the formula.Multiply the quantity of molecules of a component by its nuclear mass. Do this for all the particles and add the qualities together to get the quantity of grams per mole. This is your transformation factor. Grams to Moles Conversion Problem Decide the quantity of moles of CO2 in 454 grams of CO2. Arrangement To start with, look into the nuclear masses for carbon and oxygen from the intermittent table. The nuclear mass of C is 12.01, and the nuclear mass of O is 16.00. The equation mass of CO2 is: 12.01 2(16.00) 44.01 Therefore, one mole of CO2 weighs 44.01 grams. This connection gives a change factor to go from grams to moles. Utilizing the factor 1 mol/44.01 g: moles CO2 454 g x 1 mol/44.01 g 10.3 moles Answer There are 10.3 moles of CO2 in 454 grams of CO2. Moles to Grams Example Problem Then again, now and then youre given an incentive in moles and need to change over it to grams. To do this, first figure the molar mass of an example. At that point, duplicate it by the quantity of moles to find a solution in grams: grams of test (molar mass) x (moles) For instance, locate the quantity of grams in 0.700 moles of hydrogen peroxide, H2O2. Ascertain the molar mass by increasing the quantity of molecules of every component in the intensify (its addendum) times the nuclear mass of the component from the occasional table. Molar mass (2 x 1.008) (2 x 15.999) Note the utilization of increasingly noteworthy figures for oxygenMolar mass 34.016 grams/mol Duplicate the molar mass by the quantity of moles to get the grams: grams of hydrogen peroxide (34.016 grams/mol) x (0.700 mol) 23.811 grams There are 23.811 grams of hydrogen peroxide in 0.700 moles of hydrogen peroxide. Performing Grams and Moles Conversions Here are a few hints for playing out these transformations: The two issues most usually experienced are setting up the issue erroneously, so the units dont offset and give the right outcome. It assists with working out the change and ensure units drop. You might need to attract a line through them complex figurings to monitor dynamic units.Watch your huge figures. Science teachers are unforgiving with regards to detailing an answer, regardless of whether you set up the issue effectively. Moles to Grams Conversion Problem Now and again you are given moles and need to change over it into grams. This worked model issue shows youâ how to change over moles to grams. Issue Decide the mass in grams of 3.60 mol of H2SO4. Arrangement To start with, look into the nuclear masses for hydrogen, sulfur, and oxygen from theâ periodic table. The nuclear mass is 1.008 for H, 32.06 for S, and 16.00 for O. The equation massâ of H2SO4 is: 2(1.008) 32.06 4(16.00) 98.08 In this manner, one mole of H2SO4 weighs 98.08 grams. This connection gives a transformation factor to go from grams to moles. Utilizing the factor 98.08 g/1 mol: grams H2SO4 3.60 mol x 98.08 g/1 mol 353 g H2SO4 Answer There are 353 grams of H2SO4 in 3.60 moles of H2SO4.

Lean Manufacturing: Concept Overview and Disadvantages

Lean Manufacturing: Concept Overview and Disadvantages Presentation The most imperative development of lean bookkeeping as of late has been a honing center around esteem. Lean has consistently been focused on making an incentive for clients and taking out non-esteem including waste (Asefeso, p 9). Lean bookkeeping has been consistently making it workable for makers to expressly quantify an incentive in monetary terms and to concentrate improvement endeavors on expanding esteem. With numerous producers currently actualizing lean, it gets basic to find what part of lean bookkeeping has played in the progressions made. This paper will give a concise foundation of lean assembling and a general diagram of what lean bookkeeping is. I will likewise investigate a few issues and hindrances of lean bookkeeping from different inquired about articles. Foundation of Lean Manufacturing Lean is a way of thinking that prodded from the Toyota Production System (TPS). TPS was made by Toyotas organizer Sakichi Toyodo, Kiichiro Toyoda, and Taiichi Ohno. A lot of TPS was likewise impacted by W. Edwards Demings measurement process control (SPC) and Henry Fords large scale manufacturing lines. In any case, the Japanese were not intrigued with Fords approach since it was loaded up with over-creation, heaps of stock, and much pausing. Toyota distinguished these shortcomings in Fords creation line and adjusted the creation line to make an increasingly beneficial and solid creation line. TPS and lean additionally utilize without a moment to spare stock where just modest quantities of stock were requested and almost no stock was left holding up in the creation line. This likewise was altogether different from Fords creation line which generally purchased high volumes of materials and had high stock levels to bring down expenses. After TPS end up being fruitful for Toyota, numerous organizations adjusted their creation lines to consolidate lean standards. Lean administration was first presented in the United States in the mid 1980s after a worldwide investigation of the exhibition of car gathering plants. Basically, the essential guideline of lean is that it is an apparatus utilized in assembling to dispose of waste, improve quality, and decrease cost. Squander is killed by distinguishing non-esteem included action. The fundamental target is to gracefully consummate an incentive to the client through an ideal worth item that has no waste. Disposing of waste along whole worth streams, rather than at segregated focuses, makes forms that need less human exertion, less space, less capital, and less time to make items and administrations at far less expenses and with many less deformities, contrasted and conventional business frameworks (What is Lean?). Organizations may confront certain difficulties when applying shelter their creation lines. In the first place, lean ought to be applied to organizations that have creation lines that are standard, unsurprising, stable, and can be stream graphed. Second, lean usage may take years and can be expensive in enormous organizations. Contingent upon how coordinated the frameworks and how restrained the creation line is, it is very conceivable that a lean execution may come up short. There are a few key lean assembling rules that should be comprehended so as to actualize lean. Inability to comprehend and apply these standards will in all likelihood bring about disappointment or an absence of duty from everybody (Key Lean Manufacturing). These standards are as per the following: 1. End of waste; 2. Consistent improvement; 3. Regard for humankind; 4. Levelized creation; 5. In the nick of time creation; and 6. Quality implicit (Key Lean Manufacturing). The executives may likewise be disheartened to embrace lean assembling immediately on the grounds that the lean usage is a drawn out venture. Most CEOs settle on choices that advantage the organization in the short run, and may decide not to receive lean since it might show troublesome outcomes on the budget summary during the beginning periods. Lean will cause a reduction in stock levels, causing resources on the monetary record to drop which isn't constantly ideal. Be that as it may, these transient negative outcomes will inevitably turn out to be for quite some time run gains as the organization profits by less stock holding costs and improved procedures. Foundation of Lean Accounting While a great many people partner shelter fabricating forms, it is presently taking on a significant key job for organizations to receive lean all through different branches of the organization. A case of a help work that utilizes the lean idea is the bookkeeping field. Since bookkeeping is a help division, it ought to apply lean standards after the assembling office has consolidated lean. Accountings principle obligation is to precisely quantify and impart money related movement, and by embracing lean bookkeeping after effectively actualizing lean assembling would take into account the exact estimation of the new creation framework. Lean bookkeeping developed from a worry that customary bookkeeping rehearses were lacking and, truth be told, a hindrance to the selection of a portion of the important upgrades to assembling tasks. While producing chiefs realized that interests in mechanization and the selection of lean assembling rehearses were the correct activities, customary bookkeeping was regularly an obstruction to such enhancements, yielding numbers that possibly bolstered speculations when they could be defended by decreases in direct work, with little advantage attributed to any upgrades to quality, adaptability or organization throughput (Asefeso, p 10). Lean bookkeeping is the foundation of a totally unique model of assembling the board. Without anyone else, lean bookkeeping has restricted worth, yet as the monetary reason for the use of