Free Essays on Business Writing

Building Your Personal Brand Making a solid individual brand is basic to the drawn out accomplishment of any home loan originator. Top makers realize that individual marking starts with the acknowledgment that credits are not the focal point of what you sell. Or maybe, it is your insight, counsel and individual assistance that convey the most incentive to customers by making an astounding loaning experience. Remaining engaged and focused on these worth drivers ensures that you will manufacture long haul value in your own image. What are the activities that make an incredible loaning experience? Get some information about their general budgetary picture, and quietly answer each question. Remain quiet and arrangements situated even with issues, illuminate them rapidly, and keep the customer educated each progression regarding the way. Be quick, finish on your guarantees, and show the customer that you genuinely care about them. The best originators create a tremendous level of their volume from customers who give them rehash business and new client referrals. Dealing with your own image so every customer gets a high worth encounter is the key to guaranteeing a consistent development of your piece of the pie and pay. Building Creditability An effective home loan loaning vocation can turn into a maintainable, long haul annuity on the off chance that you have the premonition to â€Å"brand† your name and notoriety so that you are in a split second unmistakable in your market territory. More difficult than one might expect? Not on the off chance that you teach yourself to sidestep the prompt delight of snappy however inadequately dealt with arrangements and resolve to be in this business for the long stretch. You’ll start the excursion when you understand the essential truth that you are not selling advances. What you â€Å"sell† is your insight, experience, direction and counsel about effectively financing land. Individuals decide to exploit your mastery in the field when they accept you’re fair, ski... Free Essays on Business Writing Free Essays on Business Writing Building Your Personal Brand Making a solid individual brand is basic to the drawn out achievement of any home loan originator. Top makers realize that individual marking starts with the acknowledgment that advances are not the focal point of what you sell. Or maybe, it is your insight, counsel and individual assistance that convey the most incentive to customers by making a phenomenal loaning experience. Remaining engaged and focused on these worth drivers ensures that you will construct long haul value in your own image. What are the activities that make an astounding loaning experience? Get some information about their general monetary picture, and calmly answer each question. Remain quiet and arrangements situated despite issues, comprehend them rapidly, and keep the customer educated each progression regarding the way. Be fast, finish on your guarantees, and show the customer that you genuinely care about them. The best originators create a gigantic level of their volume from customers who give them rehash business and new client referrals. Dealing with your own image so every customer gets a high worth encounter is the key to guaranteeing a consistent extension of your piece of the overall industry and salary. Building Creditability An effective home loan loaning vocation can turn into a reasonable, long haul annuity on the off chance that you have the foreknowledge to â€Å"brand† your name and notoriety so that you are right away unmistakable in your market region. Actually quite difficult? Not in the event that you teach yourself to sidestep the prompt satisfaction of speedy however inadequately took care of arrangements and resolve to be in this business for the long stretch. You’ll start the excursion when you understand the major truth that you are not selling credits. What you â€Å"sell† is your insight, experience, direction and counsel about effectively financing land. Individuals decide to exploit your mastery in the field when they accept you’re legitimate, ski...

Hiring and Firing Essay

This exposition will distinguish and talk about the distinctive enlistment and determination practices of associations in the UK and these practices will be contrasted with the partners in the remainder of European Countries. The exposition will likewise remark on the traps in the UK associations which have prompted tied hands of the supervisors in these organizations. The ending rehearses in the associations of UK will likewise be talked about and the traps will be contrasted with the organizations situated in the European Countries. This is the motivation behind why less understudies are picking IT related fields in their advanced educations as there are no employments accessible for local people in these organizations. This is a trap that has been burrowed by these IT organizations themselves as they won't get any ability from the nearby market if there is a limitation of off-shoring later on (MarketWatch 2006). Poor Recruitment Practice in UK A people evaluation organization, Talent Q that helps bosses in overseeing and selecting ability, has seen numerous organizations and chiefs as taking poor choices routinely while employing representatives. There are numerous terrible outcomes of this poor recruiting practice as the fall in profitability is equivalent to GBP 2,400 for every annum for every specialist who winds up lost in an employment which he wouldn't like to do or isn't equipped for performing. Viably, the total sum goes up to GBP 5million per annum for the economy of UK (M2PressWIRE 2007). As indicated by an official review of Talent Q, 24 percent of the representatives who were selected were not approached to give a bent test and another 44 percent of the work force who were recruited were not short-recorded utilizing any character test. In view of 25 years of scholastic research across numerous organizations of enormous scope, these discoveries were handled through a model which is all around acknowledged. This model shows the cast iron adequacy of the appraisal. The genuine degree of the issues for the businesses turned out to be clear when these outcomes were joined with pay information from Office for National Statistics. The CEO of Talent Q remarked that the associations regularly neglect to utilize individuals based on bent test and character test. Notwithstanding, utilizing individuals based on hunch is by a wide margin the most noticeably awful work method known, while numerous investigations have demonstrated that when bosses use evaluation procedures to discover the personaliy and fitness of an individual, they show signs of improvement results (M2PressWIRE 2007). Informal Recruiting The candidates who apply through verbal exchange are seen as more appropriate than the enlisted people acquired by publicizing and are bound to remain longer in the activity. In any case, it isn't generally the situation that the best contender for work is chosen through verbal applications. This training for enrollment is being drilled in the UK at higher rates among the senior levels and is known as scouting. The goal of these seniors is to fill the more lucrative employments with the individuals whom they know or are there family members (HRM Guide Network 2007). Guarantee of Bonuses The guarantee of rewards while enrolling the representatives has been the most exceedingly awful trap of the enlistment rehearses in the UK. Mercer Consulting has found through research that the general compensation of CEOs in the UK from rewards has developed from 13 percent to 19 percent in 2004 (Mercer Human Resource Consulting 2004). There has been a significant impact on the income development rates in the UK as a result of the huge number of rewards that were paid in the ongoing years (Freeman 2002). This act of pulling in ability through contribution rewards doesn't ensure a roused representative. This guarantees just that choices are made by the workers that get him the rewards and these choices may hurt the organization over the long haul. The organizations in the UK are likewise utilizing rewards as an apparatus for representative maintenance and this training is getting very regular in the UK economy. In any case, the new arrangement to draw in new ability and to lay off the current representatives isn't in the hands of the supervisors at center or lower level. The senior administration is a large portion of the organizations settles on such choices (Nisar 2007). Off-shoring in the UK Many organizations in the UK, particularly those identified with IT and development, are recruiting gifted however moderately modest work from abroad. This employing has been permitted by the administration as a result of which work allows and visas have likewise been allocated to a great many specialists from abroad. In spite of the fact that these financially savvy choices can't be overlooked by the administrators yet they discover their options limited when they find modest work which can enable the organization to decrease cost (MarketWatch 2006). The Responsibility of the Managers The directors and individual secretaries are getting progressively answerable for the enrollment of unfilled opening. Be that as it may, these chiefs can't be so certain about recruiting the correct individual or choosing a testing framework for the opening. Where these directors are approached to reduce expenses, they are likewise approached to enlist the best individual. Notwithstanding, tests, for example, bent test, character test, expertise test or psychometric tests can be over the top expensive. This is in logical inconsistency to modest employing and numerous supervisors end up in a place of recruiting an individual not fit for work due to fixed or constrained financial plan allotted for employing (Renshaw 2003). As per the leader of a psychometric organization, the greater part of the workers are employed inside the initial five minutes of a meeting which is finished with the assistance of senses. In spite of the fact that in these five minutes, the discussion doesn't go past grins and presentations however many imagine this is the best practice. Employing through stepping through examinations has been end up being the best strategy which numerous administrators in the UK don't follow. Those representatives who are recruited without these tests, they are bound to drench the organization in misfortunes (Renshaw 2003). Bringing down Hiring Requirements The organizations with opening in the Europe for the most part react with bringing down the recruiting necessities in order to bring down the expense related with employing. These odds despite the fact that expansion the odds of filling the opportunity however it likewise brings about a match that opposes or ends when he is hit by a necessity that he can't deliver to as a result of lower level of abilities or experience. When looking through expenses are high, the European managers are bound to recruit under qualified workers for impermanent positions. One of the outcomes of recruiting an under qualified individual is high terminating costs if the worker can get a lasting agreement (Brencic 2009). Brief Employment Practices in the Europe Numerous nations in Europe boycott or confine the utilization of brief specialists. Be that as it may, there has been a developing acknowledgment for the brief work in the district. Numerous organizations which would prefer not to surge in recruiting and afterward settle on an off-base decision are recruiting impermanent representatives. The UK, Luxembourg, Netherlands and Denmark are the nations among those which have brief work markets, yet the nations like Greece, Italy, Spain, France, Belgium, Germany Portugal despite everything have rigid strategies over transitory employing (Messmer 1994). Terminating Practices in Europe The economies of Europe have been terribly trailing US and other created nations due to timberlands of formality, tremendous government assistance, overregulation and prohibitive recruiting and terminating rehearses. Terminating Limitations in UK Due to the usage of a few equivalent business opportunity acts and laws in the United Kingdom, the businesses are confined to terminate or cutback representatives. This actually tosses a chief at his seat with his options limited as he can't terminate any worker who isn't performing. As indicated by the laws, in light of the individual status of the specialist, a business may not set up employing or enrolling standards. Managers are not permitted to fight back against, lay-off or fire their representatives refering to reasons dependent on the individual status sketched out in the government enactment of hostile to segregation. The work is ensured with the demonstration of punishments and plan of action which says that if a representative is separated in the zones of terminating and recruiting, he may gather all the fiscal harms that are finished by the business (Pearson 2010). Terminating Practices in Germany In December 2000, the Vauxhall Motors Luton reported the conclusion of an office with terminating of roughly 2000 individuals. No subtleties were declared freely about the terminating of workers and what advantages would they get. The representatives being influenced were not told about the choice that the administration was going to take about the conclusion of an office. The representatives were not explained why the office was shut or for what reason were they being terminated (Butler, Sweeney and Crundwell 2009). This shows the terminating rehearses in Germany are altogether different when contrasted with UK, where an organization has restricted capacity to terminate perpetual workers. In Germany, in any case, the organizations have capacity to lay-off the workers at whatever point they need without introducing any explanation. Similitudes of Firing Practices in UK and other European Countries In this season of monetary downturn, when numerous huge enterprises are taking part in cutting back practices, the nations like UK, Italy, France and Germany are focusing on the more established representatives for lay-offs. The purpose for is very legitimate as the representatives develop more established, they become less beneficial and the organization discover progressively skilled youngsters to supplant them (Cattaneo et al.â 2010). The associations in the vast majority of the economies of Europe see more seasoned workers as progressively dispensable and give little an incentive to them (Barth et al. , 1993; Eastman, 1993; Loretto and White, 2006). End There are sure similitudes in the UK and Europe organizations with regards to laying-off or enlistment of the workers. Notwithstanding, the distinctions are more as the UK organizations are limited by laws and severe guidelines for terminating representatives which actually ties the hands of the directors with regards to terminating and recruiting of the workers.

