The Horla by Guy de Maupassant

â€Å"The Horla† By Guy de Maupassant Guy de Maupassant’s short story â€Å"The Horla† is a great example of the notion that art sometimes imitates life. In 1887, while battling the end stages of syphilis and institutionalized for insanity, de Maupassant’s last story â€Å"The Horla† was published. In the pages his fictional character, the narrator, chronicles his journey into madness while fighting an unseen beast. The protagonist can be compared to de Maupassant and his own struggle with syphilis and psychosis. This story was originally written in French, the author de Maupassant’s native language.It begins merrily with the narrator, who by all means seems young, healthy and wealthy, living in an estate, journals his first entry on May 8th exclaiming, â€Å"What a lovely day! † (de Maupassant 1). In subsequent entries what the narrator says about himself, through his actions, his diary becomes the witness of his madness and parallels the authors own progression of syphilis. The first signs of the narrator’s depression begin to manifest four days after he spots a â€Å"superb-three mast† Brazilian vessel and salutes it.He will later come to believe that this single gesture, performing a salute, has unconsciously invited a supernatural being that was aboard the ship to enter his home. He is plagued by a fever and melancholy, changing his mood from happiness into despair. Feeling as if â€Å"some misfortune has upset his nerves and given him a fit of low spirits† (de Maupassant 2). Like his fictional character, the narrator, de Mausspant would have likely suffered from fever. The disease plaguing de Mausspant, Syphilis, is sexually transmitted and has many symptoms.In the early stages of his disease, fever is a common symptom of syphilis, a sexually transmitted disease. The medical symptoms of Syphilis tend to mimic many other diseases. Patients within four to ten weeks after contracting the v irus tend to have flu like symptoms; fever, muscle aches and decreased appetite. As the story continues, the narrator is overwhelmed with anxiety as if some irrational being is at work, one that the human eye cannot see but is nonetheless to blame, he begins to wonder if the fever is not only having an effect on his body but also on his mind. On May 16th he enters in his journals that yes, e believes he is becoming seriously ill. His writing begins to show that he is being gripped by paranoia. Feeling as if something inevitable, some unseen force is around the corner and ready to attack his physical well-being. He has a horrible â€Å"sensation of some danger threatening him† (de Maupassant 3), but has yet to give his affliction a name. Paranoia as being defined by Webster’s dictionary is a psychosis that is characterized by delusions of persecution or grandeur usually without hallucinations. There may also be a tendency on the part of an individual towards irrational suspiciousness or distrustfulness.Subsequently, paranoia is a defying feature for paranoid schizophrenics. Using these guidelines and the narrator’s own description of his emotional state, it would tend to lead the reader into believing he is suffering from schizophrenia. Schizophrenia is also a medical induced symptom of syphilis (Kaplan, and Sadick). To escape his overwhelming feelings of being tormented and haunted by the unknown, the narrator escapes to Mount St. Michel. Feeling refreshed, he returns home in good health and spirits. However, very soon after his return, his nightmares return.Once again, he leaves and travels to Paris, hoping to enjoy the July 14th festivities. In Paris, he has the opportunity to attend a demonstration of hypnosis. At this demonstration, he learns about the power of suggestion. His spirits renewed, he decides to return home and once again the manifestations return. The creature which he has named The Horla, takes control of his body. Soon, he's unable to leave his home in order to escape from this invisible monster. Reaching this point in the story, one would believe the narrator is struggling with an inner demon, mental illness, not a physical entity.Fearing an unseen monster has possessed him, the narrator becomes withdrawn; unable to leave the confines of his home. You could ask, is the monster real or just another symptom of schizophrenia? Has the author, de Maupassant described his own feelings? Displaying his feelings as his protagonist in the story? People with schizophrenia may have hallucinations, hearing voices that other people don't hear. They may believe other people or things are reading their minds, controlling their thoughts, or plotting to harm them. This illness can make a person seem withdrawn or extremely agitated. On August 18th, the narrator writes â€Å"Oh!Yes I will obey Him, follow His impulses, fulfill all His wishes, show myself humble, submissive, a coward. †(de Maupassant 14) Feelin g overpowered, the narrator succumbs to the control of The Horla. His writing becomes like that of a maniac cumulating to thoughts of killing his captor, the captor that at times resides inside of him. Feeling that he may be able to take control when The Horla is creeping around the house and kill him the narrator in a moment of frenzy sets fire to his home. With his home in blazes the narrator flees to escape, only to realize he has trapped his servants in the home. The home has now became the servants grave.Overcome with paranoia when he realizes that he could not kill that which he could not see he decides his only way to escape is death. The narrator’s final line brings the conclusion to this story, â€Å"I suppose I must kill myself† (de Maupassant 18). Many sufferers of mental illness believe that suicide is the answer. On average, one out of every 10 schizophrenic patients will commit suicide. The high risk of suicide in schizophrenia is due in large part to the depression and paranoia that characterize the disorder (Veague). While unknown to the readers if the narrator actually kills himself, he was surely mad.This very madness has been documented in the real life of the author Guy de Maupassant. He himself tried to commit suicide by cutting his throat in 1891. His failed suicide attempt, his growing fear of death and paranoia led to his being institutionalized. He would spend his last 18 months of life in a Paris mental institution (Lombardi). His last work, â€Å"The Horla† should be remembered as one of his best short stories, one in which he had written himself into, as the stories own antagonist. Guy de Maupassant’s short life ended on July 6th, 1893. Works Cited de Maupassant, Guy. The Horla (Fantasy and Horror Classics).Digital. Read Books Limited, 2011. 1-18. eBook. Kaplan, Harold, and Benjamin Sadick. â€Å"http://www. schizophrenia. com/family/misdiag. html. † Schizophrenia. com. Baltimore:Williams & Wilkins , n. d. Web. 18 Oct 2012. Lombardi, Esther. Guy de Maupassant Biography. Web. 29 Oct. 2012. . Veague, Heather. â€Å"Schizophrenia, Impact on Families and Society. † Suicide and Schizophrenia. N. p. , 12 2009. Web. 17 Oct 2012. .

