10 of the top nursing programs in the United States

10 of the top nursing programs in the United States So you want to be a nurse? That’s great! You’ll have to study up and get certified as the first few steps on the exciting journey to come. That’s where a nursing program comes in. We’ve compiled a list of the best places to complete your training. Here’s a list of 10 of the top programs in the United States, in no particular order.1. Columbia University- New York, NYColumbia University School of Nursing offers a unique post-graduate program called the Masters Direct Entry (MDE). This program is for prospective nurses who want to go either the caregiver or the researcher route- MDE students complete curriculum with the goal of earning a Doctor of Nursing Practice (DNP) or a PhD in nursing research. After the 15-month program, graduates can take the NCLEX exam (the standardized nurse licensing exam), and then go on to Columbia Nursing’s DNP program or to pursue a PhD path of study.2. Duke University- Durham, NCDuke’s nursing program is p art of Duke University Medical Center in the middle of an area known as the Research Triangle- where there are more PhDs per square foot than most places in the world! The nursing school offers several different programs, including MS in Nursing, ABSN, and post-doctoral fellowships. And nurses are in high demand in North Carolina, where at least an Associate’s degree is required.3. Azusa Pacific University- Azusa, CAThis is a Christian college in sunny California that offers a diverse, mid-sized student body, and where nursing is the most popular major. Graduates of Azusa who go into nursing earn an average salary of $67,000 per year.4. UCLA- Los Angeles, CAThe UCLA BA in nursing is one of the most competitive fields on campus, so be sure to have your ducks in a row. Though if you’re lucky enough to graduate, you can expect to earn an average of $65,000 per year. They also offer master’s and PhD programs in nursing.5. Villanova University- Villanova, PAGet exper ience with nursing in the big city, while living and studying in the leafy suburbs. The nursing program’s graduates boast an average annual salary of about $63,000, with an 86% on-time graduation rate.6. Johns Hopkins University- Baltimore, MDThis university has a very strong reputation where the medical field is concerned. There’s a world-renowned faculty, plus the opportunity to pursue advanced degrees. You’ll have a great boost to start your nursing career, and your starting salary will average between $56,000 and $73,000 per year.7. George Washington University- Washington, D.C.George Washington’s School of Medical and Health Sciences is a leader in the fields of medical academia and research. And the GW hospital is a renowned medical center and teaching hospital. Graduating from GW with a BS in nursing will net you an average early career salary of $64,000.8. New York University- New York, NYNYU’s College of Nursing is a great choice to prepar e you for the battles ahead in your career. You’ll be taught in their hands-on Clinical Simulation Learning Center, making sure you’re well versed in all the latest practices and research. You can either do a 15-month accelerated program or a traditional four-year degree. Almost all of NYU’s students pass their licensing exams for RN work, and usually earn the highest early career average salary, at about $71,000 per year.9. Molloy College- Rockville Center, NYIf you want a smaller environment with a liberal arts bent and good Catholic values, this might be the place for you. Small class sizes and challenging coursework will help prepare you for your career ahead. The immersive nursing program culminates in a one-on-one practicum. Work towards an LPN or an RN degree. Gain an advanced degree or a specific certification even. And expect to make a highly competitive average salary through your mid-career as a Molloy nursing grad.10. University of Pennsylvania- Phil adelphia, PAHere’s another Ivy League that’s known for its demanding curricula. You can either pursue a BS in Nursing or enter the Hillman Scholars Program in Nursing Innovation to pursue a dual degree program culminating in a PhD. You can expect to make an average of $63,0000 in your early career, then about $87,000 mid-career.

5.1 Energy Transfer Essays - Physics, Nature, Energy, Free Essays

5.1 Energy Transfer Essays - Physics, Nature, Energy, Free Essays 5.1 Energy Transfer Energy- The capacity for work As biologic work increases, energy transfer increases As biologic work is expressed in mechanical units Emerges only when a change takes place Bioenergetics Flow and energy exchange within a living system First Law of Thermodynamics Energy cannot be created or destroyed, but only transforms from one form to another w/o being depleted An expression of the conversation of energy principle -The body does not produce, consume or us up energy: it transforms from one state into the next as physiologic systems undergo continual change. Potential Kinetic Energy TE=PE+KE PE-relates to structure or position. EX: Water at dam top KE-energy of motion with release of heat. Biosynthesis Bound energy in one substance directly transfers to other substancs to increase their PE Exergonic-Any physical or chemical process that releases energy to surroundings w free energy decline Endergonic-Chem reactions that store/ absorb energy w free energy increase for biologic work Transfer of PE always proceeds in a direction that decreases capacity to perform work Second Law Tendency of PE to degreade to KE of motion w a lower capacity of wotk All PE in a system degrades to unusable form of KE or heat TE in a system remains constant; a decrease in 1 energy form matches the equivalent energy increase in another form Six Forms of Energy Interconversions Chemical, Mechanical, Heat, Light, Electrical, Nuclear Photosynthesis- Endergonic To learn more and get OneNote, visit www.onenote.com.

