Mr. Omijie Famous

A Brief History of School Guidance and Counseling in the United States The history of school counseling formally started at the turn of the twentieth century, although a case can be made for tracing the foundations of counseling and guidance principles to ancient Greece and Rome with the philosophical teachings of Plato and Aristotle. There is also evidence to argue that some of the techniques and skills of modern-day guidance counselors were practiced by Catholic priests in the Middle Ages, as can be seen by the dedication to the concept of confidentiality within the confessional.Near the end of the sixteenth century, one of the first texts about career options appeared: The Universal Plaza of All the Professions of the World, (1626) written by Tomaso Garzoni. Nevertheless, formal guidance programs using specialized textbooks did not start until the turn of the twentieth century. The factors leading to the development of guidance and counseling in the United States began in the 1890 s with the social reform movement. The difficulties of people living in urban slums and the widespread use of child labor outraged many.One of the consequences was the compulsory education movement and shortly thereafter the vocational guidance movement, which, in its early days, was concerned with guiding people into the workforce to become productive members of society. The social and political reformer Frank Parsons is often credited with being the father of the vocational guidance movement. His work with the Civic Service House led to the development of the Boston Vocation Bureau. In 1909 the Boston Vocation Bureau helped outline a system of vocational guidance in the Boston public schools.The work of the bureau influenced the need for and the use of vocational guidance both in the United States and other countries. By 1918 there were documented accounts of the bureau's influence as far away as Uruguay and China. Guidance and counseling in these early years were considered to be mostly vocational in nature, but as the profession advanced other personal concerns became part of the school counselor's agenda. The United States' entry into World War I brought the need for assessment of large groups of draftees, in large part to select appropriate people for leadership positions.These early psychological assessments performed on large groups of people were quickly identified as being valuable tools to be used in the educational system, thus beginning the standardized testing movement that in the early twenty-first century is still a strong aspect of U. S. public education. At the same time, vocational guidance was spreading throughout the country, so that by 1918 more than 900 high schools had some type of vocational guidance system.In 1913 the National Vocational Guidance Association was formed and helped legitimize and increase the number of guidance counselors. Early vocational guidance counselors were often teachers appointed to assume the extra duties of t he position in addition to their regular teaching responsibilities. The 1920s and 1930s saw an expansion of counseling roles beyond working only with vocational concerns. Social, personal, and educational aspects of a student's life also needed attention. The Great Depression of the 1930s led to the restriction of funds for counseling programs.Not until 1938, after a recommendation from a presidential committee and the passage of the George Dean Act, which provided funds directly for the purposes of vocational guidance counseling, did guidance counselors start to see an increase in support for their work. After World War II a strong trend away from testing appeared. One of the main persons indirectly responsible for this shift was the American psychologist Carl Rogers. Many in the counseling field adopted his emphasis on â€Å"nondirective† (later called â€Å"client-centered†) counseling.Rogers published Counseling and Psychotherapy in 1942 and Client-Centered Therapy in 1951. These two works defined a new counseling theory in complete contrast to previous theories in psychology and counseling. This new theory minimized counselor advice-giving and stressed the creation of conditions that left the client more in control of the counseling content. In 1958 the National Defense Education Act (NDEA) was enacted, providing aid to education in the United States at all levels, public and private.Instituted primarily to stimulate the advancement of education in science, mathematics, and modern foreign languages, NDEA also provided aid in other areas, including technical education, area studies, geography, English as a second language, counseling and guidance, school libraries, and educational media centers. Further support for school counseling was spurred by the Soviet Union's launching of Sputnik and fears that other countries were outperforming the United States in the fields of mathematics and science.Hence, by providing appropriate funding for educa tion, including guidance and counseling, it was thought that more students would find their way into the sciences. Additionally, in the 1950s the American School Counselor Association (ASCA) was formed, furthering the professional identity of the school counselor. The work of C. Gilbert Wrenn, including his 1962 book The Counselor in a Changing World, brought to light the need for more cultural sensitivity on the part of school counselors.The 1960s also brought many more counseling theories to the field, including Frederick Perl's gestalt therapy, William Glasser's reality therapy, Abraham Maslow and Rollo May's existential approach, and John Krumboltz's behavioral counseling approach. It was during this time that legislative support and an amendment to the NDEA provided funds for training and hiring school counselors with an elementary emphasis. In the 1970s the school counselor was beginning to be defined as part of a larger program, as opposed to being the entire program.There wa s an emphasis on accountability of services provided by school counselors and the benefits that could be obtained with structured evaluations. This decade also gave rise to the special education movement. The educational and counseling needs of students with disabilities was addressed with the passage of the Education for All Handicapped Children Act in 1975. The 1980s saw the development of training standards and criteria for school counseling. This was also a time of more intense evaluation of education as a whole and counseling programs in particular.In order for schools to provide adequate educational opportunities for individuals with disabilities, school counselors were trained to adapt the educational environment to student needs. The duties and roles of many counselors began to change considerably. Counselors started finding themselves as gatekeepers to Individualized Education Programs (IEP) and Student Study Teams (SST) as well as consultants to special education teachers, especially after passage of the Americans with Disabilities Act in 1990.The development of national educational standards and the school reform movement of the 1990s ignored school counseling as an integral part of a student's educational development. The ASCA compensated partially with the development of national standards for school counseling programs. These standards clearly defined the roles and responsibilities of school counseling programs and showed the necessity of school counseling for the overall educational development of every student. Major Roles and Functions for School Counselors

Though the book “A Man without a Country”

Though the book â€Å"A Man without a Country† is written in funny way, it has a serious message for those who are concerned about humanity in general and America in particular. It intimately expresses the author’s deep anguish at the prevailing situation in the United States despising the Bush administration and its policies. Kurt Vonnegut in his own kidding and humorous style strongly condemns the Americans’ lust for oil. He laments at the inhuman administration that has dehumanized millions of people in the name of race and religion. He criticizes the unthinking and uncaring attitude of people in damaging the environment. He is not quite hopeful of a great future for the coming generations given the indifferent and reckless attitude of the present people. He says, â€Å"I know of very few people who are dreaming of a world for their grandchildren†. Using humor as a physiological response to the fear, he expresses his deep concern for the future generations and his total disregard for the people who are in the positions of power causing loss to people and to the green earth. He strongly advocates that everyone should save his own and others’ lives and be honorable. The title of the Book A Man without a Country, with the sub-title â€Å"A Memoir of Life in George W Bush's America† is a collection of small essays, speeches and interviews despising the Bush administration. Fitting the definition of a memoir, the book comments on the incidents happened during administration of famous personality President Bush. The author calls himself a man without a country except for the librarians as he is quite disgusted with the present day Americans who present themselves as proud and pitiless war lovers. It is clear that he does not like to be associated with people who have dehumanized millions and millions of human beings in the name of religion and race. The book consists of intimate and informal conversations of an eighty year old man about the affairs of the day urging the people to save themselves and the earth and to be honorable.

