Gender, Race, and Religion in the Colonization of the Americas Essay

Colonization is associated with the occupation of a foreign land. The definition of colonization is broad. However, it is used in the materialist and the traditionalist sense, rather than the metaphorical, to refer to the expropriation and exploitation of land and/or resources by one group over another. Various countries and continents fell under the York of colonization, and one such case is the African continent. The motivation for European’s colonization of different regions such as Africa was a combination of curiosity, missionary effects, scientific inquiry, exploitation of natural resources, and philanthropic desire to bring progress to Africa and its inhabitants. This is as per the definition of the Europeans. While Christianity and some desire to promote commerce were primary drivers of European interest in Africa, the dominating view was one of laissez-faire politics, assuming that contact with Europe and the desire to trade and interchange would stimulate African dev elopment. Beginning 1800 European powerhouses such as Britain, France, Spain, Belgium, Portugal, Germany, and the Netherlands expanded their rule and influence to different parts of Africa. This led to the rise of colonial rule that affected nearly all institutions, politics, and social settings including growth and control of certain industries, government structures, education systems and health practices (Udeze, 2009). In the early periods of the twentieth century, European governments were claiming sovereignty over all, but six of the roughly forty political units into which the African continent had been divided by European missionaries and exploration. By doing this, these countries had already begun to lay claim to African territory, and this may have been attributed more to their competition with each other in Europe as opposed to the desire of developing colonies. In large part, the main focus of the colonial powers was to extract resources from Africa such as ivory, rubber, ores et c etera. In the case of colonization in Africa, there has been a significant debate about the impact of colonialism in Africa. In the grand scheme of the continent’s history, the colonial era lasted a short time –less than a century. The Eurocentric scholars often gave the early accounts of the colonial period in Africa and they emphasized the positive impacts of colonization by focusing on the introduction of new technology, civilizing mission, medical advances, and the onset of modernity. On the other hand, the era of African nationalism resulted in the emergence of Afrocentric and Marxist analysis of colonization in Africa that was hardly sympathetic to the European point of view. In general, these studies concluded that the colonial era interrupted Africa’s natural development and condemned the continent to stagnation and continued exploitation. That being said, it is clear that colonization in Africa came with its fair share of positive and negative outcomes alike. The nature of economic activities promoted during the colonial period caused the spread of cash crop agriculture, which in some cases allowed Africans to acquire wealth and raise their standard of living. Economically speaking, colonialism fostered the construction of economic infrastructure –roads, railroads, telegraph, and ports. However, the purposeful emphasis on cash crop agriculture impeded industrial development in Africa. This is because European nations did not want industrial competition. Furthermore, Africa’s integration into a world economy resulted in a system that encouraged Africans to produce what they could not use and use what they did not produce, creating national economies extremely susceptible to an economic crisis. America is another classical example of countries that were subjected to colonialism. American was a former colony of the British. Some of the most heated debates about colonization in America concerned whether this was primarily a form of gradual emancipation and a conservative alternative to abolitionism, or whether it is understood as a racist movement that ultimately reinforced slavery in America. Through colonization, America was able to realize its economic potential and today it is one the leading economies across the globe. Furthermore, colonization in America led to the introduction of an employee benefits program that helps to add to economic stability whereby the income and welfare of American families are guaranteed (Yarema, 2006). However, it cannot go without saying that the colonization of America increased the widespread of slavery that is often considered as a negative impact of colonialism in America. A lot of people from Africa were shipped to America to work as slaves. In its most benevolent formulations, the colonization movement proposed that, due to prejudice within the United States, free blacks and those who worked as slaves could not experience the full benefits of freedom, equality, or citizenship in America. This acted as a catalyst for racism, and some African-Americans did agree that the best course would be to leave the country and start freshly in Africa. In other cases, slaveholders made colonization a condition of manumission, leaving African-American women and men with the choice between slavery and Liberia (Jaffary, 2007). Other than slavery, the other negative impact of colonization in America is that it was premised on the assumption that a multiracial republic could not function prope rly. Effects of one culture trying to colonize the other are bound occur in one way or the other. The subject of colonization in the African historical experience; should explain why every cultural trend discovered in Africa by later observers should not be simply tagged as original African culture and the tradition of the group living it; or of Africa as a whole. The strongest arguments are based on the dramatic change and twists inflicted on the original African culture by the acts of colonization by the West in the history of Black Africa. As a result of Europeans invading Africa on the pretext of exploration, this did not only retard the steady growth of the original African cultures, it created confusion, a distortion and a form of syncretism. Based on the incompatible nature of these two cultures, the Europeans amalgamated cultures indiscriminately. This act of colonization inflicted an enormous long-term suppression on the totality of the African cultures colonized, and effected an extensive implant of the colonizing foreign cultures that are better referred to as Western cultures. The act of one culture colonizing the other cannot escape the fact that culture is a man-made reality; thus, it is a product of man. Each culture has its specific imperfections. The situation becomes worse when one culture, with all its imperfections, imposes itself indiscriminately on another culture; thus permeates its victims with its own imperfections; hence, proliferating evil and imperfections (Rieder, 2008). Because of the indifference of these two cultures, the European colonizers treated Africa as only a vast extension of land mass and paid very little or no attention to the people occupying that land mass except when they could consider them as a commercial vehicle or as any other means and instrument of making their insatiable material cravings come to fruition within the grips of their fingers. References Jaffary, N.E. (2007). Gender, Race, and Religion in the Colonization of the Americas. Burlington: Ashgate Publishing. Rieder, J. (2008). Colonialism and the Emergence of Science Fiction. Middletown, CT: Wesleyan University Press. Udeze, B. (2009). Why Africa?: A Continent in a Dilemma of Unanswered Questions. Xlibris Corporation. Yarema, A. E. (2006). American Colonization Society: An Avenue to Freedom? Maryland: University Press of America. Source document

The Comparison of Sigmund Freud and B.F. Skinner

The Comparison of Sigmund Freud and B. F. Skinner One name that jumps out at the mention of psychology, or the study there of, is the name of Sigmund Freud. Sigmund Freud is also known as the â€Å"Father of Psychoanalysis. † Freud was also known for having the tendency to trace nearly all psychological problems back to sexual issues. Although only parts of his theory of psychosexual development are still accepted by mainstream psychologists, Freud's theory of the Oedipal Complex has become a cultural icon (Freud, Sigmund, 2012).Freud is known for developing the use of psychoanalysis. Psychoanalysis is based on the observation that people are often unaware of many of the things that determine their emotions and behavior. Psychoanalytic treatment demonstrates how the unconscious affects current relationships and patterns of behavior. It then helps track them back to past experiences, such as in childhood, and helps people to deal better with how past experiences then affect the ir current adult life (Freud, Sigmund, 2012).Freud’s contributions that often comes to mind while thinking of psychoanalysis include the therapy couch, the use of talk therapy, and his theories about the unconscious which include the role of repression, denial, sublimation, and projection. (â€Å"The Individual†) Freud also incorporated the use of dream analysis and the study of dreams. While working with his patients, they began to spontaneously tell their dreams. Freud became interested in dreams and the revelations that they could provide as doors to the inner psyche (â€Å"The Individual†).He soon systematically included interpretation of dreams in psychoanalysis, as well as hypnosis and free association of the dreams that had been revealed. Freud was one of the first psychologists to utilize hypnosis in therapy. Freud's interest in what lay beyond the conscious mind and in the practice of hypnotism and what led hysteria eventually led him to study with the famous neurologist Jean-Martin Charcot of the Salpetriere Hospital in Paris (â€Å"The Individual†). When Freud returned to Vienna, he began using hypnosis, massage, and pressure on the head to get patients to dredge up thoughts elated to their symptoms. Only later did he ask them to say whatever crossed their minds. This he called â€Å"free association,† and had already been described as the â€Å"talking cure† (â€Å"The Individual†). Just as Freud is known as the father of Psychoanalysis, B. F. Skinner is often referred to ask the â€Å"the father of operant conditioning. † B. F. Skinner is also known for major contributions to the field of psychology (About B. F. Skinner, Sept, 2012). Skinner was a prolific author, publishing nearly 200 articles and more than 20 books.Skinner was most known for his work in behavior psychology. Behavioral psychology is the psychological practice that focuses on learning new behaviors and how to modify our exist ing behavior and how that takes place (About B. F. Skinner, Sept, 2012). One of his major contributions was his theory of operant conditioning. Operant conditioning means roughly, the changing of behavior by the use of reinforcement, either positive or negative, and which these reinforcements are given after the desired response (About B. F. Skinner, Sept, 2012).Skinner identified three types of responses or operant that can follow behavior. While behaviorism is no longer a dominant school of thought, the work in operant conditioning remains today. Many different types of professionals utilize operant conditioning in society today. Mental health professionals often utilize operant techniques when working with clients (â€Å"The Individual†). Teachers frequently use reinforcement and punishment to shape behavior of their students in the classroom. Animal trainers even rely on these techniques to train dogs and other animals.In order to study Operant conditioning and it’ s affects on rats, Skinner developed a device known as the Skinner Box. This was used in lab experiments to judge the outcome of certain stimuli on rats and how their behavior would change from said stimuli (About B. F. Skinner, Sept, 2012). Skinner was an inventor of many things. He also worked on a product which he called, â€Å"The Baby Tender†. The â€Å"baby tender† was developed due to his wife’s concern that there was a need for a safer crib, where there wouldn’t be worries of the infant’s extremities getting caught in between the bars.The â€Å"baby tender† was an enclosed and heated crib with a plexiglass window. Unfortunately, the â€Å"baby tender† was confused with the Skinner box that was used in experiments in rats (About B. F. Skinner, Sept, 2012). Skinner did not do conditioning experiments on babies in the baby tender; it was developed as simply a safer crib for newborns. Both the ideas of Sigmund Freud and B. F. Skin ner have had major influences in the field of psychology and psychological practices.Both Freud and Skinner have influenced how psychology is used in therapy on patients; as well as practical uses that leave the clinical realm, and can be used in everyday life. Resources â€Å"B. F. Skinner Foundation – About B. F. Skinner. † B. F. Skinner Foundation – About B. F. Skinner. N. p. , n. d. Web. 20 Sept. 2012. . â€Å"Internet Encyclopedia of Philosophy. † Freud, SigmundA []. N. p. , n. d. Web. 19 Sept. 2012. . â€Å"SECTION TWO The Individual: Therapy and Theory. † The Individual: Therapy and Theory. N. p. , n. d. Web. 25 Sept. 2012. . â€Å"Sigmund Freud. † Sigmund Freud. N. p. , n. d. Web. 20 Sept. 2012

