Free Essays on Titus Fatal Mistakes

Titus’ Fatal and Tragic Mistakes â€Å"Titus Andronicus is a play with 14 killings, 9 of them on stage, 6 severed members, 1 rape (or 2 or 3, depending on how you count), 1 live burial, 1 case of insanity and 1 of cannibalisman average of 5.2 atrocities per act, or one for every 97 lines.† (Film Review) Titus Andronicus, a bloody melee filled with an orgy of gratuitous violence, scornful revenges and dreadful tragedies was written by the great author, William Shakespeare. This story revolves around a noble man Titus Andronicus, who returns after defeating the Goths in a brutal battle and is immediately put under intense pressure. He is faced with a dilemma, either to preserve traditions or look after the city’s welfare. In all three cases, Titus makes fatal mistakes, where he loses his nobility, pride and life. Firstly, Titus sacrifices Tamora’s son, then chooses Saturninus as the new emperor and lastly, brings Aaron to Rome as a prisoner. The first of Titus’ fatal mistakes takes place when he decides to preserve the tradition of victory by sacrificing a body on behalf of the Roman cause. Thus, Titus chooses his greatest prisoner, Alarbus, who is Tamora’s son, to be sacrificed. Titus’ ambition is expressed in these short phrases where he is caught talking to Tamora, â€Å"I give him you, the noblest that survives, the eldest son of this distressed queen.† (Act 1, Scene 1) Tamora pleads for her son’s life but is ignored by Titus who chops off his limbs and throws them into the fire. Following this incident, Tamora is deluged with anger and hatred for Titus. Arguably, Alarbus’ scarification leads to the rape and ravishment of Lavinia because Tamora hunted for revenge on Titus. Not only does this adherence to tradition lead to the harassment of Lavinia, but also the downfall of Titus’ character and leads to his death. Before his essential mistakes, Titus was regarded as a man with nobility, dignity and decency... Free Essays on Titus' Fatal Mistakes Free Essays on Titus' Fatal Mistakes Titus’ Fatal and Tragic Mistakes â€Å"Titus Andronicus is a play with 14 killings, 9 of them on stage, 6 severed members, 1 rape (or 2 or 3, depending on how you count), 1 live burial, 1 case of insanity and 1 of cannibalisman average of 5.2 atrocities per act, or one for every 97 lines.† (Film Review) Titus Andronicus, a bloody melee filled with an orgy of gratuitous violence, scornful revenges and dreadful tragedies was written by the great author, William Shakespeare. This story revolves around a noble man Titus Andronicus, who returns after defeating the Goths in a brutal battle and is immediately put under intense pressure. He is faced with a dilemma, either to preserve traditions or look after the city’s welfare. In all three cases, Titus makes fatal mistakes, where he loses his nobility, pride and life. Firstly, Titus sacrifices Tamora’s son, then chooses Saturninus as the new emperor and lastly, brings Aaron to Rome as a prisoner. The first of Titus’ fatal mistakes takes place when he decides to preserve the tradition of victory by sacrificing a body on behalf of the Roman cause. Thus, Titus chooses his greatest prisoner, Alarbus, who is Tamora’s son, to be sacrificed. Titus’ ambition is expressed in these short phrases where he is caught talking to Tamora, â€Å"I give him you, the noblest that survives, the eldest son of this distressed queen.† (Act 1, Scene 1) Tamora pleads for her son’s life but is ignored by Titus who chops off his limbs and throws them into the fire. Following this incident, Tamora is deluged with anger and hatred for Titus. Arguably, Alarbus’ scarification leads to the rape and ravishment of Lavinia because Tamora hunted for revenge on Titus. Not only does this adherence to tradition lead to the harassment of Lavinia, but also the downfall of Titus’ character and leads to his death. Before his essential mistakes, Titus was regarded as a man with nobility, dignity and decency...

Famous Quotes Reveal Heart and Soul of America

Famous Quotes Reveal Heart and Soul of America The United States of America was founded on the principles of liberty, and freedom is a value nurtured by every American soul. What is it like to be American? What is the American dream? How does this vast nation of diverse races and religions function as one undivided entity? Discover attributes that are intricately woven into the fabric of American life through these famous American quotes. Adlai Stevenson When an American says that he loves his country, he means not only that he loves the New England hills, the prairies glistening in the sun, the wide and rising plains, the great mountains, and the sea. He means that he loves an inner air, an inner light in which freedom lives and in which a man can draw the breath of self-respect. Max Lerner America is a passionate idea or it is nothing. America is a human brotherhood or it is chaos. Aurora Raigne America, for me, has been the pursuit and catching of happiness. Carrie Latet May I never wake up from the American dream. James Baldwin I love America more than any other country in this world, and, exactly for this reason, I insist on the right to criticize her perpetually. George Washington Government is not reason, it is not eloquence. It is force, and like fire, it is a dangerous servant and a fearful master. Thomas Jefferson I have sworn upon the altar of God, eternal hostility against every form of tyranny over the mind of man. Abraham Lincoln Dont interfere with anything in the Constitution. That must be maintained, for it is the only safeguard of our liberties. Gen. George Patton No bastard ever won a war by dying for his country. You win the war, by making the other poor dumb bastard die for his country! Winston Churchill You can always count on Americans to do the right thing after theyve tried everything else. Gen. Douglas MacArthur Americans never quit. George W. Bush To those of you who received honors, awards, and distinctions, I say well done. And to the C students, I say you, too, can be president of the United States. Benjamin Franklin Where liberty dwells, there is my country. Theodore Roosevelt This country will not be a good place for any of us to live in unless we make it a good place for all of us to live in. O. Henry If ever there was an aviary overstocked with jays it is that Yaptown-on-the-Hudson called New York. Ayn Rand The skyline of New York is a monument of a splendor that no pyramids or palaces will ever equal or approach. G. K. Chesterton There is nothing the matter with Americans except their ideals. The real American is all right; it is the ideal American who is all wrong.

Literature Review Research Paper Example | Topics and Well Written Essays - 2000 words - 1

Literature Review - Research Paper Example s to technological impact in determining social change, it is held that technology sometimes depends on social forces and at other times it functions in an independent manner in disregard to social objections. The idea of ‘technological determinism’ had its birth in the continent of Europe. However, with the advent of technological research in United States of America the concept of ‘technological determinism’ started gaining ground in that country. The spread of American Revolution emphasized on the growth of a liberal and prosperous society. However, it is found that the proponents of increased social prosperity and liberty through the spread of industrial revolution suffered from the fear of malpractices. They viewed that the process of steady industrialization to gain material prosperity if mishandled would lead to corruption. The effect of corruption in turn would tarnish moral fabric of the political and social sector of the economy. (Heilbroner, 1994) The implementation of advanced forms of technology creates a considerable impact in shaping social structures and organizational dynamics of both the historical and present society. In the modern context, it is found that the rapid spread of high combat technology to developing countries of the world is creating increased tensions in the social circles. It is widely viewed in this regard that such rapid spreading of war technologies to the hands of developing nations would turn into a factor difficult to be governed. Thus, it would become detrimental to the existence of the entire human race. In this regards, it is recommended to understand the effect of technology not in isolation to social systems but rather as a tool used by human beings to innovate newer process and systems. Further observation suggests that war technology used in both developed and developing countries have dual social implications. On one side, it is found that technological innovation in the war front is a product of human