Articles of Confederation vs Constitution Essay

The Articles of Confederation and United States Constitution are two documents that shaped the U.S. government into what it is today. The Articles of Confederation (AOC) was the first Constitution of the United States. Americans soon realized that this document had to be substantially modified because the U.S. needed a stronger government. The AOC was thought of as an ineffective national government document, although there were some strong points. The AOC was ratified in 1781, and replaced by an improved document known as the United States Constitution in 1789. An unknown person once said, â€Å"Perhaps the greatest service rendered by the Articles of Confederation was the impetus its shortcomings gave to those who favored a strong central government.† This is an analytical essay supporting this quote by comparing the strengths, weaknesses, and achievements of the Articles of Confederation and the Constitution. The AOC gave Congress many powers which included: the right to declare war, develop foreign policy, regulate Native American activity in the territories, coin money, run post offices, borrow money, and appoint military officers. Although the AOC seemed to have a lot of power, there were also several underlying weaknesses and problems that were not initially addressed. As a result the United States Constitution came into action. This document essentially addressed all the underlying problems of the AOC. The AOC did not allow Congress to levy taxes on individuals which the Constitution addressed. The AOC had no federal court system so the Constitution had a dynamic court system in place which was created to deal with issues between citizens and the states. The AOC offered no regulation of trade between states and interstate commerce. The Constitution gave Congress the right to regulate trade between states and control interstate commerce. The AOC had no executive power; the president of the United States simply presided over Congress until the ratification of the Constitution which created the Executive branch. This was designed to give the president a more powerful role in the government. The Executive branch gave the president power to choose his Cabinet members and checks on the power of the judicial and legislative branches. The AOC offered little hope if Congress or the states needed to amend any documents as it called for 100% (13/13) of participants  to agree. The Constitution made it to where a 2/3 vote of both houses of Congress, plus a 3/4 vote of state legislatures or national convention could amend a document. In the AOC the representation of states was flawed as it said each state were to receive 1 vote regardless of siz e. The Constitution in turn fixed this by making the upper house (Senate)give each state 2 votes and the lower house (House of Representatives) is based on population. The AOC did not allow Congress to recruit military troops, but was dependent on states to contribute forces. The Constitution allows for Congress to raise an army when needed in military situations. The AOC had a complicated system of arbitration in effect and the Constitution issued federal courts the right to handle disputes. Sovereignty was an issue while the AOC were in place as it resided in the states whereas the Constitution created the supreme law of the land. When passing law the AOC required 9/13 to approve legislation and the Constitution made it majority vote in both houses plus the signature of the President. The AOC faced many challenges and did not maintain order as the United States needed. It essentially did not work for the United States which is why the ratification of it is such a historical outcome of the United States. All these ratifications of the AOC did not come so simple to the United States. There was a Constitutional Convention in Philadelphia on May 25, 1787 to solve the problems of the AOC. It was at this convention that many plans were proposed, and compromises were reached. The weaknesses of the AOC had to be addressed. The first plan introduced by Governor Edmund Randolph, was the Virginia Plan, better known as the Large State Plan, called for a strong national government with bicameral legislation apportioned by population. This plan also called for the lower house to be elected directly by the people and the upper house to be elected by the lower house. This plan as well called for a Chief Executive and a Federal Court system, and it gave Congress the power to tax and regulate interstate commerce. The Large State Plan gave the national government the power to legislate, and gave a proposed national Council of Revision a veto power over state legislatures. The delegates loved the sound of this fundamental reform plan. The Virginia Plan struck opposition among delegates from the smaller states and thus a competing plan, presented by William Patterson, known as the New Jersey  Plan, or Small State Plan, came into action. This plan kept federal powers rather limited and created no new Congress. Instead, the plan enlarged some of the supremacies then held by the Continental Congress. It also called for a plural executive branch and a federal court system like the Virginia Plan. This plan was not as highly sought out as the Virginia Plan, so in turn was rejected which caused the supporters of the Virginia Plan to make amends to the smaller states. This in turn resulted in members of the Senate being elected by the state legislatures. After the Virginia and New Jersey Plan delegate s worked out a series of compromises between these competing plans. The first was The Great Compromise, or the Connecticut Compromise, which resulted in a bicameral legislature: House of Representatives (lower house), which was representation based on population, and the Senate (upper house), which was based on equal representation where each state would have 2 senators selected by the state legislatures. Another compromise reached was The Three-fifths Compromise. This was proposed over the â€Å"counting† of slaves and it determined that slaves would be counted as three-fifths of a vote for both purposes of taxation, and purposes of representation in the House of Representatives. On September 17, 1787, a majority of the delegates to the Constitutional Convention approved the documents over which they had labored since May. To ratify the Constitution it was determined that 9 of the 13 states had to agree to the ratification in order for the new Constitution to go into effect. Although 9 states is all the government needed to ratify the new document, Congress knew it was important to get the support of the large states, New York and Virginia, in order for the new government to be effective. Delaware was the first state to ratify and soon after 4 more states joined in on the ratification. There were those who favored ratification, better known as the Federalists, and those who opposed the ratification, known as Anti-federalists. The Federalists fought back and convinced the states that rejection of the Constitution would result in anarchy and civil strife. The Anti-federalists argued against the ratification that the delegates in Philadelphia had exceeded their congressional authority by replacing the AOC with an illegal new document. Others protested that the delegates in Philadelphia represent only the noble few, and thus hand crafted a document that saved their special interests and set aside the franchise for the propertied classes. The Anti-federalists  also argued that the Constitution would give too much power to the central government at the expense of the states, and that a representative government could not manage a republic as large as the United States. The biggest objection by the Anti-federalists was the Constitutional Convention had failed to adopt a Bill of Rights. The Federalists believed that the Constitution was so constrained that it posed no threat to the rights of citizens. It was clear in order to get the remainder of the states on the ratification side that the government had to put a Bill of Rights in place. The Federalist assured the public that the first step of the new government would adopt a Bill of Rights. Soon after, The Federalist Papers were written by John Jay and Alexander Hamilton of New York, and James Madison of Virginia. This document encouraged the ratification of the Constitution. These papers circulated through New York and other states and soon after ratification passed in the New York and Virginia state conventions. The last and final state to ratify the Constitution was Rhode Island. After it was faced with threatened treatment as a foreign government, it passed ratification of May 29, 1790.

Legal Issue Essay Example | Topics and Well Written Essays - 750 words

Legal Issue - Essay Example In turn, a disability is (A) a physical or mental impairment that substantially limits one or more of the major life activities of such individual; or (B) a record of such impairment; or (C) being regarded as having such an impairment.[5] The EEOC defines "a mental impairment" as "any mental or psychological disorder, such as mental retardation, organic brain syndrome, Bi-Polar Disorder II, emotional or mental illness, and specific learning disabilities,"[6] for purposes of the ADA.[7] Thus, the question becomes whether this impairment substantially limits a major life activity.[8] Interacting with others is a major life activity under the ADA Interacting with others is indisputably an activity of central importance to daily life, and the EEOC has recognized it as a major life activity in its compliance manual.[9] Additionally, interacting with others is considered a major life activity under the Rehabilitation Act, and such recognition under the ADA would serve the legislative purpose of rectifying stereotypes about the mentally disabled.[10] Neither the Supreme Court nor the Second Circuit have addressed the issue of whether interacting with others is a major life activity.[11] The only circuit to have squarely addressed the issue has adopted it as a major life activity,[12] and no circuit has held that interacting with others is not a major life activity.[13] An Appellate Court has de novo review of a lower court's conclusion that the ability to interact with o thers is a major life activity.[14] In Toyota, the Supreme Court explained that "the term major life activity as used in the ADA, refers to those activities that are of central importance to daily life."[15] Because major life activity is not defined in the ADA, it should be construed according to its ordinary and natural meaning.[16] The plain meaning of the word "major" denotes an activity that is important and significant,[17] as well as basic. It is an "activity that the average person in the general population can perform with little or no difficulty."[18] Interact is defined by the dictionary to mean to "act upon one another."[19] Interacting with others is an important and significant function and "easily falls within the definition of 'major life activity.'"[20] - quoted properly referenced It is necessary for

International finance Essay Example | Topics and Well Written Essays - 1000 words - 2

International finance - Essay Example It is suggested that an increase in domestic money supply causes depreciation. Again an increase in domestic money demand for example results from domestic income increase or decrease in the expected inflation causes appreciation (Barnett & Chauvet, 2011). The model assumes that the purchasing power parity usually holds. The changes in price influence the changes in exchange rates. The flexible model assumes that parity of purchasing power (PPP) holds continuously. PPP implies that only traded goods exist, the modified model permits the distinction between non-traded and traded goods. The flexible model relies on the continuous PPP and existence of the stable money demand functions for both domestic as well as foreign economies. Recent experience has shown that the real rates of exchange have fluctuated over the years therefore causing shifts in the international competitiveness (Barnett & Chauvet, 2011). Flexible model can be termed as a market- clearing equilibrium model where purchasing power parity between different countries’ price levels is assumed. An increase in the domestic interest will cause a decrease in the demand for domestic money hence causing depreciation in the currency. Once Friedman (1953) stated that the stability of flexible exchange rate was determined by the stabilization of the speculators’ behaviors. Flexible model sugge sts that the prices including wages and goods prices, adjust instantaneously to their levels of equilibrium. In order to determine the exchange rate, it is clear that a rapid increase in home money supply than the foreign money supply will increase the rates of exchange one on one therefore leading to depreciation of home currency. The exchange rate which normally is the price of foreign currency increases with the stock of money (Kouretas & Papadopoulos, 2014). On the other hand, an

Mineral and Water Function Essay Example | Topics and Well Written Essays - 250 words

Mineral and Water Function - Essay Example Water also carries oxygen and important nutrients to cells (Mayo Foundation for Medical Education and Research, 2014). Water is the most important component of the cells in our bodies, and there is no way that it can be replaced totally, or Nature would have offered a better solution of water replacement than sodas and other drinks. However, this is the case with normal people, who want to stay hydrated. In case of athletes, dehydration can best be prevented with a sports drink. This is because after doing exercise or a sport, the blood flow in the athletes’ systems increases, generating heat, which is carried to the skin, where sweat is produced. If plain water is taken in, the absence of sodium will dilute the sodium concentration in the body cells, and the brain will also get the message that the thirst is over. The athlete will stop drinking, but the sodium loss is not compensated. However, sports drinks contain sodium (a mineral) and other electrolytes that the body loses with extreme sweat. Hence, sports drinks are beneficial for athletes, but common people should not ignore the importance of water to stay hydrated. Mayo Foundation for Medical Education and Research. (2014). Functions of water in the body. Nutrition and Healthy Eating. Retrieved April 30, 2014, from

HISTORY OF ISLAM 7th Century Essay Example | Topics and Well Written Essays - 1500 words

HISTORY OF ISLAM 7th Century - Essay Example Central to these developments was the conflict between Ali ibn Abi Talib and Mu’awiya. This paper will explore this chapter in Islamic history – outline the dynamic of such conflict and identify its effects. Because there is no formal hierarchy in place, issues of succession to the Islamic leadership ensues upon the death of a caliph, Muhammad’s successors. During the onset of the 7th century trouble started when the third caliph, Uthman, was murdered. Ali succeeded him, being the closest to the Prophet since he was a first cousin and a son-in-law to Muhammad. Uthman’s clan, called the Umayyads vowed revenge and would later support its own candidate to the Caliphate, which is Mu’awiya. One of Ali’s first edicts as the Islamic ruler was to replace all of Uthman’s appointees, particularly the governors - most of whom were Uthman’s kin. Mu’awiya was immediately covered by this decree as he was the governor of Syria. This factor along with Ali’s refusal to investigate and produce Uthman’s murderer led Mu’awiya to question the legitimacy of Ali’s rule. As a result, civil war broke between Ali and Mu’awiyaâ₠¬â„¢s forces. A first-hand account of this conflict was recorded by Sebeos, a 7th century bishop of Armenia. To quote: Now God sent a disturbance amongst the armies of the sons of Ismael, and their unity was split. They fell into mutual conflict and divided into four sections. One part [was composed of] those in the direction of India; one part, those who occupied Asorestan and the north; one part, those in Egypt and in the regions of the T’etalk; one part in the territory of the Arabs and the place called Askarawn†¦ The prince who was in the region of Asorestan, their prince called Muawiya†¦ When he saw what had occurred, he brought together his troops†¦ slew that other king whom they had installed, waged war with the army in the region of the Arabs, and inflicted great slaughter on them (Sebeos 154). Sebeos historical commentary