An Investigation into the Current Success Factors for Small and Medium Essay

An Investigation into the Current Success Factors for Small and Medium Enterprises (SMEs) in Thailand - Essay Example The type of businesses involved in this study is small and medium business enterprises (SMEs), which are characterized by being relatively smaller than larger enterprises (LEs) in terms of the number of employees or amount of fixed assets. The geographical region in focus is the country of Thailand in South East Asia. A range of different types of SMEs will be included from various sectors so that the findings are representative of Thai SMEs in general. Thus, it includes the production, wholesale and retail sectors. We shall adopt the classification of SMEs as defined by the Thai Institute for Small and Medium Enterprises Development (ISMED, 2010) as follows: Enterprises in the production/service sectors: no more than 200 employees or no more than Baht 200 million in fixed assets. Enterprises in the wholesale trading sectors: no more than 50 employees or no more than Baht 100 million in fixed assets. Enterprises in the retail sectors: no more than 30 employees or no more than Baht 60 million in fixed assets. Similarly, the study will not be confined to SMEs in a particular area of Thailand because that would not necessarily be representative of Thai SMEs. ... These are primarily related to the areas of administration, management, finance, technology, human resources, and marketing (Garengo, and Bernardi, 2007). For example, the problem of gaining access to sources of funding is very common. Often, SMEs are unaware of potential sources of finance, lack the management skills to satisfy lenders, and are unable to meet lenders’ rigorous assessment criteria and screening process (Atrill, 2006). Even then, SMEs are often not able to receive sufficient access to credit, as do LEs. The nature of this particular problem however is not unique to Thai SMEs as it is a similar situation with SMEs elsewhere, even in developed countries such as Europe (European Commission, 2006). Other problems include lack of employee-training (Thassanabanjong et al., 2009), especially in family-owned SMEs (De Lema and Durendez, 2007) an informal approach if not negligible regard to human resource management (HRM), and consequently low productivity (Huang, 2003) . SMEs seeking to grow are often unable to cope with globalization and e-commerce challenges (Tiessen et al., 2001) and in addition have difficulty gaining access to international markets (Worthington & Britton, 2009) and in developing successful growth models to expand regionally or globally (Li & Tan, 2004). Global SMEs looking to expand into Thailand often have difficulty in establishing ties with local networks (McNamara, 2005). Managers of SMEs typically have full responsibility for the organization, so management issues tend to be more acute in SMEs than in LEs where there are typically several tiers of management. In addition, as Kotey (2005) noted, management practices in SMEs tend to be â€Å"informal, unstructured and seldom focus on strategic

Media Imagery Effects on Adolescent Girls Research Paper - 1

Media Imagery Effects on Adolescent Girls - Research Paper Example In the book Everything’s an Argument with Reading, is designed to be a true alternative to the traditional argument (Williams 81). It complements students approach with unique broad examples and therefore responds soundly to reasoning around them. In most cases argument of evaluation provides profound decisions about someone's life through the involvement of certain standards (Williams 83). The particular standard required for an individual is an establishment of judgment within an individual. A person is required to judge anything that comes across his or her life. This judgment can be an idea, a work of art, a person or a product. It is this lack of sound argumentation that can lead to making a relevant judgment that makes girls susceptible to effects that comes from media imagery (Williams 85). According to Nachbar and Lause (119), the examination of these evaluation criteria such as an idea or art of work is enough to give a verdict that they have impounded on the adolescent girls both positively and negatively. The programs that are aired by the media can influence an adolescent girl to make a decision that leads to an explosive behavior to dangers. An adolescent girl may become frightened and violent with others such as suicidal commitment. Lundsford, Ruszkiewicz and Walters (54) assert that in as much as media provides education and entertainment, they can also result in aggressive attitudes and violent behavior. Violence in the media especially those programs that affect the psychological effect on children and women in advertising or merchandising in media are harmful to girls. As a result of self-image seen, they are therefore influenced to behave and try to imitate their behavior.

Give a history of the Catholic church on the death penalty and note Research Paper

Give a history of the Catholic church on the death penalty and note how it has changed over time - Research Paper Example What amount or kind of punishment is publicly justifiable and can make it principle and standard is a question rising in the minds of many people. It is only principle that can definitely assign both the quantity and quality of a just penalty. A crime deserves punishment but the punishment given depends on the gravity of the crime. Many people have mixed reviews on death penalty and most of them are against this kind of punishment. Death penalty abolishment has it s roots in the liberal utilitarian government and humanistic ideas spawned by the enlightenment in Europe at the end of eighteenth century. Utilitarian believed that punishment should not be worse than crime and hence was against death penalty. Same is the case with Catholic Church as Bible preached killing as a sin. Jesus was against death penalty and so was Pope John Paul. U.S. Catholic bishops were against death penalty and reminded the fellow Christians to remember the teaching of Christ and condemn death penalty. The C oncept of Death Penalty Death penalty is of ancient origin. Death penalty otherwise known as capital punishment has its meaning derived from Latin word â€Å"head punishment†. Capital punishment is a procedure where in beheading is done to the criminal as a method of execution. The death penalty has its origin in England and was transported to American colonies during the 17th and 18th centuries. The death penalty has existed in American soil for almost four centuries and has given way to 20,000 executions. The capital crime in those days were quiet long and the proportion of offenders actually executed were uncertain.Untill the end of 18th century there was no opposition to death penalty in America. The death penalty is the oldest form of punishment known to human kind. Death penalty existed even before criminal law was formulated and when aristocratic rule existed. Death penalty was a common practice in England during the time of writing constitution. According to death pen alty the criminal is killed by being shot, hung or beheading. However most of the states in America preferred to execute the criminals by hanging. According to (Dunehew)â€Å"In 1972, when the U.S. Supreme Court struck down every state death penalty statute in the nation, it was declared to be â€Å"cruel and unusual punishment† and a violation of the Fifth Amendment to the Constitution†. Death penalty gives importance to human life and punishes people who take life of others. Murdering someone is against the law of God and it can be compensated only by giving hard punishment to the guilty. History of Death Penalty During seventeenth and eighteenth century, the English colonist implemented death penalty as punishment for various crimes which might look shocking today. It was given for crimes like treason, rape, burglary, manslaughter, robbery, counterfeiting, theft and arson. All these became capital crime in American colonies as well. The colonial American considered theft as same as murder and all were counted in the same hierarchy and given capital punishment. In that century, life was cheap and times were rude. The people of seventeenth century were greatly influenced by political and religious views and did not think independently. Colonial Americans were not blindly following death penalty but understood the reason and purpose it served. The North American colonial law was variant from English law as it was more lenient than the latter. In England, murder and rape was given

A Consulting Opportunity in Any Area of Commercial Essay

A Consulting Opportunity in Any Area of Commercial - Essay Example The researcher states that organizations invest in business aspects that would profess in terms of sales. In this sense, businesses invest in such research during emergencies. It is vital to highlight that sales projection would best occur at all periods of a business. In the traditional context, revenue projections and cash flows are viewed as the key controls for managing a business. However, the sales forecast is a vital management of other figures to business. It becomes a critical point of initiating ventures in an existing business. In sales forecasting, consultancy would achieve a different route since it relies on accurate data. This creates a necessity for having a consultancy system that calculates data for a given piece of advice. For established businesses, the consultancy project would help in identifying prior years’ figures that are vital for drafting a sales forecast. This considers the sales’ growth expectations. On the other hand, small businesses woul d necessitate scenarios of studying the industry. This would relate to a compilation of consumers’ profiles and understand the existing and the expected competition. In the end, the consultancy would help in striking the sense of making sales’ projections. It also aims at heralding sales forecasting as a less cryptic endeavor. This is a time series methodology of establishing a sales’ projection according to a manifesting pattern from the earlier period sales. Another method relates to the regression analysis method. This method also utilizes historical sales as a basis for predicting future sales. In this sense, the forecaster strives to foster a relationship between the sales and the independent variables. Autonomous variables encompass the GDP and population. In simple regression analysis, forecasting involves the use of one independent variable. Conversely, multiple regression analysis would entail the employment of two or more independent variables.