Management challenges for the 21st Century

What Are Three 21st Century Challenges in Strategic Management? Answer Many challenges face a manager in the 21st century. A looming challenge in strategic management right now is globalization. Another is a volatile world economy. A third challenge in 21st century strategic management is the ever changing environment of government regulations, both domestically and internationally. Globalization Globalization is the international integration of intercultural ideas, perspectives, products/services, culture, and technology.Ethics and GovernanceEthics is at the core of corporate governance, and management must reflect accountability for their actions on global community scale. Diversity Globalization demands a diverse work force, and assimilating varying cultures, genders, ages, and dispositions is of high value. Career Success and Personal Fulfillment Career success and fulfillment hinges on effective human resource management, the practice of empowering employees with the necessary t ools and skills. Technology Technology management is crucial in offsetting the risks of new technology while acquiring the operational benefits the technology provides.Competition Managers must understand a company's competitive advantage, and translate this into a strategy that incorporates the competitive landscape. A Framework for Considering Challenges: PESTEL The PESTEL framework highlights six critical factors for management to consider when approaching the general business environment. A Look at the Managers of Tomorrow Posted on August 25, 2009by greatworkplace Randstad recently published an excellent report on the Managers of Tomorrow, including some fascinating statistics and observations on what our managerial landscape might look like in the future.In his book, â€Å"The Future of Management,† Gary Hamel argues that the secret to long-term business success is â€Å"not operational excellence, technology breakthroughs, or new business models, but management innova tion–new ways of mobilizing talent, allocating resources, and formulating strategies. † We’ll take a look at some predictions for the future and how we might be able to influence them. Who wants to be a supervisor? According to Randstad’s report, current employees have mixed feelings about the quality of managers currently, but their outlook of future supervisors looks somewhat bleak.The report goes on to suggest that â€Å"It’s clear that finding and preparing the next generation of managers is rapidly becoming one of the most critical business needs in the modern workplace. † The problem: future generations of employees aren’t embracing the role of a manager. â€Å"Employees watch their managers and see long hours, loads of new responsibilities and not much more money. Increased stress is the number one reason employees don’t want to become managers. † What attracts employees to a manager role?We’ve established t hat future generations might not currently embrace the role of a manager, but Ranstad’s report does provide some insight on what employees do find attractive about being a manager. So what makes management more attractive? â€Å"Maybe it begins with rethinking management. When we asked employees to list the reasons why they would want to be a manager, the answers were surprising. Power, status and money didn’t even make the list. The number one reason was being able to share my knowledge with others. Number two was being responsible for the success of an organization. And, number three was being able to influence decisions.†Some Goals for the Future In February, the Harvard Business Journal published an article featuring 25 Stretch Goals for Management in the 21st Century. Here are a couple interesting points from the article: Redefine the work of leadership. The notion of the leader as a heroic decision maker is untenable. Leaders must be recast as social-syste ms architects who enable innovation and collaboration. Create internal markets for ideas, talent, and resources. Markets are better than hierarchies at allocating resources, and companies’ resource allocation processes need to reflect this fact.Depoliticize decision-making. Decision processes must be free of positional biases and should exploit the collective wisdom of the entire organization. Retrain managerial minds. Managers’ traditional deductive and analytical skills must be complemented by conceptual and systems-thinking skills. (Source: â€Å"25 Stretch Goals for Managementâ€Å", Harvard Business Journal) Supervisory Training for Tomorrow’s Supervisor Today’s work environment demands highly skilled frontline supervisors different from the command-and-control leaders of the past.People are not interested in working for someone who just gives orders daily and conducts evaluations annually. Today’s employees are looking for leaders who devel op, support and coach them and keep them engaged. In ERC’s popular Supervisory Series I, beginning September 8, participants learn the managerial and interpersonal skills necessary to handle all leadership interactions—including those that are emotionally charged—along with the ability to apply both of these skill sets in any leadership setting or interaction. Organizational Promotions – The Managers of TomorrowSEPTEMBER 1, 2010 BY JORRIAN GELINK 1 COMMENT The people decision process is the control an organization has in whether its vision is being executed as well as achieving high performance. Having mission statements and core values posted across the walls is irrelevant unless the actions towards the people align with the organization’s core vision. Delivering a message emphasizing the importance of attaining new markets falls short when the company promotes an associate that is focused on retaining older clients but moves up due to â€Å"long tenure†.Every decision that is made in regards to people movement up, down or sideways is viewed on carefully not only by those within the department or division; but as well with others that do a â€Å"temperature check† of what it takes to stay/move up within the organization. The management of today need to follow two core steps in order to promote the management of tomorrow. Integrity of character. The start of any promotion should be on an individual’s integrity; for without that the organization is compromised. Integrity is not something learned in an organization, it is a trait brought into the organization and is easily judged by others.Integrity is always worn on a manager and is the fabric that can never come off; whether the integrity is strong or weak, all can see it and will respond to it accordingly. Lack of management integrity will show up in less than one month, but be rest assured the damage will show up the same time that integrity of characte r is breached. Many examples plague a manager’s strength of integrity: favoritism, fear of dealing with strong subordinates, placing blame on others, fear of performance communication, and promoting others â€Å"like me† are some of the main issues that plague poor management today.The people of the organization will forgive upper management promoting someone new to role, but they will never forgive a promotion of one with a lack of integrity. Organizational Performance. The organization has to promote based on performance: clear results achieved by executing tangible goals of the organization. Behavior leading to results needs to be looked at, any manager promoting one based on performing the right behaviors but not achieving results shows a lack of ignorance to the organization’s goals. Others will look upon this type of poor promotion it as â€Å"as long as I do what my manager tells me, who cares if I need to perform†.Not only will you damage your bus iness, you also shun others from wanting to move up the organizational ladder. Another result of poor promotion planning are the â€Å"opinions† of whether one can be handle a new role: what needs to be there is factual evidence of performance. The worst damage that can be done is not only average performance of a candidate, but under-performance, as any objectives and goals leading to results will not be taken seriously by co-workers and upper management will be looked upon as â€Å"the promoter of friends†.Continuous poor promotions with this method result in sub-ordinates leaving the organization due to favoritism or even worse, destroy the organizations objectives by trying to be-friend their superior in place of achieving results. The managers of tomorrow require high integrity of character as well of results of organizational performance. Focusing on these two requirements helps the organization be fair and accountable to what it needs from its teams. Missing eve n one of these requirements not only threatens the performance of the organization, but also detracts others from looking to be promoted.This is the true control of the organization: moving the right people into the right places for the right reasons. Jorrian Gelink Management Architect 5 Key Roles for HR Managers of Tomorrow What wlll the HR directors of tomorrow look like and what will their roles be? If we listen to theorists and academics, they might not look like much at all — in fact, they might already be extinct. This isn’t news: mandates for change in the profession have been prolific since the ’90s. Remember Fast Company’s 2005 article â€Å"Why We Hate HRâ€Å"? That certainly got our attention: attacking HR’s intelligence and value.Still today, noted practitioners like Jacques Fitz-Enz advocate breaking up HR, suggesting that the competencies needed for each area of the HR practice be allocated to other capable departments within a co mpany. I, naturally, wholeheartedly disagree with Fitz-Enz and other HR-killing proponents. Why? There is absolutely nothing in any organization that does not require people. People are an organization’s greatest asset — they are the human capital. So why should there not be a talented team of professionals focused on all things people?I think there is hope for HR, but it will require a dramatic paradigm shift and a deliberate refocus on what’s important to an organization in order to drive the performance and development of the workforce. If HR is to survive, it must think and act as if the organization was paying for its services — and could pull the plug at any time. Here are five roles that the HR Leader of tomorrow will have to play in order to shift the paradigm and add true value to an organization: Strategic Investor Today’s HR team is overwhelmed, overly busy and stretched beyond capacity.With multiple customers having exponential number o f needs, run from one project to the next, without stopping to understand why we are doing it, what the end result should be and whether or not we met the end results. Think about that. If HR were a business with services and products for an organization, would we not have to think about our business as a strategic investor, providing the right products and services for a cost that the customer will pay? We cannot be everything, and do everything. We need to learn to deliver our work where it adds value, and continuously measure that delivery.Relationship Facilitator Sticking with the concept of Human Resources as â€Å"all things people† for a minute, it goes without saying that a huge element of that role is facilitating relationships throughout (and outside) the organization. I see â€Å"building relationships† as being part of this, but not all. Yes, HR needs trusted relationships with executives, peers, the HR team, and the employees. But Human Resources cannot st op there; they must facilitate relationship building up and down levels, across business units, and with the community at large.Relationships are the biggest derailers of organizational success, and HR is poised to be the trusted facilitator bring people, teams and the organization together to drive business success. Developer of People Human Resources tends to be the â€Å"cobbler’s children†, going without shoes while the cobbler provides shoes to everyone else. Developing the skill and talent of the workforce goes without saying on the HR job description (at least in my mind), but we cannot forget our own team. How can we expect to influence and facilitate if our own team is in disarray?How can we facilitate trust, if our HR team is not trusted? Risk Manager There is no getting around it; there are tremendous risks related to people in an organization, and it is the role of HR to manage those risks. That doesn’t mean providing policies and procedures to ensur e no one steps out of line, but building capability in the leadership team and engagement and commitment in the workforce. Technology Geek The Human Resources Director of Tomorrow cannot survive on inference and buzzwords; they must provide credible business intelligence.Anyone stepping into HR leadership must have broad knowledge of technology systems, data integrity, process improvement and analytics. We must be able to critically analyze our processes to ensure that the business intelligence that we provide to our customers is credible. With the complexity of today’s HR systems, HR has to have to â€Å"geek-y curiosity,† asking, â€Å"how can we do this better and more efficiently using technology? † Can We Shift the Paradigm? Not only can we, but we must, not only for our survival, but for the organizations we serve.The people of the organization make it or break it, and need the talent and skills to make it. That’s where HR can shine. A Word from the Associate Dean: VUCA and the managers of tomorrow Posted on July 4, 2013 by GMBA Community Change is occurring faster than ever before, the world is more and more unpredictable. More players, more issues, and more voices means chaos and complexity and the â€Å"realities† of doing business are not so hard and fast as we may have once assumed it to be. Organizations operating under these forces face unique challenges and opportunities in decision-making, problem-solving, and planning.VUCA, an acronym standing for volatility, uncertainty, complexity, and ambiguity is a term derived from military vocabulary that is increasingly relevant for describing how managers should take into account the external environment. Being aware, being prepared, and anticipating the complications arising from VUCA are essential characteristics of a global manager today. As companies understand (or more likely, fail to understand) this operational chaos, they seek a new kind of leader, a talent tha t is prepared, aware, and capable of foreseeable strategy and informed action.These are the kinds of leaders the Global MBA seeks to train, to help provide companies with the talent they need to stay ahead of the trends. The companies that fail to perform today are the ones that are still operating under the talent acquisition, talent management, and workforce planning processes of yesterday. But this chaos is here to stay, so businesses and business leaders not only need to get up to speed but to start finding the relevant talent that can perform and remain agile in this environment.Agility is a term we stress in our program. In the age of innovation, disruption, and globalization, sticking with the tried and true won’t necessarily cut it. Unique challenges require unique solutions, and the demands placed on business leaders in this setting are diverse, varied, and in constant flux. As new markets emerge, new opportunities and obstacles arise. At a faster pace, the future is upon us before we can anticipate it. And with disruptive innovation the rule rather than the exception, competition is breakneck.Traditional leadership styles don’t work in this sort of dynamism. The leadership must mirror the environment and focus on VUCA preparedness, anticipation and evolution. And that doesn’t mean that there’s a one size fits all model for management; complex problems require complex solutions and equally complex strategies. Tomorrow’s leaders must be able to thrive in multiple, multi-faceted environments, keeping a finger on the pulse of emerging markets, mature markets, entrepreneurship and innovation, and efficiency and optimization.Embracing chaos, taking risks, being capable of rapid strategy changes in response to changing markets: all of these characteristics must also be balanced by pragmatism and commitment and underscored by a passion to bring employees along on the adventure. The skills gained through interacting with a d iverse cohort, traveling and working internationally, exposure to emerging markets, studying in a mature market, learning from the best professors from around the world are all hardwired into the design of the Global MBA to respond to these needs.Studying a variety of cases of multiple situations and from diverse industries helps students examine strategy and learn from failure. Extensive teamwork helps them learn to collaborate, share strengths and compensate weaknesses, and adapt collectively in response to the VUCA microcosm of a rigorous, 12-month MBA. How should companies respond to these complex external environment? In kind. Agile leadership means harvesting the best of skills, styles, and experience to meet specific, unique needs.In July, the Global MBA students will take off around the world for their International Immersion Projects. Each team consists of students of different nationalities, with different linguistic capabilities, with different professional expertise and different academic strengths. They would be working in for a Lifestyle brand in China, agri-business in Bolivia, energy and bottom-of-the-pyramid issues in India, eco-tourism in Morocco, small and medium size sector development in Djibouti and wine industry in S.Africa. To tackle these diverse projects in challenging external environment requires diversified skill set. The teams will work in environments ranging from -20 degree C to +50 degree C! It also means that the teams are uniquely equipped to respond to the shifts and demands of their different projects in different locations through practiced collaboration and constructive conflict. The successful companies of the future will harness resources like these and use them to become leaders in a VUCA-fueled world.

