Family Relations within the Amish

Lettre a Martin

Lettre a Martin Free Online Research Papers Martin, A la lecture de ta lettre oà ¹ tu mapprends la mort de Griselle, une à ©norma tristesse ma dabord envahi, ma petite soeur nà ©tait plus Puis une vague de rage et de colà ¨re ma submergà ©? Quoi! Toi! Mon meilleur ami! Celui qui faisait partie de ma famille, que jai aimà © comme un frà ¨re, ose laisser ma soeur mourir entre les mains de bourreaux, qui sont devenus maintenant tes amis! Le mot traà ®tre nest mà ªme pas assez fort pour qualifier ce que tu as fait. Non seulement tu as tuà © notre amitià © de toujours, mais en plus tu as tuà © ma soeur, cest toi pour moi qui tenait le fusil. Cest toi qui la poursuivait pour lassassiner. Tu nas mà ªme plus de coeur, plus de sentiments. Dans ton cerveau il ny a que deux mots: Heil Hitler. Toi qui à ©tais bon, regarde ce que tu es devenu: tu ne respectes plus les peules. Tu ne penses qu ta nation, qu ton devoir, qu tes faux amis. Tu dà ©nonce notre population, tu laccuse dà ªtre une race particuliere. Nous sommes faits de la mà ªme sorte que toi: nous avons du sang, des os, de la chair. Ne sommes nous pas tous pareils? La souverainà ©tà © nationale, tu ne la connais pas, et sans doute jamais. Tu juges les gens, qui à ©taient bons envers toi, qui tont donnà ©s lamour et la joie, leur amitià ©.Tu es infidà ¨le envers lhumanità ©. Toi tu as tout gachà © jamais. Jamais tu ne retrouveras du bonheur, ce serait trop tard. Jarrà ªte l cette lettre car je crois que tu as atteint les profondeurs de lhorreur et jà ©spere pour toi et toi pays tous les malheurs du monde. Research Papers on Lettre a MartinAppeasement Policy Towards the Outbreak of World War 2Comparison: Letter from Birmingham and CritoHonest Iagos Truth through Deception19 Century Society: A Deeply Divided EraBook Review on The Autobiography of Malcolm XMoral and Ethical Issues in Hiring New EmployeesThe Effects of Illegal ImmigrationPETSTEL analysis of IndiaThe Project Managment Office SystemAssess the importance of Nationalism 1815-1850 Europe

Placement application form Essay Example | Topics and Well Written Essays - 250 words

Placement application form - Essay Example t ways you meet the College of Social Work’s Professional Capability Framework (PCF) standards and what additional development you will need to undertake to meet the threshold level required by the completion of your placement (i.e. either at the level of End of First Placement or End of Last Placement) – [Please see below) http://www.tcsw.org.uk/pcf.aspx By the end of the first placement students should demonstrate effective use of knowledge, skills and commitment to core values in social work in a given setting in predominantly less complex situations, with supervision and support. They will have demonstrated capacity to work with people and situations where there may not be simple clear-cut solutions. By the end of last placement/ the completion of qualifying programmes newly qualified social workers should have demonstrated the knowledge, skills and values to work with a range of user groups, and the ability to undertake a range of tasks at a foundation level, the capacity to work with more complex situations; they should be able to work more autonomously, whilst recognising that the final decision will still rest with their supervisor; they will seek appropriate support and supervision. Working with children who have special needs is no easy task. It requires a lot of tolerance. But, I always manage to stay calm in situations of extreme stress or tension. I stay professional by not letting myself go berserk with stressful emotions. I would like to be given the opportunity to work on my communication skills. I believe these skills matter the most in effectively dealing with people who are interested in using our services. I would like to work more on these skills to be able to deal with a diverse line of customers. I always respect the importance of patient consent and confidentiality. I have never breached secrecy of patient’s information. I try to act like a confidant to the patient’s family because it is an ethically essential thing to do. I

Diversity and Leadership Assignment Example | Topics and Well Written Essays - 500 words