SMITHFIELD STREET BRIDGE (PA) Research Paper Example | Topics and Well Written Essays - 3000 words

SMITHFIELD STREET BRIDGE (PA) - Research Paper Example Pittsburgh’s huge need for bridges presented a good opportunity for the engineers to showcase their knowledge and talent .The only form of transport within the town and some sections of the river banks in the early 19th century was the use of skiffs or canoes. As the community developed people realized that it was mandatory to build a ferry service and in 1818 the Jone’s Ferry service was established, in order to improve their business oriented culture. The ferry operated between southern bank of Monongahela and the base of Liberty Street. Stock and goods were carried by boats while passengers were carried by skiffs. In 1840, a more advanced horse ferry was developed which used blind horses as motive power. The blind horses were fitted in horizontal wheels when then propelled the boats (Von 77). A few years later a steam ferry was established by Captain Erwin on the southern bank of Ohio near the section where the rivers formed a confluence. Sadly, the ferry project col lapsed a few years later together with the Jones ferry project.Leaving just one operational steam ferry which operated from Penn Street to Saw Mill Run.The essay will deal with the three bridges elected at the Smithfield Street and how their construction revolutionized the bridge construction technology in the 19th century when civilization was developing at a remarkable speed The first bridge among the Pittsburghs highway bridges was known as the Monongahela Bridge. A bill was passed In Pennsylvania by the state legislative council allowing two bridges to be built at Pittsburg. One would be built over the Allegheny and the other one over Monongahela. Judge Findley, a member of the legislative council was given the task of calculating the overall cost of the structures. His calculations indicated that approximately 1200 feet of the river required chains that were 1590 feet long and four other iron chains weighing 64

Personnel Management Case Study Example | Topics and Well Written Essays - 1750 words

Personnel Management - Case Study Example It is the human capital that drives the organizations' performance, hence playing a key role in all transformation efforts. In ACME Engineering knowledge management is managed by ensuring that people are left to enjoy what they do this is demonstrated the value attached to the people and the underlying principle of treating workers as a critical part of the organization. ACME Engineering embraces a multicultural approach, which easily deals with any emerging cross-cultural barriers. As long as workers are assigned the duties which allow them to practice their skills they will feel utilized well and do not stand a chance of moving out of the organization, say, in search of greener pastures. The fact that ACME encourages a relaxed work pace with the training which goes on in ACME, workers add to their existing knowledge, it leaves in them a sense of development and growth. In ACME a culture of belon... want to make decisions aimed at maintaining and managing the best talent at all costs for an organization can not afford the costs which come with high job turn over. Therefore strategic human resource management maximizes an organizations performance through the following: Strategic Planning. This involves implementation processes, which link the long-term goals of the organization with practical action plans. This results into activities and initiatives which aim at guiding the organization's growth. ACME as a company has gone out of the way in linking long-term goals through recruiting the majority of its workforce within the age group of 25-30 years. ACME encourages workers to see the opportunities ahead for such exist in the organization and they are made aware that they are the beneficiaries. These have a positive strategic role to play in the organization. When other organizations who recruited at the same time as ACME will be sending workers home through retirement, ACME will still be enjoying the fruits of its strategic planning because it may keep it's most experienced workforce say for as many as six or so extra years due to the age of its initial batch of recruits. Workforce Planning.Human resource managers must address the ever-changing workforce requirements. To achieve this goal, models should be developed bearing in mind the unique needs of each organization. As an organization, ACME has its own unique challenges but its version of strategic human resource management seems to be working well for it. How else do you explain its unique grading and appraising system whereby employees can raise even in the same job group to an extent of getting an extra 40% pay rise The fact that the organization encourages an open communication policy is a

Literature Review & Practical Assignment Example | Topics and Well Written Essays - 2000 words

Literature Review & Practical - Assignment Example Negotiation with the Chinese has been identified as a critical factor in developing business relationships with the Chinese. In order to understand the Chinese negotiation style, researchers have drawn from the findings of the research conducted by Hofstede with respect to analyzing various cultures on the basis of certain dimensions. These dimensions include power distance, masculinity, uncertainty avoidance and long term orientation. The Chinese society tends to be characterized by high power distance, low masculinity, high uncertainty avoidance and long term orientation. This is reflected in how deference is shown to those who are higher up in the social hierarchy. Furthermore, decision making is largely influenced by the highly collectivist nature of the Chinese people who tend to take pride in social gains rather than individual ones. As a result of this and the moderate masculinity, the Chinese are generally less ambitious and do not seek personal achievements by and large. Sat isfaction is derived primarily from social order and harmony. Another critical basis of analyzing the Chinese negotiation style is to draw the line between cultures that are labelled as â€Å"high context† and those labelled as â€Å"low context†. ... ext cultures, on the other hand, rely more on verbal communication and negotiation and direct eye-to-eye contact that is missing in cultures such as that of the Chinese. Managers under low context cultures, therefore, tend to be result-driven and focused on getting things done as soon as possible which leads them to negotiate aggressively. Under high context cultures, however, managers tend to focus on building interpersonal relationships as well as trust on an individual level before negotiating on business matters. Therefore, it is not surprising to see hospitality being extended through social gatherings particularly meeting in restaurants. Giving expensive gifts and discussing personal topics such as family wellbeing are a commonplace in the Chinese negotiation style (Edfelt, 2010). The principal force guiding Chinese negotiation is Guanxi. Guanxi is described as the web of personal connections that is quintessential to get things going and done (Edfelt, 2010). Legal contracts ar e, therefore, overshadowed by interpersonal relationships. Guanxi is therefore, essentially an implied commitment which two or more people share with the belief that their current relationship is heavily influenced by the possibilities that lie in the future (Edfelt, 2010). As a result, the Chinese may not trust the party they are dealing with during the negotiation process which is why they may be reluctant to hand over significant responsibility to the other party. This has been illustrated by one of the negotiations between employees of a Western firm called Electrolux and a Chinese firm called Motosuzhou. The negotiation pertained to the formation of a joint venture between the two firms. However, as it turned out, the Chinese delegation engaged in significant effort to analyze whether

And the Oscar Goes to... Essay Example for Free

And the Oscar Goes to Essay AND THE OSCAR GOES TO†¦Ã¢â‚¬ ¦Inception Thrilling and intense written and directed by the masterful Christopher Nolan, â€Å"Inception† is an extremely exciting science-fiction thriller that’s bound to win an Oscar at the next awards ceremony. Inception is definitely the best film that Nolan has ever made and he has made a lot of hits! It is a popular entertainment with a knockout punch so intense and unnerving itll have you worrying if its safe to close your eyes at night. Christopher Nolans incredible blockbuster inception, having approximately $160 million spent on it in the most daring way is a major challenge for the other academy award contenders. Inception has an exciting cast consisting of Leonardo Dicaprio, Tom Hardy, Joseph George-Levitt and six other capable Oscar nominated actors, making it one of the best movies of all time. It is one film that the audiences all around the world are definitely dying to see, as the last movie Nolan made was The dark night, one of the most watched and most liked films, they without doubt are longing to see what magic Nolan had worked on the big screen this time. The plot of the film can at times be very misleading, the story can be difficult to pin down, especially at first, and guessing time to time what will be happening next, or even if the characters are dreaming or in reality, is not always possible. But this is what makes it an award winning film. Despite being difficult to understand one can guess and try to figure out what is happening, making the movie even more gripping and indulging as the audience makes further attempts to get through to the roots of the plot. Inception consists of several sounds and eerie surroundings to add to the thrill making the experience a whole lot more engaging , increasing the chances of it winning the Oscar. Not only this but the action in it is phenomenal. The way Nolan directed the action scenes in the movie and put them together makes it almost 100% that Inception should and will be the Oscar champ. The use of Oscar-winning French actress Marion Cotillard as Mal and of Ariadne , a young architect, who is needed to create the subconscious landscapes in which the dreams will take place, as well as Ellen Page, adroitly cast for her youth, intelligence and earnestness, typifies the thought Nolan has taken to cast these thriller roles for emotional connection. A move which pays off in the scenes she shares with DiCaprio, winning over the audiences heart and attention. In addition to the impeccably professional Batman  veterans Caine and Murphy, the film is also on the money and has increased chances with the smaller roles, including Pete Postlethwaite as Fischers father and Tom Berenger as one of his key associates. Nolan is a master in keeping his audience engaged and making them think. Although, he has based the film in people dreams and has made the action take place while the actors are asleep, still making it almost impossible for the viewers to blink whilst watching the movie without regretting later. It is virtually guaranteed that this will be an award winning movie. Overall, â€Å"Inception† is a absolute gripping movie which knows no limits to supernatural behaviour and the perfect blend of creativity, emotions and theme successfully come together to making it a must watch movie and a certain Oscar winner. this is basically how my controlled assessment is ive changed some bits though