Case: Lancer Gallery Essay

I. Market Situation Analysis: Lancer galleries are in a very exclusive business. Although their number of competitors has increased over the past few years, the number of competitors is relatively few. This is an advantage. Disadvantages are far more. For one, replicas and fakes are becoming a problem in the market. This poses a threat to Lancer, as many people are only purchasing artifacts for gifts and decorative items, not caring about the historic value, and would rather pay a cheaper price for practical purposes. Second, obtaining artifacts from over seas has proven harder over the past several years because of political situations and other reasons that limit supply. This makes true artifacts harder to get, therefore more expensive. Lastly, because of the recession and economic issues, buying African and South American artifacts is not as common. II. Key Problem Lancer Galleries must decide whether it will be a smart decision, but ethically and financially, to take the deal that was offered to them by a mass merchandise department store. The contract presents the opportunity to add $4 million in additional sales annually, however they would have to triple the amount of replicas they sell. They are torn by the opportunity to make more money, but the potential to ultimately cheapen the value of their business by selling fakes. III. Analysis of Options/Alternative Strategies Lancer Galleries has two options. They can either take the deal proposed by the department store, or they can decline and continue to conduct business as they always have. If they accept the proposal they have the opportunity to increase sales by 4 million annually (depending on consumer acceptance). The company would buy product at 10% below the company’s existing prices and its initial purchase would not be any less than $750,000. However, in order to accomplish this, Lancer Galleries would have to triple the amount of replicas they sell in order to have enough merchandise to sell. By increasing the replica sales, Lancer would be redefining the business, as  they have always prided themselves on finding the most pristine and legitimate artifacts available. Lancer faces the dilemma of more money, versus sacrificing business values. IV.Recommendation I recommend that Lancer does not accept the contract that was proposed. Right now their one advantage is that they don’t have many competitors. This is because they only sell legitimate artifacts and people trust that when they buy from them, they are getting a solid product. While upfront it may seem that they would be making more money, I believe that overall they would be cheapening their business by tripling the amount of replicas sold.

The Company under Study Essay Example | Topics and Well Written Essays - 1000 words

The Company under Study - Essay Example The company under study is a small manufacturing firm, which produces metal bead chains. This company is doing business since early 20’s and is continuing till now. It has not got a huge set up but only 20 machines, having two sets of dies which are capable of manufacturing 7 sizes of chains. The company is using brass, steel and stain-less steel as raw material and has additional facilities like own die production, a computer numerical control machine for production of dies. They also have special machines for packaging of units. The company possesses an experienced production manager with an experience of 18 years. It has also a well experienced technical manage, 3 die makers, 4 setters with 4 helpers.  While carrying out the case study, following problems can be identified, which are related to the firm in one way or the other: Under utilization of production capacity. Machine stoppages due to quality problems which is a result of under maintained machineries. Manufacturing with steel and stainless steel which are harder metals and do not suite to the companies production set up and due to lack of engineering base the life of dies are minimized the repairing of which, takes an hours time by the setters which is surely a time loss. Speed of machines become slowest in making chain sin the largest size in steel and stainless steel. The quality assurance department is handled by the production manager; quality should always be separate from production. Despite of availability of production software, production plans are made by the production manager. The stock of production material is not been taken care of. A huge stock of un-plated chain has accumulated. The manager is using oil in increasing productivity. Application of software’s should be carried out planning of production instead of using past experience know how, all machine should be allocated in volume of order of different sizes of chains. The machines for manufacturing of steel and stainless steel chains should be separated so that the fast production of brass chains does not get hampered. Quality issues should not be handled by a production manager as the production manager is responsible for executing production that is higher number of units per day and making machines reach maximum efficiency. This can make him over look the quality issues that are related to product development. The persons who are responsible for quality management should also take of material in-process.

The Arab Spring Essay Example | Topics and Well Written Essays - 500 words - 1

The Arab Spring - Essay Example Political Islamism is shaping the face of Arab spring in that countries such as Tunisia which held their elections, the moderate Islamist party emerged victorious while Morocco on the other hand chose its first Islamist prime minister. Political Islam is influenced the uprising in the Middle East it involved more liberal use or application of Islamic teachings and traditions to inspire the people and thus champion for change. In addition, the policies of the Arab spring has big role to play in the regions present transformation. For instance, in Tunisia, people were more open minded guided with liberal attitude towards secular politics, while in Egypt, there is the Muslim brotherhood learning more towards the centre. Further, the uprising has been motivated by practical approach that attempts to move away from conflicting with the military while striving to raise both the economy and living standards. Muslim brotherhood has insisted that women should be given chance to participate in politics while they advocate for a civil state headed by either clerics or military. Political Islamism aimed to bring genuine democracy to the people (Warren, 2012). For the first time in Arab history, the feeling of belonging to one’s own country has grown largely in that masses inspired by their unique cultural resurgence that incorporates dancing on the street and changing old folk songs into revolutionary anthems is common everywhere. Through their culture such as street dancing, people fill the streets asking for freedom. Additionally, the quest for freedom is also manifested in poetry. Initially, women have been barred from publicly expressing themselves but now they are doing without fear that was poised by their strict cultural demands. Religion influenced the Arab spring in that the suicide committed by Bouazizi and a series of copycats immolations ignited the revolution. In

Pop culture Research Paper Example | Topics and Well Written Essays - 1500 words

Pop culture - Research Paper Example People share experiences through popular culture and achieve social solidarity. Every cultural group has its own popular culture. It plays an important role in expression of social wellbeing and cultural identity of human groups. Folk culture in America, for example, is considered part of everyone’s life. It is public as a parade and intimate as a lullaby. It is also changeable as fashion trends and constant as a ballad. It, therefore, expresses the social wellbeing and cultural identity of Americans (Fedorak, p, 3). There are so many popular culture elements that are common among cultural groups, but these groups have their own unique customs influenced by factors such as ethnic divisions, gender, and class. Different communities, for example, have different weddings, but they are all meant to symbolize the socio economic importance of joining two families and two people (Fedorak, p, 3). There are several claims about popular culture. Some of these come from ideas about the r ole of popular culture in the society. There are various areas that can be considered when it comes to the position in the society. These include; education, morality, social efficacy, Christianity and so on. Some people wonder if popular culture has a role in the education process of the young people. Some wonder if there is a connection between social efficacy and popular culture. Popular culture is at the center of societal debate and controversy. Some argue against it in different areas while others argue in support of it. Examples include: Popular culture desensitizes the way people view the society, and popular culture does not desensitize the way people view the society. Popular culture only serves to destroy American values and morals, and popular culture promotes American values and morals. Popular culture is the leading cause of peer pressure on teenagers, and popular culture is not the leading cause of peer pressure. Popular culture is a setting for the morals of a societ y, and popular culture is not a setting for the morals of the society. Popular culture is becoming more complex, and popular culture is still similar to older forms of popular culture (White & Walker, p, 1). This paper will discuss one of the claims about popular culture; popular culture only serves to destroy society values and morals. The position paper is against this claim and will give clear and logical reasons in support of; popular culture does not serve to destroy society values and morals. A Central Claim Related To Pop Culture Popular culture only serves to destroy society values and morals. Reasons In Support of the Central Claim Popular culture is that which dominates the society at a point in time and is recognized as people’s culture. It involves social life features that are most actively involved in by the public. It is determined by interactions produced by everyday activities that people involve in. These are activities such as styles of dressing, foods that people eat, greeting rituals and the use of slang. Popular culture covers the current and most immediate features of people’s lives. The features are always affected by different changes such as in technology. It is through popular culture that certain commonly held beliefs and standards are reflected. It, therefore, influences and reflects people’s everyday life. From these fundamental ideas, popular culture is described as the forms and products of identity and expression that are

Case Analysis Report Study Example | Topics and Well Written Essays - 1000 words

Analysis Report - Case Study Example The total sales of the company in terms of delivering food as well as meal services through online sources accounted for US$ 2, 670, 686 in 2012 (Good Jobs First, 2013). FreshDirect offers 5000 perishable goods that accounted for 75% of sales and 3000 packaged products amounting to 25% of the entire sales. The organization has been encountering a lower margin of net profits which has accounted for only 1to 2% of revenues. FreshDirect with flexibility in information control, automated order fulfillment and reduction in costs in real estate could receive operational margins of 10% as compared to 3 to 4% in traditional markets. In relation to events, FreshDirect has integrated various components in its system along with making an incorporation of state of the art production centre with expert personnel. Other events include quality management achieved through SAP software which controls the operations of the facility and is used for clean and healthy packaged food products to customers (Good Jobs First, 2013). SWOT Analysis The strengths of Fresh Direct can be underlined as: FreshDirect ascertains extreme high standard with regard to health, safety and cleanliness. The approach of the organization is quite innovative. It is a reputed brand of online grocery that offers high quality products at lower prices. One of the strengths of FreshDirect is its warehouses which comprise 12 separate zones of temperature ensuring that each food product is kept at optimal temperature. FreshDirect uses SAP software system that controls every aspect of operations (Scribd Inc., 2013). The key weaknesses of FreshDirect entail: FreshDirect sells only perishable products, which is its specialty and it has not put emphasis on non-perishable products. The organization has only focused on selected zip areas of New York, which can be accounted as their weakness. Another recognized weakness is constant alteration in senior management which is hampering the work efficiency and progress of t he organization (Scribd Inc., 2013). The opportunities prevalent to FreshDirect include: There would be an opportunity for FreshDirect to expand its business in national as well as in international level. In the near future, it would be possible for FreshDirect to sell non-perishable goods along with perishable products. FreshDirect possesses opportunities in terms of ascertaining competitiveness differentiation regarding offering of food products (DemandTec, n.d.). The threats to FreshDirect entail: Whole Foods, Fairway and Trader Joe in Manhattan area are extensively competitive and are creating considerable extent of threats for FreshDirect. Rivalry regarding online grocery segment can be considered as one of the biggest treats for FreshDirect. A significant extent of threat can emerge from competitors of FreshDirect adopting new food technology software that could be detrimental for the organization in executing its operations (Middletonss, 2012). SWOT Matrix Porter’s Fiv e Forces Model Threat of New Entrants Threat of New Entrants is moderate as such kind of online grocery retail segments are coming up in the industry significantly, however long-term sustainability and success of them are quite uncertain (Dess, Lumpkin, & Eisner, 2012). Bargaining Power of Buyers With reference to buyer power, it can be stated that with online facility, it would be poss