coordinations, unrivaled administration, industrial facility tasks, advertising, evaluating, and other essential business capacities, lean bookkeeping is ground-breaking. A center rule of lean bookkeeping is that the worth stream is the main suitable cost assortment substance inside the association, rather than customary accountings utilization of cells, cost or benefit focuses or offices ordinarily dependent on littler, practical groupings of work movement (Asefeso, p12). The fundamental thought behind lean is limiting waste, in this manner making more an incentive for clients with less assets. Issues and Disadvantages of Lean Accounting Lean bookkeeping may lessen the assembling procedure to a couple of numbers, however it doesn't give a ton of data. There are a few defects of utilizing the lean bookkeeping approach. Speed gives you a bit of leeway over the opposition. Regardless of in the event that you are first in a market or convey an item quicker, it will improve your seriousness and thus your income. Nonetheless, it is about difficult to decide this bit of leeway quantitatively. What amount does it persuade you to be in the market seven days sooner? One major thing in lean assembling is to lessen vacillations. The more even your framework works, the more beneficial you will be. Notwithstanding, it is hard to gauge these vacillations, significantly progressively hard to decide the effect of an enhancement for changes, and thus almost difficult to ascertain the money related advantage of diminishing variances. One more thing in lean is consumer loyalty, regularly portrayed as an incentive to the client. What is the financial harm if a conveyance is deferred, if an item breaks, if administration is moderate, or if your kin are antagonistic? It is almost difficult to know. Considerably progressively hard to decide is the manner by which improvement estimates will really impact the abovementioned. What amount does it cost you to offer a superior support, in what manner will this impact consumer loyalty, and what is your advantage from this? (The Problems of). Utilizing lean bookkeeping can likewise prompt terrible choices, for example, where to put the cash when benefits are augmented and where to take the cash out that has been spared. There are likewise a few inconveniences of utilizing lean bookkeeping. One disservice of lean bookkeeping is that it requires a top-down, some of the time great social move. Most assembling organizations have cost bookkeeping frameworks set up that measure creation enhancements as far as short and medium-term cost decreases. Be that as it may, lean bookkeeping centers around opening up assets to build the item or product offerings incentive to clients and get more cash-flow. Senior administration should accordingly change their deduction from one concentrated on the main concern to one concentrated somewhere close to incomes and benefits. Without administrations full duty, full usage of a viable lean bookkeeping framework will slow down (Wright). Bookkeeping frameworks customarily produce inside reports that proprietors and the board both senior and departmental survey and talk about. Lean bookkeeping plans to make an interpretation of the data into numbers that task-based workers in different divisions can utilize. These bookkeeping frameworks center around ordering cost-based information. Since lean bookkeeping centers around esteem creation, organizations regularly need to totally update their bookkeeping frameworks, assortment and estimation systems, controls and programming. Any framework redesign can be overwhelming, yet the extent of a bookkeeping framework upgrade can be especially thorough (Wright). Lean bookkeeping centers around expanding incomes and benefits by expanding the estimation of a companys items and administrations. At the point when lean bookkeeping frameworks center around esteem stream rather than cost, they may accidentally preclude costs or overlook issues identified with explicit expenses. Until an organization completely catches an item or product offerings esteem stream, bookkeepers will most likely be unable to suitably value items or decide every item singular degree of productivity (Wright). Successful lean reasoning and lean bookkeeping require information and contribution by all representatives. Numerous representatives in a customary assembling or circulation condition are receptive, after the requests given them. Organizations should along these lines put resources into preparing, creating and enabling every one of their workers to assist them with getting proactive. This can be costly and tedious (Wright

Cross Cultural Managers

Cross Cultural Awareness Task 1 The FIVE most important competencies for managing internationally in my country, Hong Kong, for these three American managers of TDS are: Interpersonal Skills If this is not the most important skill of all, it is the crucial one. This skill helps the expatriate managers to establish relationships, coordinate with others, satisfying the needs for friendship and intimacy when they are abroad. It also helps in building trust and form relationships with the people around them. The expatriate managers are often experiencing uncertainties and getting stressed when dealing things with work and personal life in a new environment. So with good interpersonal skills will be able to reduce the stress coming from every angle. Referring to a recent book (Schneider Barsoux, 2003, 190-1), the primary selection of many companies for the expatriate managers in practice is their track records on reaching their targets or getting their jobs done. Companies also would like to send those that are eager to climb further on their career ladders or those with technical or conceptual abilities instead of those with interpersonal skills abroad. These expatriates are often too focused on their personal agenda to make things happen and ignore the pressure that are given to the local staffs which would create tension at work. Moreover, feelings of mistrust and resentment of the local staffs towards the head office will also be exacerbated. Therefore, interpersonal skills should be taken into account when the American managers are being chosen to manage in a foreign country like Hong Kong. Motivation to live abroad It is a key factor for the expatriate managers and their families to adapt into the local culture successfully (Schneider Barsoux, 2003, 192). Basically they should have real interests in the country they will live in, in order to have the curiosity to get to know it better and experience it well. It is the desire that makes them easier to understand the culture with ease. Patience and respect Different countries have different cultures so it is necessary that the international managers have the patience and respect when dealing with the new culture. It takes time to cope and learn the differences between the culture at home and the culture of the new place so the international managers should be patient (Schneider Barsoux, 2003, 193). They also need to have respect for the local of how the things happen in some ways when dealing with different circumstances in any aspects. Cultural empathy This is a not skill that can be easily acquired because it is deeply rooted in someones character to have the mentality of empathy for others with cultural differences (Schneider Barsoux, 2003, 193). It is required in order to respect the local staffs by the international managers to be a good listener to focus on what they have to say. Being non-judgmental is also important for those managers to be able to understand others points of views. The psychological development of a human being allows narcissism to be evolved to a point that interfere the capacity for empathy (Kets de Vries, M. and Mead, C. 1992). Managers that are narcissistic usually are self- centred and think that others are paltry or just the extensions of their own. They make the values of others hard to be recognized, let alone appreciate, because they see others as objects or tools for them to get what they want in order to achieve their goals and they also think of others as the mirrors to reflect their own glory. This type of managers would use all their efforts to prove their worth instead of considering the needs and the existing values of the other staffs. Flexibility, tolerance for uncertainty and ambiguity These managers also need to have the flexibility, tolerance for uncertainty and ambiguity. Changing circumstances that are unexpected makes the managers face with thread of uncertainty and ambiguity because the reactions and the behaviors of the local staffs may be unpredictable. Managers are intended to reinforce greater controls and restrict on the information flow when they face this kind of tread especially during an international assignment (Schneider Barsoux, 2003, 192-3). It often results in