360 Degree Feedback: Analysis

360 Degree Feedback: Analysis 1. Introduction The researcher has highlighted the research question, aim and objectives, before the specific introduction to give a clear picture of the dissertation. 1.1 Research Question To ascertain whether 360 degree feedback could prove to be a promising appraisal mechanism for the staff motivation and development in the current economic crisis and funding cuts? 1.2 Aims and Objectives The research sets out to explore the relevance of 360 degree feedback appraisal system in contrast to the traditional appraisal process currently functional in the library and technical services department of the University. What is 360 degree feedback and in what ways it could prove to be an efficient tool for continuous improvement, development? What is the current functional appraisal technique in the universities library/technical services department and the benefits of introducing 360 degree feedback as an appraisal tool? To analyse the functions/pitfalls of introducing 360 degree feedback within the library/technical services department of the University, with an emphasis on its use for the continuous improvement, development and motivation of the staff. 1.3 Specific Introduction â€Å"University staffs tend to report high levels of stress at the best of times, and academic staffs usually rate their experience of stress as higher than other staff groups in the higher education setting,† (Easton and Laar, 2010). The current funding cuts by the government and the global financial crisis demands a major change in the way various processes function across universities in United Kingdom (UK). The current study is an endeavour to address the numerous limitations in between the traditional appraisal system and the 360 degree tool. The researcher aims to expand the literature that previously exists on the 360 degree appraisal system and to analyse why the gap exists in between both the processes. The researchers primary focus is on the staff motivation and personal development as the key factors that need consideration within the University of Huddersfield. The researcher has given a thorough critical analysis of the 360 degree feedback appraisal system through the review of the academic literature and has focussed on identifying whether or not there are any benefits of using 360 degree feedback over the traditional appraisal systems. As stated by Mason, et.al, (2009), multi-rater feedback is by fa r the best tool for staff development and monitoring effective continuous development in any organisation. Borman, (1997); Javitch and Burke, (1995); Yammarino and Atwater, (1997) state that one of the elementary assumptions of the 360 degree feedback approach is about the employees specific workplace behaviour and when compared to an individuals perception, can act like a catalyst and prove extremely beneficial for enhancing the employees self awareness, self development, motivation and subsequent behavioural change (Church, 2000). Concurrently, Cardy, et.al., (2011), critic that although the evaluation from 360 degree feedback includes feedback from all directions managers, colleagues, customers and the responses from all the point of views propose immense probability for improvement, insight and learning, the feedback from these multiple source seldom agree. On the rating scale, colleagues may rate some characteristics higher while managers may rate those very characteristics lo wer and likewise. The whole prototype of 360 degree feedback interpretation and evaluations can draw a perplexing image of the feedback which will hardly be of any significance to the individual in improving their performance. The underlying rationale of this study has been to evaluate the pros and cons of the traditional appraisal system currently functional in the university, and to analyse by what extent the human resource department, can benefit by introducing 360 degree feedback as their employee appraisal mechanism, especially in relation to the motivation and development of staff. 1.4 Research Plan The below figure (Figure.1) gives a diagrammatic representation of the research plan. The researcher has used the mind mapping technique to construct the research plan (Buzan and Buzan, 2007), which gives a clear picture of how the research task is carried forward as per the time line set by the researcher. The research plan has helped the researcher to carefully pre-plan the actions that needed to be taken during the research. In the following chapters the researcher has critically analysed the 360 degree feedback tool. The literature review covers the latest developments in the 360 degree feedback mechanism along with a thorough comparison with the traditional appraisal system currently functional in the library and technical services department of the University of Huddersfield. The research methodology chapter gives a thorough account of the research design chosen by the researcher, the various techniques used for the research, discussions about the semi structured interviews and questionnaires, followed by the analysis of data, research findings and conclusion. Chapter 2 2 General Literature Review 12-21 2.1 Specific Literature Review 21-27 2.2 Summary of the Literature Review 27 2. General Literature Review â€Å"The way 360 degree feedback is done seems to be critical to successfeedback interventions depend for their effectiveness on the extent to which they augment task motivation and encourage learning, although there are moderating variables such as the nature of the task,† (Kluger and De Nisi, 1996; Tyson and Ward, 2004). 360 degree feedback is an appraisal system used in strategic Human Resource management (HRM) as an intervention and an evaluation technique for personal development of the employees (Cardy, et.al, 2011; Fleenor, 2008; Tyson and Ward, 2004). It has also been referred as the ‘‘vital sign of the modern organization (Fortunato and Smith, 2008; Church and Waclawski, 1998). In this process the employees receive confidential, anonymous response from colleagues, managers, customers, family members etc (Figure 2). About three to five people fill out an anonymous online feedback form that asks questions covering a broad range of workplace competencies. The feedback forms include questions that are measured on a rating scale and also ask raters to provide written comments. The person receiving feedback also fills out a self-rating survey that includes the same survey questions that others receive in their forms. Various authors have outlined that 360 degree feedback is quite effective as it is a non bias process which makes performance management a more objective and fair process (CIPD, 2009), in contrast to the traditional appraisal processes where in a lot depends upon how the appraiser perceives the individual, which can be bias and less transparent. The 360 degree feedback has been used in many organisations for the development of staff members, and the gap in the two appraisal systems is due to the bias nature of the traditional appraisal mechanisms over the transparency of the 360 degree f eedback process. While traditional measures of appraisal systems date back to decades, current literature highlights the multiple developments in the field of appraisal techniques (Dalton, 1996). One among the later developments in the field is the 360 degree feedback appraisal mechanism. This research has explored the relevance of 360 degree feedback appraisal system in contrast to the traditional appraisal process currently functional in the University. Specifically, the author has examined how employee motivation and personal development are affected by 360 degree feedback. The aim throughout the research has been on comparing the traditional appraisal system functional in the University of Huddersfield (UOH) with the 360 degree feedback methodology by exploring how it could contribute in the personal development and motivation of the staff members within the University of Huddersfield. Meyer, (1991); and Folger and Cropanzano, (1998), disagree that evaluations of traditional appraisals are often positively inflated as usually the appraisers are not trained to give negative feedback, and if this is the manner in which the appraisals are conducted then the effectiveness of the performance management process will significantly be undermined (Guangrong, 2010; McCarthy and Garavan, 2001). Therefore one could state that if the tool if used accurately it can provide a non bias and more transparent appraisal system, which may decrease the possibilities of employee dissatisfaction in contrast to the traditional appraisal mechanism, and can emerge as an excellent motivational factor for the employees. As a matter of fact ‘360 degree feedback can significantly enhance the performance management process (Staff360, 2011; CIPD, 2009). However Fleenor, (2008) and Vinson, M.N. (1996) disregards the facts about the effectiveness of 360 degree feedback as people may use their role as a feedback provider as an opportunity to criticize others behaviour at work. According to Chartered Institute of Personnel and Development, (2009) if the 360 degree tool is perceived to be in any way threatening, it can seriously damage both commitment and performance. â€Å"It is important that people receive regular honest feedback on their performance. They should understand how their role contributes to overall organisational aims and objectives and how they are performing against agreed criteria. 360 degree feedback can enhance this process by widening the scope for information from the line manager relationship to embrace a wider range of opinion. However, it is important that this is carried out sensitively and fairly,† (Staff360, 2011). Lepsinger and Lucia, (2009); Fleenor, (2008); Tyson and Ward, (2004) comprehend that there are direct evidences of employees performance improvements from 360 degree feedback appraisal mechanism. Various authors research prove that 360 degree feedback also results in improved customer satisfaction, improved management skills and these improvements motivate the employees to work on their identified strengths and use them for advancement in their carrier (Edwards and Ewens, 1996; Hazucha et al. 1993). Hence, the current study is an attempt to deal with the several limitations, and develop the literature that previously exists on the 360 degree appraisal system and to analyse why does the gap exist in between the traditional appraisal system and the 360 degree tool. â€Å"The University of Huddersfield has charitable status as an exempt charity under Schedule 2 to the Charities Act 1993 (amended by the Charities Act 2006). It is therefore subject to charity legislation but is not required to register with the Charity Commission and is not regulated by it. As an exempt charity, the University does not have a registered charity number. In 2010, the Higher Education Funding Council for England took over as the ‘Principal Regulator for the institutions it funds and now has a general duty to promote compliance with charity legislation. This does not affect the Universitys status as an exempt charity,† (hud.ac.uk, 2011). The UK governments educational funding slice and the recession hit economy demands a drastic alteration in the way various processes function across the Universities in UK. However, since the 360 degree feedback is a tool primarily developed and used mainly in the private sector organisations, there is a challenge in its implementation in a public sector or a third sector organisation and as in this case, the University of Huddersfield which is a registered for charity organisation. Brutus et al., (1998) support that the reactions to performance measurements may vary between public and private sector organizations—public sector managers underestimate their achievements compared with private sector managers, for example. Hence, based on these findings one could ascertain that there is a greater need for motivation and development of employees in the public/third sector organisations, and the 360 degree performance appraisal system is an HRs ideal response to combat such issues. As suggested and supported by Lepsinger and Lucia, (2009); Borman, W.C. (1997); Javitch, M.J. and Burke, W.W., (1995); Yammarino, F.J. and Atwater, L.E. (1997), one of the elementary assumptions of the 360 degree feedback approach is about the employees specific workplace behaviour and when compared to an individuals perceptions, can act like a catalyst and prove extremely beneficial for enhancing the employees self awareness, self development, motivation and subsequent behavioural change (Church, 1995, 2000). The researcher has explored the 360 degree appraisals methodology that has become popular in human resource circles over the last few years, wherein the employees performance is assessed by their colleagues, managers and others and has analysed its benefits over the traditional appraisal processes. Brown, (2006) criticizes that while the 360 degree process seems like an interesting idea; it involves more meetings and many forms to be filled out in comparison to the traditional appraisal systems. However Maylett, (2009) and Wiley, (1993) supports that 360 degree feedback can prove to be a good instrument for the staff development as this process gives an individual in-depth performance feedback and hence based on the findings the employee can work on their personal development, by getting trained in the area where there weakness lies and the time lost in filling the extra forms are worth the effort. Arguments from different authors suggest that the feedback systems have always been in to existence in the organisations in some form or the other, but of-late has been developed and given a name ‘360 degree feedback and according to Garavan, et al., (1997) 360 degree feedback process is like an ‘old wine in new a bottle. It is also known as multi-rater feedback and is an appraisal process in which the individual is assessed by themselves, colleagues, managers, stakeholders, customers, etc. The 360 degree instrument can be used to achieve various goals and one aspect of it is the need of continuous measurement of improvement efforts, development of staff and their motivation. Ward, (1997) defined 360 degree feedback as ‘the systematic collection and feedback of performance data on an individual or group derived from a number of the stakeholders in their performance. †Because of their shorter expected tenure, women are less likely to be as motivated by the deferred rewards of career ladders. As a consequence, she argues that employers with large shares of women have historically used shorter-term rewards and undertaken more routine and extensive monitoring,† (Brown and Heywood, 2005; Goldin, 1986). Various authors criticize that traditional appraisal techniques are not that effective in case of female employees and there are many incidences of gender bias in appraisals. Renowned authors, Brown and Heywood, (2005) support that ‘a major and recurrent criticism of the traditional appraisal process is its openness to subjective and discriminatory outcome. The primary goal of this research has been to expand beyond the current literature by analysing the data and results to create suggested policies for the University of Huddersfield, to implement pertaining to the improvement of staff morale and productivity. Furthermore, on reviewing the growing body of literature and the research on 360 degree feedback, the researcher was able to identify the usefulness of having 360 degree feedback over the traditional appraisal processes in the University of Huddersfield; the study has also given ample scope to the researcher in developing more insightful questions. The author has identif ied the various factors on which the success of 360 degree feedback mechanism depends; the literature supports