Film Studies (thinking film Essay Example | Topics and Well Written Essays - 2000 words

Film Studies (thinking film - Essay Example One cannot be condemned or belittled for saying that life often imitates art and vice versa. In fact, it's a statement of facts and contradictions that needs to be revered, understood and deconstructed in its entirety. Now really, it's not that premature to say that our past makes our future, and it's owing to this meticulous and oversensitive fashion that our life moves in that we are caught in this struggle of assessing the correlating what has happened and what is about to happen. Lights, camera, actionfrozen in time, and captured for time's keep! Sure enough, literature and informative articles and write ups give us an insight into the past events and the sands of time that have elapsed over centuries, but it's needless to say that while this past may seem suitably exciting owing to the proficient writings of our forefathers, the cinematic past too speaks clearly, indeed alternatively. Alternative Most will be baffled by the use of the term alternative used to describe cinema. Ho wever, if one sees this medium in isolation, it becomes apparent that the reason for this is because Cinema has always been an alternative to conventional wisdom and movement through the ages. It's a reflection of the time, the aspirations, and the realizations one makes in that period. Its history etched in frames, in dialogue, expressions and color. While the past seems magnificent in its appeal, it goes without saying that it reflects on the future. Cinema has seen a lot of transitions, and manifestations through the years, and its appeal remains unbeatable even now. It's got the power to stop us in our tracks, take note of the direction and the paths we have chosen for ourselves and then question possibilities for the future. While one can go on and on about cinematic brilliance, one thing that cannot escape prominence is its history and its beautiful transformation. And while we are gushing at the past it seems only right to pay tribute to the rich past that has inspired present day cinema. Robert Stam wrote, "Theories do not usually fall into disuse like old automobiles relegated to a conceptual junkyard. They do not die; they transform themselves, leaving traces and reminiscences." While Stam eloquently talks about the old giving way to the new and instigating room for experimentation in the process of this transition, what remains inspiring in all this is the cinema prior to the 1960's which raised the bar for filmmakers and technicians alike. It set the foundation from which great cinema emerged and found acceptance. The era prior to the 1960's gave us filmmakers and pioneering geniuses like John Ford, Sergio Leone, David Lean, Orson Welles, Akira Kurosowa, Stanley Kubrick, Alfred Joseph Hitchcock, and Isaac Julien. The list of filmmakers who have made a niche for themselves is long when you tread the boundaries of world cinema. These are the names of only a few who have paved the way for the new generation filmmakers to follow suit. Many theories developed from this school of thought. Isaac Julien's film, Battle of Algiers, not only thematizes the racialised and sexualized look but also provides audio visual illustrations that highlight the protagonist's angst. One can also further interpret it as a theorized orchestration of looks and glances, captured and analyzed in all their permutations

Corporate Communications of Marriott Essay Example | Topics and Well Written Essays - 1000 words

Corporate Communications of Marriott - Essay Example "Those ideas quickly find their way into the hands of members of the team at HQ who can either solve the problem or spread the word about a good concept that works." Managers need to understand the basics of the company's products and services to manage with depth. For many years their chief financial officer and other non-operations executives have been required to attend the company's "food school" to gain a bit of "hands on" experience with the products and services that form the basis of Marriott's world. Mr. Marriott recounts that his dad particularly enjoyed talking to his employees. Marriott's corporate legend is full of stories of his father perched on a hotel lobby sofa, listening to the family problems of one of their associates while senior managers "cooled their heels" waiting for him to return to the office. He confirms that the stories are true. His Dad felt very strongly that the concerns and problems of the people who worked for him were always worth listening to. In his eyes, a successful company puts its employees first. Mr. Marriott says: "I couldn't agree more. When employees know that their problems will be taken seriously, that their ideas and insights matter, they're more comfortable and confident. In turn, they're better equipped to deliver their best on the job and to the customer. Everyone wins: the company, the employee the customer." The philosophy of putting employees first is particularly important in the hospitality industry, because Marriott is in the people business, not just the service business. Customers are not just affected by the tangible parts of the business but the intangibles as well. If the people who are responsible for supplying that human touch are unhappy, tired, stressed, poorly trained, or otherwise distracted, they're probably not going to do a good job. On the flip side, if employees are content, confident, and generally happy with themselves and the job, their positive attitude will be felt in everything they do. The Marriott "Pathways to Independence" is employer-sponsored welfare reform done right. An employer needs to stay involved with new employees to help them overcome their failure points. Other areas of success: "over-managing" by design and work-life programs. He recounts many ways in which these tasks have become more daunting as the nation's hourly workforce has become more multicultural in makeup. Many of their hourly associates "must cope with complicated immigration procedures, interpersonal cultural clashes, and social discrimination, in addition to the pressures of child care, elder care, substance or domestic abuse, or housing problems." To that end, Marriott started a toll-free consultation service for their associates staffed by social workers who field questions and find solutions to just about any problem. And they can do it in more than 100 languages. They rolled out the 800 Associate Resource Line (ARL) on a national basis in 1996, after a two-year regional trial run. Although the program is based on intensive studies of their associates' needs, the thinking behind it is actually pretty simple. At heart, it's really just a higher-tech version of Mr. Marriott's Dad's

Money reward is superior to any other motivational incentives Assignment

Money reward is superior to any other motivational incentives - Assignment Example However, Thomas (2000) explains that without good working conditions, it is impossible for high salaries to be a good motivator to the employees of an organization. Thomas (2000) therefore explains that, the link between compensation, performance and motivation is very complex, and difficult to understand. Research indicates that if people were left to decide on how much money they should earn, then chances are high that they would not get satisfaction in their jobs. Human resource experts, who advocate for money as a motivator, also accept the notion that money alone cannot act as an effective motivator. Other factors such as a good working environment, cooperation between employees and the management, ability for growth are other motivational factors that are effective in increasing the morale of workers. The basic question to ask in this debate is on whether money plays a role in making our jobs enjoyable or not. Furthermore, the question to ask is whether high salaries play a role in motivating or de-motivating the employees of an organization. Whiteley (2002) explains that in as much as money is not the major motivator, in an organization, lack of good salaries can become a de-motivator. We are living in a capitalistic world, where everything we do, is monetized. It is very difficult to survive without making good money, or earning a good salary. The social status of an individual is also motivated, based on the kind or amount of money that he or she earns. It is based on these factors that employees of a business organization normally want to be paid high salaries, or a decent income for their services to an organization. Whiteley (2002) explains that a good theoretical framework that explains the importance of money is the Hierarchy of Needs theory, formulated by Abraham Maslow. The second level of these needs is security. Maslow explains that employees of an organization always have a

The Main Forces of the United States Essay Example | Topics and Well Written Essays - 1500 words

The Main Forces of the United States - Essay Example This motive had been echoed earlier on by Beveridge when he stated that ‘it may be that we will not annex the Philippines, Hawaii, and Cuba: but events will annex them†¦Ã¢â‚¬â„¢ (Ayers, 2009). The forces that were instrumental in this movement were the politicians and other state leaders who wanted to see the United States become an imperial power. Initially, Americas’ involvement in the war was purely humanitarian. They wanted to offer their support to the Cubans who were fighting for their independence against the Spanish Navy. However, their change after a presidential decree by McKinley who wanted to assist the Cubans to gain their freedom from the Spaniards (Ayers, 2009, p 489). This interference brought them to war with the Spanish Navy, a war which they wore due to their superior Navy skills and equipment. It was after this conflict with the Spanish that the Americans sought to acquire more territory in areas such as Philippines and Hawaii. They wanted to rid of European rule in these nations and spread their own beliefs and practices. Among the notable voices of imperialism was that of Albert Beveridge. Even at a young age, his superior oratory skills made him the focus of attention. He had been quoted championing for imperialism on a number of occasions, the most memorable being his argument that America needed to spread its liberty, civilization and the kingdom of God here on earth. It is such remarks that have been echoed by the American foreign policy, even to this day. At first, the United States was separated geographically from the rest of the European countries, thus could not participate in the acquisition. Additionally, it was guided by the Monroe Declaration that prohibited it from interfering with the affairs of other nations. The only exception was when they stepped in to offer humanitarian aid to the affected nations.