Transforming Giftedness into Talents Essay Example | Topics and Well Written Essays - 750 words

Transforming Giftedness into Talents - Essay Example (Bonner and Jennings, 2007)Â   This work will explain how giftedness can be transformed into talents. A couple of issues complicate behavior hereditary examines are classified as the discussion and correlation concerning hereditary and ecological influences. In the present record, the consequences of genotype-environment discussion and correlation upon behavior hereditary studies (twin and adoption studies) are analyzed. The research suggests that genotype-environment discussion might prejudice dual study rates of hereditary and ecological affect yet need not have an impact on adoption studies. On the other hand, genotype-environment correlation might have an impact on both dual and adoption study rates of hereditary and ecological affect, the actual path from the consequence with regards to the indication from the correlation. (Subotnik & Jarvin, 2005;) Children who are gifted may develop asynchronously: their brains can be prior to the actual physical development, and certain cognitive and social-emotional understanding might not exactly display spectacular levels of achievements caused by ecological conditions for instance minimal prospects to learn because of lower income, discrimination, or perhaps ethnical hindrances; caused by actual physical or learning problems; or caused by motivational or emotive issues. That dichotomy between possibility of and exhibited achievements features ramifications pertaining to schools when they design software programs and services pertaining to gifted pupils. (National Association for Gifted Children, CSDPG/NAGC, 2009). Theories along with empirical inspections have usually been designed on certain functions, complementing as well as sometimes clashing more than ideas associated with expertise and contesting the components associated with expertise progress or talent development. A few have suggested that giftedness itself is a misnomer, wrongly taken as a

Learning and Motivation by Edward Chace Tolman Essay Example for Free

Learning and Motivation by Edward Chace Tolman Essay Experts in psychology have multiple definitions, at times contentious, of both motivation and learning as well as indistinct explanation of how the two correlate to each other. In this field of educational psychology, there have been several introspections into how an individual is driven to learn about new things. The drive behind every quest to gain knowledge of a new phenomenon has been attributed to motivation. Motivation can simply be defined as an inner situation or circumstance, often portrayed like a necessity yearning or wish, which act as catalyst to set in motion some action and provide it with a course. Scholars in motivation believe that this stimulus plays a central role in learning given the fact that to gain knowledge of a thing or phenomenon cannot happen by itself but requires a kind of incentive (Benjamin, 2007). The point of divergence between psychologists revolves around the issue if motivation is principal or lesser player in determining and shaping how individuals conduct themselves. Edward Tolman is revered for his numerous and important inputs to the psychology discipline.   He is credited for conceptualizing a cognitive supposition of erudition, his area of expertise. Tolman postulates that learning is gradually built upon smidgens of acquaintance and the psychological result of perception and reasoning with reference to the surrounding and ways in which individuals make a logical or causal connection. It seems to oppose earlier theorists who consider erudition as an austere action-result association. He asserts that individuals engage in a concealed type of learning on a regular basis as they go about their duties and that real learning is attained in times of necessity. He further says that an intention compels an individual pending a modification of an inner condition and before that occur, an individual carry on to act similarly (Benjamin, 2007). This information can be applied to schools and vocational training to motivate learners to be more serious in their studies. A scheme of rewards and reprimand can be established in school curriculum such that an excellent performance by learners is recognized and honored while a dismal output is shunned. This can also be extended to other stakeholders of the school. The end effect would be that people are bound to do what is right and excellently because their efforts are rewarded. The opposite is also true. Reference Benjamin T. L. (2007). A brief history of modern psychology: Blackwell brief histories of Psychology. New York: Wiley-Blackwell.

Use of Servant Leadership in Teaching Disadvantaged Children Essay

The achievement gap in education is the civil rights issue of our time. The achievement gap, which is derived from the standardized test scores of students, is typically representative of the statistically significant dichotomy between racial minorities (specifically, African-Americans and Hispanics) on the lower end of test scores, and whites on the higher end of test scores (edweek, 2004; NAEP, 2014). A similar divergence is thought to exist as a construct of socioeconomic status – that is, children of a lower socioeconomic status perform worse than individuals of a higher socioeconomic status (edweek, 2004). In order to understand why the achievement gap exists, Sylvia Briscoe conducted a research project to analyze children in disadvantaged neighborhoods (2015). She determined that one of the contributing factors that leads to a failed education, crime, unemployment, drug addiction, and alcohol abuse is the fact that children who live in disadvantaged neighborhoods are lacking in social capital (Briscoe, 2015). Social capital is defined as â€Å"an accumulation of social interactio...