The 8 Types of Company Culture

The 8 Types of Company Culture Each company consists of many different people and every single person contributes to that company in different ways.All the habits, thoughts, beliefs, practically any and every aspect of ones life reflect on the way he/she acts at work.Here we shall discuss 8 different types of company culture and explain why are they important.It’s an inevitable and inseparable part of every company.Somehow it comes naturally, people don’t  even think about it, but it plays a very significant role.THE IMPORTANCE OF COMPANY CULTUREFirst of all, if one is to ask should a company establish its own culture in the very beginning or it is better to let it come as the time goes by,  what would be the right answer?Actually, the truth is that it should be a bit of both.It’s a common fact that no country can exist without culture. The definition itself describes it as something that happens when people gather.If we try to apply and explain it as a part of an organization, that would be a mix of desirab le values for an organization to be prosperous and successful.Let us say that some set of rules and ideas exist as a foundation which unites people around a common goal.That would be something which defines the direction a company should head to, some values that will make it stand out above the competition.That’s where each person plays a very significant role in building and growing those ideas to make them stronger and more quality.Company culture, as we see it, should be  a mission and vision  which represent both established ideas and personal impacts united in one goal.You have probably heard that content and motivated employee will be more productive, and that can only bring good.And when the entire team is like that, the company can only have multiple benefits from that.  Think of it as a  perpetuum  mobile!A happy employee works more productively which leads to success in the company, and when there’s a success on that level, that makes employees happy! As you see, even the description itself has that continuous motion! WHO IS YOUR INNER CIRCLEBefore we get down to explaining those  8 types, you need to know that there are two concepts which are responsible for forming all of them on a two-dimensional axis.People interactionsRanging from highly independent to highly interdependent they both have different approaches.The independent values individuals who thrive on their own, while the interdependent takes group effectiveness to measure the overall success.Response to changeThis one ranges from stability to flexibility, allowing people to express themselves in different ways. Stability  favours  rules and hierarchy whereas flexibility means innovation and diversity.These dimensions result in eight types which we shall describe here. Just so you know,  things don’t necessarily have to be black and white. These values often mix and are prone to change, if the situation requires so.Their purpose is to make some general division for the sake of pract ical definition.As we already mentioned, it’s those basic rules which unite which each person’s habits and thoughts and  all together form a culture.When a company leadership sees that certain pattern works fine, they grow and support it, because it leads to success.Many different factors have an impact over these two, such as geographical location, type of company itself, the number of people working in it and so on.The idea is to recognize the positive sides and use them for mutual benefits. If you think of culture as a living creature, all this makes lots of sense, because it’s susceptible to daily changes.And now…DEFINING COMPANY CULTUREAs said, there are eight different types. Even though there is a precise division here, it doesn’t mean that each of them is the only one present in some company.Yeah, one is usually dominant, but the other may intertwine with it.1. CaringThis system’s main focus is on mutual trust and relationships. One would describe such an environ ment as welcoming and warm place, where people are highly collaborative.The main idea is to support and help each other. What unites employees is loyalty.Company leaders put the main emphasis on positive relationship, sincerity, and teamwork. This type of team is excellent for those whose well performance takes motivation from a positive working relationship.Disney  is the most common example to represent this.2. PurposeHere is all about altruism and idealism. People who work in such places are open-minded and compassionate, and the idea to do good for the world’s long-term future unites them.They focus on global communities and sustainability. Contributing to the greater cause by sharing ideals is the mutual mission leaders put emphasis at.We could list  Whole foods  as an example to depict this type of culture.  3.  Order  This type of environment is structured and unambiguous, so this is a perfect environment for those who are methodical and like to play by rules.Respect, struc ture and shared norms, as well as  time-honoured  customs, are the qualities leaders put stress too. Moreover, cooperation strongly unites all the employees.SEC  is the company which serves as an example of this.  4.  LearningCuriosity is the quality  that  leaders desire here.All the employees like to explore alternatives, spark new ideas, expand and create, they are highly inventive. Leaders like to stress knowledge, adventure, and innovation as main goals to unite people working there.People working in such places are the ones who value stability and personal achievement. They value learning over things that might be attained through work.We could list  Tesla  as such company.5. EnjoymentExcitement and fun- that-s all this type is about. The atmosphere in such places is light-hearted, full of daily excitement, where people feel happy about working there.Stimulation and playfulness are the ideas which motivate the employees to perform the best they could. Leaders appreciate a good sense of  humor  and spontaneity as key virtues.A good example of such a company is  Zappos.6. ResultsAchievement, winning, success are the characteristics which unite all the employees. This is an ideal place for those who do their best when there are set goals which lead to winning results.All the employees are usually merit-based and outcome-oriented, with the aspiration to achieve top performance. Goal accomplishment is the virtue leaders?highly appreciate.GSK  is a company which reflects this kind of culture.7. AuthorityDecisiveness and boldness, as well as the strong control and highly expressed competitiveness, are the qualities employees possess.Leaders emphasize that people working in such places are dominant and confident ones.Simply put, here personal advantage motivates more than organizational success. Those people are constantly looking  ahead,  they like to compete a lot.An example of such a company is  Huawei.8. SafetyUnlike some less strict types of company culture , this one is all about being risk conscious and conscientious.The employees think carefully prior to making any decision and the desire to feel protected and anticipate changes unite them.Such environments are predictable, pragmatic, where everybody makes plans carefully. Those are the qualities leaders appreciate.A good example of such company is  Lloyd’s of London.  As you could see, each type has strictly defined goals which unite them as well as qualities which the leaders of such companies appreciate and grow in their working environments. Some of them are different in almost every aspect, while you have types with certain similarities.The main point is the people who want to work in any of such places are able to identify with it. That all the characteristics we mentioned here are the ones one finds in  him/herself  because that way one will contribute to the team.Otherwise, it makes no sense pushing yourself if you cannot find any of these aspects to motivate you. THE FRAM EWORK OF INTEGRATED CULTURERemember the two concepts which precede the eight types we described here?They fit into each other based on people interactions and response to change. That’s where all the types can or cannot work together. People and the company they work in should coexist in harmony.Speaking of all these types, you may say that each one of them has their own advantages and disadvantages. But none of these is good or bad by itself, or better than the other. It’s all up to individual styles which seek like-minded environment to grow in personal and business aspect.Sometimes an employee may get confused for a moment when there are more types which coexist. For example, wanting the employees to be result focused and caring simultaneously may seem to confront in the first place.However, all the big companies consist of several teams and finding the one which exactly matches your ideas is not so difficult.The most important thing is that the  overall atmosphere is positiv e,  and when you have that, the rest comes naturally.This framework is very useful for managers to evaluate, diagnose and describe all the diverse patterns that occur, regarding both  behavior  and working style.That’s how they evaluate whether a person is compatible with the company’s overall goals.Here are some of the benefits of well-defined framework managers can use:When a new executive is assigned, they help him orient in that model and determine the most effective way to lead the teamEvaluate how if employees are consistent in their views over a longer period of timeGives them a better understanding of a company’s culture, with excellent insight into effects, both intended and unintendedWhen the  merges  and acquisitions happen, the framework points out the differences between the cultures and helps in finding compromisesA well-defined framework also serves to create a balance between individual leadership style and overall organizational cultureEach culture has subcult ures, and this may also help in identifying them, both those of higher and lower performanceIt serves as a guide to design aspirational culture and infiltrate new ideas and changes when necessaryCHANGING THE CULTURE- IS IT POSSIBLE?  Sometimes there are situations which require for  company culture to change. As with everything, trends constantly change.What might have been working well at some point may not be consistent in contributing at some other point of time.When it comes to developing and executing a new business plan, things are rather easy, as that doesn’t necessarily have any influence over employee’s personal aspirations and working style.However, changing the culture is an entirely different thing. This directly hits each and every person, as their style is the one that has to change. Having in mind the things we said about uniting with like-minded people when seeking for an ideal working environment.It’s a thing which involves emotions and one’s personal dynami c.But, be at ease, as there are some really good and successful ways which can make this happen without major problems.1. Articulate the aspirationThe first thing to do is analyze the current situation and see what  are the necessary changes that should occur.As we said, many things change as time goes by. Trends are almost like living creatures, so keeping up with them can sometimes be very challenging.Leaders must find the things in common for the existing type and the one they are planning to establish.This is something that they can discuss openly, as every single opinion and idea matters in this transitional period.This is where the organizational skills of a higher level are deeply appreciated, as changing the culture is a very complex process. That doesn’t come overnight.Whoever is the person in charge to deal with the major part of transition must point out real and present situation’s advantages and disadvantages and stress out why the change is necessary.2. Leadership turnover- how to select and develop the right person who matches the target cultureSome would say that this is the most challenging part of the cultural transition. It’s not only the type of culture that changes but as the new one will be established, it’s so natural that the leader won’t be the same as before.However, in companies where you have a healthy working atmosphere such things are not necessarily stressful and problematic. That’s because team members are aware of all the aspects that go along with a big and significant change.But, there are actually two ways to make this work. One is to change the leader and the other is to educate and train the existing one to move the organization to a new mode.Some people are aware that they simply don’t fit the new ideas, and they leave the position themselves. On the other  hand, some of them are asked to turn the position over, because they are unsuitable for the necessary evolution.As we mentioned, every big corporation co nsists of several teams and finding the suitable one is not always a stressful and shocking thing to do. This may serve as a  compromise  in the above-mentioned situations.3. The power of organizational conversations about the culture underscoring the importance of change  Talking and discussing things is always important, for every aspect of one’s life. You can apply the same logic to cultural transition in companies. The employees are encouraged to discuss the situation and use mutual skills and ideas give some useful directions.That’s the power of teamwork!  Such  behavior  has one more positive impact- leaders will be encouraged to deal with it more relaxed, as employees are willing to contribute and help the change takes its place as easier as possible.As for conversations, there are different types- formal, informal, in a real meeting or some team building. Of course, new technologies serve to make the whole thing more approachable and easily understandable.4. Organizatio nal design as a weapon to reinforce the desired change  When all the parts of puzzles are ready, what is left is to put it together.Again, this is where organizational skills are of vital importance.The change has to be done on multiple levels, team by team. People should get proper education and training to understand the new type which will be established so that they feel comfortable working in a new cultural model.As we said, emotions are involved here, so the one who’s the main in charge of the changes to happen should be someone who understands people. That person has to ensure people that they will still be equally productive and important for the company, as soon as they catch up with innovations.FINAL THOUGHTS ON CULTURAL TRANSITION IN COMPANIESAs you can see, the whole procedure is very complex, but not necessarily complicated.The purpose of changes is to help us learn something new about ourselves, about the company we work in. Every change brings lots of positive thing s and helps us grow in every aspect of our lives.One should not be afraid of changes. As long as there’s a good plan to follow, along with these steps you learned here, you can guarantee the success!