Analysis of Silkos Style Essay Example | Topics and Well Written Essays - 500 words - 4

Analysis of Silkos Style - Essay Example The writer has introduced his work by a rhetoric question to the reader â€Å"What about Silko’s Style?† putting across the argument topic. And in the conclusion gave the final appeal and suggested the reader to decide which argument is better. The piece invokes the reader’s curiosity as a question is asked and then points are laid down so that the reader is persuaded to accept the writer’s argument (Faigley and Selzer). The writers chose a direct and simple language to make it easier for the reader to understand his point. As a reader, the piece is easy to grasp the point and makes it interesting to read. The point from the first paragraph â€Å"simple, straightforward, unadorned – because she wants her readers to accept her narrative as credible and trustworthy†, was the most significant as it shows that rhetorical choices made by writers are for achieving certain effects on readers (Faigley and Selzer). The writers repeated the word rhetoric many times in the second paragraph however it does not seem redundant because they have used it carefully and in a different manner each time. Another point that is about Silko’s writing style is discussed a few times in the piece however it is for stressing the point of rhetoric choices writers make and the words used every time are different. The central point of the piece is â€Å"Textual rhetorical analysis employs rhetorical terminology† (Faigley and Selzer). As the writer used a rhetoric question, similarly in news paper’s articles, motivational and public speakers and in many literary works rhetoric question and rhetoric analysis is used to persuade the audience. This reminds of a very good orator US President Obama’s acceptance speech in 2008, in which he posted a famous rhetoric question â€Å"What is that American promise†, and is claimed that his rhetoric strategies persuade, bring home the point and convey his vision to his audience in a very clear manner and their hearts and minds get swayed (Leanne, 1).

The Financial Engineer's Most Versatile Tool Dissertation - 1

The Financial Engineer's Most Versatile Tool - Dissertation Example The EPS graph of the company has been shown for a five year period to highlight the rise in the earnings per share due to a stock repurchase program. The deterioration in the important financial ratios like interest coverage, return etc has also been shown with the help of suitable graphs. An announcement of a share repurchase by a company is valued highly by the market participants interpreting it as a ‘buy signal’ for its stock. So the company has good reasons to buy-back its stocks but sometimes these share buyback programs go awry. Despite the popularity of such programs as evident from the recent buyback deals, there are concerns whether the firm or the shareholders derive any gains from it. One reason favoring the buyback deal is that at any point of time the surplus cash lying with the management can be used for buyback of shares thereby returning the funds to the shareholders. It has been seen that idle cash makes the managers complacent so buying back of shares can be one way of instilling confidence among the investors. From the viewpoint of the company stock buyback results in increased Earnings per share (EPS), share price and increases the value of â€Å"executive stock options† (Ogilvie, 2006, p.51). However, the share buyback strategy can be dangerous if the company finances the buyback of equities using borrowed funds. Financing buyback using loan stock may look tempting in the short term but some years down the line the company has to pay back the loan. In the event of an economic recession, the company will have to struggle with fund shortage. A rise in the share price, the increase in company EPS are all good signs but not at the cost of endangering the position of the company in the future. The board of directors must keep the interests of the shareholders in mind while considering share buyback programs. Significant research has been conducted especially in the area of share repurchases.  

Personal Reflection on Early Childhood Development Essay

Personal Reflection on Early Childhood Development - Essay Example The development center I chose to observe and participate in was CB and in the following paragraphs is a breakdown of what this facility does and the theories of child development it promotes. CB is a non-profit organization which was established to provide services for families affiliated with the cancer center. The methods that this organization demonstrates very much coincide with two different theories, these being Erickson's and Piaget's approaches within the belief system of child development. It provides a very supportive, nurturing environment so individual personalities of each child can blossom forth. The developmental need of the 'whole child' is the priority of CB while at the same time responding to each families needs. The philosophy of CB is one that wants to promote personal self expression so that every child will be able to accentuate on their own potential, self worth, confidence, interests, and also have a complete sense of joy and fulfillment while in the early learning processes. There are three systematic steps associated with the program at CB and the details that have been observed are in the following bulleted outline. Learning Process the setting for cognitive development at CB is structured to a homelike atmosphere. This promotes comfortability and trust so that the children feel free to immerse themselves in the learning experience Developmental Awareness CB works wholeheartedly to match each child's progressing abilities through child and teacher interaction, though the child is allowed to decide what type of activity will be involved Developmental Goals The development goals are the key essentials of CB in order to provide a secure and sound foundation filled with a myriad of opportunities for children to grow and develop to get positive reinforcements for great achievements within the future There is various information about the program and during my tour and by personal observations; I noticed a monthly newsletter is available as well as information about different staff members in the form of essays. Also, I gathered information as to the sites fee's, enrollment, and age groups of acceptance. The fee is based on a sliding scale so it proves to be beneficial to working class families in the financial aspectual areas. As far as age groups, CB accepts six weeks of age up to kindergarten, and currently has an enrollment of 150 children, including infants. Many families search for programs for their children where they are guaranteed the employee's have the credentials necessary to properly care for their children. CB insures this as all 45 of their employee's have some form of expertise in early childhood development. Also, CB urges its employee's to become actively involved in the workshops that are available on a monthly basis to further their current knowledge. Those without a CDA (Child Development Associate Degree) go through precisive staff training. As aforementioned, CB follows closely in the footsteps of cognitive theorists such as Piaget and Erickson. The CB structure promotes active exploration through interaction with adults and other materials. It is a fact that the stage involving the development of sensorimotor is one of the most detrimental because

Influential Theorist Essay Example | Topics and Well Written Essays - 1000 words

Influential Theorist - Essay Example Per Gardner, there are a wide range of cognitive abilities that are not too closely correlated with one another, in spite of the close correlations of the aspects of intelligence that is measured thru the IQ test. (Gardner, H., 1983, p 25) For instance, two kids learning the multiplication table and child A learns or memorizes the table easily and child B is a little slow learning it. In Gardner’s theory of multiple intelligences, child A doesn’t necessarily mean more intelligent then child B for the following reasons: child B may be using a different approach, child B may be understanding multiplication in an essentially deeper level, or child B may succeed in a career outside mathematics As the theory says, based on the example above, child B’s slowness can be a result of the processing of the mind of the child and doesn’t not necessarily mean the child is a slow learner. The theory suggests that the child B’s intelligence may be a notch higher In fluential Theorist 3 than of the child who easily memorized the multiplication table due to a deeper level of understanding, which appears like slowness. 7 Original Intelligences Based on the book â€Å"Frames of mind: The theory of multiple intelligences†, Gardner initially listed seven different types of intelligences. The first two intelligences are the ones that are valued at schools; the next three are those oftentimes associated with arts and the last two are the ones called personal intelligences. (Gardner, H., 1993, 41-43) The first of the pack is linguistic intelligence. It involves sensitivity to the written and spoken languages and the ability to learn different languages. This intelligence entails the capability of one person to express himself in either rhetoric or poetic manner, or both. The second type of intelligence is logical-mathematical intelligence. This connotes the capability of one person in analyzing logical problems, solving mathematical problems and investigating scientific concerns. According to Gardner, this includes the capacity of one person to detect patterns and think logically. This type of intelligence is linked to mathematical and scientific thinking. (Gardner, H., 1993, p 63) The third type and the first of the three intelligences related to arts is musical intelligence. This comprises the skill of a person in the performance, composition and appreciation of music. This includes the aptitude of a person to distinguish musical pitches, rhythms and tones and the composition of those. The fourth type is bodily-kinaesthetic intelligence. As Gardner believes mental and physical activity to be related, this type of intelligence entails the capability of one person to use mental abilities to be in sync with body movements. The fifth type is Influential Theorist 4 spatial intelligence. This types deals with the ability to visualize things with the mind’s eye. This entails the capability to recognize patterns of wide s pace and more confined areas. People of this type suit careers like designers, architects, artists and others of this sort. The second to the last type is interpersonal intelligence. This deals with the capacity of one person to understand other people’s feelings, motives, intentions and desires towards working with others effectively. Public figures