What Are The Benefits Of Eco Briquettes Environmental Sciences Essay

Unsustainable of Earth ‘s resources and environmental jobs are major current jobs that occurred by over ingestion and inefficient manner of utilizing. Climate alteration, resource depletion, loss of biodiversity, and air pollution has a major impact on many citizens and the Earth which require people change their current behaviour. Climate alteration and planetary heating are portion of serious issues these yearss and are besides portion of the most of import planetary environmental challenges, with deductions for nutrient production, H2O supply, wellness, energy and so on. Addressing clime alteration requires a good scientific apprehension every bit good as coordinated action at national and planetary degree from. PTT 328 PTT is the largest energy company in Thailand which the group ‘s chief activity is the operation of crude oil concern. The Group besides engages in the geographic expedition and production of crude oil, operation of natural gas, international trading of rough oil, condensate, crude oil and petrochemical merchandises and investing in domestic refinement and petrochemical industries. Its vision and mission are to be the preeminent Thai energy corporation, runing to the full integrated oil and gas concern, and entire energy services. PTT has a clear end over Quality, Safety, Health and Environment ( QSHE ) . Regarded as the nucleus constituent of sustainable development, QSHE has been analyzed and assessed with the demands of the stakeholders in head. In carry oning energy concerns, it is inevitable for operators to confront hazards refering Quality, Safety, Health, and Environment ( QSHE ) . Refering this, PTT has invariably paid full attending to the control, bar, and minimisati on of these hazards faced by stakeholders ; clients, providers, contractors, stockholders, communities, staff, and the environment as a whole. The company has applied productiveness tools and QSHE direction systems in all its units to better its efficiency and the quality of life of staff and communities, and to steadily advance image in the company ‘s societal and environmental duties. These steps have successfully instilled greater assurance in investors and favored PTT ‘s international concern project. However, sustainable edifice of concern besides covers the merchandise which its belongings and production procedure is environmentally responsible and resource-efficient throughout a edifice ‘s life-cycle. All of these elements have to concern of economic system, public-service corporation, lastingness, and comfort. Biomass briquette is an ideal biomass fuel which can heighten the PTT ‘s environmental public presentation more effectual and ocular because th is the merchandise including natural stuff, production procedure and new engineerings are developed to make greener activities to cut down the overall impact of the built environment on human wellness and the natural environment by: Efficiently utilizing energy, H2O, and other resources Protecting occupant wellness and bettering employee productiveness Recycling waste, cut downing pollution and environmental debasement. Biomass briquettes Biomass briquettes are an low-cost alternate fuel to coal and other solid combustible fuels which are produced by change overing low majority denseness biomass into high denseness solid fuels ( Werther et al. 2000 ) . Biomass briquetting workss are consisted of assorted types of machines to back up different natural stuffs ( KriA?an et al. 2009 ) . Biomass briquettes are non-conventional beginning of energy, renewable in nature, eco friendly, non-polluting and economical ( Wilaipon 2007 ) . In add-on, it has been claimed thataˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦.the procedure of change overing biomass to solid fuel is besides non-polluting ; therefore the procedure and merchandise are 100 % natural. Briquette is an ideal Bio-fuel because of the undermentioned grounds: Eco friendly & A ; renewable energy fuel. Economic and cheaper than other solid fuels. Thermal calorific value about 4000 Kcal/Kg. Pollution free & amp ; non-hazardous. Lower ash content 4 % – 8 % . There is no fly ash when burnt. Consistent high combustion efficiency. Easy for transit, eating, and burning. Combustion is more unvarying. Biomass briquettes are an alternate green energy to char, and are normally used to fire industrial boilers that produce steam including concern which requires burn. Production procedure 400 Every twelvemonth Thailand has 1000000s of dozenss of agricultural wastes are generated. These agricultural wastes are treated a waste with no economic value and either none used or burned inefficiently in their loose signifier doing air pollution. However, this ‘waste ‘ can be turned into a wholly environment-friendly beginning of energy through briquetting ( Biomass briquettes Replacing coal and LPG.article ) . Groundnut shell Bamboo dust Paddy straw Sunflower chaff Tea waste Tobacco waste Bagasse ( Sugarcane waste ) Saw dust Coffee chaff Wheat straw Mustard Jute waste Forestry wastes Cotton chaff Palm chaff Wood french friess Rice chaff Reeds Soies husk Other agro wastes Table1. Kinds of natural stuff ( based on Werther et Al. 2000 ) Biomass briquettes are manufactured by the procedure of recycling agricultural wastes and forestry wastes. The machinery used is compatible with multiple agricultural wastes. The agro waste is first pulverized, sieved and so dried to necessitate wet content. This is so fed into the hopper of fuel briquette machine, which uses high compaction between dice and clout ensuing into cylindrical briquettes. Cylindrical briquettes are therefore formed due to carbonisation, achieved by heating of surface. Figure1. The Biomass briquette ‘s production procedure ( based on Callejon Ferre and Lopez Martinez 2009 ) Procedure of Briquetting: First, oppressing machine prepares suited size natural stuff for biomass briquetting works by tear uping the natural stuff after it is fed into the machine. After that a tiled metal screen will vibrate chopped remains until it separates from dirt. Then, the remains works stuffs were passed into a armored combat vehicle of uninterrupted rinsing consists of a pivot membranophone made of screen. After rinsing the works stuff, H2O is contaminated and low quality, it is brought to sublimate by water-purification system which is contained in the lowest of the armored combat vehicle. This system allows reused H2O for briquetting procedure. Second, drying machine prepare suited wet natural stuff for biomass briquette imperativeness. For briquetting imperativeness, it is merely to command the wet of natural stuff at a sensible scope that can do good consequence of biomass briquettes. Or the briquettes will be broken because of excessively loose or excessively dry. Third, briquetting imperativ eness machine makes the biomass stuff into briquettes. After the well readying of natural metarial, briquetting is easy at right operation of biomass briquette imperativeness. When machine rise to over 300 centigrade, the stuff can be feeding continuously into briquetting imperativeness. First, the colour of briquettes may be a small dark even black, but after a piece, the colour will be light to normal degree coming out of biomass briquette machine. Finally, wadding is the last procedure of briquetting procedure which the wadding machine will lade concluding biomass briquettes and so wrap with a thermic psychiatrist wrap by thermic psychiatrist wrapper machine Finished Product Briquettes Briquettes are ready replacement of brown coal, coal and wood in industrial boiler and brick kiln for thermic application including families ‘ day-to-day life. Biomass briquettes are non-conventional beginning of energy, eco-friendly, renewable in nature, non fouling and economical. It ‘s made through binder less technique without usage of any type of chemical so it is 100 % natural. Compared to fire wood or loose biomass, briquettes give much higher boiler efficiency because of low wet and higher denseness. Marketing 200 Explain how it could be marketed ( academic resources ) Harmonizing to ( Suksumek 2007 ) pollution job by utilizing brown coal at Mae Moh Power works in Thailand in 1992 and doing bad consequence to villagers, power works employees and harvest of local communities, it creates negative image of utilizing lignite and coal which Thai authorities solves the job by import coal from oversea. Therefore, it is a good chance to market biomass briquette merchandise in Thailand. The fabrication, located in Thailand, provides a geographical advantage to Tesco because it is populatedaˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦ †¦ Furthermore, demand ingestion of coal is high while low competition in clean fuel merchandise as biomass briquette. Unit of measurement: Ktoe Table1. Forecast on Primary Energy Demand ( based on Suksumek 2007 ) The multiple use of the terminal merchandise enables us to work the chances in both commercial and industrial markets. Our works will provide to the SA and UK industrial and domestic commercial market such as steel fabrication workss or electrical plants.There are plentifulness of possible markets for fuel briquettes in the metropoliss and in the rural countries. The possible clients for the briquettes: Furnace lining Industries Gasifies System App Lamination Industries Spining Mill Leather Industries Ceramic Industries Textile units Vegetable Plants Solvent Extraction Plant Rubber Industries Food Processing Industries Dying Unit of measurements Milk Plant Any Industrial Thermal App Brick Making Unit of measurements Chemical Industries Selling Approachs Sponsorship: The program recommends actuating client ‘s perceptual experience and besides improves client relationships in term of green company and green merchandise by incorporating green enterprises into every facet of the organisation which links the association of the company and briquette merchandise with an person, event or organisation to expose in societal duty. Using eco-labels and eco-logos on merchandises or selling stuffs: The program aims to stress in term of green merchandise by seting eco-label and eco-logos on briquette ‘s packaging to increase client ‘s consciousness. Prosecuting clients in green selling: The selling program will actuate consumers by promoting them to take part and prosecute in the run or straight with the merchandise through green clubcard. E-marketing: In term of viral selling, the program will aim on-line resources like Tesco ‘s web site chat room, article media, electronic mails online events and will sell the merchandise through Tesco ‘s ain web site. Personal Selling: Due to briquette is low-value merchandise and it is required to utilize in many industries ; hence face-to-face contact provides better chance to sell briquette for big measure to industries. Distribution 45 % of the merchandise is exported to the UK retaining 55 % of it for the Thailand market. Distribution in Thailand will be done straight to clients upon puting an order or known as Just-In-Time because the briquette merchandise ‘s lead clip is short. Furthermore, it is available in every subdivisions of Tesco shop in Thailand while it is available in Tesco supernumerary in UK. However, there is some sum of merchandise storaged in warehouse to back up an exigency. hypertext transfer protocol: //refrigeratedtrans.com/2010-emissions/testa_produce_building_green_distribution_center_0412/ Packing material: Due to belongings of merchandise and distance of transit, the biomass briquette merchandise would necessitate strong and rainproof packaging. For this grounds, Thermal Shrink wrapping which is cheap and environmentally friendly is used as packaging of merchandise. This elastic plastic wrap can besides used to protect merchandise when it is non in usage. Furthermore, it can be used for large and little points ; therefore it provides an advantage to merchandise and company for future development. In this procedure, briquettes are fed into the wadding machine, heat is used to distill the sheets of packing stuff to model, or shrivel to the signifier of the content it will protect. Delivery Briquettes have high specific denseness ; therefore it can defy the stocks of long distance conveyance, lading and droping. Furthermore, transit costs are much less and storage demand is drastically reduced. For bringing both in instance of cargo and transit, this program concerns about clime alteration and environment friendly, and intents to better C footmark. The merchandise will be delivered with sharing lorry by working in partnership with other companies and providers in domestic and international.A For our ain transit, we will utilize more and more double-decker dawdlers, which carry 55 per centum more merchandises per journey ( individual deck: 45, dual deck: 75 coops per trip ) . In add-on, battery-powered new waves are doing bringings for our online shop, Tesco.com which will salvage around 180 metric tons of CO2 each twelvemonth. From these effectual bringings, Tesco can cut down CO2 emanation, save cost and addition higher net income. Decision 150