Julius Caesar Essay Decision Making in Julius Caesar

Decision Making in Julius Caesar nbsp; Making the right decisions is an ongoing struggle for man, because making decisions is never easy, and the wrong decision can lead to endless perils. Decisions must be made when dealing with power, loyalty, and trust. Yet, unlike other decisions, ones that are about these three fields are the most important, due to the risk involved, and because of the consequences that might follow. nbsp; Power- power is the complete domination of others, and since all men want to dominate those around them, power is valued as one of the most important possessions. Power is highly sought after, thus the correct decisions must be made to obtain it, and this is clearly proven by Shakespeares Julius†¦show more content†¦This is because of his quest for power, it blocks his normal thought process, and sense of reasoning, causing him to make irrational decisions. The two characters with the most power, Brutus and Caesar, do not make very wise decisions, and that is why neither of them survive. Loyalty goes hand-in-hand with power, and one that has trouble balancing his power is sure to have problems with loyalty. nbsp; Loyalty is one of the feelings that is used the most in Shakespeares Julius Caesar, this is shown by the numerous people that are loyal to either Caesar or Brutus. Having followers that are 100 percent loyal is imperative. When Caesar says Do this, it is performed. Caesars decision to recognize Antonys loyalty is very wise, since it will be Antony who eventually avenges Caesars death. People can change who they are loyal to in a brief instant. Live, Brutus, live, live! The citizens of Rome are angry with Brutus for killing Caesar, but after a short speech they have forgotten about Caesar, and are now praising Brutus. Brutus decision to let Antony speak last is a costly one, he should have realized how vulnerable the crowd is, and that they are easily influenced. Loyalty must be kept on the correct level for it to be useful. Good night, my lord. Cassius shows loyalty to Brutus, yet unlike Antony he does not take his loyalty to extremes. Loyalty must be kept on anShow MoreRelatedThe Tr agic Hero Of Julius Caesar By William Shakespeare1241 Words   |  5 PagesTragic Hero Essay A tragic hero is a main character that is usually of noble birth, suffers a catastrophe, and has a tragic flaw during his or her role in a novel or play. In The Tragedy of Julius Caesar by William Shakespeare, Marcus Brutus is the tragic hero. 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Life Is Like A Box Of Chocolates - 1625 Words