Diversity and Leadership - Assignment Example right to express his concerns, however if people get to chose the members based on people of their orientation and inclination, it would result in a negative impact over the organizational working and would set precedence for a gulf in the atmosphere. What needs to be done both in case of Sandra’s handling of situation and that of Bob is the fact that personal orientations should be kept aloof from professional objectives. Clearly defining who one would want to work with and whom one might want to avoid, it would create a bridge unnecessary and reduce the scope of overall performance achievement. Carol Bartz’s style of leadership has bit of both, task oriented and relationship oriented pattern. For it includes participation as well ensuring that the tasks are being done. With certain considerations such as in time reporting, and keeping away extra gadgets off the meeting halls, speak for the task orientation, however when she asks for people’s take in the process and put them in to her shoes, that is reflective of her relationship oriented leadership style. These two if implemented in a contained and suitable manner, they allow for effective outcome and the blend of two enables achieving what may not be possible to achieve otherwise. Such an approach allows participation, and task completion in time. Different leadership models are available and many people adopt them in different manners to extract the outcomes. Some would follow an achiever’s strategy, others would go for a strategic approach and some would go for an engaging approach (Bluman). The model and style adopted by Carol Bartz is that of engaging and achiever’s policy and model. This is visible and extractable from the fact that she during the meetings asks the members how they would go about the tasks if they were in her shoes, and also with fixed target and limit of target accomplishment, she is fully determined to extracting the output hence an achiever’s strategy. She adopted a dual

Psychology of Women Essay Example | Topics and Well Written Essays - 1000 words

Psychology of Women - Essay Example The first portrayal of bias in the media is seen through the concept of feminism, which is represented by the main character, Margaret Tate. This character is seen as an independent woman from the beginning, and is often referred to as a witch by others in the office. Margaret is recognized as successful and as an editor that is able to help her publishing company reach more success. The feminist perspective and bias that is noted from the beginning is one that shows the independence of the working woman and the way that women who are independent act toward others. For a woman to carry this level of success, compromises of being a woman are made. As the movie continues, this is seen as Margaret reveals that she has given up a social life and marriage for the sake of the business and to be an independent woman. This relates directly to the juxtaposed debates of feminism, which states that working women can’t be housewives and often compromise ideas of femininity for their succe ss. This results as an expectation from society and what is occurring among others in the office. The concept of feminism and independence is one of the most important aspects of this film with the reversal of expectations that begin to occur. This relates directly to the main plot, which shows Margaret asking Andrew to marry her for the sake of her job. Margaret takes the role of a male in her assertiveness and in her proposal to Andrew at the beginning of the film. The media portrays Margaret as the feminist who is independent and who will do anything for the sake of her job while leaving behind her traditional role. This is important for the identity of feminism and the perception of how women take this role in society. However, the media also shows the underlying tone of feminism and how this is an illusion. By the end of the film, Margaret is seen as