a stereotypical response and not well adapted to the situation on hands. Although it is difficult for the managers that are usually awarded by being in charged and staying on top of things, expatriates need to go with the flow and let go of control. Everyone doesnt always need to go by the book because actions are often taken base on insufficient, unreliable or/ and conflicting information. Task 2 Controlling model and Adapting model are the names and characteristics of two specific models of strategy related to cultural assumptions and approaches in adapting to external environment as discussed in the literature. The differences between controlling and adapting approaches are described below: Controlling model is based on active search that is focused and systematic. The planning system of the controlling approach is formalized and centralized using expert consultants to assist in devising strategy. The information being used by the controlling method is objective, quantitative and impersonal also interpreting information relies on formal models and methods like strategic forecasting with scenario planning. The people involve in this model are those from the top management or the experts of the particular area. The decisions for the controlling approach would be made by the top management and pass down to be implemented. The strategic goals and action plans are clearly defined, articulated and it would be explicitly measured and rewarded in this controlling method. As it assumes that the environment is known to reduce environmental uncertainty. This approach is usually sequential and short term (Schneider Barsoux, 2003, 124). Adapting model is broad, sporadic, decentralized and mostly based on monitoring. It is the opposite from the controlling model, informal and decentralized. The adapting approach is personal, subjective and qualitative; the information would be interpreted by some informal methods with discussions and debate. It would have the employees involved from all across the ranks. The decisions for the adapting approach would be made by the front lines staffs, neither the people from top management nor the experts. The strategic goals tend to emerge and action plans are broad, implicit and vaguely monitored. Also it assumes that the environment cannot be readily known or controlled. This approach is long term and simultaneous (Schneider Barsoux, 2003, 124). The model of adapting approach is more appropriate in this situation with TDS because TDS is new to town and not quite familiar with the culture and environment in Hong Kong. Also the environment cannot be controlled or readily known, it would be wise to have the responsibilities to be diffused throughout the organization to make all the staffs from different ranks to get involved. Strategic direction tends to emerge when different people come with different perspective on the business point of view. The implementation should be locally determined to keep it within this strategic frame. Strategy can be refined on an ongoing basis and the adjustments can be made to any unexpected circumstances. TDS should be flexible in order to deal with any sort of unforeseen events or sudden change in any situation. A broad scan is needed in case of any subtle change in the environment and also accountability should be assigned to the collective too because everyone is involved to contribute to make things happen. Task 3 The Five methods of discovery that I would recommend to the three American managers transferring into my country, Hong Kong, are: Architecture and design According to a recent book (Schneider Barsoux, 2003, 24-6) the most obvious artifact is the architecture and design of the building when you enter the organization. In the United States, most of the office design would be opened space with partitioned off by half walls with each individual cubicles personalized by personal interested items such as photos, plants or aphorisms. By not being able to see each other directly allows a sense of privacy to be established. Also opened doors are usually signaled as accessible and available while closed doors are indicated as a sign of privacy desire in the United States. To the contrary, Japanese prefer to have some of the walls knocked off so informal communication would not be inhibited. On the other hand, Germans experience difficulty to work in an open-plan office due they feel it is lack of privacy. Although Hong Kong has a majority of 95 percent Chinese people according to a website (The American Chamber of Commerce in Hong Kong, 2008), and was also a British colony for over 150 years, the main business partner of its own is still the United States as shown by the figures provided from the Business Expectation Statistics Section, Census and Statistics Department, (2007a) (2007b). Therefore, most of the office design in Hong Kong is followed to the same style as those in the United States. Greeting rituals In the United States, the greeting rituals are tended to be paid less attention according to a recent book (Schneider Barsoux, 2003, 26-7). But for the other countries, the protocol is taken quite seriously. There are different forms of way in greetings such as showing respect by exchanging and inspecting business cards in Japan, greeting individual by name, shaking hands and making eye contact by French. The degree of body contact expected in greeting creates a fair amount of confusion in another part of the rituals too. In the United States, people might greet others with a hug even when the acquaintanceship is ordinary. In some countries like France, kissing hello and goodbye are common while people from countries like Hong Kong might feel uncomfortable and uneasy about it. According to a website (The Economist Newspaper Limited, 2008), handshaking followed by an immediate swapping of business cards is the most common form of greeting in Hong Kong. Dress Codes It is another cultural artifact varies from the degree of formality. Schneider Barsoux (2003, 29) pointed out that Anglo and Asian managers do not want to get too much attention or stand out by the way they dress while the Latin managers really care about their personal style. Moreover, corporate dress seems to be color coded in some countries. For example in the United Kingdom, some women are advised not to wear suits and dresses in bright color to work such as red and some bankers of a Dutch bank even avoid to wear suits in brown. It also signals task orientation. In the United States, rolled up shirt sleeves is considered as a signal of hard working while in France means relaxing on the job. Not to mention that some US companies have designated days to encourage people to appear in casual clothes at work such as Fridays. According to a website (World Business Culture, 2008), dress codes differ base on the size of company and industry sector in Hong Kong. Men mostly wear dark suits, shirts and ties while women wear conservative suits and dresses. Trousers and causal wear are tended to be worn only on informal occasions or designated days. Written versus verbal contracts In different parts of the world people have different definitions toward the sealed business agreements as mentioned in a recent book (Schneider Barsoux, 2003, 30). In some places, ones word means more than a legal document while others need to put down all the details on a paper in black and white. Problems would appear when the contracts are expected by the head office to be signed, sealed and delivered from a place where ones reputation and honor are way more valuable than some legal documents. Figures from Schneider Barsoux (2003, 30) for the estimated numbers of lawyers per capita of some countries like United States, United Kingdom, Germany, France and Japan reflect the differences on expectations. American managers will bring it to the legal department to retrieve whenever a business deal has been fell through while some other countries would sort things out through the relationship. Since Hong Kong is a Common Law Jurisdiction like most of the United Kingdom, Ireland and the United States (Wikimedia Foundation, Inc. 2008a), people most likely to expect to have a written contract over a business deal. Criteria for success It depends on the importance of stakeholders whether it is the benefit of the shareholders, the customers or the employees. Beliefs and values differ when there are different stakeholders; there are different criteria for success. Schneider Barsoux (2003, 31) claimed that American companies only exist for the benefit of the shareholders. This might be disagreed in Japan or even shock the Japanese as they believe customers have the divine rights. Some countries in Europe such as Germany or Sweden believe that the employees have the divine rights instead. Although all these factors are crucial to the business success, you still need to have a closer