CAREER RESEARCH PAPER 2 Nick Carter once said, â€Å"It s like Forrest Gump said, Life is like a box of chocolates. Your career is like a box of chocolates - you never know what you re going to get. But everything you get is going to teach you something along the way and make you the person you are today. That s the exciting part - it s an adventure in itself†. According to the Bureau of Labor Statistics, the average worker currently holds ten different jobs before age forty, and this number is projected to grow. Forrester Research predicts that today s youngest workers will hold twelve to fifteen jobs in their lifetime. In class we received an assignment about career planning. I constantly dream about living in a huge house with two cars, and working in San Diego as a Family Counselor. In this assignment we assess our career aspirations, and possibly alternative career paths. I filled out three worksheets for my assignment; Natural Talents, Interests Checklist, and Exploring Your Day Dreams. In fi lling in the natural talents worksheet, I identified that I am an athlete, a great writer, and a critical thinker. This worksheet expanded my possible career choices. After assessing my natural talents, I am capable of being successful in my numerous careers. In being an athlete, I have the knowledge of plenty of sports. This makes me a great candidate for a career path withShow MoreRelatedForrest Gump Said That, â€Å"Life Is Like A Box Of Chocolates,1912 Words   |  8 PagesForrest Gump said that, â€Å"life is like a box of chocolates, you never know what you are going to get.† Highly Effective Instructors know that this is not the case. These type of instructors know there is usually a guide (an organization) on the inside lid which indicated what each type of chocolate contains. Trait number six is ORGANIZED (PICTURES) Organized area, Sloppy area Instructor organization can be divided into two broad areas: 1) administrative organization and 2) educational organizationRead MoreFate Portrayed in Forrest Gump Essays794 Words   |  4 PagesA general theme in Forrest Gump is fate. We see it everywhere; in Jenny, in Lieutenant Dan, in the feather, the box of chocolates, even Forrest himself. The film tells the story of Forrest’s life. The good and the bad, the people he meets, the things he accomplishes, and the hardships he faces are all part of a plan. Fate can be pretty funny. Forrest started out with bad legs, no friends, and no education but throughout the movie he makes many friends, saves lives, becomes very wealthy, andRead MorePeople and Chocolate: Intriguing Similarities and Differences643 Words   |  3 PagesChocolate is a widely favoured treat that comes in more varieties than any one person could imagine. 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A sentenceRead MoreMy Father925 Words   |  4 Pagessucceed in my life and how to cherish time. He is always gone through a lot of ups and downs in his life, but my father faced the difficulties with great courage and a strong will, I have learned a lot from him, and this makes my father and me closely. My father is my role model and I will do my best to become a person like him. He also impresses me most with his optimism, hard--working and confidence, which I also inherited. He always tells me life is just like a box of chocolate; you have toRead MoreDon Marquis V.S. Judith Jarvis Thomson. Two Abortion Arguments.1474 Words   |  6 Pagesabortion arguments Judith Jarvis Thomson and Don Marquis both have different views on abortion. Thomson believes that in some cases, abortion is morally permissible, due to the life of the mother. Marquis believes that abortion is almost always morally impermissible, except in extreme circumstances, because the fetus has a future life. I will simply evaluate each of the authors reasoning’s that defend their belief, and give my argument for why I believe Judith Thomson’s essay is more convincing. ThompsonRead MoreForrest Gump Analysis Essay1125 Words   |  5 PagesWord Count: 1,124 Random Chocolates When you open a box of assorted chocolates, what do you see? Some people look, and they know that there are some chocolates mixed in that are absolutely horrid, and they do their best to escape them. Others see the candies and know that one of them will be their demise, but they eat them all anyways. However, a few people gaze into the box and see an opportunity for surprise with each morsel. In the movie Forrest Gump, the concept of destiny is viewed byRead MoreLife Of The Mother By William Shakespeare1360 Words   |  6 Pageslife of the mother. Marquis believes that abortion is almost always morally impermissible, except in extreme circumstances, because the fetus has a future life. 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It will not be handed out during my speech so that it will notRead MoreEssay on Commentary on Like Water for Chocolate by Laura Esquivel613 Words   |  3 PagesCommentary on Like Water for Chocolate by Laura Esquivel The novel Like Water for Chocolate is the story of a woman fighting tradition in quest for love and freedom. The novel has diverse relations of apathy and love between the characters. The author Esquivel illustrates these relations by the use of the colors red and white. Throughout the novel Like Water for Chocolate, Laura Esquivel uses the colors red and white to symbolize love and apathy in the relationships

NMCI Project Assessment Free Essays

The following is my assessment of the project: That when developing the project care was never taken to read carefully the set objectives and whether or not they were being met. As a result only two of them were met which indicated there was a need to overhaul the system. None the less expansion continued as if nothing was wrong. We will write a custom essay sample on NMCI Project Assessment or any similar topic only for you Order Now Modern development tools like prototyping were never used properly. System users were never involved in the development as the project was only handled by the experts. As a result serious mistakes were never detected let alone being solved in time. The size of the project needed the use of modern networking hardware, fast enough to cope with the heavy traffic created by the over 650,000 users. Instead of replacing the obsolete old hardware with the new ones the project continued to build on them which created more disaster. The monitoring process was never put into use as the Navy personnel who appeared to have vested interest in the project kept on defending it rather than bringing correcting and useful comments during the development process. They only focused on being able to provide some service whether that service was reliable or dependable was never the issue was never an issue. The Navy system is normally classified as critical and needs special methods   to minimize and tolerate some faults during its development. Such methods were never used. For example reliability, safety and security assessments were never done. Performance tests were never carried even though it was clearly known such tests were mandatory. The programming languages used were never compatible with modern   distributed operating systems. There was need to use Object Oriented Systems to enhance later modification compatibility THE AFI NEW SYSTEM PROPOSAL Introduction Purpose of the Document This document is prepared for use by the following people and for the following purposes: User Name Why need the Document System Customers Check if needs are met and specify any changes that may be required Managers/ Officers To plan for the system bid and its development System Engineers To Know and be guided on what system to develop System test engineers To develop validation tests System Maintenance Engineers To understand the system parts and its totality Scope of the Product This system is meant to be used by the current air force staff and it will take into account their current number and the projected number in the year 2030.. It will use the most current network technology including their topologies, transmission media, and distributed operating system architecture. System Overview Why use networks To allow for efficient sharing and use of computer resources To facilitate efficient dissemination of messages, notices to air force staff To provide connectivity to other armed forces and air force personnel in US To research and read widely about events taking place in US, and outside world. In particular those that are a threat to the US To perform trade and other commercial activities The connectivity and expected workload Ethernet products will be used due to its simplicity and widespread use Fiber optics cables will provide major connectivity Wireless hone technology will be used Expected Achievements and Failures All the cited failures in the NMCI project will be avoided, specifically: The integrated system life cycle will be used which is proper fact finding, system design, system implementation through prototyping, system integration and testing; system parallel operation, evaluation and maintenance. User involvement at all levels of system development User training through in house training programs; seminars and workshop attendance System Constraints The major constraint will be lack of awareness on the part of users . Computer technology is changing very rapidly and the organization will be properly informed and well prepared to accept such changes as inevitable. Methods and Procedures Network Models Used System Anticipated Evolutions Recommendations Conclusions References: Internet as given from NMCI system namely: http://www.gao.gov/new.items/d0751.pdf http://www.govexec.com/dailyfed/1206/120806ts1.htm http://www.eds.com/news/news.asp?news_id=2905 Ian Summerville : Software Engineering How to cite NMCI Project Assessment, Essay examples

Thomas More Utopia Essays - Utopian Novels, Utopia, Utopian Fiction

Thomas More: Utopia The historical Thomas More, the author of Utopia, was an extraordinarily complicated man who tied up all the threads of his life in his heroic death. The Utopia is the sort of complicated book that we should expect from so complicated a man. It is heavy with irony, but then irony was the experience of life in the Sixteenth Century. Everywhere--in church, government, society, and even scholarship--profession and practice stood separated by an abyss. The great difficulty of irony is that we cannot always be sure when the ironic writer or speaker is being serious and when he is being comical. We find that difficulty in Utopia. Edward Hall, the great chronicler of English history of More's time wrote, For undoubtedly he beside his learning had a great wit, but it was so mingled with taunting and mocking that it seemed to them that best knew him, that he thought nothing to be well spoken except he had ministered some mock in the communication. (*) In Utopia three characters converse, and reports of other conversations enter the story. Thomas More appears as himself. Raphael Hythlodaeus is the fictional traveler to exotic worlds. More's young friend of Antwerp Peter Gillis adds an occasional word. Yet the Thomas More of Utopia is a character in a fiction. He cannot be completely identified with Thomas More the writer who wrote all the lines. Raphael Hythlodaeus's name means something like Angel or messenger of Nonsense. He has traveled to the commonwealth of Utopia with Amerigo Vespucci, seemingly the first voyager to realize that the world discovered by Columbus was indeed a new world and not an appendage of India or China. Raphael has not only been to Utopia; he has journeyed to other strange places, and found almost all of them better than Europe. He is bursting with the enthusiasm of his superior experiences. However, I shall devote most of my remarks to the second book or chapter in More's work--the description of the island commonwealth somewhere in the New World. Since the Utopians live according to the law of nature, they are not Christian. Indeed they practice a form of religious toleration. Utopia provides a second life of the people above and beyond the official life of the real states of the Sixteenth Century. Its author took the radical liberty to dispense with the entire social order based on private property, as Plato had done for the philosopher elite in his Republic. More took the communism of Plato's republic or of the golden age supposed by Ovid and later adapted by the Christian fathers.[7] But he kept the fallen human nature that Augustine believed to be the curse of the Fall. He then created a literary carnival, allowed himself the freedom of speculating on the sort of commonwealth would arise from a juxtaposition of seemingly contrary ideas. No wonder that the little poem that introduces the work, supposedly done by Mr. Windbag, the son of Raphael's sister, declares, Plato's Republic now I claim To match, or beat at its own game.[8] More's work aims to take into account a true and pessimistic view of human nature, one quite different from Plato's Socratic optimism. If Utopia is truer, it is therefore better. So if we look at Utopia with More's Augustinian eye, we see a witty play on how life might develop in a state that tried to balance these two impulses--human depravity and a communist system aimed at checking the destructive individualism of corrupt human nature. It is carnival, a festival, not a plan for reform. When the carnival is over, and we come to the end of the book, reality reasserts itself with a crash. More did not see in Utopia a plan of revolutionary reform to be enacted in Christian Europe. Remember the subtitle On the best state of a Republic and of the new island Utopia, a book truly golden, not less salutary than festive. The key word is festiuus,[9] usually translated entertaining, though, in the spirit of Bakhtin, I prefer festive. It is not revolution. Reading Utopia makes us aware of how very far we will always be from its hopes. We can understand the comment of J.W. Allen, the historian of Sixteenth-Century political thought, who