Due Process And Crime Control Model Essay

The criminal procedure policy is largely shaped by the values and principles of Due Process and Crime Control Mode; each of them playing important roles in the emergence of modern jurisprudence and legal administrative approach. In the very simplistic terms, Due process states that without full and complete criminal trial, individuals cannot be deprived from their life, liberty, property (Banaszak, 2002). It also calls for legal safeguards for individuals booked under criminal charges. The crime control model on the other hand places heavy emphasis on circumstantial evidences, preliminary eye witness accounts, and police version in the legal procedures (Galligan, 1996). Supporters of the above two models have frequently entered fierce debates on their underlying philosophies, moralities, and principles. Critics of due process have claimed that it places deliberate impediments in prosecution of criminals, while crime control model is criticized for victimizing even innocents, and undermining the values of humanity, equitability, and fundamental rights of people (Banaszak, 2002). Although a macro analysis would suggest that both these models stand at opposite to each other, the reality is more complex and intertwined. Following sections would analyze how the present legal structure represents a successful confluence of Due Process and Crime Control model (Galligan, 1996). Analysis Contrary to the perception that due process is ideologically against persecution of criminals or repressing crime, the process stresses on creating a fool proof and infallible system of evidences and validation before starting the criminal trial. Therefore it rejects the premises of circumstantial evidences and eye witnesses, because they can be notoriously unreliable, biased, and perception depended, to construct any reliable representation of truth (Galligan, 1996). Emotive factors and psychological disturbances of witnesses do not allow creation of an informal and impartial account of the crime, always allowing probability of an error in the true rendering of the evidence (Packer, 1986). These considerations lead to rejection of the formal evidence gathering and fact finding procedures as indefinite and inconclusive in creating a factual and impartial tribunal system for criminal trial (Banaszak, 2002). In its purest form, the due process method states that as long as there is possibility or allegation of human error in the trial system, the final adjudication should not be passed. A major contribution of Due process in the legal system has been introduction of watchfulness on behalf of overzealous and enthusiast police officers and lawyers who advocate speed and expedite trial- the essence of crime control model. This model is formed on the values that repress and elimination of crime is the primary function of any criminal procedure system (Packer, 1986). The founding premises of the model are as follows: If criminals are not detained, controlled, and deterred by legal procedures then the validity and purpose of the entire legal system would stand defeated. The defeat and failure of the legal system and law enforcement model would see law abiding people becoming the victim in a system of injustice, human rights violation, and insecurity. This would greatly diminish the functioning capacity of the society, and thus effectuate the breakdown of civic order and public control system. Control of crime, therefore, is the essential to maintain the framework of civic structure, and hence there should be a high degree of criminal apprehension and conviction to retain faith and trust in the existing civic model (Packer, 1986). For effective conviction, the system should maintain a premium on speed and finality, as delayed justice is perceived as denied justice. Speed can only be ensured if the formal legal rituals and ceremonious trials are cut down, facts are gathered quickly, and verdict is announced based on the minimum set of facts that confirm the guilt and the crime. Conclusions It cannot be affirmatively said that the present legal structure is a model confluence of both the approaches, or that they have ensured a fool proof legal procedure system where innocents are never prosecuted and the guilty are reasonably convicted. Nonetheless, they have rationalized the trial system and created the foundation for a more equitable and trustworthy criminal procedure system. Reference Banaszak, R. 2002. Fair Trial Rights of the Accused: A Documentary History. Greenwood Press. Galligan, D. J. 1996. Due Process and Fair Procedures: A Study of Administrative Procedures. Clarendon Press. Packer, H. L. 1986, Two Models of the Criminal Process. The Stanford University Press.