look to the cultural preferences in different countries like Hong Kong. Task 4 In my opinion, the key functions for managing people and human resource management are recruitment and selection, compensation and rewards, employee relations, and career development. Recruitment and selection This can be the most challenging and important function for managing people and human resource management. It is because finding the right people for the right job is essential. It is often a challenge as well especially when the nature of the local labor market or the available human resources is not familiar. The company needs to understand how to access the local labor pool in order to get the equivalent people to work for the company. So finding those candidates who have the abilities and requirements to finish the task and get the job done is also hard and essential, not to mention to get those who seem to likely match with the existing corporate culture. Moreover, the standard profile of one country might be very different from another in terms of representation and the differences in education systems also play a part to make the selection difficult in selecting which person fits the profile for the job (Schneider Barsoux, 2003, 151). Compensation and rewards The cultural differences play a role when it comes to determine the terms of reward and who gets it. Different cultures have different type of value in relations to the reward and vary to the extent in the belief that reward should be collective or individual. Pay for performance is assumed to be based on contribution or equity instead of the belonging to the group or equality (Eretz and Early, 1993). In the contractual view of employment, the notions of equity, you get what you deserve, are embedded while the notions of equality, you deserve what you get, correspond to the social view (Pennings, 1993). According to Susan Barsoux (2003, 165), the current trend of linking salary payment to working performances is especially suspect to be cultural related. It has been discovered that in some countries like France, it would be shocked for the French executives to have clearly stated quantifiable objective relating increased performances to increased bonus. It is because the French executives found that discussion about money and finance is such a turned off. It also provoked outcries when the merit pay was attempted to be introduced in Japan. It created uproar as the Japanese executives were scared that it would ruin the harmony of the group and might also encourage short term thinking especially when the employees only focus on the performance in order to get the bonus. On the other hand, the dominant influence in American managerial thinking is the principle of equity that each one should be rewarded based on the solely contribution by that particular person. Nowadays in the view towards team management that demands group cooperation instead of competition among individuals finds the merit-based pay in the United States demotivating (Susan Barsoux, 2003, 167). The preference between financial or non financial incentives is also related to the culture. The motivating potential of money, status, vacation time is also affected and changed across countries. Swedish would prefer to have some time off rather than a bonus because they are more concerned with the quality of life and monetary rewards are less motivating while giving time off might seem to have not much point in Japan when most of the employees only take half of their holiday entitlement (Susan Barsoux, 2003, 167). So the internationally operated companies should learn to appreciate the different values and evaluate the potential impact as well because the remuneration package is a very strong indicator of the culture and the behavior expected and also can be used in order to encourage cooperation or competition, risk taking or conservatism, and information sharing or information hoarding. The remuneration package is also a very important signal when it comes to aspiring recruits. When the company wants to attract local elite, it can choose to align itself with the local norms or the alien one when the preference of the company changes to attract the less mainstream or adventurous or those that are frustrated with the local practices and looking to be rewarded for their efforts and success (Susan Barsoux, 2003, 168). Employee relations It is important to have a good relations and mutual understanding between the management and the staffs of the company. Any staff grievances of the company should be dealt with and well listened to in order to promote a harmony environment. An open dialogue is needed to be promoted between the management and the unions of the company to eliminate any conflicts or fictions that may occur between the staffs and the management specially when there is a new implementation of company policies. Also the employees political standing should be respected and well listened to especially when it is toward the company policy and issues. Good employee relations help increasing the engagement of the employees to the company so as their commitment and involvement as well. It also helps with the staff retention which is necessary for a company setting up in a new country like TDS (CIPD, 2008). Career development National culture has an impact on career development and the natures of the managerial tasks on what management should do or be are depended on assumptions of being versus doing. The determinants for success varies across cultures when some places have it based on achieving results like the United States while in the United Kingdom having good interpersonal skills and personal connections are the keys for success at the career front. Favored career paths also differ culturally and it is bound up with cultural assumptions regarding the importance of the individual versus loyalty to the company, doing versus being, and tolerance for uncertainty. So a multinational company should make sure that the perceptions of what it takes to get to the top and the patterns of career development would include people with different skills, abilities, knowledge and perspectives (Susan Barsoux, 2003, 168 -70). With the references to managing people and HRM, I feel the four department managers, two from the United States and two from Hong Kong, should focus on during their first three months is selection because it is vital to get the right people for the right job in any organization (Schneider Barsoux, 2003, 151). Local talent may have different types of abilities, skills, knowledge and strength owing to the national values differences placed on the education so it is also a challenge to get the right people who fit the requirement for the particular job and also fit with the company culture. The managers should consider the differences in attitude towards the hiring practices in Hong Kong and also the cultural differences will influence on how to recruit as well. So getting access to the local labor pool to get the people that match with the job criteria is important too. Therefore, selection should be focused by four department managers for the first three months to get the right people in place and help them to adjust and fit into a new culture and way of life in order to make the launch of TDS in Hong Kong a success. The trade unions in the United Kingdom has a culture as a collective bargaining tool with management while the one in the United States has more of a hire and fire culture. In Hong Kong, there are four trade unions and the largest one among them is the Hong Kong Federation of Trade Unions and their main slogans are patriotism, solidarity, right, welfare and participation (Wikimedia Foundation, Inc. 2008b). Although the unions in Hong Kong are focused on the rights and welfares of the workers as much as those in the United Kingdom and the United States but they are still at the stage of establishing as the largest unions in Hong Kong was founded in 1948 while those in United Kingdom have been existed for over 100 years like the General Federation of Trade Unions (UK) (Wikimedia Foundation, Inc. 2008c) and so as those in the United States like the American Federation of Labor and Congress of Industrial Organizations was founded in 1886 (Wikimedia Foundation, Inc. 2008d). Since the United States is the biggest trade business partners of Hong Kong, most of the companies would contain the culture of the United States to remain individual. Task 5 The benefits of creating and working within the context of a multicultural team are given the larger complexity and speed of change in the international business environment. It seems obvious that bringing people together from different cultures enhance the quality of decisions taken. These multinational cultures contribute a greater range of perspectives and options with even more successful marketing