Free Essays on Control Through Coercive Persuasion

CONTROL THROUGH COERCIVE PERSUASION How does one define control? Webster’s dictionary defines control as â€Å"to exercise restraining or directing influence over† or to regulate and rule. (Merriam-Webster’s p. 252) There are many methods of control used by people and organizations. Propaganda and persuasion are two methods of exerting influence over an individual or group of people. A more systematic and powerful method of persuasion is coercive persuasion. â€Å"Coercive persuasion and thought reform are alternate names for programs of social influence capable of producing substantial behavior and attitude change through the use of coercive tactics, persuasion, and/or interpersonal and group-based influence manipulations â€Å"(Ofshe, p. 222) A coercive persuasion program is a behavioral change technology applied to cause the "learning" and "adoption" of a set of behaviors or an ideology under certain conditions. Coercive persuasion is not a religious ritual, it is a control device. Through coercive persuasion, a more powerful method of control can be applied. This type of persuasion is typically applied by cults but is not limited to them. (Dolan 2000; Singer 1987) There is instinctive human need to belong to a group. (Gale Encyclopedia of Psychology, 2001) Most people generally perceive cults as religious organizations. Cults can be defined as â€Å"Groups with religious, political, psychological, and other ideologies at their core, which almost universally offer as their central theme a special new psychological awareness handed down by an indisputable and arbitrary authority that uses the technique of thought reform (intense indoctrination or re-socialization, coercive persuasion brainwashing.† (Singer, p. 1467) Cults share similarities to everyday social groups like work, school and family. â€Å"Cults use the same persuasion tactics often used by other propagandists; cults just us them in a more thorough and complete... Free Essays on Control Through Coercive Persuasion Free Essays on Control Through Coercive Persuasion CONTROL THROUGH COERCIVE PERSUASION How does one define control? Webster’s dictionary defines control as â€Å"to exercise restraining or directing influence over† or to regulate and rule. (Merriam-Webster’s p. 252) There are many methods of control used by people and organizations. Propaganda and persuasion are two methods of exerting influence over an individual or group of people. A more systematic and powerful method of persuasion is coercive persuasion. â€Å"Coercive persuasion and thought reform are alternate names for programs of social influence capable of producing substantial behavior and attitude change through the use of coercive tactics, persuasion, and/or interpersonal and group-based influence manipulations â€Å"(Ofshe, p. 222) A coercive persuasion program is a behavioral change technology applied to cause the "learning" and "adoption" of a set of behaviors or an ideology under certain conditions. Coercive persuasion is not a religious ritual, it is a control device. Through coercive persuasion, a more powerful method of control can be applied. This type of persuasion is typically applied by cults but is not limited to them. (Dolan 2000; Singer 1987) There is instinctive human need to belong to a group. (Gale Encyclopedia of Psychology, 2001) Most people generally perceive cults as religious organizations. Cults can be defined as â€Å"Groups with religious, political, psychological, and other ideologies at their core, which almost universally offer as their central theme a special new psychological awareness handed down by an indisputable and arbitrary authority that uses the technique of thought reform (intense indoctrination or re-socialization, coercive persuasion brainwashing.† (Singer, p. 1467) Cults share similarities to everyday social groups like work, school and family. â€Å"Cults use the same persuasion tactics often used by other propagandists; cults just us them in a more thorough and complete...

How a Forester Begins a Career

How a Forester Begins a Career Entering and completing a forestry career can be the most rewarding thing a person can do in ones lifetime. If you become familiar with the expectations, can accept demanding entry-level work and have a true love of forests and nature, you will do just fine. Most successful foresters know this and earn the title of successful resource manager. Many consider them true naturalists. Every foresters goals should be working toward becoming a proficient and complete natural resource scientist with a willingness to change. A forester must be flexible to change which will include dealing with shifting forest management priorities, influencing popular political environmental and energy policies plus understanding climate change concerns while utilizing forests for dozens of uses. So, how do you start the process of becoming a graduate forester? Q: Do you have to be a forester to have a career in the forest? A: I frequently get employment, career and job questions on forestry and becoming a forester or forestry technician. Just how do you begin a forestry career or find a job with a conservation organization or company? According to the Bureau of Labor Statistics, the largest employer of forestry personnel...read more. Q: What should you expect to do as a new forester?A:There arent many careers where you do so much with such variation! Foresters spend considerable time outdoors the first years of their careers. Typical entry-level responsibilities might include measuring and grading trees, evaluating insect outbreaks, conducting land surveys, working in...read more. Q: Who will hire you as a forester?A:The Department of Labors Occupational Outlook Handbook says Conservation scientists and foresters held about 39,000 jobs. Nearly 3 out of 10 workers were in the Federal Government, mostly in the U.S. Department of Agriculture (USDA). Foresters were concentrated in the USDAs Forest Service...read more. Q: What training is required to be a forester?A:Of all the professions, forestry may be the most misunderstood of the lot. Many kids and adults asking me about becoming a forester havent a clue that it takes a four-year degree or higher. The stereotypical picture is of a job spent in the forest, or...read more. Q: Do foresters have to be licensed?A:Fifteen states have mandatory licensing or voluntary registration requirements that a forester must meet in order to acquire the title professional forester and practice forestry in the state. In many cases you do not have to be licensed if you work on federal...read more. Q: What are the chances of new foresters finding jobs?A:If you are a new forester and using this FAQ, the odds of you finding a forestry job have just dramatically increased. Information included here will get you started in a big way and uses the Internet to the fullest extent....read more. Q: What are some tips on finding forestry employment?A:First, be working on a bachelors or technical degree in forestry. Decide in what area of forestry you want to work (state, federal, industry, consulting, academic)...read more. Q: What are future prospects for finding a job as a forester?A:Here are some predictions from the Department of Labor:Employment of conservation scientists and foresters is expected to grow about as fast as the average for all occupations through 2008. Growth should be strongest in State and local governments and in research and testing services, where demand ...read more. Q: How much money do foresters make?A:The Occupational Outlook Handbook reports that Median annual earnings of foresters in 2008 was $53,750. The middle 50 percent earned between $42,980 and $65,000. The lowest 10 percent earned less than $35,190 and the highest 10 percent earned...read more.