Organisational Behaviour Essay Example for Free

Organisational Behaviour Essay There are many ways in which different individuals have viewed personality. Robbins et al (2001, p. 99) define it as â€Å"the consistent psychological patterns within an individual that affect the way they interact with others and the situations they encounter†. Another definition provided by Huczynski and Buchanan (2007, p. 138) is that personality â€Å"is the psychological qualities that influence an individual’s characteristic behaviour patterns, in a stable and distinctive manner†. Personality’s Role in Organizational Behaviour With the abovementioned definitions of personality, there are a numerous reasons as to why this is of great interest when it comes to the study of Organizational Behaviour. One main reason is that job performance and career success are related to one’s personality as many managers have come to believe. Personality assessments or ‘psychometric tests’ are widely used by companies to assess an employee’s personality. A couple of the known approaches to these tests are nomothetic, the basis of the majority of the available psychometrics, and idiographic. The former is more objective and quantitative, which is mostly comprised of multiple-choice questions and hence easier to administer, while the latter rely on heavily on different assumptions about human psychology. (Huczynski Buchanan 2007, p. 137) Types of Personality Assessment Tools Out of the many personality assessment tools available today, the four which will be further discussed will be the DISC Model, Jung’s Personality Type Matrix, Myers-Briggs Type Indicator (MBTI) and Friedman and Rosenman’s Type A Type B Personalities. There will be an overlay between the mentioned assessment tools and the others that have not been stated. (Richards n. d. ) These assessments aid not only companies when it comes to appraising an employee but also are now available for individuals who want to measure their own capability and learn how to make the most of their strengths. DISC Model The DISC Model originated from Dr. William Moulton Marston’s 1928 book entitled â€Å"Emotions of Normal People†. The term DISC was initially discussed in the book. However, Dr. Marston did not have the intention of creating any sort of assessment tool. It was not till 1972 when researchers from the University of Minnesota developed the abovementioned tool. A number of books have been written and various interpretations on the topic have emerged. Dr. Marston’s idea when he coined the term DISC can be seen as revolving around â€Å"behaviour† and â€Å"situation†. The most generalized outline of the model is as follows. DISC stands for â€Å"dominance†, â€Å"influence†, â€Å"steadiness† and â€Å"compliance†. A person who falls under Dominance and Influence is considered to be generally proactive and extraverted while someone who is under Steadiness and Compliance is somewhat the opposite, reactive and an introvert. Those whose personality is thought to belong to Dominance and Compliance have their focal point to be â€Å"things† whereas that of the people whose personality belongs to Influence and Steadiness is seen as â€Å"people†. (Richards n. d. ) The small connection ends there. A closer look at each of the types could reveal more. An individual who is a type Dominance will have the following attributes. He or she is â€Å"decisive, dominant, self-assured, forceful, task-oriented† and is someone who â€Å"instigates, leads and directs†. His or her main motivation will be the sense of â€Å"responsibility and achievement†. Subsequently, this person â€Å"fears failure and loss of power†. When in a working environment, he or she will have a â€Å"strong focus on tasks† and his or her â€Å"forceful style can upset people†. As for someone who falls under Influence, he or she â€Å"motivates others via influence and persuasion†, â€Å"presents well† and â€Å"inspires others†. He or she possesses â€Å"good communication skills†, as well as the qualities of being â€Å"friendly†, â€Å"affable†, â€Å"intuitive† and â€Å"gregarious†. Recognition and personal approval† are their motivational factors. â€Å"Rejection and loss of reputation† make up their fears. The fact that they emphasize so much on image can result in substance negligence. Anyone belonging to type Steadiness acquires attributes such as â€Å"reliable, depe ndable, process-oriented, listener, friendly, trustworthy, solid, ethical† and â€Å"methodical†. He or she â€Å"finishes what others start and leave† and â€Å"decides according to process†. This person is â€Å"motivated by time, space and continuity to do things properly†. Their fears include â€Å"insecurity and change†. Having this personality type meant that the person depends on the process to such an extent that any signs of changes will be resisted. Lastly, those who are under Compliance are â€Å"painstaking, investigative, curious†, â€Å"correct† and â€Å"detailed†. He or she is a â€Å"checker† and â€Å"decides using facts and figures†. Motivation for them would be â€Å"attention to detail, perfection and truth† whereas fears are â€Å"inaccuracy and unpredictability†. Their â€Å"need for perfection† tends to â€Å"delay or obstruct† them from achieving what is required. (Richards n. d. ) From the above, it can be seen that the DISC model has four main â€Å"type† which describes the certain corresponding personalities. When taking this assessment, one must keep in mind that he or she does not exclusively belong to just one type. This tool identifies the dominant type as well as two supporting types to varying extent which is dependent on the person and the situation. The mixture of the types, dominant and supporting, provides a good illustration of a person’s personality from various perspectives. (Richards n. d. ) Jung’s Personality Type Matrix Carl Gustav Jung, one of the many great personality theorists, is well-known for his work – Jung’s Personality Type Matrix or Jung’s Psychological Types which he derived from the ancient Greek Four Temperaments Model. His approach to this study was from a clinical psychoanalysis perspective. Most of today’s widely used psychometrics, such as the Myers-Briggs Type Indicator, have greatly benefited from Jung’s theories. Jung structured his functional types into four. His four functions of the psyche are Thinking and Feeling, which helps us to decide and judge, and, Sensation and Intuition, which helps us to perceive and gather information. He called the first two functions Rational and the other two, Irrational. (Chapman 2010) Thinking is about â€Å"what something is†. It is about â€Å"meaning and understanding†. It involves â€Å"analytic, objective, principles, standards and criteria†. Feeling is about â€Å"whether it is good or not†. It is about â€Å"weight and value†. It involves â€Å"subjective, personal, valuing, intimacy and humane†. Sensation is knowing that â€Å"something exists†. It can also be referred to as â€Å"sensual perception†. It is â€Å"realistic, down-to-earth, practical and sensible†. Intuition is concerned with â€Å"where it is from and where it is going†. It is about â€Å"possibilities and atmosphere†. It involves â€Å"hunches, future, speculative, fantasy and imaginative†. Further explanations on the four functions are as follows: (Chapman 2010) â€Å"Jungs Thinking function is a rational process of understanding reality, implications, causes and effects in a logical and analytical way. It is systematic, evaluates truth, and is objective to the extent that evaluation is based on personal intelligence and comprehension. † Jungs Feeling function makes judgements on a personal subjective basis. It is a rational process of forming personal subjective opinion about whether something is good or bad, right or wrong, acceptable or unacceptable, etc. , and involves sentimentality and humanity. † â€Å"Jungs Sensation function translates signals from the senses into factual data. There is no judgement of right or wrong, good or bad, implications, causes, directions, context, possibilities, themes, or related concepts. Sensation sees what is, as what it is. † Jungs Intuition function translates things, facts and details into larger conceptual pictures, possibilities, opportunities, imaginings, mysticism and new ideas. Intuition largely ignores essential facts and details, logic and truth. † Based on Jung’s Four Functions of the Psyche, his Eight Personality Types came about by adding â€Å"introversion† or â€Å"extraversion† ‘general attitude types’ to the four superior functions. The characteristics of each of these types are as follows. Extraverted Thinking organizes others, implements, plans, is strategic and analytical. Introverted Thinking seeks elf-knowledge, is theoretical, discovering and contemplative. Extraverted Feeling seeks personal and social success, is sentimental and sociable. Introverted Feeling seeks inner intensity, is self-contained, enigmatic a nd inaccessible. Extraverted Sensation is hard-headed, pleasure-seeking, hands-on and practical. Introverted Sensation is an expert, a connoisseur, detached, obsessive and intense. Extraverted Intuition proposes change, seeks novelty, is innovative and adventurous. Introverted Intuition is aloof, mystical, esoteric, visionary and idealistic. These only refer to the principal functions. Once the auxiliary functions, the less dominant functions, come into the picture, it produces sixteen personality types with more in-depth analysis. (Chapman 2010) It is these final types which directly relates to the next assessment tool – the MBTI. Myers-Briggs Type Indicator (MBTI) Isabel Briggs Myers, along with her mother, Katherine Briggs, developed the instrument MBTI in the 1940’s which has been based on Carl Jung’s Personality Matrix. All in all, they established sixteen different and distinctive personality types. These types came about through the interactions among one’s preferences. One may figure out his or her personality type by first deciding on his or her preference in each of the following categories: Extraversion (E), focusing on the outer world or Introversion (I), to prefer one’s own inner world. Sensing (S), all about the basic information taken in or Intuition (N), interpreting and adding meaning to the information. In decision-making, Thinking (T), logic and consistency first or Feeling (F), people and the special circumstances. Structure-wise, Judging (J), getting things decided or Perceiving (P), remaining open in case of new information and options. Once the preference has been made, a four-letter code emerges. It could be ISTJ, ISFJ, INFJ, INTJ, ISTP, ISFP, INFP, INTP, ESTP, ESFP, ENFP, ENTP, ESTJ, ESFJ, ENFJ or ENTJ. Each of these types has a corresponding personality description. With the MBTI instrument, there is no such thing as measuring trait ability or character, instead, it sorts for preferences. The main reason why this instrument is the most popular is the fact that hundreds of studies in the past forty years have proven MBTI to be valid and reliable. (The Myers Briggs Foundation n. d. ) Type A – Type B Personalities The very first time the two types of personality were described was in the 1950’s by cardiologists Meyer Friedman and R. H. Rosenham. With reference to Jung’s Matrix, Type A is a left-sided STJ but Type B is a right-sided NFP. (Changingminds. org 2010) The typing is broadly based on anxiety and stress levels. Type A people enjoy constantly working to achieve goals; the more difficult, the better. Their drive to compete can cause them to create the sense of competition. Failure is one thing they try hard to avoid. They are mostly well-educated. On the contrary, Type B work steadily and do not obsess about not achieving what they have set out to do. They are creative; love to explore new ideas. They are often reflective. Challenging a Type A will be very effective whilst a reflective conversation will work better with a Type B. â€Å"Type A personality has become a household word. † (Sharma 1996) According to Dr. Friedman, there are eight major indicators of Type A Behaviour – two psychological and six physical. The psychological signs are:   â€Å"presence of impatience or easily induced hostility† and â€Å"constant apprehension of future disasters†, where the latter is commonly mistaken as a symptom of an anxiety or depressive disorder. The physical signs are: â€Å"excessive perspiration of the forehead and the upper lip†, â€Å"teeth grinding†, â€Å"indentation of the tongue due to its chronic pressure against the top incisor teeth†, â€Å"tic-like retraction of the upper eye lid†, â€Å"tic-like retraction of the corners of the mouth†, and â€Å"brown coloring of the skin of the lower eyelid†. Type A has generated a huge interest in the medical world as it is highly related to coronary heart disease. Here is an excerpt from Moore’s (2001) article: â€Å"Type A people are achievement oriented, irritable, impatient with delays, and seem to be always in a hurry. †¦ In contrast to type As, type B people are less competitive, and more easygoing than their type A counterparts. †¦ While most people do not fall into the extreme ends of the continuum, there are significant numbers of people who do seem to be far more intense and reactive than others. Type As are not only reactive, they are also achievement oriented and highly motivated to succeed. They enjoy challenge and like to know how well they are doing. †¦ More recent research has demonstrated that the feature of type A behavior that is particularly toxic is hostility. † Scott (2007) mentioned in one of her articles that apart from the fact that those exhibiting Type A personality have a higher ri sk at suffering hypertension and heart diseases, they also suffer from job stress and social isolation. These people are usually in â€Å"stressful, demanding jobs†. They, too, tend to distance themselves from others as they focus on their career more than they do on personal relationships. Many researches do believe that it is the environment that caused certain people to develop Type A personalities. As part of their personality, Type As are able to perform well in the workplace because they are high-achievers. (Larson 2009) This is why they hold increasingly high-powered positions. As a result, they find it hard to relax, they are aggressive, they have the tendency to interrupt and they lose sleep frequently. In an office environment, these characteristics can lead to high levels of success but the same can also lead to Type As own pitfalls. They have emphasis on quantity over quality. They are unable to appreciate their own achievements. However, they make great leaders since they work well under pressure. Character Personality Analysis From the 2006 movie, The Devil wears Prada, the character played by Meryl Streep is Miranda Priestly, the Editor-In-Chief for Runway – a supposedly top New York fashion Magazine. (Huntley 2009) Anyone could easily tell that she exhibits most of, if not all, of a Type A personality. If it were from the DISC model’s perspective, she would fall under the Dominance category while belonging to the typology of Jung’s STJ or the MBTI’s ISTJ. To categorize here in the boss type, she would be the â€Å"tin man† boss with an axe. Her first love would have to be power. She is very career-oriented whose goals and objectives are extremely translucent. For her, â€Å"what is to be done, is to be done†, the word unfeasible does not exist. When in doubt, never approach her as she does not like people boring her with questions of how, what and where. Famous for being unpredictable, she does not care for other’s incompetence and is intimidating to the extent that people cannot even be in the same lift as her. It is rather hard to please or impress her. Career-wise, she is an A+ yet as a person, she fails. With her profession the first priority in her life, she has had a broken marriage, twice, and a distorted family life. Despite that, her most valuable assets to her are her twin daughter who she cares for dearly. She indeed lacks personal life. Tagged as â€Å"the dragon lady†, she rarely shows emotions and strongly believes that life is all about the choices you make. Being the powerful lady ruling the kingdom of fashion, she keeps her staff and the fashion world under her thumb. Her actions indeed speak louder than her words because she can make a top designer recreate a whole collection all over again just by pursing her lips. She draws contentment from other’s misery. Her disbelief in positive reinforcement has led to a high number of assistants quitting. She is the kind of boss who has no room for lazy employees. A perfectionist, she does not care who she steps on when on her way to the top. Not to forget, sleek and slender Miranda always has to have her Hermes scarf on. It can be seen that Miranda’s personality does fit her role to some extent. Due to the nature of her job, her business environment matters a lot. Although she is very dominating, the people under her accept that and submit to her wishes as if left with no other choice. It is all about power at the end of the day especially in a high-powered position like that of an Editor-In-Chief. Many people have come to believe that Miranda Priestly has been based on real-life Editor-In-Chief for Vogue Magazine, Anna Wintour. Topsynergy. com (2003) discussed the personalities that are evident in Anna Wintour. She is a perfect example to be displaying Type A behavior which to some extent is relevant to the position she holds and the competitive industry she is in. Describing Wintour in the words of Topsynergy. com; â€Å"Cautious, prudent, and rather self-contained †¦ approaches life realistically †¦ rarely spontaneous †¦ pragmatic, shrewd, and an excellent strategist †¦ very ambitious, but quietly so †¦ emotionally detached †¦ stern, authoritarian, no-nonsense aspect to her personality †¦ her personal relationships may seem constantly in flux †¦ direct, honest, and to the point some might say excessively so †¦Ã¢â‚¬  There is this contact argument that it is the environment that shapes people’s personality while others believe our personality has to find the kind of environment to which they suit best and perform to their optimum potential. For the latter, the abovementioned psychometric tests help employers, managers and common staff alike to gain insight to any individual’s personality. This is very essential in today’s organizations especially since the level of competition has never been higher.