Organization Development

Organization Development Executive Summary Organizational development process is considered to be an integral part of an organization, its strategic formulation and managing day-to-day activities. Considering these aspects, the purpose of this work and the attempt made inthat regard is to define the component of organizational development, its integration and tocreateand examine organizational development (OD) concepts and its application is real organization based in UAE. For that reason, a need arise to identify an organization is also a necessity. Hence, it should be clarified that the organizational selected for the purpose of this work is Abu Dhabi National Oil Corporation (ADNOC). Thus, the overall objective of this report is to investigate and trace the many problems,dilemmas and measurement facing an organization, and how manager cope with the difficulties or organizational development processes and its undertaking. It would also help to add herein that the structure of this report is divided into three parts, namely part 1, part 2, and part 3 that cover the situation, the organizational development process and finally our analysis, the subject matter conclusion and its recommendation. Introduction Organization development is considered an integral part of the organization day to day process. OD in the backdrop of its concept is to improve organizations and its effectiveness. OD and its course for that matter is a long-term process, which when undertaken at the strategic or day to day basis helps organization to address many compiling issues. OD is both an intrinsic and extrinsic segmentation that helps organization cope with internal and external change more organically. Subject Matter Issue and its Consideration It is natural only that issue cannot be sided apart from any factor of organizational development discussion and its discourse, where question and counter question arise as follows:- How organizational development (OD) within an organization is organized? What defines Human Resource Information System (HRIS) within the concepts of OD? Does the role of organizational development consultant is a necessity? How can HRM and their role play in enhancing organizational process and it undertaking? What are OD role in the area of management practices and operations? It is clarified that the overall objective of this work is to define these components in part and full thereof, which is as follows. PART 1: ADNOC Assessment and Overview of Organization History of ADNOC ADNOC (Abu Dhabi National Oil Corporation) is based in Abu Dhabi, UAE. It is one of the leading oil manufacturers today. The company was established in 1971. (ADNOC, About ADNOC ) ADNOC Purpose ADNOC business purpose is to explore gas and oil reserves and producing it. The purpose of the company also defines the production and exploration of oil reserves in order to meet the global demand. (ADNOC, About ADNOC ) Mission The mission of the company is to create a value chain through its products and services and also to play an integral part in the UAE economy, by contributing to the growth of the UAE economy as well as playing a centrifugal role in the social, economic and education sector and its development. (ADNOC) Key Figure in the Organization Key figure in the organization is the chairman of the supreme petroleum council (SPC). The chairmanship post is held by H.H. Sheikh Khalifa Bin Zayed Al-Nahyan. He is also the current president of the UAE and its Trucial states. Above all, being the ruler of Abu Dhabi, H.H. Sheikh Khalifa Bin Zayed Al-Nahyan also helps in the formulation of the company policy, and overseeing the operational polices of the company international operations. (ADNOC, About ADNOC ) External conditions in which ADNOC operates International business defines ADNOC. Hence, international business environment and its influence are major aspects of ADNOC. The company also uses high drilling methods and advanced machinery and technology. Above all, the company operates its international business concurrently with 15 of its affiliate companies for streamlined operational process, which add to the significance of the company in the international business environment. (ADNOC, About ADNOC ) PART 2: The Process of Organizational Development (OD) The Feature of Organization Development (OD) OD is the assessment of the major element that defines an organization, namely its people, its culture, its system, its strategic management and most importantly its management styles. Besides, the skills of individual and the role technology plays also form the object of organization development and its discussion. (McGladrey, 2006 , p. 3) Definition of Organization Development (OD) OD is understood to be both a professional field of social action and an era of scientific enquiry. It covers a broad arena of organizational processes. In real term of its meaning and definition, â€Å"OD is a planned process of change in an organization culture through the utilization of behavioral science technology, research and theory† (Thomas G. Cummings, 2008 , p. 2) assert Warner Burke. Wendell France defines â€Å"organization development as long range efforts to improve an organization problem-solving capability and its ability to cope with changes in its external environment with the help of external and internal behavioral scientist consultant or agent of change as they are sometime called. (Thomas G. Cummings, 2008 , p. 2) The Functional aspect of Organization Development Organizational development as can be understood is the process that take place within an organization as a means to increase organization effectiveness and facilitating personal and organizational change through the use of intervention driven by social and behavioral science knowledge. (Anderson, 2009 , p. 3) HRIS (Human Resource Information System) in context of Organization Development Organization development and its meaning is the major element of HR strategic planning process in an organization. (McGladrey, 2006 , p. 3) For that matter, new age management practices of organization development in context of HRM also reflect the new forms of practices such as HRIS (human Resource Information System) making its way within the organization. HRIS add value to the organization development process. There is no doubt in that regard. As a matter of fact, â€Å"smooth flow and availability of authentic information related to human resource facilitates rational decisions.† (Kandula, 2006 , p. 70) This is true, considering that information are a vital part of an organization and also help in the basis of decision making, that also based on rationality of it. Hence, HRIS plays a significant part of organization development process. The Role of OD Consultant: HRM Consulting Professional role are a welcoming sight in any organization. The same case also can be looked in respect of HR professional who acts as consultant to organization. On the other hand, OD role can also apply to internal consultants and professionals, or external consultant, where their role is build on the basis of change factor that need to be implemented n a smooth and functional way. (Thomas G. Cummings, 2008 , p. 66) It is being said that if HR professional play a consultative role within an organization, chances are that the value of their professional practices would devote much time working on behalf of the organization to address the issue at hand and to uncover any likely issues. (William M. Kahnweiler, 2005 , p. 45) Hence, it is very likely that the role of HR consultant do add value to organization one or the other way and most organization also prefer it that way in adding value to organization development course. Above all, service deliveries are that core of HR professional role. The evolving nature of HR role also can be looked in respect of the technical specialist role that they play in the organizational process, either when it comes to administration or tracking and interpreting regulatory changes in ensuring that organization remain in compliance. Strategically speaking, HR also play a significant part in getting the right people and right talent so that organization dont miss on anything, when it comes to change strategy, employee retirement plans, and any other administrative functional aspects. (Marc Effron, 2003 , p. 275) OD Role and its Management Aspects Organization development role as we have maintained is critical to the growth of the organization. As a matter of fact, it is held that top management involvement is an important condition for success of OD. The need for OD in an organization also arise for many reason, namely major changes in the external environment or technologies, or factor like a merger may make an organization existing structure or management practices and culture. (Cartwright, 2005 , p. 290) Hence, a planned intervention of the change factor is a necessity at all level of OD course and its process formulation. OD and its process intervention As we have mentioned above, the intervention of OD is critical to the growth of an organization. Intervention can be in the forms of the following. Human Intervention Structural Intervention Organizational Cultural Intervention Strategic Planning Intervention Justification: ADNOC Features of Organization Development (OD) From the above theoretical assimilation, we learn that ADNOC as an organization have grown many folds from what it was during the times of its establishment. Today ADNOC claims a place in the top ten global oil manufacturers and exporter. We figure out that almost all forms of OD and its simulation as discussed above find a place of consideration and in activities practice in ADNOC. There is no denying this fact. When taking a tour of the company website