Network Architectures for Data Centers Essay Example | Topics and Well Written Essays - 2500 words

Network Architectures for Data Centers - Essay Example On the other hand, at the present technology has changed. Additionally, there is an increase in demands for operational sustainable, efficiencies corporate processes, dynamic operational service diversification, and cost efficiency. In addition, these ever-increasing demands put the data center in the crosshairs of business analysis as its significance has increased more than ever before (LSI Corporation, 2012). This paper presents a detailed analysis of network architectures for data centers. This research will offer a comprehensive analysis of some of the major aspects required for the development and application of data center architecture application and their possible implication for better corporate management. Introduction At the present, data centers serve as the central command center for the majority of business organizations in spite of size and industry. Without a doubt, it offers an excellent support for managing huge amounts of information and data, and ensures effectiv e execution of business operations 24 hours a day and 7 days a week. In this scenario, network based data centers are designed, developed and maintained to store, process, and exchange information and data for economic services corporations, companies, transport business, administration, utilities, educational institutions, network carriers and internet service providers (ISPs). In fact, investments in the development of data centers are growing at a rate of more than 20 percent per year. In view of the fact that the business organizations completely depend on latest information technologies to take actions thus the current data centers have become less efficient along the lines of competence, effortlessness and agility of maintenance (H3C Technologies Co., Limited, 2012; Juniper Networks, Inc., 2012; Greenberg, Lahiri, Maltz, Patel, & Sengupta, 2012). In addition, in the field of data centers, several major trends are happening in parallel, with each representing a fundamental chan ge in terms of how it is managed. Data centers currently include both networking and server arrangements. However, the server part of this technology based infrastructure is at the present far down the road of technology based commoditization, in this scenario high end corporate class servers have been replaced by large amounts of low cost technology based servers. Additionally, new technology based improvement in distributed technology based computing and administration systems have supported the irregularity of individual network servers to be masked by the collective communication reliability of the data center system as a whole (H3C Technologies Co., Limited, 2012; Juniper Networks, Inc., 2012; Greenberg, Lahiri, Maltz, Patel, & Sengupta, 2012). Moreover, the quality and performance of network architectures for data

Creating Public Value through the Weatherization Assistance Program Research Paper

Creating Public Value through the Weatherization Assistance Program - Research Paper Example With the total of $10 million stimulus funding, the Boston ABCD Weatherization program has the capacity to subject 1,800 homes to weatherization (Massachusetts Commonwealth, 2012). As soon as the Ramirez family qualified for the program, weatherization professionals immediately assessed the house’s energy consumption. The assessment, which took around two to four hours, found that the house had no proper wall insulation; its doors invite cold air in, and water leaks are found in the basement. From these observations, weatherization professionals reported their assessment to the homeowners and presented what needs to be repaired in the house to save energy cost Through the stimulus package, the Boston ABCD provided for the house’s insulation and new doors in the house. They also installed a new bathroom to prevent the place from molding. After these repairs, the family was able to reduce their electric bills up to 45%, especially during the winter. According to Mrs Ramirez, she was thankful for the program because her family finally experienced warmth in winter for the first time (Massachusetts Commonwealth, 2012). The article above represents the actual account in the implementation of the Weatherization Assistance Program (WAP), a long-running public program for low-income families that enables them to reduce their energy consumption and ensure energy efficiency at home through weatherization. The federal government, together with the Department of Energy (DOE) and local weatherization agencies work together to take responsibility in maintaining the national energy policy of the United States.

Urban Legend of the The Monsters Chase Essays -- Urban Legends

The Monster's Chase Background and Story It was late on a weekday night a couple of weeks ago when I was unexpectedly told an urban legend by a friend of mine in my dorm. I brought up a report I had to prepare about a local urban legend and my desire to find someone who knew a tale of the â€Å"Goatman,† a famous figure in folklore. My friend immediately recounted to me a story about a hairy monster that sounded rather similar. He had been told the story by a member of his group one night at a youth hostel in Japan during an organized trip. The person who told him the story originally is from western Maryland. One night on this trip, we were in the hostel at night and one of the guys in the group told us a story about this monster. He said this actually happened to him. He lives out in western Maryland, further west and north than Montgomery and Frederick counties. He and his girlfriend had snuck out to a party one night and were returning when they decided to stop at McDonald’s to get dinner. They pulled over by the side of the road they were traveling on, knowing that the McDonald’s was through a short tract of woods on the side of the road. About halfway through the woods a furry monster, black as space, with bright red eyes and sharp white teeth [embellishes features with gestures], appeared and started chasing them. They turned around and sprinted back to their car. They got inside, and the monster caught up and started banging on their doors and windows. The car started, and they burned rubber driving off, but they noticed that another car had pulled up [and par ked] behind theirs. The monster man got into his car and also peeled off, chasing after them [performs hand motions for two cars]. After a couple m... ... whim and rather than drive to it, pull over and choose to cross through woods because it saves them time. They’ve been out having fun, and the dangers of dark woods by a lonely road at night don’t concern them. This carelessness nearly costs them. The disappearing tire tracks the next day help to add to the message, they could’ve been killed and disappeared, and the killer wouldn’t have even left a trace. Works Cited Conley, Brian. â€Å"The Bunny Man Unmasked†. Fairfax County, Virginia. Accessed 4/7/06. http://www.fairfaxcounty.gov/library/branches/vr/bunny/bunny.htm. â€Å"The Goatman†. GOATMAN. Accessed 4/7/06. http://www.geocities.com/Area51/Aurora/4746/feature2.html. â€Å"GoatMan Hollow: The Legend†. GoatMan Hollow. Accessed 4/7/06. http://users.dsdial.net/~goatman/legend.htm. Matthews, Patricia. â€Å"Goatman†. Fantasy and Science Fiction. May 1995. 54-68.