strategies and ideas to attract different types of customers. It can also provide a different or new way of looking at the old or existing problems and help to promote the chances for greater innovation and creativity with the cultural differences as well (Schneider Barsoux, 2003, 218). Combining people from different cultural backgrounds also benefits the organization integration and learning so as the managerial development. It improves lateral networks for the communication and information flow. Also when bringing the people with the different cultural backgrounds together, it can be a solution to help minimize the risk of uniformity and pressures for conformity which can appear in the company when there are too many like minded people working at the same company together at the same time (Janis, 1971). Also teams that are composed by members with different profiles are far more effective than teams that are made by the best and the brightest performers or with the members who are having the similar profiles. Teams that have included a mixture of members with profiles of different areas performed better as they have the balance of roles. Different cultures have different assumptions toward the business issues and also have different ideas about the reasons of teams. So that to share information and discuss about any problem at work with people from different cultural background would often generate greater results in a dynamic way. Furthermore to the benefit of the combination with people from different cultures background would enhance the productivity for the organization. The challenges of creating and working within the context of a multicultural team are that bringing people together from different cultures is given more ambiguity and uncertainty in decision making. Also it would be much more complex in the organization from the procession to implementation due to the cultural differences in assumptions. People with different cultural backgrounds work together might create interpersonal conflict and communication problems at work. Also it would create greater potential for frustration and dissatisfactions that might lead to higher turnover of team members within the group (Schneider Barsoux, 2003, 231). The choice of language using within the multicultural team might also creates friction and misunderstanding especially when the native language for the three American managers is English while the native language for the local managers is Chinese, there is a huge scope for misunderstandings that could hamper the cohesion and effectiveness of the team no matter how fluent the local managers could speak in English (I-change, 2008). According to the personal upbringing and values, technical background and training, and also the national backgrounds can distort and filter the messages in many layers of meaning within a multicultural team that can lead to further misunderstanding and frustrations. Barriers would also be created for the multicultural team due to the direct versus indirect communication; trouble with accents and fluency; differing attitudes toward hierarchy and authority and so as the conflicting norms for decision making (Brett, Behfar Kern, 2006). Direct versus indirect communication is that in western cultures, the communication is typically direct and explicit. The listener does not need to know much about the speaker in order to interpret the context because the context of the meaning of the conversation is on the surface while the meaning of the conversation is embedded in the way the message is presented in many other cultures. Although the language of international business is English, the trouble with accents and fluency may lead to deep frustration and misunderstanding because of nonnative speakers accents, problems with translation or usage and lack of fluency would also influence the perceptions of status and competence. A challenge inherent in multicultural team with differing attitudes toward hierarchy and authority is that by design, teams have a rather flat structure. But team members from some cultures that people are treated differently according to their status in an organization probably are uncomfortable on flat teams. If they defer to higher status team members then their behavior will be seen as appropriate when most of the team members are came from a hierarchical culture; but they may damage their stature and credibility and even face humiliation if most of the team members are came from an egalitarian culture. Cultures differ enormously when it comes to decision making due to the conflicting norms for decision making particularly on how much analysis is required beforehand and how quickly the decisions should be made. American managers like to make decisions very quickly and with little analysis relatively when compared to the managers from other countries that may also be the challenge too. Task 6 Management Approach The four profiles are Village Market Well oiled machine Family or tribe Pyramid of people Ethical considerations: Managers and companies need to access how different spheres of cultural influence contribute to ethnical behavior. Ethical considerations could include such things as harsh capitalism which could include laying off workers, breakdown of psychological contract, corruption, codes of conduct, and the Sullivan Principles. Common rationalizations in explaining unethical behavior can be: It is not really illegal or immoral It serves the best interest of the individual or company It is safe because it will never be found out or publicized The activity helps the company and therefore it will be condoned and protected References: Brett J., Behfar K. Kern M.C. (2006) Harvard Business Review[online]. Available from:https://web.gsm.uci.edu/~kbehfar/Behfar-HBR%202006.pdf [Accessed 27 July 2008] Business Expectation Statistics Section, Census and Statistics Department. (2007a). Hong Kong Statistics Statistical Tables [online]. The Government of the Hong Kong Special Administrative Region. Available from: https://www.censtatd.gov.hk/hong_kong_statistics/statistical_tables/index.jsp?htmlTableID=133excelID=134chartID=tableID=133ID=subjectID=5 [Accessed 29 June 2008] Business Expectation Statistics Section, Census and Statistics Department. (2007b). Hong Kong Statistics Statistical Tables [online]. The Government of the Hong Kong Special Administrative Region. Available from: https://www.censtatd.gov.hk/hong_kong_statistics/statistical_tables/index.jsp?htmlTableID=134excelID=chartID=tableID=134ID=subjectID=5 CIPD. (2008) Employee Relations: an overview [online]. Available from: https://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm [Accessed 13 July 2008] Eretz, M. and Early, P.C. (1993) Culture, Self-identity, and Work, New York: Oxford University Press. I-Change. (2008) Multicultural teamwork Communication[online]. Available from: (https://www.i-change.biz/multiculturalteamworkcommunication.php [Accessed 27 July 2008] Janis, I.L. (1971) Victims of Groupthink, Boston, MA: Houghton Mifflin. Kets de Vries, M. and Mead, C. (1992) Development of the global leader, in V. Pucik, N. Ticy and C.Barnett (eds) Globalizing Management, New York: John Wiley, pp.194-205 Pennings, J.M. (1993) Executive reward systems: A cross national comparison,, Journal of Management Studies, 30(2), pp.261-80, p.264. Schneider, S.C. and Barsoux, J.L. (2003), Managing Across Cultures 2nd edition, pp.24-6, Prentice Hall. Schneider, S.C. and Barsoux, J.L. (2003), Managing Across Cultures 2nd edition, pp.26-7, Prentice Hall. Schneider, S.C. and Barsoux, J.L. (2003), Managing Across Cultures 2nd edition, p.29, Prentice Hall. Schneider, S.C. and Barsoux, J.L. (2003), Managing Across Cultures 2nd edition, p.30, Prentice Hall. Schneider, S.C. and Barsoux, J.L. (2003), Managing Across Cultures 2nd edition, p.31, Prentice Hall. Schneider, S.C. and Barsoux, J.L. (2003), Managing Across Cultures 2nd edition, p.124, Prentice Hall. Schneider, S.C. and Barsoux, J.L. (2003), Managing Across Cultures 2nd edition, p.151, Prentice Hall. Schneider, S.C. and Barsoux, J.L. (2003), Managing Across Cultures 2nd edition, p.165, Prentice Hall. Schneider, S.C. and Barsoux, J.L. (2003), Managing Across Cultures 2nd edition, p.167, Prentice Hall. Schneider, S.C. and Barsoux, J.L. (2003), Managing Across Cultures 2nd edition, p.168, Prentice Hall. Schneider, S.C. and Barsoux, J.L. (2003), Managing Across Cultures 2nd edition, pp.168-70, Prentice Hall. Schneider, S.C. and Barsoux, J.L. (2003), Managing Across Cultures 2nd edition, pp.190-1, Prentice Hall. Schneider, S.C. and Barsoux, J.L. (2003), Managing Across Cultures 2nd edition, p.192, Prentice Hall. Schneider, S.C. and Barsoux, J.L. (2003), Managing Across Cultures 2nd edition, pp.192-3, Prentice Hall. Schneider, S.C. and Barsoux, J.L. (2003), Managing Across Cultures 2nd edition, p.193, Prentice Hall. Schneider, S.C. and