The HRM Department

The HRM Department Introduction Globalisation, technological innovation, expansion of multinational firms, demographic shift in labour market, capital, and increased global competition among firms are phenomena that have transformed HRM practices and policies.Advertising We will write a custom essay sample on The HRM Department specifically for you for only $16.05 $11/page Learn More These factors become complex to multinational firms as they consider other factors related to local and country context. Thus, the focus shifts to cultural variables, labour market factors, regulatory factors, the structure of the industry, human resource skills, experiences, and willingness to work as expatriates. These factors may hinder or facilitate effective roles of HRM department in implementing strategic direction for the multinational firm. Thus, the firm must be: Globally competitive Responsive to local needs Efficient in operation Flexible and adaptable Encourage learning and knowledge transfer between the parent company and the local subsidiary Therefore, the HRM department must facilitate flexible work practices and encourage employees’ commitment to the organisation in order to enhance effective adaptation of the local subsidiary with the parent company. Multinational organisations face several challenges that influence HRM in the global perspective (Marchington and Grugulis, 2000, p. 1104). This implies that there is a need for integration of various practices and policies in order to ensure effective adaptation and management of human resources in the new subsidiary. HRM remains crucial for success of multinational organisations. Past studies in multinational organisations have raised significant issues, which multinational companies must address. First, there is an increasing need to find suitable models and frameworks, which can address various issues affecting the global management of human resources.Advertising Looking for essay on busine ss economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Second, there is also a need to develop a systematic model that recognises existing variations in international human resource practices and policies. Third, the global HRM should rely on theoretical viewpoints for predicting and explaining various characteristics of employees across the globe. In this research, a focus is on how the HRM department can change its policies and practices in order to accommodate a new subsidiary in a different location. The focus on a multinational organisation also highlights international human resource management (IHRM) and strategic human resource management (SHRM) (Scullion and Starkey, 2000, p. 1061). This broad focus provides opportunities of making recommendations and suggestions for further studies. Research Methodology Purpose of the Study Theories have emerged in the past few decades as attempts to provide theoretical foundations for HRM practices and policies across global borders. The main purpose of this paper is to identity HRM strategies that a multinational firm can apply in Britain after a takeover of a local insurance firm in London. Thus, we pay close attention to differences and uniqueness of the local subsidiary. The essay also explores how the multinational firm can apply its influence from the head office to the local firm. In this context, we highlight how such actions can influence strategies, implementation, and performance of the multinational firm in the local context. Methods This research makes use of existing literature in the field of HRM across national borders. In this context, the research focuses on best practices in the field of HRM, which multinational firms have applied for effective incorporation of strategic HRM functions in the multinational firm.Advertising We will write a custom essay sample on The HRM Department specifically for you for only $16.05 $11/page Learn More The research reviews both theoretical and empirical studies, which account for various factors affecting HRM in multinational, such as costs, skills, recruitment, labour mobility, retention, rewards and compensation, and transfer among other factors (Vaiman, Scullion and Collings, 2012, p. 925). Given this approach, we can understand why HRM strategies and practices in the local firms differ significantly with practices and strategies in multinational firms. The research makes use of existing studies from various parts of the world in order to show that every local firm may require a different approach to global HRM strategies rather than the standard approach of the parent company. Thus, it is imperative for the HRM department of the multinational organisation to consider the best local practices and align them with the best HRM practices form the parent company. Literature Review HRM Model for a Multinational Firm There are different views regarding HRM models for mu ltinational firms. Therefore, the research focuses on the Schuler and other authors’ model in order to provide a clear perspective of what a multinational firm is. This definition states that: â€Å"Any enterprise that carries out transactions in or between two sovereign entities, operating under a system of decision-making that permits influence over resources and capabilities, where the transactions are subject to influence by factors exogenous to the home country environment of the enterprise† (Schuler, Dowling and De Cieri, 1993, p. 717). It provides a basis to show that a global HRM involves many aspects of HRM than a domestic HRM (Dowling, Welch and Schuler, 1999, p. 89). Thus, HRM departments must develop policies and practices, and administer those policies and practices across many countries. The HRM department must recognise that every country has its own legal, cultural, social, economic, historical, and political attributes. After the takeover of Brit Insur ance with Apollo Global Management, the HR policies and practices have to change in order to reflect the multinational status of the company. Thus, Brit Insurance policies and practices should reflect various aspects of HRM planning such as staffing, repatriation, performance appraisal, training and development, and compensation.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The HRM policies and practices have been the focus on many studies. However, some studies have limited research to domestic spheres. However, globalisation and the emergence of multinational firms have changed HRM practices and introduced the concept of international human resource management (IHRM). Human Resource Planning The HR department at Brit Insurance must address human resource planning in order to reflect multinational features of Apollo Global Management. This is a wide practice that covers staffing, appraisal, and compensation practices in the company. Thus, IHRM must provide a comprehensive way of addressing the HRM in response to the multinational status of the company, the stage of the company growth, competitive strategies, the global structure, and the stage of organisational growth globally (Bartlett and Ghoshal, 1998, p. 204). Some of the practices the HRM should consider are identification of crucial factors, which are significant for merger, planning career grow th, creating and maintaining career development systems. In addition, the HRM department must also play a strategic role in the formulation of organisational strategic objectives (Mathis and Jackson, 2011, p. 524). The HRM department must also manage organisational dynamic, which result from decentralisation in business units as the organisation strives to reflect both global and regional characteristics (Stone, 2010, p. 344). The HRM department must also ensure that employees have meaningful duties when appropriate in order to ensure maximum utilisation of human resources both internationally and locally. Wong also focused on ten areas in which the HRM department should address in multinational organisations (Wong, 2000, pp. 72-74). These include the following: Selection of candidates Assignment and cost planning Preparation of terms and conditions of employees’ contracts Processing of employees’ relocation and management of vendor Cultural and language orientation o r training Tax administration Compensation management and payroll processing Career guidance and planning Handling spouse and dependants’ issues Immigration affairs Integrating and promoting these issues to reflect global characteristics have challenged many HRM departments (Evans, 1986, p. 105). This research shall focus on four issues the HRM department at Brits Insurance must address after the takeover. Human Resources Management Approaches Staffing remains a significant activity that the HRM department of a multinational organisation must consider carefully for success of the firm. Harvey and fellow authors noted that the HRM department must coordinate and control all their human resources across the globe (Harvey, Novicevic and Speirer, 2000, p. 381). In the past, organisations used to send senior executives from the head office to ensure that the local company implemented all HR policies and maintained procedures as provided in the organisational HR policies (Brewster and Scullion, 1997, p. 72). Scholars have concurred that the HRM department must separate various HRM practices in various subsidiaries across the globe. However, as costs of running such practices increase, it is fundamental for the organisation to use staff in the host country to fulfil these needs (Black et al, 1999, p. 178). Apollo Global Management has its head office in the US. According to Schuler, Budhwar, and Florkowski, the US multinational companies use their employees as expatriates in global subsidiaries to take management positions for several reasons (Schuler, Budhwar, and Florkowski, 2002, p. 41). Protect the interest of organisation Enhance global perspectives Offer functional perspectives Enhance global knowledge Develop local talent through expatriates’ training Aid career planning Manage new ventures However, Apollo Global Management also has concerns regarding the best approach for selecting expatriates for foreign assignment. Glinow and Milliman noted that many multinational corporations of the US had trouble in