‘Describe and Evaluate Carl Jung’s Theory Concerning Personality Types Essay

Introduction In this essay I aim to demonstrate an understanding of Jung’s personality types by describing and evaluating his theory and to show how they might useful in helping a therapist to determine therapeutic goals. I will also look at some of the criticisms levelled at Jung’s theory. Carl Gustav Jung, (26 July 1875 – 6 June 1961), was a Swiss psychologist and psychiatrist, and the founder of analytical psychology. His father was a Pastor, and he had an isolated childhood, becoming very introverted, it seems he had a schizoid personality. Although Freud was involved with analytical psychology and worked with patients with hysterical neuroses; Jung, however, worked with psychotic patients in hospital. He was struck by the universal symbols (or Archetypes) in their delusions and hallucinations (ref. Dennis Brown and Jonathan Redder (1989) p. 107). His work and influence extends way beyond understanding personality, and he is considered to be one of the greatest thinkers to have theorised about life and how people relate to it. Carl Jung was among many great personality theorists who drew inspiration and guidance from the ancient models like astrology and the Four Temperaments. For hundreds of years there has been some kind of ‘typology’ to try and categorise individual’s attitudes and behaviour, e. g. Astrology. Oriental astrologers invented the oldest form of typology; believing is that there is a personality trait that is relevant to each sign and that a person’s character/personality can be classified in terms of the elements – fire water air and earth. Those under fire had a fiery nature and corresponding temperament and fate, etc. The ancient Greeks believed in the ‘four temperaments’ / ‘four humours’, which can be traced back to Ancient Greek medicine and philosophy (400BC), especially in the work of Hippocrates – the ‘Father of Medicine’) and in Plato’s ideas about character and personality. It was believed that in order to maintain health, people needed an even balance of the four body fluids: blood, phlegm, yellow bile, and black bile. These four body fluids were linked to certain organs and illnesses and also represented the ‘Four Temperaments’ or ‘Four Humours’ of personality. The Greek physician Galen (AD 130-200) later introduced the aspect of four basic temperaments reflecting the humors: the sanguine, buoyant type; the phlegmatic, sluggish type; the choleric, quick-tempered type; and the melancholic, dejected type. Galen also classified drugs in terms of their supposed effects on the four humors. He thus created a systematic guide or selecting drugs, which although scientifically incorrect were the foundation stone of treating psychological and psychiatric illnesses. Carl Jung approached personality and ‘psychological types’ (also referred to as Jung’s psychological types) from a perspective of clinical psychoanalysis. He was one of the few psychologists in the twentieth century to maintain that development extends beyond childhood and adolescence through mid-life and into old age. He focused on establishing and developing a relationship between conscious and unconscious processes. Jung believed that Page 2 there was a dialogue between the conscious and unconscious and without it the unconscious processes can weaken and even jeopardise the personality and this is seen in one of his central concepts of individuation. He believed that individuation is a life long process of personal development that involves establishing a connection between the ego and the self, which could be brought to its highest realisation if worked with and the unconscious was confronted. (Stevens 1999) Jung, like Freud, referred to the ego when describing the more conscious aspect of personality. Unlike Freud he did not seek to minimise the unconscious side of the personality, but instead gave it equal status, complimentary to that of the conscious. He referred to the integrated personality as Self; the centre of the total psyche, including both the conscious and the unconscious. The Self includes all of a person’s qualities and potentials whether or not they become apparent at a particular stage of life. The goal of therapy is to guide the client to become a whole a human being as personal circumstances will allow. It was out of Jung’s confrontation with the unconscious, both in himself and in his patients, that he slowly elaborated his psychology. In his 1921 work, ‘Personality Types’, Jung compared his four functions (as shown below) of personality to the four points on a compass. While a person faces one direction, he or she still uses the other points as a guide. Most people keep one function as the dominant one although some people may develop two over a lifetime. It is only the person who achieves self-realization that has completely developed all four functions. His book also acted as the compass by which Jung tried to understand how he differed from Freud and Adler, but more importantly, could begin to chart the internal world of people. Jung’s Four Psychological Functions are as follows: Rational Functions ?Thinking (process of cognitive thought) ?Feeling (function of subjective judgment or valuation) enabling decision making Irrational Functions ?Sensation (perception using the physical sense organs ?Intuition (receptivity to unconscious contents) providing the information on which to make judgments. Jung held a deep appreciation of creative life and considered spirituality a central part of the human journey. There is a whole literature relating Jungian psychology and spirituality, primarily from a Christian perspective. This literature includes writings by Kelsey (1974,1982) and by Sanford (1968, 1981). Caprio and Hedberg’s (1986) Coming Home: A Handbook for Exploring the Sanctuary Within is a practical guide for spiritual work in the Christian tradition. It contains striking personal stories, excellent illustrations, and useful exercises. (Frager & Fadiman 2005) Jung’s description of personality states that in order to Page 3 identify a psychological type it is necessary to determine whether a person is oriented primarily toward his inner world (introversion) or toward external reality (extraversion), known as the fundamental attitude of the individual to emphasise its importance. Jung’s eight personality types are as follows: ?Extroverted Thinking – Jung theorized that people understand the world through a mix of concrete ideas and abstract ones, but the abstract concepts are ones passed down from other people. Extroverted thinkers are often found working in the research sciences and mathematics. †¢Introverted Thinking – These individuals interpret stimuli in the environment through a subjective and creative way. The interpretations are informed by internal knowledge and understanding. Philosophers and theoretical scientists are often introverted thinking-oriented people. †¢Extroverted Feeling – These people judge the value of things based on objective fact. Comfortable in social situations, they form their opinions based on socially accepted values and majority beliefs. They are often found working in business and politics. †¢Introverted Feeling – These people make judgments based on subjective ideas and on internally established beliefs. Oftentimes they ignore prevailing attitudes and defy social norms of thinking. Introverted feeling people thrive in careers as art critics. †¢Extroverted Sensing – These people perceive the world as it really exists. Their perceptions are not colored by any pre-existing beliefs. Jobs that require objective review, like wine tasters and proofreaders, are best filled by extroverted sensing people. †¢Introverted Sensing – These individuals interpret the world through the lens of subjective attitudes and rarely see something for only what it is. They make sense of the environment by giving it meaning based on internal reflection. Introverted sensing people often turn to various arts, including portrait painting and classical music. †¢Extroverted Intuitive – These people prefer to understand the meanings of things through subliminally perceived objective fact rather than incoming sensory information. They rely on hunches and often disregard what they perceive directly from their senses. Inventors that come upon their invention via a stroke of insight and some religious reformers are characterized by the extraverted intuitive type. †¢Introverted Intuitive – These individuals, Jung thought, are profoundly influenced by their internal motivations even though they do not completely understand them. They find meaning through unconscious, subjective ideas about the world. Introverted intuitive people comprise a significant portion of mystics, surrealistic artists, and religious fanatics. They are mystic dreamers, concerned with possibilities rather than what is currently present. Seldom understood by others. Repress sensing. Jung described himself as an introverted intuitor. Introverts are people who prefer their internal world of thoughts, feelings, fantasies, dreams, and so on, while extroverts prefer the external world of things and people and activities. Page 4 Today the words have become confused with ideas like shyness and sociability, partially because introverts tend to be shy and extroverts tend to be sociable. But Jung intended for them to refer more to whether you (â€Å"ego†) more often faced toward the persona and outer reality, or toward the collective unconscious and its archetypes. In that sense, the introvert is somewhat more mature than the extrovert. Our culture, of course, values the extrovert much more. Jung warned that we all tend to value our own type most, (Boeree 1996); a notion which is particularly useful to therapists today as it is important not to allow personal feelings to take place when working with clients. Both introvert and extravert overvalue their strengths and each tends to undervalue the other. To the extravert, the introvert seems egotistical and dull, and to the introvert, the extravert appears superficial and insincere (Fordham, 1966). Jung believed that a person remained an extravert or introvert without change for the whole of his life, and that heredity determines whether the libido is directed inward or outward. Whether a person is an introvert or extrovert they need to deal with both their inner and outer world. And each has their preferred way of dealing with it, ways which they are comfortable with and good at. This hypothesised stability of the introversion-extroversion trait is consistent with empirical research using Non-Jungian measures of introversion and extraversion. (Cloniger 2000) Jung suggested a link between each of the attitudes and certain neurotic disorders which will be discussed later. We now find the introvert-extravert dimension in several theories, notably Hans Eysenck’s. In Eysenck’s (1982) view people are biosocial animals and that psychology stands at the crossroads of biological sciences and social sciences. He states that psychology must become more of a true science with methodology in all that the therapist does in order to permit personality theorists to make predictions that can be tested and therefore make possible the development of the causal theory of personality, which he believes will inevitably help the therapist with clients presenting problems. Jung compared the conscious part of the psyche (ego) to an island that rises out of the sea. We notice only the part above the water, even though there is a greater landmass below the water – much like an iceberg, the unconscious lies below (Fordam1953). The personal unconscious is a reservoir of experience unique to each individual consisting of perceptions, thoughts, feelings and memories that have been put to one side or repressed but not always covered by sea and therefore can be reclaimed. Whereas the personal unconscious is unique to every individual, the collective unconscious is shared or â€Å"transpersonal† and consists of certain potentialities that we all share because of our human nature, because we all live in groups and in some form of society or family life. He believed that the collective unconscious did not develop individually but was inherited and consisted of pre-existent forms, the archetypes. An archetype is a universal thought form or predisposition to respond to the world in certain ways and is crucial to Jung’s concept of the collective unconscious because it emphasises potentialities in which we may express our humanness. He believed that they appeared to us in dreams, art, ritual, myths and symptoms. Eysenck believed that from a point of view of science, Jung’s contribution to the study of personality types had been primarily negative as he permitted mystical notions to override empirical data and sought to go beyond descriptive analysis to the causal analysis of personality. A person is not usually defined by only one of the eight personality types. Instead, the different functions exist in a hierarchy. One function will have a superior effect and another will have a secondary effect. Usually, according to Jung, a person only makes significant use Page 5 of two functions. The other two take inferior positions. Jung believed that it was not sufficient to possess just one of the above-mentioned functions to be a well-rounded personality and be able to face life’s experiences. Jung described two of the four functions as rational and two as irrational; also he used the terms judging/perceiving. Thinking can account for logic and judging. Our likes/dislikes are a feeling function. These two functions are known as rational as they use our reflecting ability. Sensation and intuition are known as irrational functions because it is what is seen in the external world (sensation) and inner world (intuition). In practice, the auxiliary function is always one whose nature, rational or irrational, is different from the primary function. For instance, feeling cannot be the secondary function when thinking is dominant, and vice versa, because both are rational and judging functions (Daryl Sharp. 