Barsoux, J.L. (2003), Managing Across Cultures 2nd edition, p.218, Prentice Hall. Schneider, S.C. and Barsoux, J.L. (2003), Managing Across Cultures 2nd edition, p.231, Prentice Hall. The American Chamber of Commerce in Hong Kong. (2008). Living in Hong Kong [online]. Available from: https://www.amcham.org.hk/hongkong/lhk/lhk2008/CH01-p06-Ppl_Customs.pdf [Accessed 28 June 2008] The Economist Newspaper Limited. (2008). Cities Guide Hong Kong [online]. Available from: https://www.economist.com/cities/displayobject.cfm?obj_id=10316488 [Accessed 28 June 2008] Wikimedia Foundation, Inc. (2008a) Legal System of the World [online]. Available from: https://en.wikipedia.org/wiki/Legal_systems_of_the_world#Common_lawWorld [Accessed 29 June 2008] Wikimedia Foundation, Inc. (2008b) List of trade unions [online]. Available from: https://en.wikipedia.org/wiki/List_of_trade_unions [Accessed 13 July 2008] Wikimedia Foundation, Inc. (2008c) General Federation of Trade Unions (UK) [online]. Available from: https://en.wikipedia.org/wiki/General_Federation_of_Trade_Unions_%28UK%29 [Accessed 13 July 2008] Wikimedia Foundation, Inc. (2008d) AFL-CLO [online]. Available from: https://en.wikipedia.org/wiki/AFL-CIO [Accessed 13 July 2008] World Business Culture. (2008). Hong Kong Dress Code [online]. Available from: https://www.worldbusinessculture.com/Hong-Kong-Business-Dress-Style.html [Accessed 29 June 2008] Bibliography: CIA. (2008) The World Factbook Hong Kong [online]. Available from: https://www.cia.gov/library/publications/the-world-factbook/print/hk.html [Accessed 28 June 2008]. Hmieleski, K. (2006). 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Catcher in the Rye vs Frankenstein Novel Study Essay

Independent Novel Study In today’s world, innocence cannot be preserved forever. As humans age, they lose their innocence due to the corruption that exists in society. This is demonstrated in the two novels, Catcher in the Rye and Frankenstein. The two authors, J.D. Salinger and Mary Shelley prove this statement through their use of various literary devices. Key characters in both novels- Holden and the creature- learn through personal experiences that innocence cannot, in fact, be preserved forever, and they both face the reality of corruption. The use of allusions in both novels plays a big role in assisting the authors with introducing the message of innocence and corruption. The most obvious use of an allusion in Catcher in the Rye†¦show more content†¦The creature feels abandoned by his creator, Victor, and proclaims to him: â€Å"Remember that I am thy creature; I ought to be thy Adam, but I am rather the fallen angel† (Shelley 87). Shelley refers to the creature as being abandoned by Victor just as God abandoned angel Lucifer after he committed terrible sin. The reference to Adam in the Bible is a reoccurring theme which reflects how Victor’s abandonment of the creature caused him to do harm. Victor brings his monster into the world as an innocent creature, or so the creature believes. However, society rejects the creature because of his appearance and he is corrupted to a life of misery, thus losing his innocence. Shelley uses this allusion to prove that as humans (or creatures of similar nature, in this case) experience the corruption that exists in the world, their innocence is lost. Furthermore, both Salinger and Shelley display an effective use of motifs which also assist in demonstrating the theme of innocence and corruption. The most recognized motif used by Salinger is without a doubt Holden’s red hunting hat. Salinger suggests that the hat is a symbol of Holden’s uniqueness and individuality. The hat i s a bit strange, which shows Holden’s desire to be different from everyone else, thus isolating himself from others. It is worth noticing that the colour of the hat, red, is the same as that of Allie and Phoebe’s hair. Perhaps Holden associates his hat with the

Project Management The Core Team Roles - 1823 Words

A project team can be made up of several roles that will be determined with project manager discretion as part of the project charter. The core team roles are: †¢ Business User – responsible for providing requirements, writing user stories, clarifying needs, testing software †¢ Project Manager – responsible for managing the project/environment/team, providing project status, and managing scope †¢ Business Analyst – (as needed and available) responsible for requirements, testing, design, and transition support †¢ Implementation Analyst – responsible for configuration and setup of package or SaaS systems as well as deployment activities that will ensure adoption. †¢ Programmer Analyst – responsible for requirements, producing usable†¦show more content†¦A prerequisite to this approval is a Project Charter to be completed and signed off by the Operating or Corporate Group Leader. The SDLC begins with a cross-functional kick off meeting where the scope of the project is defined, the majority of requirements are identified, and priorities are set regarding need and timing. The requirements are documented as user stories and may be optionally captured within the user story tracking software (JIRA). This tool can also be leveraged to collect any additional clarification of functional design requirements. DESIGN AND DEVELOPMENT – SPRINTING The design and development stage will vary depending on whether the system being deployed is primarily custom or packaged / SaaS. For systems that have a high degree of configuration and/or customer development the user stories are evaluated by the entire team for the level of complexity and effort that is required to complete each user story. For systems that are based on a package or implemented in a SaaS model, the configuration will be primarily based on best practices imbedded as part of the system. This initial prototype will then be iteratively changed with business involvement and guided by the user stories. The

A Protest That Changed Amrerica Samples †MyAssignmenthelp.com

Question: Discuss about the Protest That Changed Amrerica. Answer: Introduction: The American Civil Rights movement is regarded as one of the most iconic social movements of the 20th century. It was a popular mass movement to secure equal rights and opportunities for the African Americans for basic privileges and rights of US citizenship. The movement had gathered fuel in the 1950 and 60s. White men and women along with the African Americans had joined hands to fight for the common cause of this just cause. It took the bravery of leaders like Dr. Martin Luther king Jr, John F. Kennedy and of women like Rosa Parks and the coming together of an entire nation which led to the success of this large movement. They had resorted to civil means of pursuing their objectives. It included negotiations, petitions and non-violent protest demonstrations. . It led to the occurrence of one of the largest protest march, the March to Washington for jobs and freedom. The movement had a major impact in US history. It led to the end of the prevalent de jure segregation (separation en forced by law). Some prime examples are right to register to vote and then actually vote as well as right of using public accommodation like bathroom, bus stations, publically funded schools and colleges. The movement had also influenced the modern womens right movement, the students movement of the 1960s, the passage of the Civil Rights Act of 1964 and the Voting Rights Act of 1965. Most importantly, the biggest accomplishment of this movement was the change it brought to the lives of more than 5.5 million African Americans of the USA. This essay tends to review the various aspects of this change which was brought in due to the historical Civil Rights Movement. Initial discontent behind the movement: The discontentment which set forth this historic movement had a troubled history behind it. Slavery and racial discrimination were pivotal aspects which had led to this discontent. The abolition of slavery happened only after the passage of the thirteenth amendment and after the American civil war, but the newly freed colored people lacked education, property and voting rights specifically down south, where slavery was rampant. To promote black integration into the mainstream white society, federal and state governments enacted various reforms between 1867 and 1875, but it failed to achieve its basic aims. The white hegemony in south and their contempt was evident in their actions to stop colored people from entering their society through continuous harassment and intimidation. Various racist clans such as the Ku Klux Klan even used extreme measures such as lynching and other violent methods to prevent colored folks to stand for their basic rights. The supreme courts separate but equ al standpoint had given the white people more power to inflict pain to the colored people in their exercise