that more effectively the 360 degree instrument is implemented the better are the results. Newbold, (2008) highlights that that if the tool is implemented accurately, with the proper training and the correct resources, a 360-degree appraisal could prove to be a powerful and positive addition to any performance-management system. The 360 degree feedback has been used in many organisations for the development of staff members, and the gap in the two appraisal systems is due to the bias nature of the traditional appraisal mechanisms over the transparency of the 360 degree feedback process. Various authors have outlined that 360 degree feedback is quite effective as it is a non bias process which makes performance management a more objective and fair process (CIPD, 2009), in contrast to the traditional appraisal processes where in a lot depends upon how the appraiser perceives the individual, which can be bias and less transparent. Maylett, (2009); Meyer, (1991); Folger and Cropanzano, (1998), argue that evaluations of traditional appraisals are often positively inflated as usually the appraisers are not trained to give negative feedback, and if this is the manner in which the appraisals are conducted then the effectiveness of the performance management process will significantly be undermined (McCarthy and Garavan, 2001). Therefore one could state that if the tool if used accurately it can provide a non-bias and more transparent appraisal system, which may decrease the possibilities of employee dissatisfaction in contrast with the traditional appraisal mechanism, and can emerge as an excellent motivational factor for the employees. However Vinson, (1996) disregards the facts about the effectiveness of 360 degree feedback as people may use their role as a feedback provider as an opportunity to criticize others behaviour at work. â€Å"Multirater feedback has several significant advantages over single-rater assessment. Rather than relying on the perceptions of one individual, multirater feedback takes into account multiple perspectives. Those working with the employee, along with the supervisor, are generally able to provide a more comprehensive picture of an employees behaviour or performance. This is especially critical when the supervisor does not have the opportunity to observe all areas of an employees performance,† (Maylett, 2009). Maylett, (2009); DeNisi and Kluger, (2000) support that ‘360-degree feedback for decision making affects the actual ratings given to the individual being appraised and these systems should be primarily, if not exclusively for developmental purposes (Figure 3). Furthermore, the conditions in which 360 degree feedback work in an organisation largely depends upon the perception of 360 degree feedbacks potential to enhance human resource management system of the organisation. As suggested by Lepsinger and Lucia, (2009) factors like culture (that supports openness and honest feedback) and systems (that minimise irrational responses and have built in ways to identify people whose ratings are untrustworthy) assess if the organisation is ready to implement the 360 degree feedback process, and the researcher has explored the possibilities of its implication in the University of Huddersfield, based on these grounds. 2.1 Specific Literature Review This section of the dissertation takes a specific critical standpoint on whether 360 ° feedback as strategic Human Resource tool have a profound strategic justification in the University of Huddersfield (UOH) which is a registered for charity organisation (hud.ac.uk, 2011) . The researcher has given a critical account of the 360-degree feedback tool, as an option for performance development appraisals and for motivating the staff in performing better, in the registered for charity organisations. Currently, the 360 degree tool is not very common in the third sector, registered for charity organisations and the investigation could be a scope for a research elsewhere. According to Berk, (2009); and Fortunato and Smith, (2008) 360 degree feedback is an appraisal tool used by approximately 90% of the Fortune 1000 organisations (Fortunato and Smith, 2008; Bracken et al., 2001; Tornow and Tornow, 2001; Edwards and Ewen, 1996, 2001). Cardy, Leonard and Newman, (2011) believe that the incre ased popularity of the 360 degree feedback is unquestionable and that organisations have spent innumerable amount of funds in implementing the feedback system. However, Cardy et.al, (2011) argue that many Fortune 1000 companies have implemented the 360 degree feedback without having considered the purpose, which is not very advisable, as 360 degree feedback is at its best for staff development, motivation, and for administrative use such as in determining performance related salary. The utility of 360 degree feedback, mainly upward feedback, may be constricted when appraisers provide erroneous ratings (Bernardin and Tyler, 2001; Bracken and Timmreck, 2001). Kuvas, (2006) highlighted that the relationship between the performance appraisal and work is interrelated to the employees inherent motivation at work. For an employee to perform in an organisation, job satisfaction and motivation to execute an activity for itself, in order to experience the pleasure and satisfaction inherent in the activity (Kuvas, 2006; Deci et al., 1989; Vallerand, 1997). Cardy et.al. (2011) highlight that when feedback received from too many sources are used for the estimation of an employees performance the diverse sources of feedback seldom agree in their evaluation, although a broader understanding can be attained. Analysis and criticism of traditional appraisal system in contrast with 360 degree feedback The primary principle of appraisals is to put forward an opinion or feedback on how the employee performs in their current job role and to discuss further what could be done to facilitate the employee to perform the expected job, if they are not performing as per the objectives. Prowse and Prowse, (2009); and Randell, (1994) argue that appraisals are the systematic evaluation of an individuals performance linked to the organisations culture and behaviour. The various departments in the University of Huddersfield (UOH) use different appraisal mechanisms. The computing and library services, technical services and other administration departments of the University use a competencies framework for the staff appraisals. The appraisals are conducted half yearly (every 6 months) to follow up on the employees personal development plan. There are three documents that are usually taken in a one on one appraisal, the filled employee preparation form, the filled up competencies framework and the competency framework Role Profiling document which provides a brief idea of which level each role is at (Figure. 4). After the discussion the appraising line manager fills up the appraisal record which both the appraiser and the ‘appraisee sign and get a copy. This process is followed up every 6 months (Please refer to appendix 1 for appraisal documents). The purpose of the process is to facilitate the employees to develop in a systematic way so that university as an organisation functions in the best possible way utilising the optimum talent identified. Various authors support that the appraisal system also offers an opportunity to put across and discuss the employees achievements over the past year with th eir managers to confer their performance in general and make plans for the year ahead. The performance appraisals are potentially a solution for the organisations to get the most out of their employees (Prowse and Prowse, 2009; Armstrong and Baron, 2005). The scheme currently functional in the university is highly participative, with a huge emphasis on appraisal ‘self and making sure that the staffs have a key responsibility in determining their own improvement and personal development (UOH, 2011). â€Å"In order for an appraisal system to be absolutely flawless and effective a number of elements have to be in place, as in the understanding and agreement on performance goals, a process for collecting ongoing performance data and a framework of productive periodic review and formal appraisal discussions,† (Lepsinger and Lucia, 2009). Although the current appraisals seemed to have worked fine till date, the literature provides evidence of the flaws in the traditional appraisal processes. Lepsinger and Lucia, (2009); and Lee, (2006) highlight that disagreement on set performance criterion, the line managers inability as an appraiser to process the bulk of information received and the employees need, while being appraised to defend their self image, are the key factors which act as a barrier in the smooth functioning of the traditional appraisals. It could be argued that the two parties involved in a traditional appraisal usually do not agree with the performance criteria set and it is highly likely that a difference of opinion may crop up between the appraisers and appraisee on what it takes to perform the job effectively. Prowse and Prowse, (2009); and Lee, (2006) argue that that the appraisal practice cannot be executed successfully unless the appraiser has the right interpersonal skills to provide the feedback t o the appraisee. If the appraiser and appraisee do not come to a conclusion on what can mutually be agreed as a requirement for excellent performance, then it is quite evident that both may end up with diverse conclusions about the staffs effectiveness in meeting the set performance criteria. Furthermore, rather than reassessing the actions necessary for a thriving performance at work, if the traditional appraisal attempts to achieve a specific target or result, it hardly does anything to seize the gap in perception or help the appraisee in comprehending what amendments are vital for their advancement and development in performing the job (Lepsinger and Lucia, 2009). â€Å"Traditional performance appraisal systems are flawed in their design, implementation and use. Supervisors seldom are effective in using such systems because the assumptions that guide how we use performance appraisals are unsubstantiated,† (Lee, 2006). Lepsinger and Lucia, (2009); and Lee, (2006) solicit to discontinue the use of the traditional performance appraisal methods and state that the traditional appraisal processes that rely upon ratings should be discontinued and advanced performance management mechanisms should be adopted which are designed to produce ample quantitative and qualitative information. The line managers inability as an appraiser to process the mass information received is another major issue in the traditional appraisal processes. The though process behind an effective appraisal is very complex. Experts break down the intricate process for collecting and processing information used in the appraisal process (Lepsinger and Lucia, 2009). Merits of introducing 360 degree feedback as an appraisal tool in the University of Huddersfield â€Å"Critiques of appraisal have continued as appraisals have increased in use and scope across sectors and occupations. The dominant critique is the management framework using appraisal as an â€Å"orthodox† technique that seeks to remedy the weakness and propose of appraisals as a system to develop performance,† (Bach, 2005). As discussed previously The University of Huddersfield uses competencies framework for the staff appraisals. The competencies framework is a description of the relevant behaviours needed to be competent in the job roles and support the organisation in remaining an exceptional University. The competencies appraisal framework boasts to benefit the employees by providing precision of performance expectations, uniformity and fairness throughout the appraisal, allowing superior identification of individual development requirements and giving a clearer picture of required skills to progress in the career path. In turn the university benefits by a lucid method of continuous development and performance management, enabling the identification and prioritisation of improvement needs to facilitate the improved stipulation of the learning and development courses or other areas of development (Source: HR, 2011). â€Å"360 degree feedback can make a positive contribution to the appraisal system. It can help to gain agreement on expectations, by using a broader range of information, and by facilitating open discussion,† (Lepsinger and Lucia, 2009). There are numerous benefits of introducing 360 degree feedback in the University of Huddersfield. As per the discussions with the human resource staff and the appraising managers it can be argued that the current appraisal system functional in the university is not flawless. The bias nature of the one on one performance appraisals is prone to disputes among the appraising manager and the employees, and although the university has a procedure in place to resolve such conflicts it could still benefit by introducing 360 degree feedback along with the traditional appraisal mechanism to rule out any such possibilities of conflicts. 2.2 Summary of the Literature Review To sum it could be concluded that the 360 degree feedback has a proven record as an excellent tool for staff development and motivation. The researcher has observed that the tool has become increasingly accepted in the organisations worldwide ever since the masses have discovered its value. Since the academic literature supports the research question proposed by the researchers. Chapter 3 3 Introduction to the Research Methodology 29 3.1 Research Design 29-33 3.2 Research Strategy 33-35 3.3 Review of Research Data Collection Methods 35-36 3.3.1 Semi-Structured Interviews Qualitative Data 36 3.3.2. Questionnaires Quantitative Data 37-39 3.4 Pilot Test 39 3.4.1 Questionnaire Pilot Test 1 40 3.4.2 Questionnaire Pilot Test 2 40-41 3.5 Alternate Research Methods considered but 41-42 3.6 Ethical Considerations 42-43 3.7 Methods of Data Analysis 43-44 3.8 Summary of the methodology 44 3. An Introduction of the Research Methodology In this section of the research paper the researcher has explained the various types of research methods and techniques available, and used by the researcher, followed by a justification of why these methods have been considered appropriate for this dissertation and why the other methods have not been considered. The process of data collection and data analysis has also been described in this chapter. 3.1 Research Design The researcher throws light on the research design and gives a general idea of how the researcher has gone about addressing the research question and description of its approach with rationality, followed by an account of the objectives derived from this research, gives an account of the sources which has been used in this research to collect data, and a description of the ethical considerations (Creswell, et.al. 2011; Saunders, Lewis and Thornhill, 2009). To quote Saunders, et.al, (2009): â€Å"Combining both quantitative and qualitative analysis ‘the researcher may possibly use the quantitative data and ‘qualitize it that is converting it into narrative that can be analysed qualitatively. Alternately, the researcher may ‘quantitise the qualitative data, converting it into numerical codes so that it could be analysed statistically,† (Saunders et.al, 2009). The author has carried out the research by conducting semi-structured interviews followed by a brief experimental introduction of 360 degree feedback process, and the analysis of the results were done by the careful examination of combination of the mixed methods. Various authors justify that there are diverse rationales for research; however practitioner researchers are faced with queries that demand versatile responses (Creswell, 2003) Hence, a mixed methods approach that uses qualitative and quantitative research can be considered as appropriate for several p