Five Social Insurances and One Housing Fund Essay Example for Free

Five Social Insurances and One Housing Fund Essay According to figure 1, it showed that the pay ratio of Shanghai enterprise was higher than Beijing and Guangzhou while the ratio for individuals were the same. The reason of the high ratio fee is to protect the workers income, so that the workers would not need to pay half of their income for insurance payment. Therefore, the living standards for the workers would  keep in average. In this few years, the development of other cities in China was being fast and the insurance package was attractive to workers. So there was a competitive existed between Shanghai and the developing cities. The Shanghai enterprise wanted to retain their workers to stay in Shanghai for work and keep the quality and quantity of the business. Therefore, the standard for the percentage pay of enterprise would be higher than others. Once a worker reach the retire age, the worker will be entitled to receive the insurance premium. This policy would be one of the methods to attract and retain the local worker to work. On the other hand, as the housing provident fund was not a legal payment in the Labor Act. So the percentage for both enterprise and individuals in Shanghai was the same, 7% each. In the view of HR, the cost for the enterprise would be lower and the intense pressure would be less. And for the individual, they would save the money to buy a property. Lastly, Shanghai has done a good job in the 5 insurance and housing fund than other cities like Guangzhou. Although the enterprise need pay more than other cities, the workers would take the greatest benefits and be more loyal to the company. CHAPTER 3: IMPACTS ON EMPLOYER The social insurance system has implemented for several years, it is time to review its impacts on local enterprises in Shanghai, China. The most seriously the system imposed a heavy burden on operating cost of business. According to the Social Insurance Policy, enterprises should make a contribution to each of these types of social security on behalf of their employees. Employees are also required to make contribution to some of them. A Taiwaness enterprise in Shanghai reported the Law has increased its labour cost on insurance participation by 50 percent, which is mainly due to the extension of insurance coverage that leads to the rise in premium payment and related expenses. In 2010, urban pension, medical, unemployment, occupational injury and maternity insurance altogether recorded a person-time of 1.108 billion, 84 million more than that of 2009. The total income and expenditure of the National Social Insurance Fund reached RMB1.86 trillion and RMB1.48 trillion, increased by15.7% and 20.4% respectively when compared with those of 2009. 2 Professor Wang Yanzhong, Director, Labour and Socail Security Research Centre Chinese Academy of Social Science, Prospects and Impacts of Social Insurance Law Implementation, Road to China, Spring 2011 A significant part of the increased expenses came from the upsurge of enterprises expenses which lowered competitiveness of enterprises as most of the capital resource would constitute the main part of the payment system. Also, there were rise in the labour cost of enterprises, especially in those labour-intensive ones, and thus employers may force to lay off workers or cut wages in order to keep the company alive. However, in the long term, the expansion in social insurance coverage would establish a more standardized and stable employment environment, which is important in maintaining employers trust in their enterprises and reinforcing their sense of responsibility and cohesion. CHAPTER 4: IMPACTS ON EMPLOYEE For the impact of employee, In order to safeguard the legitimate rights and interests of employees and building a harmonious society , the government not only vigorously promotes the social security work and expanding the coverage of the five insurance in China. This policy is large extend to gain the recognition and support by the all sectors of the community . Some socially responsible company also believes that the implementation of this policy will be benefit to employees for future and so many companies  actively to purchase of five insurance for their employees . The implementation of social insurance for employees with long-term benefits , such as when an employee reaches retirement age , he or she can receive monthly pension until his death ; under the social security . If women employees pay maternity insurance can obtain limits reimbursement of expenses including prenatal examination and surgical expenses . Beside, under the employment, employees can earn 2 to 3 monthly compensation through unemployment insurance, it can effectively to solve and protection of employees living expenses during periods of unemployment . Employee also can extract the housing provident funds for housing related expenditure purposes . However, due to some local government in the development the standard payment of five insurance that requires enterprise according to the average wage to pay, rather than the actual amount of wage subject to each industry. Since the majority of employees wages is less than the average wage , if the government accordance with average wage as a payment standard, the result is employer would deduct a large sum of money in the employees their wage, eventually employees wage they earn is less. In addition, due to the policy and standard of purchases social insurance is diversity by different province in china, when foreign employees return to home town from local, Employees need require the Ministry of Labor to end of the social security relationship before they can get back the balance on the personal account. Thus, it would lead to employees on future retirement not be protected ; On the other hand , the company pay for employees social security fees cannot bring the benefit to employees ,the result that would reduce the enthusiasm of enterprises to participate in social insurance An ol d-age insurance can be interrupt ed. If the employees pay more, he will get more pensions. However, the q uality of life cannot be guaranteed after retirement . Many employees think that social security has been considered  and it is so comprehensive . Therefore they are no need to have other financial In fact, the pension formula is quite complex, but generally can be calculated as follows: 20% of the average wages of individual accounts a total of 120. Obviously, the social security pensions cannot guarantee the quality of life after retirement. Therefore, the HR of the company can choose to commercial insurance for pension supplement and provide it to the employees. For example, it can include the health protection and accident protection. Also, if the pension plan of the commercial insurance is expired, the employees will get some money as a pension supplement. Those insurance are suitable for young people such as some recently married, capital investment is not enough. Therefore, it will help to attract and retain the people to join the company. Moreover, the Health insurance is more important because i f it is interrupted for more than three months, it will lose effectiveness . There are many requirement of using the health insurance such as many restrictions about use in other p rovince . It is difficult to move and use in other province. Finally, not all medical practices have access to insurance, such as: plastic surgery, increased myopia correction and other medical expenses. Therefore the HR can design to buy some inpatient medical allowance to the employees . Those politics can help to provide the security, attract, retain and motivate to the employees.