Virtue Ethics And Deontology

Virtue Ethics And Deontology The purpose of this essay is to talk about virtue ethics, Deontology and I m going to talk about its meaning and how a person that practices, or have this kind of ethics system will act if he or she would be in a dilemma; it is important to remember that I am going to show this on the different ethics systems that I am going to talk about, and that Ill explain it with some examples that weve learned in class. Another thing that I am going to express in this essay is my opinion about each ethic system that I will talk about. Virtue ethics is a system of ethics that emphasizes on the virtues or the moral character of the people. This means that it is based on what the person had done if he has done bad things then he has a bad moral character. Supposing that someone needs help then, someone that practices the virtue ethics will eventually help him if he is a good person, he would help him because in that case the person that is helping is doing charity or benevolence. Now Ill explain it with an example that Ive seen in the class of Mr. Stevens: Suppose that there is a train that is going to crash five people and if you turn the roads of the train u kill one person; suppose that person is good and the other five are bad persons with bad moral character so someone that practices virtue ethics will let the train to kill the five people. Virtue ethics is based on some features that are: -Its guiding question: What should I do? -Emphasis on character, not on individual actions. The goodness comes from the people that perform the act not vice versa, this means that the good people here is the one that performs the act. -It is based on the character of the person that you are helping if he is someone that has patience or benevolence he has virtues, and if he is someone that has cowardice or laziness, etc he has vices and he is not a virtuous person. -To have a virtue is to respond to some certain sorts of situations or circumstances in the appropriate way, for example: having courage in a difficult or dangerous situation. -Good people are virtuous and they dont have vices. It is important to remember that the virtue ethics were created by the Greek philosophers Aristotle and Plato. It was originated in the Greek Philosophy on that time. Deontology Deontology, also called deontological ethics, is a system of ethic that judges the morality (if its a good action or it is a bad action) of an action if the action is based on some rules or duties. So deontologists do their actions according to a rule or a duty that we can find in two main schools of deontology that are: Kant: As I have said before Deontology obeys rules and Inter Kant, that was a deontologist proposed three laws: Act only according to that maxim by which you can at the same time will that it should become a universal law. Act as though the maxim of your action were by your will to become a universal law of nature. Act so that you treat humanity, whether in your own person or in that of another, always as an end and never as a means only. This one was old, he was born on 1724 and died on 1804.There is other school of deontology and it is more modern that is the W.D.Ross (1877-1971) He says that the actions on deontology were judged according to some duties that he stated, that are: Duties stemming from ones own previous actions: 1. fidelity: duty to fulfill (explicit and implicit) promises/agreements into which one has entered 2. Reparation: duty to make up for wrongful acts previously done to others Duties stemming from the previous actions of others: 3. gratitude: duty to repay others for past favors done for oneself Duties stemming from the (possibility of) a mismatch between persons pleasure or happiness and their merit: 4. justice: duty to prevent or correct such a mismatch Duties stemming from the possibility of improving the conditions of others with respect to virtue, intelligence, or pleasure: 5. beneficence: duty to improve the conditions of others in these respects Duties stemming from the possibility of improving ones own condition with respect to virtue or intelligence: 6. self-improvement : duty to improve ones own condition in these respects Special duty to be distinguished from the duty of beneficence: 7. Non-maleficence: duty not to injure others So then according to the train example I have explained after in this essay a deontologist will let the 5 guys to die, even if they were bad persons. Ill explain it with a law that is the rule number 1 of Kant school. So a deontologist will let the 5 people to die because he follows rules, and in that case what will happen if all people would be doing an action to kill one people, the person that is doing the action is not killing him, but he is doing an action, there. My opinion about this ethic system, is that this ethics system is a good system because, it respects the life of everyone and the duties and laws are very good proposed because they let you make a good decision in which you would not feel guilty at the end.