of the most basic rights of citizenship. The deadly Jim Crow law came into the effect because of this white monopoly which caused parks, drinking fountains, cars, theatres, restaurants and other public places from black folks. To answer Jim Crow, among the civil rights activist, the highly intellectual W.E.B. Du Bois, demanded blacks to fight for their rights. He laid the formation of the National Association for the Advancement of Colored People (NAACP), a civil rights organization that gathered together lawyers, educators, and activists to unite in their fight for civil rights. Through importune, demonstration, and legal action, the NAACP started a steadfast campaign to end segregation in housing, education, and other public life amenities. During the World War I, racial problems continued against Afro-American soldiers, despite their readiness to sacrifice their lives. Thes e events, together with the growth of the atrocities, resulted in an increase of protest from black communities that brought Jim Crow under intense national scrutiny. This Movement gathered further pace and recognition with the two significant events which occurred in the 1950s. The first one is the ruling of the Supreme court in the Brown vs. Board of education case that segregation in schools and educational institutes was unconstitutional as this has hazardous impacts on the psychology and the learning of black kids who used to attend those schools along with their white counter parts,. Many school officials acted adamant and refused to abide by the ruling although, this ruling had created a spark. Secondly, another incident created a nationwide buzz regarding the black apathy, where Rosa parks, a seamstress had created a revolution. She had boarded a bus along with other members of the NAACP on December, 1, 1955. She along with the others had occupied the so called negro seats i n the back of the bus and she specifically, had not vacated her seat for a white passenger, as was the accepted norm because they were racially backward (Alderman et al., 2013). Her defiance and tenacity had set an exemplary behavior across the nation. Gradually, these incidents led to the widespread discontent and thus the birth of a historic movement began. Objectives and goals: The objectives and goals of the Civil Rights movement are varied in nature but were united in bringing a social equality amongst the white and color folks of the United States of America. Some of their prominent objectives were to put an end of segregation for colored people, De-segregation of schools and other public utility services, equal and fair voting rights, right to purchase property just like any other white folk, fair access to jobs and other opportunities in general. Key figures: Some prominent figures of this movement were Martin Luther King Jr, Malcolm X, President John f. Kennedy. Their roles have been discussed below: Dr. Martin Luther King Jr- King was a pioneer of the Civil Rights movement. He was a clergyman who rose to prominence during the 1950s, when he voiced his anger in protest of the arrest of Rosa Parks, who had deliberately refused to sacrifice her seat in a bus for a fellow white passenger. He used his famous tactics of putting forth his views and methods inspired by Gandhis non violence doctrine. It was due to his painstakingly efforts that led to the establishment of the Southern Christian Leadership Conference (SCLC). In 1955, he was also instrumental in the Montgomery Bus Boycott which had led to the Supreme Court ruling of abolishing of segregation in public transport. He was greatly impressed by the ideals of non violence of Mahatma Gandhi and had used it to fuel the movement (Garrow, 2015). Today Afro-Americans owe a great debt of their freedom to Dr. King. Malcolm X- Malcolm X was a key figure in the Civil Rights Movement of the United Sates. He was a great speaker and influential motivator and the nation of Islam. He believed in the usage of aggressive as well as violent means to fight for the rights of the colored people across the America. He was exactly the flip side of the way of working of Kings methods of non violence. Those people who never favored Kings methodologies used to work under Malcolms aggressive methodologies. Eventually he was assassinated after he fell through with the Nation of Islam. John F. Kennedy- President Kennedy initially was not very much involved with this movement because of the fear of losing his present and prospective voters. Nevertheless, he did plant the seeds of the Civil Rights Act 1964. After the riots of Birmingham, which had happened as a mark of protest of the bombings to kill four innocent little colored girls in Birmingham, President Kennedy had decided to fight for this movement irrespective of the results of the next elections and the fear of losing of his vote bank (Austin, 2013). He also had supported the historic march towards Washington on 28th August, 1963 in support of jobs and freedom. Alas its a shame; he never remained alive to see the fulfillment of the full fledged freedom of the Afro- Americans of his country, as he was shortly assassinated after a few months. Achievement of the objectives: The objectives of the movement were achieved after a serious of sacrifice, strategies, petitions, prayers, marches, protests and other non violent methodologies. There were various events which led to the success of this historic movement and these events showcase how the fight of the innocent souls was fought. The formation of the NAACP had laid the initial foundation of this movement. It was formed by various sections of the Black leaders, politicians, lawyers and experts of other fields in defiance to the deplorable state of the colored people across the United States. W.E.B Du Bois, Ida b. wells, Archibald Grimke were the founders of this organization in response to the atrocious crimes and laws like Jim Crow which were happening across the Southern US. The win over the Brown vs. Board of Education case of 1954 was a significant achievement of this organization which led to de segregation of schools for colored children. Secondly, the bus boycott in Montgomery, Alabama was one of the most important events of the movement, which had happened in protest of the arrest of Rosa Parks, who had refused to give up her seat for a fellow white passenger and was arrested. The boycott had limited success, however it was successful in showcasing what could be achieved by way of peaceful and non viol ent means of protest. The sit in campaign was another milestone. On 1st, February, 1960, four black students had visited an only whites restaurant and had ordered food, but were not entertained by the waiters; in response the students remained seated until closing. This incident highlighted the racial attitudes of the Sothern folks, garnered a lot of nationwide publicity and by the summer of 1960, many food counters had been de-segregated. The Selma March was another significant event of this movement which was aimed at vouching for the constitutional right to vote for the black community. It is regarded as a bloody Sunday because of the kind of atrocities the meted out to the assembled crowd. The use of water cannons, fire hoses, tear gas and police dogs on innocent black men and women were telecasted to the entire world which had shocked humanity to the core. Along with this, the historic march to Washington in support of jobs and freedom was another milestone of this movement. Th e gathering of 250,000 in August 1963 in defiance of lack of freedom and job was historic in nature (King, 2016). The crowd gathered had felt a sense of relief, importance and finality that victory was inevitable. They felt reinvigorated, recommitted and confident after the trials and tribulations which had troubled the colored folks for more than centuries. The speeches of John Lewis, Walter Reuther and specially Dr. Kings the famous I have a dream speech, had fulfilled the crowd with a sense of purpose and importance. A sense of finality surfaced when Dr. King said, that this is no time to engage in the luxury of cooling off or to take the tranquilizing drug of gradualism and the whole crowd had erupted in a sea of joy. All the above events had a prominent role to play in this arena of civil rights for the colored people of the United States. Consequently, in 1965, the Voting Rights Act was finally passed, which was successful in removing most of the prominent barriers to registration. By the close of the year, over 250,000 Afro-Americans were registered as legal colored voters for the first time in the history of the United States of America (Kakutani, 2013). This had officially marked the end of the American Civil rights Movement. Legacy of the movement: The movement was successful in establishing a legacy of its own in many aspects, not only in the form of the tangible laws and changes