overseas operation. They attributed these difficulties partially to ineffective application of IHRM principles. They applied a product life cycle (PLC) approach and proposed â€Å"a two-step contingency model of the strategic and operational levels of MNCs† (Glinow and Milliman, 2009, p. 4). These researchers discussed effective IHRM practices based on certain characteristics and needs of multinational organisations in a given environment. Glinow and Milliman approached IHRM by using the PLC and contingency model in order to develop effective IHRM practices, which the US firms could apply overseas in order to create effective cross-cultural managerial system applicable at every stage of production (Smith, 1992, p. 39). This shall finally create a global system that will be necessary for a competitive and dynamic global business environment. The US multinational organisations operate in a highly dynamic and competit ive global market. Therefore, there is a need for adaptation in several aspects of the organisation, especially HRM practices. The two-step contingency model highlights how the US firms can â€Å"adapt every stage of operation through effective HRM practices† (Glinow and Milliman, 2009, p. 21). The two-step contingency model looks at strategic phase where international PLC has effects on both environmental and organisational factors of the firm. As a result, these factors affect their strategies. Therefore, the management team and HR department have to transform organisational business plan to strategic HRM objectives. They identified both short-term and long-term strategic IHRM objectives as â€Å"planning, cost versus development and the need for integration and differentiation† (Glinow and Milliman, 2009, p. 23). On the other hand, the model’s operational phase focused on â€Å"converting strategic HRM objectives into specific decisions† (Glinow and Mi lliman, 2009, p. 24). They relied on the study of Tung when developing operational phase criteria that involved â€Å"nature of job or task, how different the host countrys culture is, the ability of the expatriate to adapt, spouse and family considerations, consideration of the host country nationals and the need for longer term developments of expatriates† (Glinow and Milliman, 2009, p. 31). On this note, Schuler, Budhwar, and Florkowski also observe that it is necessary to consider the following factors among multinational firms. Acceptance of foreign assignment Foreign language Spouse and family support Ability to adjust overseas lifestyle Technical and cultural competence Team spirit Glinow and Milliman noted that it was necessary for a global firm to conduct â€Å"continuous assessment of different IHRM practices and change them based on prevailing conditions† (Glinow and Milliman, 2009, p. 35). Glinow and Milliman show that adopting this model may be difficult . However, it is necessary for reducing problems that senior management and executives of global firms experience when they start overseas operation. They argue that it is best if only highly qualified employees go overseas in order to create interest in the company. This strategy shall result into â€Å"international thinking and organisational culture that values international assignments† (Glinow and Milliman, 2009, p. 35). Caligiuri and Stroh looked at the connection between the global management practices of multinational firms and the result of IHRM practices from 46 companies. They examined four global strategies, which included ethnocentric, regiocentric, polycentric and geocentric (Caligiuri and Stroh, 1995, p. 1). They concluded that HR practices, such as recruitment, selection, and socialization or cultural, were different due to global strategies of a firm. Specifically, they found significant differences between ethnocentric and geocentric companies. They also ob served that these two factors influenced the success of multinational firms based on profit margins, returns on capital, sales volumes, and returns on equity. They concluded that multinational firms operating under ethnocentric strategies had low-levels of success than other firms deploying other three approaches. Therefore, they noted that it was necessary for multinational organisations to incorporate local responses into their global strategies. Firms tended to align their global strategies with practices, which showed consistency with the overall organisational strategies in order to maintain competitive advantage (Wright and McMahan, 1992, p. 7; Daft, 2010, p. 298; Miner, 2005, p. 126). Caligiuri and Stroh asked HR executives to explain to what extent their firms preferred to maintain their headquarters’ cultures in their global subsidiaries. They noted that ethnocentric multinational firms had significant differences from regiocentric, polycentric, and geocentric firms. Ethnocentric firms believed that promoting the culture of the head office was a form of strategic control. Conversely, the other three types of firms did not have much difference among themselves as they favoured local integration. According to Caligiuri and Stroh, controls from the head offices reduce the extent of multinational firms’ involvement in local activities. Caligiuri and Stroh noted that multinational firms should conduct global recruitment in order to attract the best talents, promote global adaptation and orientation of the firm. They also observed that regiocentric, polycentric, and geocentric firms had flexible processes. They observed that cultural diversity and foreign laws had significant control over selection processes. They also proposed further studies with large sample to analyse the influence of foreign countries’ legal, political, and cultural constraints on selection processes among multinational firms. These authors argue that multinational companies, which promote ethnocentric ideologies in foreign countries, should re-examine their approaches and replace them with local strategies because â€Å"the parent company may not always be right† (Caligiuri and Stroh, 1995, p. 13). Caligiuri and Stroh conclude that such re-examination can help an organisation recognize that there are other culturally diverse and right ways of running a business. Mahmood investigated effects of â€Å"corporate strategies, structures, and international policy orientations on subsidiaries HRM practices† (Mahmood, 2009, p. 1). He specifically focused on recruitment and selection practices of global firms in their subsidiaries. He used four European organisations conducting business in Bangladesh and discovered that multinational firms’ HRM practices relied on â€Å"the changing nature of strategies, structures and HQ’s policy orientation towards the subsidiaries† (Mahmood, 2009, p. 1). Mahmood concluded that st andardization processes in subsidiaries do not always depend on decisions of the parent companies, but rather on capabilities and importance of the subsidiary influences on the parent company’s decisions on standardization of HRM practices. Mahmood notes that multinational firms have significant influences on subsidiaries. Attitude of the parent company on the subsidiary influences HRM practices and employees mobility across various subsidiaries. He notes that employee mobility among subsidiaries helps subsidiaries to acquire various skills from training of highly qualified employees. Some international firms considered employee mobility during selection and recruitment processes of managerial teams as it had significant effects on employees’ placement and assignment both on the long-term and short-term basis (Mello, 2010, p. 238). This study also noted that multinational firms had challenges in Bangladesh where HRM practices were chaotic and disorganised. As a result, most multinational firms had to apply their parent companies’ HRM practices in their local subsidiaries due to lack of HRM practices in their local contexts. However, the relationship between the subsidiary and the head office, operational issues, and host country societal activities influenced HRM practices at the local level. Mahmood concluded that activities of the parent company and globalisation of the subsidiary influenced the HRM practices and development of standardized practices at the local level. Mahmood noted that globalisation (internationalisation) processes of the subsidiary followed a sequential pattern with stages. Therefore, it is necessary for multinational organisations to have various HRM practices for different subsidiaries across the globe. Therefore, it is important for multinational firms to align their corporate structures, strategies, IHRM practices, and policies. This study presented two observations. First, subsidiaries have capabilities of earni ng reputations from their head offices based on their performances. Second, in some cases, the head office may trust some elements of responsibilities to subsidiaries due restructuring of the firm. Plessis and Huntley examined IHRM within the context of South Africa and noted that employees had diverse backgrounds and experiences (Plessis and Huntley, 2009, p. 413). They concentrated on challenges, which emerged in firms due to diverse composition of employees from different parts of the globe. These researchers argued that HR activities in multinational corporations were complex than in domestic firms as HR departments had to deal with cultural issues, pay issues, laws of the host country, working conditions of the workforce, and aligning HR practices throughout the global subsidiaries of the company. Plessis and Huntley developed a model applicable in the context of South Africa MNCs during â€Å"the transitional stage, from domestic local to international global† (Plessis and Huntley, 2009, p. 413). This model can act as a guideline for HR departments for â€Å"coordination and integration of leadership skills, procedures, policies, training, policies, and structures within the domestic and international firms of South Africa† (Plessis and Huntley, 2009, p. 420). The model consists of â€Å"HR manager, production manager, service centre and business managers† (Plessis and Huntley, 2009, p. 420). However, they also pointed out that the model was flexible and not restricted to these four areas as firms could adjust it to