The Feminist Movement in A Dolls House by Henrik Ibsen Essay -- Doll?

The Feminist Movement in A Doll's House by Henrik Ibsen    In Henrik Ibsen's, A Doll's House, the character of Nora Helmer goes through the dramatic transformation of a kind and loving housewife, to a desperate and bewildered woman, whom will ultimately leave her husband and everything she has known. Ibsen uses both the characters of Torvald and Nora to represent the tones and beliefs of 19th century society. By doing this, Ibsen effectively creates a dramatic argument that continues to this day; that of feminism. We are introduced in Act I with Nora returning from Christmas shopping. Ibsen utilizes this time for dramatic purposes of the Christian holidays and to show the struggle between a middle class marriage. Nora plans on having a big holiday bash, while Torvald would rather refrain since there is a rather limited cash flow. "Nora: Oh yes, Torvald, we can squander a little now...piles of money" (Ibsen 1506). Torvald follows up with, "But then it is three full months till the raise comes through" (Ibsen , 1506). Nora at this point in the play is nothing more than a child, careless in her action and not thinking ahead of possible consequences. Nora sees nothing wrong in spending big on Christmas. Granted this is a righteous cause, since the holidays are about giving to others, but still a parent should know the limit of happiness they should bring. At this point Torvald begins to act as "society" and unknowingly begins to use condescending terms towards Nora. "Are you scatterbrains off again?" (Ibsen 1506), "...my dear little Nora." (Ibsen 1507), (You're an odd little one" (Ibsen 1507). Torvald sees nothing wrong in these little pet names he gives Nora. He is absolutely right there is nothing wrong with pet name... ...aged to awaken or give strength to the feminist movement. Works Cited and Consulted Durbach, Errol. A Doll's House: Ibsen's Myth of Transformation. Boston: Twayne, 1991. Ibsen, Henrik. A Doll House (1879). Trans. Rolf Fjelde. Rpt. in Michael Meyer, ed. The Bedford Introduction to Literature. 5th edition. Boston & New York: Bedford/St. Martin's Press, 1999. 1564-1612. Longford, Elizabeth. Eminent Victorian Women. New York: Alfred A. Knopf, Inc., 1981. Phelps, Elizabeth Stuart. "The Angel Over the Right Shoulder." Solomon 1: 156-64. Solomon, Barbara H., ed. Rediscoveries: American Short Stories by Women, 1832-1916. New York: Penguin Group, 1994. Templeton, Joan. "Is A Doll House a Feminist Text?" (1989). Rpt. In Meyer. 1635-36. Templeton, Joan. "The Doll House Backlash: Criticism, Feminism, and Ibsen." PMLA (January 1989): 28-40.

The History of Computers :: Technology Computers Essays

The History of Computers In order to fully understand the history of computers and computers in general, it is important to understand what it is exactly that lead up to the invention of the computer. After all, there was a time when the use of laptops, P.C.s, and other machines was unthinkable. Way back in the fourth century B.C., the abucus was an instrument used for counting in Babylonia. Many scholars believe that it likely started out as pebbles being moved over lines drawn in the dirt and then evolved into a more complex counting tool (Aspray 7). About 1200 years later, Roman numerals were finally introduced, along with the idea of the zero and other mathematical basics. This helped lay the foundation for several different men who had findings that would eventually lead us to the beginnings of computers and computing. Though they are often referred to as scholars, many of these intellectuals were most likely just merely the nerds of their time. Take Wilhelm Schickard and Blaise Pascal of the 17t h century, for example. Both of these men had enough time on their hands to individually build two of the first mechanical calculators in history. Unfortunately, Schickard calculator never even made it past the model stage and Pascal machine had several snags of its own; nevertheless, both of their discoveries helped lead to more advanced computing. The next so-called geek to make his way into the computing spotlight was Charles Babbage. In 1842, he developed ideas for a computer that could find the solution to a math problem. His system was rudimentary, using punch-cards in the computation; however, his ideas were far from basic. In fact, the analysis of his Analytical Engine includes fundamentals of computer programming, including data analysis, looping, and memory addressing (History). So things started rolling and in no time, we arrived in the 20th century and many new advances in computing came with time. The discoveries became more and more significant and computers became more and more advanced. In 1943, a computer used in Britain for code-breaking was created, followed by the 1945 completion of the Electronic Numerical Integrator Analyzor and Computer, which was used in the United States to assist in the preparation of firing tables for artillery. Computers really began to prove useful even in situations that we never thought possible, like in war and protection.