1989. p.19) One of the four functions may be developed more, and this would be known as a primary or superior function, whilst the others may be classed as inferior. What this means is that a primary function is one which a person uses more, whilst perhaps, other functions are not used so much (inferior) and these might contribute to a person feeling unable to cope with a situation in which an inferior function is needed to be active. Jung acknowledged that the four orienting functions do not contain everything in the conscious psyche. Will power and memory, for instance, are not included. The reason for this is that they are not typological determinants-though naturally they may be affected by the way one functions typologically thinking is always accompanied by an inferiority of feeling, and differentiated sensation is injurious to intuition and vice versa (ref. Daryl Sharp. 1987. p. 15) Jung used the term ‘libido’ to define what he meant by extrovert and introvert, it was not meant in a sexual way, like Freud, but as a term for energy. Introversion, writes Jung, â€Å"is normally characterized by a hesitant, reflective, retiring nature that keeps itself to itself, shrinks from objects {and} is always slightly on the defensive†. Conversely, Extraversion â€Å"is normally characterized by an outgoing, candid, and accommodating nature that adapts easily to a given situation, quickly form attachments, and, setting aside any possible misgivings, will often venture forth with careless confidence into unknown situations†. (ref. Daryl Sharp1987. p. 13). The balance between the two can be disturbed either way, on the one side, extreme withdrawal, introversion or even psychosis, cuts a person off from external reality. On the other side, excessively extroverted or constricted personalities may be cut off from subjective feelings or inner reality (Ref.Dennis Brown & Jonathan Redder 1989p. 81). Jung acknowledged that it is sometimes difficult to work out what personality type some people belong to, he stated, ‘†¦It is often very difficult to find out whether a person belongs to one type or the other, especially in regard to oneself’ (ref Jung. Anthony Stevens. 2001. p. 99) People change their way of behaviour in different circumstances, because this is the way they wish to be perceived, to be accepted by others. Jung referred to this as a persona (or a mask) where a person relays to others, someone they are not, seemingly to conform to others expectations of them. This is also known as the primitive side of the personality The persona Page 6 forms in early childhood, when a child forms in his mind what is acceptable to his parents, teachers etc. If it is repressed this is what Jung referred to as ‘the shadow’. If the shadow is not allowed to surface, it will grow bigger. Jung believed that by facing up to your shadow, it may enable you to change it. The shadow may emerge in times of extreme anger/dreams. Jung believed that the shadow is essential as it allows an individual to view the world. We are each born with a natural balance. If our natural balance is upset due to repression or conditioning then our minds will in some way seek to restore the balance which Jung saw as the power of the unconscious surfacing as ‘the return of the repressed ‘. The ego emerges out of the self in childhood. It is your individuality, who you are, your own ego appertaining just to you, the centre of consciousness. As you go into adulthood there may be trouble between the ego and self, as the individuals attitude change. Affirmation of the Self liberates its creative energies and brings certain knowledge that the best life is the life lived sub specie fraternisation (ref.. Anthony Stevens 2001. p. 157). Jung seemed to place a lot of emphasis on the Self. I suppose this is because it is the Self, which he believed, will ultimately envisage change in behaviour. He was one of the few psychologists in the twentieth century to maintain that development extends beyond childhood and adolescence through mid-life into old age. (ref. Anthony Stevens 2001. p. 38).. Jung disagreed with Freud on his views on sexuality i.e. the ‘Oedipus complex’. Jung preferred to call this complex ‘a love aspect’, of a mother/child and not a sexual one/incest, as Freud believed to be the case. Jung and Freud both agreed though, that unconscious thoughts (dreams) were the way to personal insight of the individual. After his parting with Freud, overtly because of disagreement about the importance of sexuality, but perhaps also over father-son rivalries, Jung again withdrew into what Heisenberg (1970) calls a ‘creative illness’ during which he too conducted a self analysis (ref Dennis Brown and Jonathan Redder (1989) p. 107). But he did not use ‘free association’, but provoked unconscious imagery which he wrote down, drew his dreams, prolonging stories which he told himself. This is how he became involved in analytical psychology. He spent long periods at his lakeside retreat, alternating between his inner world/ outer world. Freud, looked back into a client’s childhood, whereas Jung looked to the future more and did not put much importance into the past, more in what can be achieved, the goals to aim for†¦.. the hope†¦.. of change. The unconscious mind of a man, Jung believed, contained a female element (anima), and a woman’s a male element (animus). These he believed to be linked to erotic desires, on what the individual finds attractive in the opposite sex. Another belief Jung held, is that if a person reacts very strongly to his anima/animus it may lead to homosexuality. This is what he believed, not which has been proven to be true. Page 7 Jung’s theories, I believe to be useful in therapy, because if you can assess an individuals personality, you can endeavor to make the therapy more applicable to their ‘type’ which Jung viewed as their uniqueness as an individual, ‘the wholeness’. He did not hide behind a client like Freud,preferring to use a face to face method, where the client and the therapist are equal; he also used personal work on dreams, a variety of ways to try and promote growth in the client, to look to the future. His views on mental illness gave some hope to a sufferer as he believed that within the psychosis experienced there is a personality concealed, with hopes, desires etc. he tried to understand them through interpretation. Jung saw mental illness as a flaw, as inferior, but tried to help the individual face this inferior side and approach his extroverted side to achieve ‘wholeness’. On the whole, Jung’s typology is best used in the way that one would use a compass; all typological possibilities are theoretically available to the Self, but it is useful to be able to establish those co-ordinates that one is using to chart one’s course through life. Jung accepted that this course is never intractably fixed; it may be at any time be subject to alteration. Viewed in this light, awareness of one’s psychological type is not a constraint but liberation, for it can open up new navigational possibilities in life, the existence of which one might otherwise never have discovered (ref.Anthony Stevens. 2001. p. 101) Jung possessed his critics, mainly Freudian, after his split with Freud; in particular his Archetypes theories focusing on Jung’s belief that the origins of archetypes (and their basis in the collective unconscious) transcend to the individual, in that they reflect on ancestral or universal essence. The critique also examines a related notion of Jung’s, that the collective unconscious unites us with the world around us in an immediate paranormal or synchronization sense. These notions of Jung’s are found to be seriously flawed. In spite of this, the critique suggests that Jung’s belief in the genetic basis of certain unconscious content holds some promise. With this in mind, suggestions are made concerning needed modification in Jung’s theory and concerning the kind of evidence required for its support. (ref. Journey of Humanistic Psychology, Spring 1996. Vol 36 no. 261. 91. p. 223-242. Another criticism with regards to Jung is he does not delve into childhood experience; in contrast to Freud and psychoanalysis and some psychologists find his theories difficult and drawn out. Also his theory does generate a moderate amount of research and 2) Neither possible to verify or falsify. (ref. HttpYahoo. com. Page 8 Conclusion In order to efficiently help a client and to determine therapeutic goals it is necessary to establish whether a person is primarily orientated toward their inner (introversion) or outer world (extraversion) and next to assess which are the dominant and auxillary psychological functions of the client. Jung said that people connect ideas, feelings, experiences and information by way of associations in the unconscious in such a way as to affect their behavior. He identified these groupings as ‘Complexes’. He believed that they may be organised around a particular person or object and the therapist may use this knowledge to bring to the forefront of the client’s consciousness a situation which they may be finding difficult to extricate from. The therapeutic goal of Jungian therapy is to help the client resolve unbalanced aspects of their personality which present in a number of differing ways of psychological disturbance. Examples include: extreme negativity, addictions, degrees of paranoia, sudden religious conversion, in appropriate attachments to unsuitable partners, hysteria, mania, depression, hypochondrias or schizoid personality traits as Jung himself had as a boy. By understanding his theory and how each type may present the therapist can help them unlock the shadow sides of their personality. It is a process in which the client is helped to come to terms with the place of self within their own world and also to help them see that they are part of a greater collective unconscious. Much of Jung’s work was about the interconnectedness of all people and cultures. Today more than ever as we seek to become â€Å"one world† Jung’s work with eastern as well as western religions and cultures seems more and more appropriate. The work of Hans Eysenck through empirical studies across the world has shown that personality types exist in all cultures and therefore concludes that there is a genetic component to personality types. â€Å"Such cross cultural unanimity would be unlikely if biological factors did not play a predominant part† (Eysenck,1990) But like Jung he believed that environmental factors probably determine how much an individual will develop to their full potential. The use of appropriate assessment techniques can be invaluable in helping a therapist to develop the untapped potential within the individual and is so doing contribute to the collective unconsciousness and synchronicity of the planet as a whole.

Case Study Mt 209 Small Business Management - 976 Words

The Clandestine Roberstein Broadwater MT 209 Small Business Management Professor Glove September 22, 2015 The Clandestine is a retail business that sells personal care products to its customers. These products include soaps, lotions, bath products, etc. Customers will also be able to have the opportunity to create their own type(s) of soap(s) and/or lotion(s) with the help of our staff members. Products that are sold within the shop will be available for purchase online at http://www.theclandestineshop.com that can be delivered by mail in the U.S. for free or delivered outside of the country for the standard price. There will also be products that help skin problem sufferers such as eczema, acne, rosacea, etc. However, these products will not be able to be created by customers, and will be sold as is. Prices will vary depending on time and product spent. Our company will change the way our customers feel and express themselves in a way that fits their needs and their desires. 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