there is reason to belief that what defines ADNOC in context of OD is very much in real practical term. For example, ADNOC efforts in the exploration and mining and producing oil and gas are huge and tremendous. The company produce more than 2.7 billion barrel per day, (ADNOC, About ADNOC ) this is something that defines how the object of such a production level is achieved. If the case would not have been with effective OD, such a possibility would have been a far cry. Yet the company thorough its strategic planning intervention in the OD have enabled itself and raised the bar as a competitor in the world 500 fortune company. There are many other aspects of OD and its subsystems such as HRM and its course also that shapes the foundation of the company and its growth today. For examples, it is being observed that ADNOC take a systematic approach to its HRM. The factor of it can be justified in context of ADNOC training and development course. ADNOC have maintained that fostering continuous growth and development of its employee accumulate the object of the company CSR. ADNOC in the realms of HRM have been effective to integrate changes as and when the time demands, given its active training and development course. Training and development in ADNOC is to recognize the rich talent base in the company and its HRM foundation at the core of it. As a manufacturing company, ADNOC dependant on human capital is huge. Without human intervention, the very essence of its operational objective and goals seems to be a far car. And the company understands these elements, which is why training and development course is to enhance the value of its human capital, where the flow of information and all aspects of development course related to HRM or the introduction of HRIS for streamlined HR management aspects does not miss the sight of policy maker in ADNOC. (ADNOC, Training Development ) Moreover, CSR approach in ADNOC also is very much in line of OD. Being a global oil manufacturer, ADNOC understand the value attached to the business environmental factor and its compliance. Its groups of companies or to say affiliate also follows a detailed business operation which is direct in line with the socio-political and cross-cultural business practices. Speaking of strategy, these feature also very much finds a place of consideration in ADNOC. The company as we learn is committed to its business principle, that is to say, creating value chain through the introduction of technology human knowledge as well as taking appropriate environmental policy for sustainable development of the company the strategic level. Thus, what we can reason is that OD in ADNOC defines the long range efforts to improve an organization problem-solving capability and its ability to cope with changes in its external environment with the help of external and internal agent of change in all factor of OD and its undertaking in the company. PART 3: The Outcome and its Analysis From the above discussion and its analysis, we understand that OD is very critical to the smooth functioning of an organization. There is also every reason to believe that OD and its process formulation helps organization to cope with the demand of the business environment. As a matter of fact, effective OD and its process integration is critical and a vital tool that most managers undertakes, be it policy formulation, decision making or integration technology in the realms of an organization business process. Apart from that, OD and its methodology thus should be taken with due care and attention to details. Moreover, organization also requires the best available resource apart from machinery and other technical tools. Human capital thus is a vital and centrifugal objective to be considered. After all, human capital for that matter is considered to be the backbone of the organization. In the knowledge economy their value have further evolved and enhanced. Hence, to ring in the benefits of a subsystem in HRM such as HRIS can be vital to the management aspects of human capital and also in increasing the worth of the organization in the competitive market place. OD as we can reason herein and every aspects of its conditioning define the face of an organization, within the internal and external factor and its influence. The contribution of OD considering all the vital parts and parcel for an organization is huge. The same case also can be observed in ADNOC and the OD concept at play. ADNOC for that matter have been at the forefront of ongoing change; internally and externally and coping with the challenges of the business environment with ease, which brings us to the point in speculating that ADNOC and the concept of OD at play is very much present in the organization management, strategic HRM, operational management and its course is achieved concurrently and organically. Thus, what we can add is that the contribution of OD to the overall organization and its effective shows in the way of ADNOC and how the company handles its operation and all aspects of business operation and strategy with ease and confidence. Conclusion Organizational process is complex when we viewed objectively. In the current state of affairs ADNOC faces many challenges. Change as we view in context of ADNOC has been an ongoing undertaking, both at the management level, corporate level and policy level. We feel that ADNOC current short-term and long-term problem can be speculated to be the HRM features of the organization, sustainable and environmental measures and its outlining as well as business environment and its challenges. Recommendation Following is the recommendation: It is recommended that ADNOC CSR approach should be more detailed and practical, considering the principle preached by the company and its brand image. Secondly, ADNOC intervention in context of HRIS, structural intervention, organizational cultural intervention and strategic planning intervention should be in line with the current needs and demands of the environment in which ADNOC is located. That is to say, strategically attention to OD and its intervention should be more objective to address almost all features of the OD concepts in real practical terms. Third factor is that leadership also should find a place of active intervention, so that the so called future leader can be nourished within the company. Action plan in the organization should also be more detailed, and the role of HR professional and OD consultants also should be considered on an ongoing basis and nurturing change through comparative management practices is also not a bad idea at all, since that way the international business of ADNOC can be enhanced further. It is also further commented that the role of OD in the process of the organization operation and day to day management is dynamic and complex, considering that every organization is a social system, and there is no absolute or best way to bring about a change automatically. And the methodologies that are employed will work differently at different times. What matters is the involvement of the top management in the organization to rope in change factor in the best possible way for an effective solution. Above all, strategically speaking the strategy of OD is to intervene in the ongoing activities of an organization. (Cartwright, 2005 , p. 290 ) Intervention plan in ADNOC We recommend that intervention plan or its design should form a combination of these four features mentioned below for effective and efficiency of OD and its process undertaking in ADNOC. 1. Human intervention: Organization achieves the OD goals through human resource management functions, namely recruitment, selection, compensation and performance management, integration and placement process. A combination of these human factor helps achieve the OD goals and its objective. (Durai, 2010 , p. 264) Hence the same design also can be integrated in ADNOC. 2. Structural Intervention: Structural design changes concerned the organization division of labor and its specialization. Intervention aimed at structural design include moving from traditional practices into a more integrative and flexible forms, which helps OD process to address and meet the process of the organization, be it for customer centric or network based structure. (Thomas G. Cummings, 2008 , pp. 158-59) Hence, such feature and its combination are also highly recommended for ADNOC. 3. Organizational Cultural intervention: Intervention design in any forms seeks to understand situational contingencies such as individual differences within the organization members and management of change process. Organizational cultural intervention is a necessity because an organization is made up of individual and group members. (Thomas G. Cummings, 2008 , p. 162) Hence, cultural bonding should be at the heart of any OD at ADNOC, where the cultural dimension is redefined for effective organization activities and day-to-day management. 4. Strategic planning Intervention: Strategic OD or its intervention defines the objective and scope of strategic management process. Hence, for any matter in that regard, ADNOC also can reap the benefit of it simply by upgrading the active intervention of strategic planning, be it at the policy level and its formulation, defining future goals and roadmap, identifying the operational objectives, and the orientation of a business goals and it alignment into one solid foundation. Standardization of its activities, process and overall management aspects also should find its course. Strategic planning intervention is all about long-term goals and its objective. The best way an organization rope in the strategic planning process assist organization to cope with various factor of change and to be competitive in the business environment.