Human Growth Hormone Essay -- Drugs Health Science Essays

Human Growth Hormone Human growth hormone, a substance produced in the human body, is now being sold over the Internet. Companies are marketing the product as an anti-aging product. At the web-site, http://www.awakenhgh.com, the company claims that there is a possibility that one can "stop the aging process." On the home page, they claim that the product can reduce fat and cellulite, increase energy and muscle tone, elevate mood, improve sexual performance and sleep, remove wrinkles, balance cholesterol, re-grow and re-color hair, and more. The product is a dietary oral spray that they claim contains a product that is "identical to the growth hormone manufactured in the human body" and is designed for oral consumption. They also provide a brief history of human growth hormone and how medical professionals have used it to treat children with growing deficiencies to promote a normal pattern of development. Human growth hormone used to be available through cadavers only, so they claim an inexpensive, synthe tic form is a real breakthrough for the public. The company claims that the product burns fat by increasing one’s metabolism, and that it is the "most effective anti-obesity agent ever discovered." It also "selectively" reduces the waist, hips and thighs while increasing muscle mass. Most of the improvement claims that are made do not explain how the product will do what it is purported to do. The creators claim that the HGH product is produced in an FDA approved lab, but there is a disclaimer in small print at that says that the Food & Drug Administration has not evaluated the statements that "Awaken" makes about the products. They also claim that there have been no significant side effects in children and adults with g... ...effects on the body and the mind, and without the additional cost of an unapproved supplement. Many more studies on HGH need to be done in order to learn more about the side effects and whether or not additional hormone had any positive effects on healthy individuals. The claims that are made on the internet are enticing and may possibly have medical research to back them up in some cases, but there has not been enough research done to sell this product to healthy individuals without unbiased scientific information. Works Cited Anti-aging Hormones. Harvard Womens Health Watch, 6 (8), 2-3. 1999. Inzucchi, S. (1997). Growth Hormone in Adults: Indications and Implications. Hospital Practice, 32 (1), 79-86, 90-91, 95-96. Morley, J. (1999). Growth Hormone: Fountain of Youth or Death Hormone? Journal of the American Geriatric Society, 47 (12), 1475-76. Human Growth Hormone Essay -- Drugs Health Science Essays Human Growth Hormone Human growth hormone, a substance produced in the human body, is now being sold over the Internet. Companies are marketing the product as an anti-aging product. At the web-site, http://www.awakenhgh.com, the company claims that there is a possibility that one can "stop the aging process." On the home page, they claim that the product can reduce fat and cellulite, increase energy and muscle tone, elevate mood, improve sexual performance and sleep, remove wrinkles, balance cholesterol, re-grow and re-color hair, and more. The product is a dietary oral spray that they claim contains a product that is "identical to the growth hormone manufactured in the human body" and is designed for oral consumption. They also provide a brief history of human growth hormone and how medical professionals have used it to treat children with growing deficiencies to promote a normal pattern of development. Human growth hormone used to be available through cadavers only, so they claim an inexpensive, synthe tic form is a real breakthrough for the public. The company claims that the product burns fat by increasing one’s metabolism, and that it is the "most effective anti-obesity agent ever discovered." It also "selectively" reduces the waist, hips and thighs while increasing muscle mass. Most of the improvement claims that are made do not explain how the product will do what it is purported to do. The creators claim that the HGH product is produced in an FDA approved lab, but there is a disclaimer in small print at that says that the Food & Drug Administration has not evaluated the statements that "Awaken" makes about the products. They also claim that there have been no significant side effects in children and adults with g... ...effects on the body and the mind, and without the additional cost of an unapproved supplement. Many more studies on HGH need to be done in order to learn more about the side effects and whether or not additional hormone had any positive effects on healthy individuals. The claims that are made on the internet are enticing and may possibly have medical research to back them up in some cases, but there has not been enough research done to sell this product to healthy individuals without unbiased scientific information. Works Cited Anti-aging Hormones. Harvard Womens Health Watch, 6 (8), 2-3. 1999. Inzucchi, S. (1997). Growth Hormone in Adults: Indications and Implications. Hospital Practice, 32 (1), 79-86, 90-91, 95-96. Morley, J. (1999). Growth Hormone: Fountain of Youth or Death Hormone? Journal of the American Geriatric Society, 47 (12), 1475-76.

Gender Roles in European Culture

Throughout history, women have made up a sort of â€Å"minority† in the world’s many societies. They have been looked upon as property to husbands and fathers. Their place was deemed the male’s home. Women were to provide services to men, ranging from carrying an heir (hopefully a male) to providing a clean home and cooked meals. Women in high-income nations still continue to face challenges because of their gender, and those in low-income nations often remain thought of as property.From a symbolic interactionist perspective, gender is an issue that is based on many underlying historical concepts, and it continues to contribute to world-wide poverty. As symbolic interactionists view social problems using a microlevel perspective, they see that gender roles are learned behaviors taught by individual socializing agents in each society. Parents immediately begin teaching their children what it is to be a male or female in how they treat their sons and daughters. For example, parents are more likely to play rough with their sons, who are often dressed in clothes pertaining to superheroes.This teaches the young male that strength, athletic ability, and courage are â€Å"desirable. † He might then try to epitomize this throughout his lifetime. On the other side, a daughter is often dressed in frilly outfits depicting maidens in distress (Cinderella, for example), and they are usually kept inside from getting dirty to learn homemaking skills. Throughout their lifetime, then, they will remember what it is to be a female according to their parents. Thus, from birth, children are subjected to differing gender roles within a society.Symbolic interactionists also see that gender roles could be taught with something as seemingly insignificant as communication. Linguistic sexism, which is patterns of communication that degrade a particular sex (usually female), is often cited as employing the dominance of one gender to perpetuate traditional gende r roles. For example, the English word â€Å"mankind† includes every human being on Earth, whether male or female, even though it conjures up the idea of a group of males. Also, if a female enters a medical profession, she is often referred to as a â€Å"female doctor† to avoid confusion in this traditionally male-dominated job.Even nonverbal communication can perpetuate dominance. A female that always touches a male at her prerogative in public is easily viewed as the dominant figure within the relationship. Eye contact can be used to stress the dominance of one over another (as in animals, when a â€Å"stare down† has been won, the winner has taken dominance). As communication is passed from parent to child in every generation, until it changes, it will perpetuate inequality. Though women’s roles in the world are changing rapidly in high-income nations, many still face problems regarding poverty through all sociological perspectives.Not all women will g row up to become doctors and lawyers, as these fields are still dominated by males. According to the glass ceiling idea, women can only go so far in their dominated jobs. However, the glass elevator idea lifts men to reach even higher than women in female-dominated jobs, such as nursing. Men are typically paid more and regarded as being able to handle more complicated problems (so they are well-suited to move up in companies and manage others). Therefore, women without husbands to help them may not be able to provide the usual income it would take for her to live above the poverty level.This is restrictive to single mothers who are trying to provide for themselves as well as their children. If they cannot move up in their job, they will not be able to provide money for food, housing, child care during her work hours, and other basic necessities (such as clothes for her children). She may get help from the government, but as soon as she gets above a certain income level (which is sti ll on the poverty line), she is cut off of federal aid. It will then take her months to get back into the system, even though she has already been in it before.This creates a cycle of poverty for the woman and her children, who, growing up in poverty, will be more likely to be stuck in poverty throughout their lifetimes. Therefore, the inequality of women in the economy and government as compared to men burdens them in different ways. Since the government does not bother to consider these differences when coming up with plans of action, poverty is still perpetuated. However, the government has tried to cut back on poverty by giving states incentives (additional funds) for having less poverty. This legislation is known as B. O. B. nd encourages states to solve the poverty problem from its roots to wipe it out. Resolutions have also been introduced to reinforce less discrimination against women. These macrolevel answers have little to do with the problem on the microlevel, which has y et to be solved. Language and gestures are hard to change, even over generations and generations. Traditions ebb and flow on their own with regards to advancing technology, ideas, and beliefs. Therefore, from a symbolic interactionist perspective, there is not yet a true solution to the problems of gender inequality and resulting poverty.

Nursing Theory Essay

Motivation theories includeAchievement-motivation theory Expectancy theory Equity theory Motivation theories are derived predominantly from the work of:Abraham Maslow (a psychologist) Achievement-motivation theory developed by: Focus: Atkinson, McClelland, and Veroff Aspects of personality characteristics and proposes 3 forms of motivation/needs in work situations (achievement, power, affiliation) Individuals are not as concerned with the rewards of achievement as they are with the actual achievement are:Achievement (high need achievement) Expectancy theory Major concept In 1964 –Vroom decided to add the concept of expectancy, instrumentality & valence to motivation Expectancy is defined as Instrumentality describes Valance is In Short, the Expectancy Theory states thatDeveloped by Victor Vroom in 1960s The effect of ability and motivation on performance Performance = ability X motivation Performance = expectancy x instrumentality x valence The association between the action and the outcome of the action (action will lead to achieve goal) The type of outcome derived b/c of an action (achievement of a goal will lead to reward) The value placed on the desirability of the outcome by the employee An individual will act (performance) in a certain manner b/c there is an expectation (motivation) that the act will result in an outcome. Equity theory Developed by: This theory attempts to describe: Stacy Adams-a research psychologist The relationship in which an individual give something (input) and in exchange receives something (outcome) Ex: an individual expects that if he/she works hard at a job (input), he/she will receive compensation or recognition (outcome) based on what he/she put in Concepts of power, empowerment, and change Power is The larger concept from which authority is derived Power is defined asInfluence wielded (used) by an individual or group of individuals to change behaviors & attitudes and to sway decisions Authority isA formal right based on the manager’s position in the organization. A source of legitimate power 5 bases/sources of powerReward, coercive, legitimate, referent, and expert power Coercive, reward, & legitimate power – are considered formal bases of power Referent & expert power – are personal bases of power Two other bases of power Informational power vs. charismatic powerInformational power – is the power held by an individual who has the information necessary for others to accomplish a task or goal Charismatic power – is the power that attracts one individual to another Empowerment isThe transfer or delegation of responsibility & authority from managers to employees; empowerment is the sharing of power (sharing vision, mission, knowledge, expertise†¦) Change Planned Change Theory Central to Lewin theory A field – Force – have 2 forces (driving force vs. restraining forces) By Kurt Lewin (a German psychologist –if u care!!! ) The concepts of field and force Can be viewed as a system (if one part of the system change, then the whole system must be examined to determine the effect of that change) Driving force – encourages/facilitates movement to a new direction, goal, or outcome Restraining force – (opposite with driving force). Restraining forces block or impede progress toward the goal. Problem-Solving and decision-making processes The Rational Decision-Making ModelInvolves a cognitive process where each step follows in a logical order from the one before. By cognitive, It means -based on thinking through and weighing up the alternatives to come up with the best potential result. Bounded rational decision-making model (Bounded rationality) Means that humans are unable to make entirely rational decision b/c of the limits of human mental abilities and b/c of the influence of external force on decision making. A decision maker is said to exhibit bounded rationality when they consider fewer options than are actually available, or when they choose an option that is not â€Å"the best overall† but is best within the current circumstances. E. g. , someone spills coffee on a shirt in a restaurant, and goes next door and buys a poorly fitting shirt to change into immediately. Obviously it would be optimal to buy a proper fitting shirt. But if the person is in a hurry and cannot wear a wet, coffee stained shirt, then buying the poorly fitting one is appropriate. This is an example of bounded rationality Group Decision Making modelOften used when the decision is complex, such as when a new process or product is being developed. Advantage: the decision made may be higher quality Major errors may be avoided Disadvantage: Take longer to reach decision May lead to compromises that really do not solve the problem Organizational Quantitative Decision-Making Techniques Rely on facts & quantitative measures (data based) to make decisions (although intuition & judgment still influence the decision making process) Conflict Management Characteristics of a conflict situation: Conflict Mode Model 2 types of response: cooperativeness vs assertiveness Thomas & Kilmann (1974) – 5 conflict-handling modes/strategies: Thomas (1976) recommended that the FIRST COURSE of action is to discern (recognize) the other party’s intent in causing the conflict before determining how to respond Cooperativeness – focus on statisfying the other person’s concern Assertiveness – focus on statisfying one’s own concern 1. Competing or forcing – used when the issue is important, needs speedy resolution . Ex. An individual pursues his own concerns at the other person’s expense. This is a power-oriented mode in which you use whatever power seems appropriate to win your own position. (Assertive but uncooperative) 2. Accomodation – opposite of competing. When accomodating – the individual neglects his own concerns to stisfy the concerns (assertive and cooperative) 3. Avoidance – the person neither pursues his own concerns nor those of the other individual.