Human resources and Induction and Orientation

Human resources and Induction and Orientation Human resource management is the focal point of modern day organizations as they gear towards enhancing their competencies in a highly competitive environment. As such, organizations have had to contend with numerous challenges ranging from changing technology to the lack of adequately skilled workers. Strategies, which ensure that organizations perform at their very best are a high-end commodity and all professionals involved are hard at work in order to devise the most effective of them. As highlighted by Jackson and Mathis (2008:6), human capital is critical in enhancing an organizations core competency. Therefore, right from the initial stage of recruitment to full assimilation into the workplace, human resource departments ensure that human capital is developed efficiently. Inductions and orientations have become significant in human resource development and a constant feature in most training programs. As the words suggest, such programs serve to acquaint the employee with thei r new working environments and ensure that they adjust amicably. This paper seeks to evaluate induction and orientation, understand these concepts concerning their meanings, purpose, benefits, roles played by employers and employees, and provide an illustration of such a program. It has been a tendency for most organizations to plan for such programs and later on fail to implement them. However, organizations can no longer do this, as they cannot afford to lose employees nor have inept workers. Definitions Orientation/ Induction Jackson and Mathis (2008) define orientation as a planned process whereby newly recruited employees are introduced and familiarized with their new workplace. This includes meeting their co-workers and being acquainted with other aspects of the organization. In addition, orientation may include such simple topics as the location of a particular department and such complex issues like career development. Stirzaker (2004) asserts that induction, as a planned process is capable of benefiting entire organizations and specific individuals. This is so because it allows new employees to acclimatize to their new jobs and become fully committed and productive employees at a fast pace. In addition, Carrell, Elbert, Hatfield and Grobler et al, (2002) stipulate that induction is an integration process, which allows new employees to become part of an organization through learning and understanding their environment and responsibilities. On the other hand, Meyer (1999) adds the aspects of organizat ional goals, values, policies, and protocols as part of the factors addressed during the induction process. More often than not, these two terms are used together with orientation being reflected as the initial introductory stage and induction as the ongoing process of familiarization after orientation. Moreover, a distinction arises in the fact that orientation takes place within a short period contrary to induction, which is systematic, and spans throughout the employees first years of employment. Objectives and Purposes of Orientation/Induction Employers engage in long processes of employee recruitment and selection in search of individuals who are competent in their areas of specialization. As they do so, employers contemplate how the new recruits will serve their organization and realize high performance levels. It is important to note that getting the best value out of an employees abilities starts at their first encounter with the potential employer. Ideally, at this initial stage the employer must set them up for success. In order to do so, employers must put into consideration numerous aspects of human resource management, which, eventually serve as the objectives of the orientation and induction process. Orientation and induction aims at enhancing comfort in new employees by reducing any anxieties or unresolved negative emotions. Compton and Nankervis (2009:184) indicate that induction programs need to consider the feelings experienced by employees during their initial days in the new workplace. Indeed, employees often exhibit tendencies of fear and reluctance to engage fully in their duties during their first days due to various issues. For instance, it is likely that a new employee will be unaware of where a particular department or is within the organization. They may fail to ask for directions because they are afraid or anxious about other employees perceptions of them. Consequently, there is a likelihood that they will waste time dwelling on their state of discomfort or trying to locate the department. Organizations can plan to have new employees oriented with various locations in order to ease their discomfort. Furthermore, employers aim at creating an impression by appealing t o the employees psyche while assuring them of their remarkable competencies and abilities. In addition, orientations and inductions can involve having individual sessions with the new employees and instilling in them the organizational spirit of cooperation. This objective spills over to enhancing employee satisfaction and thus reducing turnover rates, absenteeism, and other hindrances to higher productivity. Orientation and induction not only allows new employees to adjust to their new workplace but it also offers tentative information about their duties and responsibilities. Abernathy and Bell (2010:3) highlight that induction provides employees with knowledge on the organizations structure and on how they can utilize different available resources in enhancing their performance. In gaining this knowledge, employees are able to develop reasonable expectations on their new roles. New employees often have limited knowledge on the organization and the induction process ensures that any existing gaps are addressed and as Evans and Verlander (2006:4) explain, emphasis is put on ensuring that employees understand the organization and its operations accordingly. At the end of the orientation and induction, new employees are fully socialized and have understood and accepted the values and systems found within the organization. This implies that they are able to communicate effectively with the m anagement, develop a sense of belonging and contentment with their new jobs and to gain high enthusiasm for hard work. Essentially, orientation and induction serves an informative and motivational role in enhancing employee productivity. Lawson (2007:19) emphasizes that orientation and induction processes need to incorporate cognitive, affective, and behavioral forms of learning. Cognitive learning will instill information about the organization; affective learning promotes the development of positive employee attitudes while behavioral learning serves to accentuate the employees skills and abilities. Employer and Employee Obligations Orientation and induction programs involve the participation of both the employer and new employees. From the initial stage of adjustment, these two players serve different roles. Carrell, Elbert, Hatfield and Grobler et al, (2002) showcase that at the orientation phase human resource managers are obligated to meet the new employees and provide them with descriptions of their duties and responsibilities. They also provide details on the organizations chain of command and information on employees supervisors and expected protocol. While they do this, managers give room for employees to interact with their colleagues or team members. This interaction also allows them to learn the roles played by other employees within the organization. The employer also stipulates the organizations expectations of the new employee as well as the present conditions of work. This involves informing them of the organizations values, mission statement, and vision. Most importantly, they point out the signi ficance of employees aligning their individual objectives with those of the organization. In addition, they must ensure that they ease the new employees discomfort, peak their interests in the organization and work and provide any information regarding work. Furthermore, Bennet and Graham, (1990) indicate that human resource managers are also expected to acquaint the employees with the physical facilities within the organization by giving them a tour. Apart from these obligations, employers also need to inform new employees of any existing laws, regulations, and policies with respect to their jobs and conduct. Other issues that need to be addressed by employers include accommodation, transportation, and payment procedures among others. New employees must be acculturated from their very first day in the organization. Managers must ensure that the organizational culture is reflected in the orientation and induction in order to ensure that employees are a good fit for the organization. Benefits of Orientation/Induction On Employee According to Gibbs and Maxwell-Crawford (2003:4), research has indicated that well planned and implanted orientation and induction programs accrue major benefits. As the new employees are acquainted with their new roles, they are able to gain confidence in their new job. Enhanced familiarization allows for high productivity and peaked individual performance, as employees are able to work comfortably. This comfort reflects a lack of fear or anxiety and heightened positive attitudes towards work, colleagues, and managers. As employees gain knowledge on the organizations culture, they are able to assess their level of compatibility with the organization. Indeed, they manage to weigh the benefits of working for the organization with respect to such factors like career development. At this early stage, it is quite advantageous for an employee to acknowledge whether this organization will serve their needs. They establish whether there are training programs, promotion and other appraisal s trategies, which will foster their career development. If indeed an organization does not offer what they need, then they are able to cease progress and thus avoid future disappointments. Akdere and Schmidt (2007: 326), propose that orientation and induction programs are significant in nurturing employees views on leadership and vision. As they learn about the organizations goals, they understand the significance of these aspects. This allows them to develop working strategies, which aim at ensuring that the organizations vision is upheld. During orientation and induction, new employees are welcomed warmly and as the organization reinforces the employees significance, they develop a sense of worth and value. Consequently, they become more motivated and indeed decide to work there. Essentially as highlighted by Hamilton (2002), the new employees first impression of the employer plays a major role in their decisions to either progress with work or terminate their employment. On Employer Early turnover is a challenge, which plagues most modern organizations. Johnson and Westwood (2004:1) highlight that in the future, organizations will experience a scarcity of work force due to increased rates of employee turnover. It is at the orientation and induction stages that the risk of early turnover can be addressed. Indeed, studies have shown that beginning employees engaged in induction programs are less likely to terminate their current employment (Ingersoll and Smith, 2004). Orientation and induction fosters retention in numerous ways. First, when employees are provided with adequate knowledge on the organizations procedures and support systems, they are influenced by the ease with which they execute their daily duties. In addition, the socialization process, which occurs during such a program, promotes the development of individual and collective relationships amongst colleagues. This interaction builds a perception of team spirit and cordial working relationships, whic h eventually amount to high productivity and competent performance. These factors not only reduce early turnover, but they are also responsible for an earlier increase of employees productivity, commitment and work efficiency. Employers also avoid other negative effects, which often accompany early turnover. These costs include reduced revenue, and productivity, high recruitment costs, unfavorable publicity, and loss of competitive advantage. Orientation and induction programs serve as a platform for the employer to weigh an employees competence and behavior. Furthermore, as new employees are highly susceptible to taking on an organizations culture, employers are able to influence and observe the employees potential for assimilation into the company. Orientation is a stage for instilling value and laying an impeccable foundation for excellence, which will ensure that new employees utilize their abilities maximally. Sample of Orientation/Induction Program The orientation and induction program must be planned carefully in order to enhance its effectiveness. Prior to the beginning of the program, all necessary requirements should have been put in place for smooth implementation. This involves notifying current employees of the arrival of the new employees, setting up offices and relevant facilities among others. Complementary for Orientation Sample Orientation Checklist On their first day, new employees are expected to fill in forms stipulated in the processing-in checklist. Name of Employee: Department: Organization Policies and Procedure Company History Organization Chart Function of the Company Classification of Employees Insurance Benefits Life Insurance Workers Compensation Other Benefits Child Care Health Services Holidays Induction Kit The induction kit may comprise of participant materials and guides. Lawson (31) highlights the use of organization materials like policy guides and maps among others. Sample Orientation/Induction Program Time Activity 8:00- 9:00 a.m Processing-In 9:00- 10:00 a.m Welcome by Organization CEO 10:00- 11:00 a.m Meet with supervisor 11:00-11:30 a.m Tea 11:30-12:30 Tour of the premises and facilities 12:30: -1:00 p.m Introduction to team members and colleagues 1:00- 1:30 p.m Lunch 1:30- 2:30 p.m Providing mentors 2:30- 3:30 p.m Viewing the organizations documentary video 3:30- 4:30 p.m Questions and Answers Time Activity 8:00- 9:00 a.m Processing-In 9:00- 10:00 a.m Welcome by Organization CEO 10:00- 11:00 a.m Meet with supervisor 11:00-11:30 a.m Tea 11:30-12:30 Tour of the premises and facilities 12:30: -1:00 p.m Introduction to team members and colleagues 1:00- 1:30 p.m Lunch 1:30- 2:30 p.m Providing mentors 2:30- 3:30 p.m Viewing the organizations documentary video 3:30- 4:30 p.m Questions and AnswersSample Induction Course Time Course 8: 30 Organization Structure, Vision, Mission and Objectives 10: 30 Tea with Team members 11: 00 Ethical Regulations 12: 30 Lunch with Supervisor 13: 30 Conflict Resolution Procedures 14: 30 Group Interaction 16: 00 Discussion and Review

Failure analysis report on the chernobyl power plant

Failure analysis report on the chernobyl power plant 1. Introduction This memo is a failure analysis report on the Chernobyl Nuclear Power Plant located near the city of Pripyat, Ukraine. On April 26, 1986, a reactor at the power plant exploded, releasing a powerful stream of radioactive vapour. Immediately, the explosion killed 54 people. Later on, effects due to radiation claimed the lives of at least an additional 2500 people (International Atomic Energy Agency, 2006). This report will explain the events leading up to the failure, the failure itself, the reasons for the failure, and the lessons to be learned from this failure. 2. Description of reactor and failure i) In this section, I will explain the mechanism of the reactor. I will also placethe reactors components in bold. The Chernobyl Power Plant was fuelled using uranium mined from the earth; the uranium was kept in fuel bundles. The main objective of the power plant was to convert heat produced by the slightly-enriched uranium into electricity (World Nuclear Association, 2009). In order to do this, control rods first slowed down the rates of reactions by absorbing stray neutrons from the fission reactions (World Nuclear Association, 2009). After the fission reactions began producing heat, this heat was then transferred to stored water which eventually converted to steam at a temperature of 580ÂÂ °C (The Chernobyl Nuclear Disaster, 2008). The pressure of the steam moved a turbine which then powered a generator. The final process was the condensation of the steam back into liquid using a cooling lake, thus repeating the cycle (World Nuclear Association, 2009). This type of nuclear reactor is known as a high-power channel reactor or a RBMK reactor, as referred to it by the Soviets (World Nuclear Association, 2009). The Chernobyl Power Plant had four such reactors each with a power rating of 1000 megawatts (World Nuclear Association, 2009). The diagram at the end of this report illustrates this reactor along with all the bolded components. ii) In this section, I will explain the process leading up to the failure and the failure itself. Hours before the explosion, engineers within the plant were planning tests to see how the reactor would run on low power (International Atomic Energy Agency, 2006). The engineers added control rods to slow the reaction. They then disabled the cooling system, which was a major safety violation. The reactor was then incrementally slowed to reach the lowest operating power (The Chernobyl Nuclear Disaster, 2008). Soon after, the engineers noticed that the reactor was moving towards shutdown, so they quickly lifted the control rods to increase the rate of reaction. Suddenly, the power levels of the reactors increased, uncontrollably, and caused fuel elements to rupture along with an increase in steam generation (World Nuclear Association, 2009). This led to the detachment of the reactor support plate which caused the control rods to jam. The channel pipes then burst, and the explosion occurred, releasing 50 tons of radioactive particles into the atmosphere (World Nuclear Association, 200 9). 3. Reasons for the failure Chernobyl was most definitely a preventable disaster (Frot, 2004). Even though the RBMK design was perhaps not the safest reactor design, it still would not have exploded had the people involved taken the appropriate precautions necessary (Medvedev, 1990, p. 73). The technical failure of Chernobyl was due to extreme pressure increases along with design malfunctions. However, that was not the only cause. The engineers in charge of Chernobyl were also suppressed by the Soviet bureaucracy who did not allow for time to be wasted on such things as safety, focusing much more time on advancement and cutting costs (Frot, 2004). Hence, the engineers and workers at the power plant were not rigorously trained in safety nor did they regard safety as paramount (Medvedev, 1990, p. 70). 4. Lessons to be learned The Chernobyl Disaster left a devastating impact on the people and the surrounding environment. Improper technique, untrained personnel, and lack of oversight all contributed to this disaster. As engineers or aspiring engineers, it is our duty to understand the potential impacts of our design decisions. Not the least of which is the attention to safety. If a culture of safety is not cultivated then disasters such as Chernobyl will become possible realities. On the other hand, if a culture of safety is cultivated then disasters such as Chernobyl will become easily preventable. References Frot, Jacques. The Causes of the Chernobyl Event. (2004). Retrieved 16 February, 2010, from http://74.125.155.132/search?q=cache:ddH2v8pgJukJ:www.ecolo.org/documents/documents_in_english/Causes.ChernobyJF.doc+causes+of+chernobylcd=2hl=enct=clnkgl=caclient=firefox-a. International Atomic Energy Agency. Frequently Asked Questions about Chernobyl. (2006). Retrieved 16 February, 2010, from http://www.iaea.org/NewsCenter/Features/Chernobyl-15/cherno-faq.shtml. Medvedev, Zhores. (1992). The Legacy of Chernobyl. New York: W. W. Norton Company. The Chernobyl Nuclear Disaster. (2008). Retrieved 16 February, 2010, from http://www.bentan.me/chernobyl/?page. World Nuclear Association. Chernobyl Accident. (2009). Retrieved 16 February, 2010, from http://www.world-nuclear.org/info/chernobyl/inf07.html.