fit their needs as required. This model puts emphasis on the importance of HRM’s functions in developing policies, strategies, and procedures necessary for participation in the global economy. They note the importance of â€Å"aligning HR’s strategies to those of the organisation† (Plessis and Huntley, 2009, p. 413). This model also posits that multinational firms should standardize various aspects of human resources management in order to achieve fairness within organisations. Graham and Trevor observed that such strategies are good, but organisations must use them within the context of a specific multinational firm (Graham and Trevor, 2000, p. 136). The authors challenge HR managers of South African multinational organisations to understand â€Å"their employees’ cultural norms, pay and working conditions expectations before designing any program and set up conditions† (Plessis and Huntley, 2009, p. 423). Domestic and international HRM practices differ. The latter is more complex than domestic HRM. Therefore, it is necessary for HRM departments to consider various aspects HRM practices so that they can develop the best relationships with employees from diverse backgrounds and cultural orientations. Therefore, they explored the suitability of a ‘global integration strategy’ of Milkovich and Bloom 1998. They focused on how HRM department could apply it in today’s global firms (Milkovich and Bloom, 1998, p. 15). Retention Plan Both the parent company and the subsidiary must create a retention plan in order to address cases of potential turnover and ensure that the multinational firm sustains its workforce. The aim of the plan is to retain industrious and engaged employees. The HRM department must provide exit surveys or interviews in order to determine causes of turnover, what employees like, what they do not like, and what they wish to change about the firm. The HR department must coordinate with line managers in order to develop the plan. This is because managers allocate roles, targets, and responsibilities that challenge workforce. The manager must be responsible for retention because of job challenges they assign employees. The HRM department must hold managers accountable and provide incentives for high retention of desired employees. The firm must have retention measures to prevent turnover of desired employees, whic h include intangible and intangible strategies as follow: Professional mentoring, training, and development On-the-job training Bonus payment and perks Telecommuting Flexible work schedule Reimbursement or education assistance The company must put these strategies into action. However, it is necessary for the HRM department to protect the company through a retention agreement. This ensures that the employee serves the firm for a specific period before leaving. Conclusion The HRM department must extend to strategic needs of the organisation in order to achieve both goals of the organisation and those of employees. This study demonstrates that there are differences, which exist between domestic HRM and global HRM practices and policies. Staffing of a multinational firm remains a source of major concerns for the HRM department. This requires employees with various skills, experiences, and other attributes (Gratton, Hope-Hailey, Stiles and Truss, 1999, p. 17). The HRM department must coordinate and control these practices to reflect global characteristics of the company. Compensation and rewards also differ between expatriates and local employees. However, some scholars call for a fair compensation system across the multinational firm (Giammalvo, 2005, p. 18). Compensation and rewards must also take into performance of employees. Dowling, Welch, and Schuler insist that the HRM department must appraise performance of all employees including expatriates in order to promote fairness in the organisation. Another area entails the creation of synergy and teamwork among workers of diverse cultural backgrounds. However, scholars note that multinational firms should avoid ethnocentric tendencies in order to identify ability and benefits of cultural synergies in the organisation. Repatriation of employees also presents significant challenges to HRM department (Mendenhall and Stahl, 2000, p. 251). Studies have focused on activities and qualities of the repatriation as key factors in defining careers. Some scholars have expressed concerns with the turnover of expatriates after returning home from overseas duties (Cappelli, 2008, p. 56). Finally, training and development of employees in multinational organisations should serve as a tool of developing employees and promoting coordination of diverse aspects of a multinational firm (Li and Scullion, 2010, p. 190). A lack of proper training has led to failure of many expatriates abroad. Thus, training and development initiatives are fundamental practices for strategic goals of the organisation and employees. The HRM department must also account for labour relations in the US and the UK. For instance, the HRM department must focus on employees’ deployment especially in managerial roles. This also focuses on areas of legal, political, and historical characteristics of the country. The HRM must align legal requirements with the labour laws and employees’ rights, particularly with attention to co mpensation, holidays, benefits, legally established insurance standards, and bargains or individual benefits. Given these challenges, adhocracy in HRM practices and policies may be a suitable starting point for a multinational firm in a foreign land. However, it is difficult to predict the outcome of such an approach. Reference List Bartlett, A and Ghoshal, S 1998, Managing Across Borders: The Transnational Solution, 2nd edn, Random House, London. Black, S, Gregersen, B, Mendenhall, M and Stroh, K 1999, Globalizing People through International Assignments, Addison Wesley, Reading, MA. Brewster, C and Scullion, H 1997, ‘A review and agenda for expatriate HRM’, Human Resource Management Journal, vol. 7, no. 3, pp. 32–41. Caligiuri, P and Linda S 1995, ‘Multinational corporation management strategies and international human resources practices : bringing IHRM to the bottom line’, The International Journal of Human Resource Management, vol. 6, no. 3, pp. 1-14. Cappelli, P 2008, Talent on Demand: Managing Talent in an Age of Uncertainty, Harvard Business Press, Boston, MA. Daft, R 2010, Organization Theory and Design, 10th edn, South Western College, Cincinnati, Ohio. Dowling, J, Welch, E and Schuler, R 1999, International Dimensions of Human Resource Management, 3rd edn, South-Western College Publishing, Cincinnati, Ohio. Evans, P 1986, ‘The context of strategic human resource management policy in complex firms’, Management Forum, vol. 6, pp. 105–107. Giammalvo, D 2005, ‘Developing an Equitable and Fair Compensation Scheme for Multi-National Project Teams’, Cost Engineering, vol. 47, no. 12, pp. 18-23. Glinow, M and John M 2009, ‘Developing Strategic International Human Resource Management: Prescriptions for MNC Success’, CEO Publication, vol. 90, no. 166, pp. 1-38. Graham, E and Trevor, C 2000, ‘Managing New pay program introductions to enhance the competitiveness of multination al corporations’, Competitiveness Review, vol. 101, pp. 136. Gratton, L, Hope-Hailey, V, Stiles, P And Truss, C 1999, Linking individual performance to business strategy: The people process model’, Human Resource Management, vol. 38, no. 1, pp. 17-31. Harvey, M, Novicevic, M and Speirer, C 2000, ‘An innovative global management-staffing system: a competency-based perspective. Human Resource Management, vol. 39, no. 4, pp. 381–394. Li, S and Scullion, H 2010, ‘Developing the local competence of expatriate managers for emerging markets: a knowledge based approach’, Journal of World Business, vol. 45 no. 2, pp. 190-196. Mahmood, M 2009, ‘Strategy, Structure And HRM Practices In Multinational Subsidiaries: European MNCs in a Developing Country Context’, Bang College of Business: Economics and Strategic Research , vol. 1, pp. 1-20. Marchington, M and Grugulis, I 2000, ‘Best practice human resource management: perfect opportunity or dangerous illusion’, International Journal of Human Resource Management, vol. 11, no. 6, pp. 1104–24. Mathis, R and Jackson, H 2011, Human Resource Management, 13th edn, South-Western Cengage Learning, Mason, OH. Mello, J 2010, Strategic Human Resource Management, 3rd edn, South-Western Cengage Learning, San Fransisco. Mendenhall, M and Stahl, K 2000, ‘Expatriate training and development: where do we go from here?’, Human Resource Management, vol. 9, no. 2, pp. 251-256. Milkovich, T and Bloom, M 1998, ‘Rethinking international compensation’, Compensation and Benefits Review, vol. 30, no. 1, pp.15-23. Miner, J 2005, Organizational behavior I: Essential theories of motivation and leadership, M.E. Sharpe, New York. Plessis, A and Huntley, K 2009, ‘Challenges in A Globalised Context For International Human Resource Managers in South African Organisations’, International Review of Business Research Papers, vol. 5 no. 1, pp. 413-427. Schuler, R, Budhwar, P and Florkowski, G 2002, ‘International human resource management: review and critique’, International Journal of Management Reviews, vol. 4, no. 1, pp. 41–70. Schuler, S, Dowling, J and De Cieri, H 1993, ‘An integrative framework of strategic international human resource management’, International journal of Human Resource Management, vol. 4, pp. 717–764. Scullion, H and Starkey, K 2000, ‘In Search of the Changing Role of the Corporate Human Resource Function in the International Firm’, International Journal of HRM, vol. 11, no. 6, pp. 1061-1081. Smith, B 1992, ‘Organisational Behaviour and National Cultures’, British Journal of Management, vol. 3, pp. 39-51. Stone, R 2010, Human Resource Management, 7th edn, John Wiley Sons, Australia. Vaiman, V, Scullion, H and Collings, D 2012, ‘Talent management decision making’, Management Decision, vol. 50, no. 5, pp. 925-941. Wong, N 2000, ‘Mark your calender! Important tasks for international HR workforce’, Costa Mesa, vol. 79, no. 4, pp. 72–74. Wright, P and McMahan, G 1992, ‘Theoretical perspectives for strategic human resource management’, Journal of Management, vol. 18, no. 295, pp. 1-16.