Living in a Violent Culture

Most violent acts committed in modern times are seen as unthinkable and heinous. Today’s culture appears to be at its most serene and peaceful. However, this may not be true. Today’s culture is still one of extreme violence and is comparable to some of history’s most horrific times. Over the course of history, violence in culture has been in fluctuation but has always been considerably aggressive. Modern violent culture is comparable to history’s as society’s forms of entertainment are still violent, racial, domestic, and religious. Disputes still occur and lastly, war and cruel punishments still exist in the world. Fortunately, there is hope as violence, although still existing, seems to be improving and slowly diminishing. Over time, modern forms of entertainment appear to have changed. However; it can be disturbing the similarities in which violence appears to be a common factor throughout history. Rome is said to be the birthplace of violent entertainment. Some historians suggest that we should not be surprised by their violent games and competitions because the Romans were at war throughout their history. Ancient Rome is infamous for their gladiatorial battles; battles in which men were forced to fight one another to the death. Many gladiators were prisoners of war, criminals or slaves. Thousands of people would watch as these men were thrown into the fight against their will. Women would even attend these events and watch men fight to the death. This would first appear to us as shocking, but today’s society is attracted to films indicating this exact behavior. The film Gladiator is about a general whose family is murdered by a prince and this man becomes a gladiator to seek revenge. This movie won 5 Oscars as well as numerous other awards. This is undeniable evidence that society has not changed when it comes to these sorts of things. They still watch the same forms of violence. In Medieval times, crowds would come to watch the public executions of heretics and traitors. The crowds would chant and yell awaiting the death of the accused. The movie Kill Bill follows the story of a woman who was almost killed by a group of people working for her husband. This woman learns to fight and the only thing on her mind is to have revenge on the assassination team that betrayed her. The entire point of the movie is supporting the woman in killing off each and every person involved in her attack. Just like the support given by crowds against deserving criminals, audiences support the character against the deserving criminals in her case. This movie was played worldwide and was top grossing during its time. This is even more evidence supporting the fact that culture has not changed a lot. In sixteenth-century Paris, a popular form of entertainment was cat-burning, in which a cat was hoisted in a sling on a stage and slowly lowered into a fire. This of course seems repulsive to think of now, but today there are still cock fights, dog fights and bullfights. Bull fighting is a traditional spectacle of Spain, Portugal, some cities in southern France and in several Latin American countries. This form of entertainment involves one or more bulls being ritually killed in a bullring as a public spectacle. It can be considered a blood sport. Bull fighting is now becoming more controversial but is still seen as very respectable. Many people come to bullfighting arenas simply to watch animals being killed as a means of entertainment. This is not very different from cat burning. Both are violent and should be unacceptable. In some ways, today’s culture is worse than the past. Even in history, murder was still wrong under the wrong circumstances. Other actions such as rape and abuse were still regarded as bad and could be punished. Today, the world has video games in which young boys and girls are exposed to this violence in a whole new way. They are given the opportunity to play the bad guy without actually committing the crime. This not only teaches these children that perhaps violence is okay, but what if one day, playing the game is not enough for them. For example, there is a game called Phantasmagoria that was banned in various countries for â€Å"sexualized violence†. In no way should rape ever be drawn and put into a game. This is a new kind of violent entertainment that promotes violence in today’s culture. To use violence as a means of entertainment also promotes violence as okay in certain situations. Racial, religious and domestic disputes occur today all over the world and have been forever. Anti-Semitism has been in the world since Earth’s earliest civilizations and it continued extensively until the 1940s and resulted in the death of over 6 million Jews. Violence occurred during the Crusades in the medieval times; during which religiously sanctioned military campaigns forcefully and violently fought to abolish other religions through violence and torture. These two events are similar in that they fought to abolish another group of human beings because one group thought they were more superior. Rwanda is filled with genocide and child soldiers. A child soldier lives their entire life violently. They are forced to murder and therefore grow up knowing nothing but that. The Muslims and the Jewish people in the Middle East still fight over land. Today even in Canada there are ethnic disputes. Canada has two â€Å"founding nations†: the French and the English. Disputes occur between the French wanting to separate from Canada. It is only a matter of time before this dispute ends in violence. Slavery among cultures had always existed. The targets of slavery were minority groups. This had always been the case. It was not until 1834 that slavery was abolished in Canada and it would not be until 1863 that it was abolished in the USA. Today, southern states still experience extreme racism towards African Americans simply because they are a ‘minority’. Although ethnic conflict may be inevitable in the modern world, prevention techniques such as understanding other cultures, recognizing warning signs of ethnic violence and developing a plan of action can lead to diplomatic settlements and can help to contain violent outbursts. There is hope to end the racial violence that still exists today. Education for all cultures is now abundant as well as human rights laws that work to prevent the harm of anyone due to their race. Another form of practiced violence in the world is domestic violence. Women seem to always be a target for violence. In ancient Greece, women were practically prisoners in their own homes. They had no rights and they were owned by either their father or their husband. Thus, these men had the right to abuse them. In Medieval times, if a woman got pregnant and decided to attempt an abortion, they were subject to horrible methods of torture and eventual death. Today, the extent of violence slowly diminishes. However, women are generally still targets for abuse in relationships. Domestic violence occurs everywhere in Canada and in the States. Honour killings are still performed to this day in the Middle East. An honour killing is when a woman is suspected of being unfaithful to their husbands, dressing inappropriately, engaging in homosexuality or wanting to be out of an arranged marriage. Women can be stoned to death or buried alive as well as other methods. Clearly this is a culture of violence when all of these things are still occurring. From racial disputes, to religious disagreements; from fights over territory to the abuse of women, violence occurs everywhere. In fact, violence will most likely survive until the end of human civilization. The most extreme form of violence and dispute is war. It is almost as if the world is addicted to war; it is the ultimate power struggle. War is something that can influence an entire nation. It can turn people against another group of people and is the ultimate act of violence. Violence is inevitable in any culture. War however, is not. History is flooded with war. In fact, war continuously existed from Egyptian times until medieval times. There was no escape from that. A shred of hope for our future would include the fact that war did not exist in today’s culture. However, it still does. From land rights, to religious disputes to rivalries, war has always existed. And today, the world continues to fight. The US led war to continue to exist in Iraq. The aim has been the destruction of Iraqi society enabling the US and Britain to gain control of Iraq's huge oil reserves. In five thousand years of hosting empires, the fertile valley between the Tigris and Euphrates rivers has endured many tyrannical regimes. Sumerians, Chaldeans, Hittites, Assyrians, Babylonians, Medes, Persians, Macedonian Greeks, Seleucid Greeks, Romans, Parthians, Arabs, Mongols, Ottoman Turks, and the British have all passed through and left their mark, for good or ill. Some, like the Assyrians, have come â€Å"like a wolf on the fold†; others have stayed long enough to build more than they destroyed. The Americans, are coming like the Assyrians. Currently, the war is not solving any problems. It’s a continual battle in hopes for some sort of end. Men are dying from Canada, the USA and from Iraq. Money that could be spent to better each of these countries is being used on the war. People back home are listening and waiting to hear about the next soldier that has died. Today, war is still an issue. War is what seemed to have made previous civilizations so unstable. This culture may never truly be civilized until it learns that violence is a short term means to an end of a problem. As Bertrand Russell says, â€Å"War does not determine who is right, it determines who is left†. War is a similar factor in each of the civilizations prior to this one, and in this one. If war is eliminated, perhaps violence as a whole would be on its way out. Until then, today’s culture will be one of violence. Looking back at the past, mankind may take pride in the supposed lack of violence in the world today when comparing it to the past. However, violence still exists almost as vividly and as evil as it once did. It will not be until mankind desires to rid itself of the unnecessary violence in its entertainment. It will not be until religious, racial and domestic disputes are abolished and everyone is equal that violence will be eliminated. And lastly, it will not be until war is no longer an option for solving problems and people come to diplomatic solutions will the world be rid of violence. Until that time, today’s culture and all the future ones to come will be ones of violence.