Peace Essay :: essays research papers

China and Iran: Transition to Democracy   Ã‚  Ã‚  Ã‚  Ã‚  Throughout the course of history, there have been Communist, Socialist, Democratic governments and dictatorships, but the most equitable form of government has been Democracy. All these different forms of government have been successful at some time, but in today’s world in order for the process of democratization to succeed, many factors have to be favorable for success to be achieved. In this essay, the democratization of China and Iran will be discussed. One has been successful where the other has not emerged. The process and factors that lead to their present outcomes will be discussed.   Ã‚  Ã‚  Ã‚  Ã‚   The democratization of China had been a very slow process. China’s process of democratization has been long in coming, â€Å"for 160 years since the Opium War, China has struggled through countless tortuous paths in pursuit of democratization. Millions of people with lofty ideals sacrificed for it; a number of them were killed by those who resisted democratization, but even more died as a result of internal conflicts.†1 These deaths were not in vain, they taught the people of China a very valuable lesson and after the Cultural Revolution(1966 to 1969), which was a crucial period when many political and social reforms were initiated, the people of China started to accept these political reforms. â€Å"The legitimacy of the Communist government had been exhausted. Cultural Revolution raised questions to the Chinese about the legitimacy of the former communist regime.†2   Ã‚  Ã‚  Ã‚  Ã‚  There were many events that led to the democratization. The incident at Tiananmen Square was a major event (June 1989) in twentieth century Chinese history, as well as one of the causes of the downfall of communism in many countries. During this incident students marched and demonstrated against the CCP. It was watched by the world via television, it marked the beginning of the third period of modern Chinese foreign policy. The first was coterminous with Mao Zedong’s rule, 1949-1976, and the second was coterminous with the economic reform movement of 1977-1988, led by Deng Xiaoping. Under Mao, Beijing’s foreign policy was determined mostly by domestic factors. The first of these was revolutionary politics. The most important domestic change was replacement of Maoist radicalism by Dengist pragmatic moderation and a corresponding shift from the primacy of politics to that of economics. â€Å"Tiananmen symbolized the beginning of the end of communist r ule in China, contributed to the end of Marxism-Leninism globally, and affected China’s foreign relations in two ways.

Theme of Good vs. Evil in “Sweat” Essay -- Literary Analysis

The main character in Zora Neale Hurston’s â€Å"Sweat† is a black woman who resides in the South that clutches on to her belief in God to help her get through the suffering that she endures from her abusive and adulterous husband, Sykes. â€Å"Sweat† is full of religious symbolism that demonstrates that Hurston was using the theme of good vs. evil in the short story. In the very beginning of â€Å"Sweat† one can see that Delia possesses a very strong work ethic, by the way that she is working vigorously to wash the clothes for the white people that she worked for to put food on the table and a roof over her and Sykes’ head. The white clothing that Delia washes in the story represents her character. White signifies her virtuousness and wholesome spirit. Delia has a docile personality and a prevailing belief in God. Delia’s body may be physically broken from all the years of tough labor and mistreatment from Sykes, however her spirit remains unbroken. Delia is a church going woman that is inspired by her trust in God. She has confidence that God will steer her the right way and shield her from Sykes cruel physical and emotional abuse. Another reference to Delia’s goodness can additionally be located in these lines of "Sweat,† "Delia's work-worn knees crawled over the earth in Gethsemane and up the rocks of Calvary many, many times during these months" (445). According to Raymond Brown, who wrote, A Crucified Christ in Holy Week: Essays on the Four Gospel Passion Narratives, the garden of Gethsemane is the location where Jesus took his followers to pray. He advised some of them to observe and several of them to pray, however they fell asleep. Judas betrayed Jesus and escorted the Romans to him at Gethsemane prior to him being executed (49).... ...btains wisdom. Delia's goodness and her faith in God in the end, prevails over Sykes’ powerful muscle and violent manner. Bibliography Brown, Raymond. A Crucified Christ in Holy Week: Essays on the Four Gospel Passion Narratives. Collegeville, Minnesota: The Liturgical Press, 1986. Hurston, Zora Neale. â€Å"Sweat.† The Custom Library of American Literature. John Bryant. Boston, Massachusetts: Pearson Custom Publishing, 2008. 440-445. Jones, Sharon. Rereading the Harlem Renaissance: Race, Class, and Gender in the Fiction of Jessie Fauset, Zora Neale Hurston, and Dorothy West. Westport, Connecticut: Greenwood Press, 2002. Masson, Davis. Essays Biographical and Critical: Chiefly on English Poets. La Vergne, Tennessee: Lightning Source, Inc., 2007. Mà ©nez, Andre’. The Subtle Beast: Snakes, from Myth to Medicine. New York, New York: CRC Press, 2003. Theme of Good vs. Evil in â€Å"Sweat† Essay -- Literary Analysis The main character in Zora Neale Hurston’s â€Å"Sweat† is a black woman who resides in the South that clutches on to her belief in God to help her get through the suffering that she endures from her abusive and adulterous husband, Sykes. â€Å"Sweat† is full of religious symbolism that demonstrates that Hurston was using the theme of good vs. evil in the short story. In the very beginning of â€Å"Sweat† one can see that Delia possesses a very strong work ethic, by the way that she is working vigorously to wash the clothes for the white people that she worked for to put food on the table and a roof over her and Sykes’ head. The white clothing that Delia washes in the story represents her character. White signifies her virtuousness and wholesome spirit. Delia has a docile personality and a prevailing belief in God. Delia’s body may be physically broken from all the years of tough labor and mistreatment from Sykes, however her spirit remains unbroken. Delia is a church going woman that is inspired by her trust in God. She has confidence that God will steer her the right way and shield her from Sykes cruel physical and emotional abuse. Another reference to Delia’s goodness can additionally be located in these lines of "Sweat,† "Delia's work-worn knees crawled over the earth in Gethsemane and up the rocks of Calvary many, many times during these months" (445). According to Raymond Brown, who wrote, A Crucified Christ in Holy Week: Essays on the Four Gospel Passion Narratives, the garden of Gethsemane is the location where Jesus took his followers to pray. He advised some of them to observe and several of them to pray, however they fell asleep. Judas betrayed Jesus and escorted the Romans to him at Gethsemane prior to him being executed (49).... ...btains wisdom. Delia's goodness and her faith in God in the end, prevails over Sykes’ powerful muscle and violent manner. Bibliography Brown, Raymond. A Crucified Christ in Holy Week: Essays on the Four Gospel Passion Narratives. Collegeville, Minnesota: The Liturgical Press, 1986. Hurston, Zora Neale. â€Å"Sweat.† The Custom Library of American Literature. John Bryant. Boston, Massachusetts: Pearson Custom Publishing, 2008. 440-445. Jones, Sharon. Rereading the Harlem Renaissance: Race, Class, and Gender in the Fiction of Jessie Fauset, Zora Neale Hurston, and Dorothy West. Westport, Connecticut: Greenwood Press, 2002. Masson, Davis. Essays Biographical and Critical: Chiefly on English Poets. La Vergne, Tennessee: Lightning Source, Inc., 2007. Mà ©nez, Andre’. The Subtle Beast: Snakes, from Myth to Medicine. New York, New York: CRC Press, 2003.