Main Body Causes of shyness

Main Body Causes of shyness Shyness is an emotional feeling that affects how a person behaves around others and how they feel about themselves. It can be identified as feeling uncomfortable nervousness, self conscious, timid, insecure or even bashful. It can range from feeling mild to moderate discomfort in one or more areas of a persons life. One might fear to meet new people, attend social gatherings, making cold calls at the work place or speaking in public. Intense shyness is described as social anxiety, panic disorder or social phobia (Gilbert 1). Those people who are shy often experience physical sensations such as feeling speechless, blushing, breathless or even shaky. They avoid doing things to avoid being noticed and usually feel unsure about themselves and the things they do. Most scientists in the field of psychology believe that shyness is a genetic inclination which is caused by the wiring in the brain. The implication is that if the parents are shy, the offspring are bound to be shy as well. Philip Zimbardo and Bernado Carducci argue that the number of shy people seems to be on the increase (McKay 1). They say that technological advances contribute to this phenomenon because it avails opportunities for people to make fewer interpersonal interactions especially through the internet and phones. Shyness in us Shyness may affect just one area of a persons life and hence it is likely that shy individuals may seem outgoing when viewed by another person from outside. We have heard of actors who are timid and shy in the real life circles but when they are on stage they give a brilliant performance. You should be aware that Albert Einstein, Orville Wright and Tom Hanks are among the public figures known to have been/are shy. The reason behind this is not hard to comprehend. When in the workplace we are often given a suitable role to play that legitimizes us in the eyes of other and in our own eyes. The calling of the shots is not necessarily for us but actually on behalf of the company. The rejection of such a call on our behalf is far more personal. If the call was on behalf of the company, its rejection means that the company will take part of the failure. In a study that was published in 1975 by Zimbardo, it showed that 40 percent of the 800 respondents to the survey that he conducted were shy (McKay 1). Twenty years down the line in 1995, Carducci published the results obtained from a similar study. The percentage of people who admitted that they considered themselves shy increased to 48 percent. Many of us consider ourselves shy. However, not all of us allow shyness to define us. Majority of those who experience feelings that might bring out shyness do not give room for shyness to interfere with the desire to pursue personal and professional objectives and targets. Dr Renee who is a Licensed Clinical Psychologist says that he is a recovering shy person as he has never been able to overcome his shyness. Something comes along to catch him off guard just when he thought he had vanquished the shyness. The familiar old feelings of wanting to run for cover, dive under the nearest table and hide come rushing back to him. However, he has learnt how deal with them and they no longer rule his life (Renee 1). As for me, you know those feelings where your temperature rise, the heart start to race and you feel like the stomach has dropped to the feet? They come rushing whenever I encounter shyness. However, these feelings are no longer strong. When they come calling, they are only a blurred memory and last for just a short time because Ive learnt how to deal with shyness. One only needs to know where to begin in countering shyness (Renee 1). Encountering New People and Situations Shyness can be brought out by unfamiliar and new situations such as meeting strangers, talking in front of a group of people for the first time or the first day in school. One is likely to feel shy especially because they are not sure how they should act. The fear of not knowing what will happen when all the eyes on the person and how others will react may bring about shyness. A person who knows what to expect is less likely to be shy. Shy people often take more time in order to get used to a change. They often prefer continuing with what is familiar (Lyness 1). Effects of Shyness on Career There are indications by researchers that shy people begin their careers late in life. Non-shy people start their careers significantly earlier. The shy people are prone to declined promotions. They often choose careers that do not require a lot of interpersonal relations. They are often undecided about the line of profession to pursue. Those people who are shy find it hard to create career identity at the workplace as successful and competent individuals in line with the career track (Macky 1). Self Esteem Shyness especially the extreme variety leads to one becoming very nervous and having difficulty when making a conversation. This is especially if the shy person has to meet strangers who necessitate congeniality. When this happens, the persons self esteem suffers badly. Everybody would want to feel comfortable in all situations, be talkative and be more outgoing. It is embarrassing to be awkward in the company of other people and one feels like they want to run and hide. When you relate talking out with pain and embarrassment, you will do all that is possible to avoid it. This is the driving force behind shy people going into solitude. Introverts are not forced in solitude by this force but they rather prefer it that way (Jonnes 1). Extreme shyness Extreme shyness can be as a result of nature or nurture. If one or both of the parents were shy, it would mean that the shyness is genetically passed from parents to children. If the individual was an outgoing and happy when they were a child, it reflects that the nurturing of the child was probably of abusive nature (Jonnes 1). For people who are naturally quiet, the fear of talking may arise from a few bad experiences especially at the early stages of childhood. When a parent, guardian or any other adults reaction to a childs attempting to express him/herself is dismissive and angry, it is natural for such a child to shy away from trying to express themselves in the future as they take the experience as personal. The fact that such an episode may have occurred once, the human nature is such that people tend to exaggerate such incidents until they become monsters naturally (Overcoming Shyness. 1). Overcoming Shyness Shy people would very much want to be like any other non-shy person in terms of lack of shyness. The origins of shyness are similar to those that cause social phobia only that social phobia is rather serious disorder. Dr Heimberg described social phobia as shyness gone wild (McKay 2). Shyness cuts those who have it from many things that life has to offer such as social interaction, family and love. He further observes that he has researched on treatments aimed at social phobia and shyness. He indicates that individuals who received a particular drug that is aimed at treating depression and cognitive-behavioral therapy showed noteworthy improvement. Those who received drug therapy relapsed but a small percentage of those who were given cognitive-behavioral therapy did. Understanding Oneself One of the key personal approaches to overcoming shyness by the person is recognizing the meaningless perceived sights as they do not help much in escaping from the realities of life. When another person reacts negatively to a shy person, the shy person should not take it personally instead he/she should try to imagine the perspective of the other person. Such perspectives might reflect the other persons attempt to cover their own inadequacies or may be they are in bad mood. Such consideration of the perspective may go a long way in putting the reaction in its proper context. The person should also strive to expose him/herself to social situations such as parties. They should also try to work in environments that expose them to interpersonal communication (Overcoming Shyness 1). It takes practice to overcome shyness. Shy people in most cases give themselves lesser chances to interact with others. It is not surprising as to why shy people are not as socially confident as those individ uals who are outgoing. The more a person practices social behavior, the easier the interaction becomes and the more natural they tend to be for a person. Gradual Progress Taking slow but steady step towards overcoming shyness is critical. When a shy person steps back from a situation that may trigger shyness often keep the shyness at a level which is hard to get past hence reinforcing shyness. One can develop confidence to interact by making one step towards eliminating shyness at a time. Most shy people feel awkward when a situation presents itself. They are afraid that they will feel uncomfortable and awkward (Lyness 2). This perception should not let a person keep away from doing or saying what they want. Feeling awkward in some situations is perfectly normal for any human being. For example, it feels awkward to ask for a first date as you are not sure what the response will be. Keeping away from asking implies that you will never get that much desired date. It is recommendable that shy people seek the advice of a professional psychologist. They should also learn how to manage their shyness. Forget Bad Experiences Fighting to forget bad experiences is fundamental if one is to shake-off shyness. Much more frightening feeling grows other than reality when one dwells on a bad experience. The more an individual thinks about a bad experience, the more powerful the feeling about it becomes. It is unnecessary to keep on blaming oneself about a bad experience. Being true to oneself is important as one cannot change the true inner self. If one has a shy style that is natural or the shyness holds one back, one might consider trying to develop a sense of ease around situations that make them nervous. Majority of shy people find that the more they practice these tactics, the easier socializing becomes. Practicing conversation, assertiveness, confident and friendly body language goes a long way in helping overcome shyness, achieve more enjoyment from daily experiences and build confidence (Lyness 3). Humans are not so Different Those who suffer from shyness should realize and internalize that other individuals are basically the same as themselves. All human beings are insecure and fear embarrassment. Those who are shy should know that other people may not be as smart as one would think. If one has doubts or a question, there are high chances that somebody else is also wondering about the same thing. Conclusion Shyness can range from feeling mild to moderate discomfort in one more areas of a persons life. Intense shyness is described as social anxiety, panic disorder or social phobia. Most scientists in the field of psychology believe that shyness is a genetic inclination which is caused by the wiring in the brain. Shyness can be brought out by unfamiliar and new situations such as meeting strangers, talking in front of a group of people for the first time. Majority of those who experience feelings that might bring out shyness do not give room for shyness to interfere with the desire to pursue personal and professional objectives and targets. One only needs to know where to begin in countering shyness. When a shy person steps back from a situation that may trigger shyness often keep the shyness at a level which is hard to get past hence reinforcing shyness. Everybody would want to feel comfortable in all situations, be talkative and be more outgoing. Letting go of bad experiences is fundame ntal if one is to shake-off shyness. All human beings are insecure and fear embarrassment. Those who suffer from shyness should realize and internalize that other individuals are basically the same as themselves.

singer :: essays research papers

Whitney Houston once sang, â€Å"I believe the children are the future, teach them well and let them lead the way.† Children are our future. They will be making our laws, curing diseases, inventing revolutionary products etc. These, along with many others, are reasons why there is so much emphasis on our youth and youth in general. Without them we would cease to exist.   Ã‚  Ã‚  Ã‚  Ã‚  While youth is very important to society, the older generation plays a very significant role as well. Our elders are our teachers, our wisdom, and our key to the future. You don’t know where you’re going until you know where you’ve been. Elders can tell us where they’ve been and in turn we will take their wisdom to where we are going; the future. However elders aren’t always treated with the respect, sometimes due to their senile and controlling behavior, and sometimes because of youth’s ignorance/innocence. American society in general sh*ts on old people. Weather it be a teenage boy heckling an old lady raking her lawn, or an adult shoving their parents in a ratty nursing home only to be straw fed and eventually led to certain death. Growing old in America isn’t a very great experience. Everywhere you go you see older people trying to look younger, biggest example being dyed hair. Wearing make-up, and most disturbingly, plastic surgery is another. Advertisements suggesting that looking young is the be all end all are directed toward older people because they know that a majority of older people want to fit in and look like the ideal young person. That is why a lot of older people get flattered when you say they look younger than they really are. This is also why they will get pissed off when you tell them that they look older than they really are.