Law and Crown Colony Essay

1. The two other reasons why Spain claimes the country as its possession or ghe property of the King of Spain. †¢ They also claim the country because of their Spirit of Discovery to our country, improvements of their technologies (for travel and trading purposes) and acquisition of our territories †¢ being in actual possession of the philippines, it had the right to colonize it.In other words, Spain claimed the Philippines by right of dicovery and by right of actual occupation or conquest. 2. Crown colony * A crown colony also called a royal colony was a state that was under political control by Britain and that was ruled and governed by a Governor who had been appointed by the monarch through the secretary of state for colonies. Cayman Island is one example of present â€Å"crown colony 3. Because the governor-general himself has a widely range of own powers. He was also the King’s official representative in the colony. He possessed vast executive, legislative, and judicial powers. He issued orders with the force of law, which were called superior decrees. On the other hand, decrees or orders coming from the King of Spain were called Royal decrees or orders. 3. Why was the governor-general powerful? Enumerate his powers. * Because the governor-general himself has a widely range of own powers. He was also the King’s official representative in the colony. He possessed vast executive, legislative, and judicial powers. He issued orders with the force of law, which were called superior decrees. On the other hand, decrees or orders coming from the King of Spain were called Royal decrees or orders. 4. Define or explain the following a. Cumplase e. Capitan b. Audiencia f. Principalia c. Superior Decree g, Cabeza de Barangay d. Indulto de Comercio h. Ayuntamiento * A. Right of the governor to suspend the operation of a Royal decree or order relative in the Philippines if in his opinion, the sads order or decree would not be beneficial to the administration of the country.