Management & Leadership

Apple’s Management and Leadership Apple’s Management and Leadership Apples management and leadership have taken the small company in Silicon Valley and transformed it into a multinational conglomerate. From the time of its inception, Apple’s innovation has delivered the personal computer, the Graphical User Interface, the world’s most popular portable music devices and favorite cellular phone. The creation of these products only illustrates part of the success of Apple’s management; the other would be the successful integration into the lifestyle of cultures around the world. Apple has molded the face of personal computing at a global level with its strong and visionary leadership, ability to remain innovative, and its ability to maximize globalization will remain a dominant force organizationally. This paper will investigate Apple’s management and leadership, their responsibility in creating and maintaining a healthy organizational culture, the effect of globalization and management across borders and will recommend two strategies to maintain their healthy organizational culture. Management and Leadership Friends Steve Jobs and Steve Wozniak established Apple Computer Incorporated in 1976 in California’s famous Silicon Valley (Apple Bios, 2010). The company initially made custom circuit boards for people who wanted to build their own computers. Between Jobs marketing genius and Wozniak’s technical expertise the two realized the potential of the computer and with a little work they created a whole new market; personal computers (Schneider, 2010). Though the beginnings were fairly humble with only $1300 for startup (Funding Universe, 2010) which would soon change. In 1977 the Apple II Personal Computer launched, grossing 2. 7 Million its first year and growing to over $200 million in three years (About. com, 2010). Apple has since revolutionized the world with its personal computing products and creative marketing. Apple’s management has been as innovative in the growth of this global organization as their products have been. A quick glance would leave one to think this Apple is ripe, but the company has only recently started to bloom. Expanding into European and Asian markets in 2003 they have made a steady climb every year, but still have claimed only ive percent of the Windows PC market (Yarrow & Angelova, 2010). To examine the leadership of Apple is to look to its original marketing director, Steve Jobs. Steve Jobs was the visionary force at Apple, determining the company’s vision and orchestrating its implementation. He lured executives as John Sculley away from Pepsico (Costello, 2010) and raised funding from former Intel M arketing Director Mike Markkulla Junior (Wikipedia, 2010). The team entered 1984 with a revolutionary new line, the Macintosh. The Macintosh was the first computer to use a graphic user interface. When the company initially launched the Macintosh, it rolled out with a commercial based on George Orwell’s novel 1984 with Apple representing the heroic rebel struggling for freedom (Costello, 2010). The captor was widely recognized as IBM’s business based computer and in the commercial the new Macintosh was destroying the IBM world. Directed by Ridley Scott the commercial cost nearly 1. 5 million, and only aired once in 1983 on a small unknown station to make it eligible for film awards, but news and talk shows replayed it everywhere (Bellis, 2010). Unfortunately, the Macintosh was not well equipped with programs for the business side of the market and though the GUI interface was well received, the company slumped, high tensions between Sculley and Jobs increased, which ultimately lead to a board decision 1985 to give Sculley control of the company, Jobs quite (Schneider, 2010). This proved to be a bad move for Apple’s board of directors, they were left with management but lacked Jobs visionary leadership. This management continued to perform the daily task, making small improvements, they struggled to hold to its small market share as well as its internal talent and managed to do so only because of its small but loyal following. Though Jobs was no longer at Apple in a management position, he retained his seat on the board and had continued to work on an advanced operating system; this new system would become Apples biggest advance in their operating system since the GUI. This software platform would become the new OSX platform and pave the way for Jobs return to Apple in December 1996 (Schneider, 2010). In early 1997 the effects of Jobs leadership were already being felt at Apple as Jobs announced that Apple would start to sell their computers online, and within one week of its launch it was the third largest e-commerce site on the Internet (Schneider, 2010). Inspired by the success Apples board of directors decided to give Jobs the reigns as CEO. The decision to bring Jobs back to Apple and to make him CEO has proven in large to be Apples keys to success. Jobs technical knowledge and innovative thinking have pushed Apple ahead in product development and brought to market the iMac, the iPod, and the iPhone. Jobs understanding of the importance of design and aesthetics have also been felt by Apple and the global market. He has driven the development of functional and elegant products and this leadership has earned Apple and its products a devoted following. Creating a Healthy Organizational Culture In 1984 Bill Gates had caught a glimpse of Apples first GUI product called Lisa, immediately realizing the potential he reworked Microsoft Windows and pitched the platform to IBM (Bellis, 2010). This action quickly developed into threats of a lawsuit between Apple and Microsoft over infringement of copyright, patent, and trade secrets. Knowing that they had overstepped their bounds, Microsoft quickly proposed a license agreement that would allow Microsoft to use similar structures such as tiled windows, a mouse pointer and drop down menus, Apple agreed (Bellis, 2010). In 1987 Microsoft released Windows 2. 0, having the look and feel of a Mac. Apple took Microsoft to court for 170 infringements of copyrights, patents and trade secrets. The court ruled that the license agreement given to Microsoft granted the legal right to develop and market the Mac drop down menus, the floating windows and the mouse point and click environment. Furthermore they ruled in favor of Microsoft on all 170 infringements (Bellis, 2010). This judgment helped surrender Apples technological lead in the computer industry, cost the company potential revenues and forced layoffs. No doubt these events affected the corporate culture at Apple, to this day the company is very secretive of any development the organization works on and takes its secrecy so seriously that employees are timid to give out any information on the company at all. Some authors voice their frustration claiming that employees back out of interviews, refuse to give any detailed information and even refuse to give their name for fear that the company will discover them and take action (Morrison, 2010). Despite this supposed fear, the employees understand the potential consequences financially if product information is leaked; this understanding develops trust in Jobs leadership and with the company’s success in every market it enters reinforces this trust. Apple’s corporate catch phrase is â€Å"Think Differently† (Apple, 2010) and the company has proven to do so by ignoring trends and market research analysis, and triumphantly resisting pressure from other large corporate conglomerates while continuing to increase profitability and bring revolutionary products to market. In his younger years before Apple Steve Jobs had taken a trip to India and returned with his head shaved, wearing traditional Indian clothing and claiming he was a Buddhist (Wikipedia, 2010). This is perhaps one of the biggest influences in Steve Jobs life personally, and though he does not continue to wear the traditional Indian clothing, the Zen influence of meditation and intuition, and minimalism are still very visible in his leadership and the culture at Apple. Additionally Jobs has kept Apples creative talent in an incubator of sorts, deep inside the campus catering to their comfort and privacy (Morrison, 2010). Apples leadership has also brought attention to detail to the forefront, spending tremendous amounts on perfecting minor details in products before they are released. The creative talent at Apple are highly protected and hidden deep with the camp Globalization and Management Across Borders The effect of Globalization on Apple has been tremendously positive. In 2003 the company started expanding into European and Asian markets with products and Apple stores and has experienced growth exceeding 500% (Yarow & Angelove, 2010). Despite this rapid growth CEO Steve Jobs and only a small handful of his top executives see new products in completed form, the rest of the organization develops small parts of the products they built in different locations amidst Apples sprawling global campus (Morrison, 2010). This organization continues to hold its vertical structure with the majority of the important decisions coming from Jobs and his small group of senior executives. Apple continues to maintain its vertical structure in an effort to protect its product development and globalization have to add to its ability to remain secretive in this process. Strategies to Maintain a Healthy Organizational Culture Apple has undoubtedly changed all of our lives with its computers, iPods and iPhones, and with its current leadership has managed to create an organization that does indeed â€Å"Think Differently† (Apple, 2010). The task becomes maintaining this innovative corporate attitude to ensure the companies future success. It is clear that most of the success that Apple has experienced because of its innovative leadership and preserving its leadership is one strategy for maintaining its healthy organizational culture. It’s inevitable that age if nothing else will weaken the current leadership. With this in mind, where as the organization and its leadership are strong, plans to train or recruit future leaders, which are aligned with Apples unique culture, should be developed. These plans should account for Apples maverick attitude and future goals. A second strategy for maintaining this successful culture is to plan strategically. Apple’s products have had profound effects on their prospective markets, decimating its competition; however competitors will watch and learn and begin to implement Apples strategies to compete in emerging markets making strategic planning much more important. Typical strategic planning ranges from three to seven years out and is handled by senior management (Bateman & Snell, 2009, p. 141). This type of planning will take into account foreseeable obstacles that the company may face and provide enough time to respond effectively. Apples history of bucking trends and ignoring fads can still be maintained, and even some low performing products may be endured if the proper strategic planning has been done. Conclusion Apple’s corporate catch phrase â€Å"Think Differently† (Apple, 2010) and their ability to do so is shown in their innovation and marketing. Their innovation, creativity and corporate secrecy all play a part in maintaining their unique culture and will ensure they remain a dominant force globally (Morrison, 2010). Their strong and visionary leadership has changed computing, as we in our lifetime have known it with inventions like the Graphical User Interface, the iPod, and the iPhone. Apple has demonstrated the positive effects globalization and management across borders has had on the company by its move into European Asian markets. These markets have seen enormous growth and still possess plenty of potential for growth. By retaining their innovative leadership as opposed to corporate management and plan strategically they will ensure their place as one of the most uccessful and innovative companies in human history. References Apple (2010). Bios. Retrieved April 15, 2010 on the Apple website: http://www. apple. com/pr/bios/jobs. html Bellis (2010). Inventors of the Modern Computer. Retrieved April 15, 2010 from the About. com website: http://inventors. about. com/library/weekly/aa051599. htm Morrison (2010). How to Innovate Like Apple. Retrieved April 16, 2010 from the BNET website: http://w ww. bnet. com/2403-13501_23-330240. html Schneider, Laura (2010) Tech Careers. Retrieved April 15, 2010, from the About. om website: http://jobsearchtech. about. com/od/historyoftechindustry/a/SteveJobs. htm Thomas, S. , Bateman, S. , & Snell, S. (2009). Management  (8th ed. ). New York, New York: McGraw-Hill/Irwin. Wikipedia (2010). Steve Jobs. Retrieved April 15, 2010, from the Wikipedia website: http://en. wikipedia. org/wiki/Steve_Jobs Yarrow & Angelova (2010). Chart of the Day: Apple’s Retail Strategy is Paying Off. Retrieved April 15, 2010, from the Business Insider website: http://www. businessinsider. com/chart-of-the-day-apple-stores-vs-mac-market-share-2010-3 Management & Leadership Apple’s Management and Leadership Apple’s Management and Leadership Apples management and leadership have taken the small company in Silicon Valley and transformed it into a multinational conglomerate. From the time of its inception, Apple’s innovation has delivered the personal computer, the Graphical User Interface, the world’s most popular portable music devices and favorite cellular phone. The creation of these products only illustrates part of the success of Apple’s management; the other would be the successful integration into the lifestyle of cultures around the world. Apple has molded the face of personal computing at a global level with its strong and visionary leadership, ability to remain innovative, and its ability to maximize globalization will remain a dominant force organizationally. This paper will investigate Apple’s management and leadership, their responsibility in creating and maintaining a healthy organizational culture, the effect of globalization and management across borders and will recommend two strategies to maintain their healthy organizational culture. Management and Leadership Friends Steve Jobs and Steve Wozniak established Apple Computer Incorporated in 1976 in California’s famous Silicon Valley (Apple Bios, 2010). The company initially made custom circuit boards for people who wanted to build their own computers. Between Jobs marketing genius and Wozniak’s technical expertise the two realized the potential of the computer and with a little work they created a whole new market; personal computers (Schneider, 2010). Though the beginnings were fairly humble with only $1300 for startup (Funding Universe, 2010) which would soon change. In 1977 the Apple II Personal Computer launched, grossing 2. 