but also a sense of freedom with a new dawn was ushered by the united people of the United States of America. Today most of the members of the black community are allowed to go to schools, colleges, public places, and the era of racial tension is almost over but the total eradication of this disease has yet not taken place (Russell, 2013). No other community has suffered because of racial discrimination than the black community of this nation. Recent killings and violence subjected to the black school and college goers by the cops show a different picture. According to Legendary basketball player, LeBron James, racism has no religion and it targets every black person from the prince to the pauper. He recently said to the media that, No matter how much money you have, no matter how famous you are, no matter how many people admire you, being black in Am erica - it's tough ("LeBron James: Racism is 'part of America'", 2018). He has recently been a victim of racism when his house was attacked in broad day light in the United States. Although, the impact and the legacy of the brave men like Dr. King, Rosa Parks cannot be tarnished but racism is still present in some of the prominent pockets of the United States. Analysis of the movement and inspirations: If we carefully analyze, the movement, we shall see that at the core of the movement, it was the principles of non violence of Dr. King which was able to bring a growth of conscience in this war of putting an end to racial discrimination. His ideals and involvement were one of the most significant aspects of the success of this movement. Dr. King was a devout servant of the non violence. He was greatly influenced by the ideals of non violence preached by the great Indian freedom fighter, Mahatma Gandhi. When we delve deeper into this scenario, it can be seen that Dr. Kings methodologies had a positive impact on the movement. Most significantly his famous speech, I have a dream had cemented his legacy as a leader of peace non violence. One of the famous excerpts of the iconic speech which resounded with the black community was, I have a dream that one day my four little children will live in a country where they will not be judged by the color of their skin, but by the content of thei r character (King, 2017).The boycott of the bus, the sit in campaigns, the infinite peaceful marches in that time period in defiance of black atrocity had an important non violent connection underlying each of them. Perhaps it can be argued that King was accepted dearly by the Whites because of his peaceful protest methods more than the methodologies of Malcolm X and his Nation of Islam (Kimmel, 2017). Moreover, Malcolm X was sentenced to prison for burglary when he was just twenty one years old, and there in the prison, he had encountered the teachings of Elijah Muhammad, founder of the Nation of Islam. He was impressed upon by his teachings of white people being devil and a black person could not live with them. These assertive teachings had a profound role to play in the ideologies and working of Malcolm X. Here the non violent teachings and methods of Martin Luther King were gleefully accepted by both the black and white folks of the United States. When seen critically, the peac eful and disciplined side of the black community was exposed in these tested hours. The entire world bears testimony to this fact that the black folks were kind, sympathetic, disciplined, united and were genuine peace lovers who have been constantly tagged as the violent creators by the whites since time immemorial (Silva, 2015). It was because of the major role played by King and his scions that the peaceful protests of Selma to Montgomery and the march to Lincoln Memorial to Washington had happened in such a peaceful way. It was pretty evident that specially in the Selma movement that the ruckus and the violence in the form of tear gas and attack dogs were being created by the oppressors and not by the oppressed which mainly consisted of black people mostly old and young men and women in defiance of racism (Bonilla Rosa, 2015). Views about Americans: A recent poll was conducted by telephone among a random sample of 1207 adults nationwide across the United States, on behalf of CBS news by SSRS Media, P.A("Have the goals of the civil rights movement have been achieved?", 2018). A number of significant facts were brought into the limelight because of this poll survey. It had aimed at evaluation of the prevalence of the civil rights movement on the modern United States of today. The interaction between black and whites had seen astonishing results, only eight in ten whites have close black friends, whereas, blacks themselves are more likely to have more number of white close friends. In the terms of the progress since the movement took place, three in four Americans believe theres been real progress since the 1960s in the context of racial discrimination (Woodson, 2017). There are stark differences and beliefs by race. Nearly three in four whites think blacks and whites are treated in a similar way, when it comes to voting, while 57 percent of blacks have more trouble voting than their white counterparts. These can tell a lot about the Americans about their mindset regarding racism. Stains of racism can still be found in American heartland, although in a subdued way due to advancement and globalization (Harris, 2015). Conclusion: It can be concluded that the heroic achievements of Stalwarts like Rosa Parks, Malcolm X, Martin Luther King and countless others were instrumental in the civil rights movement of the 1960s. It is largely due to them that the black community of United States are living and breathing in an air of freedom and democracy. The sit in campaigns, bombings of the four innocent girls, Rosa Parks staunch defiance of refusing to sacrifice her bus seat, March to Selma and the March to Washington for jobs and freedom, all of them had equal and important role to play in the passing of the Civil Rights Act of 1964 and the Voting Rights Act of 1965. However it is a shame that still today, diseases like racism is still marginally present in the United States. The dream of Dr. King is yet to be completely fulfilled. Inequality still remains. The average income of colored folks is still well below that of their white counterparts. Even today college-educated colored people earn less than their white co unterparts. The complete eradication of Racism is yet to be done and the dream is yet to be achieved. References: Alderman, D. H., Kingsbury, P., Dwyer, O. J. (2013). Reexamining the Montgomery bus boycott: Toward an empathetic pedagogy of the civil rights movement.The Professional Geographer,65(1), 171-186. Andrews, K. T., Gaby, S. (2015, June). Local protest and federal policy: The impact of the Civil Rights Movement on the 1964 Civil Rights Act. InSociological Forum(Vol. 30, No. S1, pp. 509-527). Austin, A. (2013). the unfinished march.Washington DC: Economic Policy Institute. Bonilla, Y., Rosa, J. (2015). # Ferguson: Digital protest, hashtag ethnography, and the racial politics of social media in the United States.American Ethnologist,42(1), 4-17. Coburn, C. (2015). The Selma Effect: Catholic Nuns and Social Justice 50 Years On.Global Sisters Report. Retrieved November,11, 2016. Foner, E. (2013).Give Me Liberty! An American History: Seagull Fourth Edition(Vol. 1). WW Norton Company. Garrow, D. J. (2015).Bearing the cross: Martin Luther King, Jr., and the southern Christian leadership conference. Open Road Media. Harris, F. C. (2015). The next civil rights movement?.Dissent,62(3), 34-40. Have the goals of the civil rights movement have been achieved?. (2018).Cbsnews.com. Retrieved 10 March 2018, from https://www.cbsnews.com/news/have-the-goals-of-the-civil-rights-movement-have-been-achieved/ Kakutani, M. (2013). The lasting power of Dr. Kings Dream speech.The New York Times. Kimmel, M. (2017).Manhood in America. Oxford University Press. King Jr, M. L. (2017).The measure of a man. Pickle Partners Publishing. King, M. L. (2016).The Radical King(Vol. 11). Beacon Press. LeBron James: Racism is 'part of America'. (2018).Aljazeera.com. Retrieved 10 March 2018, from https://www.aljazeera.com/news/2017/06/lebron-james-racism-part-america-170601043912734.html Rugh, J. S., Massey, D. S. (2014). Segregation in post-civil rights America: Stalled integration or end of the segregated century?.Du Bois Review: Social Science Research on Race,11(2), 205-232. Russell, K. M., Lamme, M. O. (2013). Public relations and business responses to the civil rights movement.Public Relations Review,39(1), 63-73. Silva, C. (2015). LAURYN HILL. Tindall, G. B., Shi, D. E. (2016).America: A narrative history. WW Norton Company. Woodson, A. N. (2017). There Aint No White People Here Master Narratives of the Civil Rights Movement in the Stories of Urban Youth.Urban Education,52(3), 316-342.