Sharpen Up Your Writing A Quick Guide to Sentence Types

Sharpen Up Your Writing A Quick Guide to Sentence Types Sharpen Up Your Writing: A Quick Guide to Sentence Types Writing in grammatical sentences helps you to express yourself clearly, but there’s more to sentence structure than syntactical construction alone. It’s also important to consider the type of sentences you use. The four sentence types you need to know are simple, compound, complex and compound-complex sentences. Simple Sentence Structure At its most basic, a simple sentence combines a subject and a verb to express a complete thought: I run. In the above, the subject is â€Å"I† and the verb is â€Å"run.† This is all the sentence needs to express that the speaker is someone who runs. Of course, not all simple sentences are quite so basic: My fitness-obsessed brother and I run at least five miles every day. This example includes more detail, but remains a simple sentence because it expresses a complete thought in itself. Another term for a simple sentence is an â€Å"independent clause.† Compound Sentences A compound sentence is a sentence with two or more independent clauses connected by a coordinating conjunction (e.g., â€Å"and,† â€Å"but,† â€Å"or,† â€Å"so,† etc.): I love my brother, and my brother loves running. I love my brother, but I hate running. In each of these cases, the statement on either side of the conjunction could work as a standalone sentence; however, by combining them in a compound sentence we clarify the relationship between the two thoughts expressed (e.g., that my hatred of running is why I don’t run). Complex Sentences Unlike simple and compound sentences, complex sentences contain both an independent and a dependent clause. A dependent clause is one that contains a verb, but doesn’t express a complete thought and begins with a subordinating conjunction (e.g., â€Å"although,† â€Å"after,† â€Å"while†, â€Å"unless†, etc.): I like to watch TV, whereas my brother enjoys running. Here, â€Å"I like to live watch TV† is an independent clause (i.e., it would work as a simple sentence without modification). The dependent clause â€Å"whereas my brother enjoys running,† on the other hand, would not work as a sentence by itself since the subordinating conjunction whereas implies a comparison and expresses a particular relationship between the two parts of the sentence. It’s worth noting here that subordinating conjunctions can also come at the start of a complex sentence (this is known as a periodic sentence): Whereas my brother enjoys running, I like to watch TV. Compound-Complex Sentences A compound-complex sentence is one which contains three or more clauses (at least two independent and one dependent): While I enjoy watching TV, my brother loves running, and my sister is a body builder. In the above, we have one dependent clause beginning with a subordinating conjunction (â€Å"While I enjoy watching TV†). This is followed by two independent clauses (â€Å"my brother loves running† and â€Å"my sister is a body builder†) joined by a coordinating conjunction. Now that you know how these different sentence types work, we hope youll use a variety of them in your writing!

The new 4Ps for Dasani water Research Paper Example | Topics and Well Written Essays - 500 words

The new 4Ps for Dasani water - Research Paper Example This paper illustrates that Coca-Cola Company has increased the number of people taking part in the marketing ecosystem of dasani water as the market continues to become more complicated. For instance, its marketing involves the incorporation of Coca-Cola contact center, customers, and field marketing. Workers and other participants in different departments including finance and market research come together to assess marketing solutions for dasani water. Â  Participants are responsible for establishing how to appropriately align individuals and support teamwork across its marketing environment. Additionally, dasani marketers have to deeply understand the lives of consumers before determining their preferences. Â  After aligning people for teamwork and information sharing, the company documents and automates the processes thereby creating an effective coalition. As the market becomes more complicated, process becomes essential in aligning the correct individuals with the appropriat e marketing activities. This would assist in performing close-loop marketing speedily while penetrating new markets. When marketing dasani water, the company employs state-of-the–art marketing ideas by establishment the correct set of processes to control the activities involved. Some of the processes used in marketing the product include execution, operational and analytical processes. During the execution phase, Coca-Cola Company uses both outbound marketing and inbound marketing to introduce this brand into new markets. Â  Dasani is also being marketed digitally through social media.

None Research Paper Example | Topics and Well Written Essays - 1750 words

None - Research Paper Example This paper will present several principles of the Food Ethics, possible criticism for this approach as well as refutation of it. First of all, it would be highly important to provide a general perspective on the issue. Thus, one would not make a mistake pointing out that among the food that people consume there are certain groups of products that are different from others. For example, if pigs have been domesticated from numerous centuries and the production of their meat has been developed in great detail, there are some animals which are also consumed, but their meat or other parts of the body have been introduced to the people relatively recently. In addition to that, some meat might come from the animals the population of which is far less than the one of pigs or cows. Finally, the development of the science has brought up a new category of food which consists of Genetically Modified Organisms. So, the primary question focuses on the idea whether people have a moral duty to support certain food. Since the above mentioned question lies in the realm of Ethics, it would be logical to use several Ethical Theories than are relevant in this case. The first approach that is able to provide an answer to this problem is the Kantian Ethics. Thus, according to it, people should be considered to be responsible for the preserving of the wildlife as well as fragile ecosystems around the world and, therefore, they should never consume flesh of the animals that are endangered. In addition to that, since food that is made of Genetically Modified Organisms might be harmful to the bodies of the people, it should not be introduced to the market in any form. However, a completely different approach is presented by the Utilitarian Ethics. Indeed, it argues that there is no problem in eating meat of the endangered animals or the meat that was produced in a cruel way as long as it pleases the people and they are able to cope with the consequences of it.