7 Million its first year and growing to over $200 million in three years (About. com, 2010). Apple has since revolutionized the world with its personal computing products and creative marketing. Apple’s management has been as innovative in the growth of this global organization as their products have been. A quick glance would leave one to think this Apple is ripe, but the company has only recently started to bloom. Expanding into European and Asian markets in 2003 they have made a steady climb every year, but still have claimed only ive percent of the Windows PC market (Yarrow & Angelova, 2010). To examine the leadership of Apple is to look to its original marketing director, Steve Jobs. Steve Jobs was the visionary force at Apple, determining the company’s vision and orchestrating its implementation. He lured executives as John Sculley away from Pepsico (Costello, 2010) and raised funding from former Intel M arketing Director Mike Markkulla Junior (Wikipedia, 2010). The team entered 1984 with a revolutionary new line, the Macintosh. The Macintosh was the first computer to use a graphic user interface. When the company initially launched the Macintosh, it rolled out with a commercial based on George Orwell’s novel 1984 with Apple representing the heroic rebel struggling for freedom (Costello, 2010). The captor was widely recognized as IBM’s business based computer and in the commercial the new Macintosh was destroying the IBM world. Directed by Ridley Scott the commercial cost nearly 1. 5 million, and only aired once in 1983 on a small unknown station to make it eligible for film awards, but news and talk shows replayed it everywhere (Bellis, 2010). Unfortunately, the Macintosh was not well equipped with programs for the business side of the market and though the GUI interface was well received, the company slumped, high tensions between Sculley and Jobs increased, which ultimately lead to a board decision 1985 to give Sculley control of the company, Jobs quite (Schneider, 2010). This proved to be a bad move for Apple’s board of directors, they were left with management but lacked Jobs visionary leadership. This management continued to perform the daily task, making small improvements, they struggled to hold to its small market share as well as its internal talent and managed to do so only because of its small but loyal following. Though Jobs was no longer at Apple in a management position, he retained his seat on the board and had continued to work on an advanced operating system; this new system would become Apples biggest advance in their operating system since the GUI. This software platform would become the new OSX platform and pave the way for Jobs return to Apple in December 1996 (Schneider, 2010). In early 1997 the effects of Jobs leadership were already being felt at Apple as Jobs announced that Apple would start to sell their computers online, and within one week of its launch it was the third largest e-commerce site on the Internet (Schneider, 2010). Inspired by the success Apples board of directors decided to give Jobs the reigns as CEO. The decision to bring Jobs back to Apple and to make him CEO has proven in large to be Apples keys to success. Jobs technical knowledge and innovative thinking have pushed Apple ahead in product development and brought to market the iMac, the iPod, and the iPhone. Jobs understanding of the importance of design and aesthetics have also been felt by Apple and the global market. He has driven the development of functional and elegant products and this leadership has earned Apple and its products a devoted following. Creating a Healthy Organizational Culture In 1984 Bill Gates had caught a glimpse of Apples first GUI product called Lisa, immediately realizing the potential he reworked Microsoft Windows and pitched the platform to IBM (Bellis, 2010). This action quickly developed into threats of a lawsuit between Apple and Microsoft over infringement of copyright, patent, and trade secrets. Knowing that they had overstepped their bounds, Microsoft quickly proposed a license agreement that would allow Microsoft to use similar structures such as tiled windows, a mouse pointer and drop down menus, Apple agreed (Bellis, 2010). In 1987 Microsoft released Windows 2. 0, having the look and feel of a Mac. Apple took Microsoft to court for 170 infringements of copyrights, patents and trade secrets. The court ruled that the license agreement given to Microsoft granted the legal right to develop and market the Mac drop down menus, the floating windows and the mouse point and click environment. Furthermore they ruled in favor of Microsoft on all 170 infringements (Bellis, 2010). This judgment helped surrender Apples technological lead in the computer industry, cost the company potential revenues and forced layoffs. No doubt these events affected the corporate culture at Apple, to this day the company is very secretive of any development the organization works on and takes its secrecy so seriously that employees are timid to give out any information on the company at all. Some authors voice their frustration claiming that employees back out of interviews, refuse to give any detailed information and even refuse to give their name for fear that the company will discover them and take action (Morrison, 2010). Despite this supposed fear, the employees understand the potential consequences financially if product information is leaked; this understanding develops trust in Jobs leadership and with the company’s success in every market it enters reinforces this trust. Apple’s corporate catch phrase is â€Å"Think Differently† (Apple, 2010) and the company has proven to do so by ignoring trends and market research analysis, and triumphantly resisting pressure from other large corporate conglomerates while continuing to increase profitability and bring revolutionary products to market. In his younger years before Apple Steve Jobs had taken a trip to India and returned with his head shaved, wearing traditional Indian clothing and claiming he was a Buddhist (Wikipedia, 2010). This is perhaps one of the biggest influences in Steve Jobs life personally, and though he does not continue to wear the traditional Indian clothing, the Zen influence of meditation and intuition, and minimalism are still very visible in his leadership and the culture at Apple. Additionally Jobs has kept Apples creative talent in an incubator of sorts, deep inside the campus catering to their comfort and privacy (Morrison, 2010). Apples leadership has also brought attention to detail to the forefront, spending tremendous amounts on perfecting minor details in products before they are released. The creative talent at Apple are highly protected and hidden deep with the camp Globalization and Management Across Borders The effect of Globalization on Apple has been tremendously positive. In 2003 the company started expanding into European and Asian markets with products and Apple stores and has experienced growth exceeding 500% (Yarow & Angelove, 2010). Despite this rapid growth CEO Steve Jobs and only a small handful of his top executives see new products in completed form, the rest of the organization develops small parts of the products they built in different locations amidst Apples sprawling global campus (Morrison, 2010). This organization continues to hold its vertical structure with the majority of the important decisions coming from Jobs and his small group of senior executives. Apple continues to maintain its vertical structure in an effort to protect its product development and globalization have to add to its ability to remain secretive in this process. Strategies to Maintain a Healthy Organizational Culture Apple has undoubtedly changed all of our lives with its computers, iPods and iPhones, and with its current leadership has managed to create an organization that does indeed â€Å"Think Differently† (Apple, 2010). The task becomes maintaining this innovative corporate attitude to ensure the companies future success. It is clear that most of the success that Apple has experienced because of its innovative leadership and preserving its leadership is one strategy for maintaining its healthy organizational culture. It’s inevitable that age if nothing else will weaken the current leadership. With this in mind, where as the organization and its leadership are strong, plans to train or recruit future leaders, which are aligned with Apples unique culture, should be developed. These plans should account for Apples maverick attitude and future goals. A second strategy for maintaining this successful culture is to plan strategically. Apple’s products have had profound effects on their prospective markets, decimating its competition; however competitors will watch and learn and begin to implement Apples strategies to compete in emerging markets making strategic planning much more important. Typical strategic planning ranges from three to seven years out and is handled by senior management (Bateman & Snell, 2009, p. 141). This type of planning will take into account foreseeable obstacles that the company may face and provide enough time to respond effectively. Apples history of bucking trends and ignoring fads can still be maintained, and even some low performing products may be endured if the proper strategic planning has been done. Conclusion Apple’s corporate catch phrase â€Å"Think Differently† (Apple, 2010) and their ability to do so is shown in their innovation and marketing. Their innovation, creativity and corporate secrecy all play a part in maintaining their unique culture and will ensure they remain a dominant force globally (Morrison, 2010). Their strong and visionary leadership has changed computing, as we in our lifetime have known it with inventions like the Graphical User Interface, the iPod, and the iPhone. Apple has demonstrated the positive effects globalization and management across borders has had on the company by its move into European Asian markets. These markets have seen enormous growth and still possess plenty of potential for growth. By retaining their innovative leadership as opposed to corporate management and plan strategically they will ensure their place as one of the most uccessful and innovative companies in human history. References Apple (2010). Bios. Retrieved April 15, 2010 on the Apple website: http://www. apple. com/pr/bios/jobs. html Bellis (2010). Inventors of the Modern Computer. Retrieved April 15, 2010 from the About. com website: http://inventors. about. com/library/weekly/aa051599. htm Morrison (2010). How to Innovate Like Apple. Retrieved April 16, 2010 from the BNET website: http://w ww. bnet. com/2403-13501_23-330240. html Schneider, Laura (2010) Tech Careers. Retrieved April 15, 2010, from the About. om website: http://jobsearchtech. about. com/od/historyoftechindustry/a/SteveJobs. htm Thomas, S. , Bateman, S. , & Snell, S. (2009). Management  (8th ed. ). New York, New York: McGraw-Hill/Irwin. Wikipedia (2010). Steve Jobs. Retrieved April 15, 2010, from the Wikipedia website: http://en. wikipedia. org/wiki/Steve_Jobs Yarrow & Angelova (2010). Chart of the Day: Apple’s Retail Strategy is Paying Off. Retrieved April 15, 2010, from the Business Insider website: http://www. businessinsider. com/chart-of-the-day-apple-stores-vs-mac-market-share-2010-3