The Immortal Life of Henrietta Lacks by Rebecca Skloot Essay -- Medica

After her death in 1951, for six decades, Henrietta Lacks did not exist in the eyes of the society, but her cells did. How? Well, the answer is quite simple. HeLa Cells are the first immortal human cells. These cells never die and multiply every twenty-four hours. After spending 10 years to perfect her first book, author of The Immortal Life of Henrietta Lacks, Rebecca Skloot essentially captured the life, the death, and aftermath of Henrietta Lacks’ life. With controversial issues regarding science, ethics, race, and class Skloot takes us on an extraordinary journey. From the â€Å"colored† ward of Johns Hopkins Hospital in the 1950s to stark white laboratories with freezers full of HeLa cells, from Henrietta’s small, dying hometown of Clover, Virginia to East Baltimore, where her children and grandchildren live and struggle with the legacy of her cells, Skloot remarkably shows the story of the Lacks family is inextricably connected to the dark history of experi mentation on African Americans along with the issue of bioethics, and legal battles over whether we control the stuff we are made of. The most intriguing aspect of this story is how is it that HeLa cells were used to develop the polio vaccine, uncover secrets of cancer, viruses’, and the effects of the atomic bomb, and help lead to important advancements for vitro fertilization, cloning, and genes mapping, yet, her five children are not even covered by medical insurance. Can’t the family sue for a profit? This question has been asked multiple times and in various forms, but the answer remains controversial. As Skloot addresses in her book, many lawyers point out that the family â€Å"cannot sue over the cells being taken†¦[but] they could attempt to stop HeLa research through a law... ... May 2010. Moreno, Jonathan D. "Lessons Learned A Half-Century of Experimenting on Humans." The Humanist Sept. 1999: 9. Questia. Web. 31 May 2010. "Nazi Neighbour; Nathan Gasch Moved to the US to Escape His Holocaust Memories but Six Decades on He Discovered the Man Next Door Was an SS Guard. at the Camp Where He Had Been a Prisoner." The Mirror (London, England) 6 Oct. 2007: 31. Questia. Web. 31 May 2010. "S. Fla. Hospital Called 'Most Dangerous' - Health News Story - WPLG Miami." Just News | Miami News, Fort Lauderdale News, Florida News, Weather | WPLG Local 10. Local 10 News, 14 Sept. 2009. Web. 27 May 2010. . Skloot, Rebecca. The Immortal Life of Henrietta Lacks. New York: Crown, 2010. Print. Williams, Patricia J. "State of Denial." The Nation 13 Oct. 2003: 10. Questia. Web. 31 May 2010.

Philosophy of Healthcare Essay

This paper analyzes seven view points on the topic of Philosophy of Healthcare. The seven view points are blended into this paper by discussing what factors highly influenced my decision to choose healthcare as my set profession in life. Also discussing the Nature of Mankind, stating a few qualities that are highly important in our society and give examples of how it is used in our everyday life. This paper will further discuss the Brokenness of Mankind and what I believe are my most important qualities that I will be able to bring into the medical field. Discuss different ways how handle conflict and stress that can someday lead to â€Å"burnout† in healthcare. Along the topic of talking about the Brokenness of Mankind, I will debate if there is a difference between healing and curing. Last, I will altercate the Value of Mankind and in what ways this could be appropriate for faith to play a part in giving care in healthcare. Keywords: none. Philosophy of Healthcare Final Project Seven Points of Philosophy of Healthcare Back when I was a young child in elementary school, my first grade teacher asked me and all my other classmates, â€Å"What do you want to be when you grow up?! One girl said a private eye investigator; a boy who played on the peewee football team for our city said he wanted to be the quarterback of any NFL team. When it was finally my turn to say what I wish to do for the rest of my life, I said I wanted to be a professional ice skater! I came to realize six years later that that was never going to be my reality and I had to think about what really would interest me. One good quality everyone said I obtained was caring for others and how I always am the first to aid someone in need. I spent most of my time in the hospital visiting my grandmother and I always thought it was amazing to see the doctors rush to a patient or watch the nurses do their rounds. I told my mother I wanted to work in the hospital as a volunteer and she said I should so I did and I fell even more in love. Seeing all of the things going on in the hospital influenced me to really pursue this profession. What also influenced me was seeing how my pediatrician cared for other kids and was always taking good care of not only myself, but others as well. In this profession people need to possess very important virtues. Some of my personal virtues are dedication, caring, and also integrity. I believe that being dedicated is a cogent virtue to have in general, but specifically as a healthcare professional. While working in the medical field you have to give time and effort to your patients and show them that you care as well. Caring would have to be another virtue that I portray and that is also very good to have. For example, if you have a patient that has been there for a long period of time, you have to show them that you care and put yourself in their position. Philosophy of Healthcare Final Project You have to show that you care, because if you don’t things will only be negative and later on will become complicated and stressful. Integrity is a very strong virtue that anyone can have because it shows that you can be trusted and that you are a very honest person. Nowadays, they have a system called HIPAA, which is used in hospitals nationwide. HIPAA is used for patient confidentiality and is an agreement that you will not discuss why a patient in there in the hospital and what is wrong with them with anyone else. This is why I believe everyone needs to have integrity. Discussion There is a plethora of ways that my top three virtues could be demonstrated. To start off, we will talk about dedication. Dedication can be shown in the medical field by setting aside time to get certain tasks done by a specific time or day. For example, if a nurse has to clean up after a patient, they have to set aside time to aid them and also be dedicated to doing it, along with that, they have to care for the patient while doing this specific task. Caring is another one of my top virtues. Caring is shown in many ways in this specific field. For example, caring for a patient while they are in the hospitality suite is extremely nice. When I did my volunteer service back in Orlando Regional Medical Center, I spent most of my time in the hospitality suite making sure every patient waiting to return home was doing okay and assisting them get into their cars and giving them anything while they waited patiently to leave. Also, integrity is highly demonstrated in healthcare. As I have stated earlier in this paper, HIPAA is a very good example of how integrity can be shown in healthcare. Philosophy of Healthcare In addition, what I believe would be my important qualities that I can bring to healthcare as a professional would have to be my ability to be loyal and true to everyone including my co-workers, the patients, and of course myself. To me, loyalty and being trustworthy are the biggest qualities that anyone can pertain in life because without it, no one can depend on you to accomplish things or to confine things either. Today in the field of healthcare, there are many cases that are conflicting and stressful. Many people try to climb their way out of this by doing numerous of strategies to get themselves out. The best thing to do is to focus on the positive and try to think of ways to make things better. Do not try to blame others for wrong doings and try not to say the first things that comes to mind in a bad situation because that only makes things worse. â€Å"In the hospital or any medical setting, you will be faced with problems and challenges almost every day. † (www. zinearticles. com). Also, building a strong communication with your colleagues can become a great advantage and can cause less burnout in the field. â€Å"Another important way to combat stress is to sharpen one’s communication skills. † (www. fdu. edu). everything nowadays is communicated via e-mail, pager, text, or even social networks to try and get into contact with one another. If you have to talk to someone about a problem, simply approach them and talk face to face and not try to chase down a text or e-mail to have proof of something you said. Discussion Many people say that there is an antithesis between healing and curing. In my opinion I believe that they are both different. â€Å"Healing is a natural process and is within the power of everyone. Curing, which is what doctors are called upon to do, usually consists of an Philosophy of Healthcare Final Project external treatment; medication or surgery is used to mask or eliminate symptoms. † (www. beliefnet. com). Healing is done by our Lord and Savior, Jesus Christ. It takes time for this to happen and it takes a lot of faith to make it possible. On the otherhand, you can show up to a physician’s office or the hospital and say â€Å"Take the pain away! † and it will be gone within the hour thanks to technology today. With healing, you need to have a very positive mind set and pray to our Father in heaven to cure us with his tender loving care, instead of depending on society to cure us. â€Å"The first step is having the intention to heal, to come back into balance. † (www. stepsonthepath. com).

Civil Marriage Essay

Civil marriage has lately glowering into dubious issue in Lebanon. It has saturnine into a semipolitical issue dubious by most gatherings on twain side of political divide. Media has been publicizing it seriously. The view of courtly marriage has picked up oftentimes region in this nation and adept now arrived at the point of no return. As such it can never again be disregarded or overlooked. Nowadays, civil marriage is authorized in many countries. In our country, we had arguments against this issue from both spiritual authorities and some political parties.First of all, Lebanons top Sunni Moslem power issued a fatwa against moves to authorize civil relational unions inside the country, where couples of diverse religions make to venture out abroad to pull married. This fatwa declares Every Moslem official whether a deputy or a minister, who supports legalization of civil marriage, even if it is optional, is an apostate and impertinent the Islamic religion, would non be washed, would not be wrapped in a burial shroud, would not have prayers for their instinct in line with Islamic rules, and would not be buried in Muslim cemetery. Moreover, as far as it matters for him, Sheikh Ghassan Halaby, consultant to Druze spiritual loss leader Sheikh Naim Hassan told the Daily Star that his religious group contradicts this marriage, particularly without any so oner exertion to teach people in general what a practice of law transplant might mean. In addition, Ibrahim Saad, the leader of one of the countrys Greek Orthodox profound courts, said that as a submitted Christian he supports marriage in the church. Nonetheless, he unequivocally upheld a law that might take into consideration arbitrary civil marriage. So these are attitudes of religions against this persona of marriage.