Strategic Financial Management 2 Coursework Example | Topics and Well Written Essays - 3000 words

Strategic Financial Management 2 - Coursework Example Question one. Calculate the adjusted present value (APV) for the project, correcting any errors made in the net present value estimate above, and conclude whether the project should be accepted or not. Show all relevant calculations. (25 marks) Before any attempt should be made to prepare the adjusted present value of the proposed project, Rattle Co must carefully study how the given projected cash flow statement for four years was made, to know where some should remain because they are already correct or whether they need further adjustments. When the needed adjustments are known, the framework is established to do the same with each item in the prepared cash flows, asking whether it should be adjusted or not. Starting with the revenue, it appears that one critical issue would be whether it should be presented with inflation or net of inflation. The answer would depend on what discount rate is used. If the discount rate is with inflation, then the revenue must include the inflation. In the case facts, the inflation was given however, if the discount rate is used with the real rate, i.e. not the nominal one, then presenting the net of inflation of the inflation rate is the proper thing. The 8% inflation rate increase for revenues and 4% inflation rate increase for cost of sales become irrelevant. Working capital requirements appear not to be reflected in the given cash flow. These need to be determined, as they are a factor in any decision. A business cannot operate without working capital. Since the amount of working capital at the beginning of each year is 20% of the forecasted revenue per year, just multiply each given sales figure per year, then it is possible to generate a working capital requirement per year. As computed in the revised and adjusted projected cash flow in Appendix A, the working capital amounts come to  £4,606,000,  £7,320,000,  £9,814,000 and  £5,428,000 for

The Population in the United Kingdom Research Paper

The Population in the United Kingdom - Research Paper Example The frequency and percentage distribution turned that out of 60,975, there were 37,904 frequency or 62.16% lies within 16 to 64 male and 16 - 59 female age group bracket. This means that majority of the total population are not on the retirement age. However, there were 11,509 frequency or 18.87% lies along Under 16 age group bracket, and lastly 11,562 or 18.96% lies on 65m/60f/over age group bracket. This means that only twenty percent were on retiring age in Untied Kingdom and it also reveals that there is almost twenty percent of the United Kingdom population who are young. Figure 1, or the first line graph presented in the appendix, 11728 out of 60975 belong to 45-59 age group bracket. This implies that this population though is quite near the retirement age. This is alarming, and may signal that something must be done in preparation for the coming year. Also, notable is that this is followed by age group bracket of 35-44 with 9248 which is very near the highest age group (45-59). On the other hand, the population distribution from 5-59 is very huge as compared to the age group 60 -94 which is very minimal. This implies that there was an increase in population, but there must be continuity to avoid having periods where most people are within or near to retirement. It can be seen in table 3 the comparison of male and female population in United Kingdom using analysis of variance (ANOVA) that there is a significant difference between the male to the female population in United Kingdom. This is because the result of the "Analysis of Variance" (ANOVA) shows that the computed F (1244.796) is greater than the tabular values of F-statistics (239) at 0.05 degree of freedom (1, 8). This was formulated by simply using 0.05 level of significance, F-statistics, and an Analysis of variance (ANOVA) test, it was established that the df num value is k-1, or 2 -1, or 1 and the df den value is T-k, or 10 - 2, or 8. So, with = 0.05, the critical value of F in this analysis of variance test was F0.05 (1, 8) = 239. Since computed F (FC) is greater than Tabulated F (FT), Ho is rejected. Table 4 in the appendix shows the correlation of the male and female population in United Kingdom using coefficient of determination (R2) which reveals that the resultant R Square 0.993614286 is very close to 1 which means that the correlation is near normal curve distribution, so, it is interpreted as very high correlation. Thus, in percentile (%), 99.3614286 is an indicator of significant relationship between the male and female population in United Kingdom. Finally, the R square of 0.993614286 is very close to the adjusted R square 0.8686121286. This means that the regression model fits the data very well. Furthermore, figure 2 which also in the appendix show the correlation between males and females in 2006. It is been found that this is almost along perfect positive correlation which means the proportionality of the males and females in the United Kingdom 2006 has significant effect on each other. This also means that in every increase in female population there was also an increase in male population. This means that the population by gender is of the same age group distribution in the United Kingdom. Part C These data which was sourced from the National Statistics Office of the United Kingdom

Decision making process in business Essay Example | Topics and Well Written Essays - 2000 words

Decision making process in business - Essay Example In well known case Donogue VS Stevenson * the Court decided that the manufacturer is liable for the act done because everybody owes a duty of reasonable care to their neighbour.In this case Mrs. Donogue made a valid claim that her continuous illness is due to the consumption of drink in which the decomposed snail was found and it was due to the negligence of manufacturer Mr. Stevenson. Now let's discuss how the above said principles are applicable to the given cases and also we'll advise the parties to the case that how can they resort to these principles to get the benefit of the Law. Since the maintaining the activities of the park in a proper manner are the first and foremost duty of the local council as the maintainer of the park, it owes some duty towards others. The local council must take reasonable standard of care regarding the activities of the park so that it should not cause any harm to the passersby. In the famous case Boulton VS Stone** it was held that defendant should take reasonable care to avoid injuries. here also. ... ue the local council as the defendant for the negligence in the light of above principles and she is entitled to get compensation from the local council. ------------------------------------------------------------------------------------------------- *Donogue VS Stevenson 1932 ,A.C 532 1932 S.C 3 ** Boulton VS Stone2Miss. Marple's case The principles regarding the negligence discussed above are applicable here also. The gardner had to take reasonable care in arranging the flower pot in the right side of the path so that harm to the others should be avoided .Here it is obvious that the gardner has done the breach of duty by arranging the pots in the wrong side, hence Mrs.Marple can file a case against the gardner as defendant and entitled to get compensation from him for the injury caused to her.Mrs.Turtle's CaseIt is apparent from above discussions that Mrs. Turtle can sue the Local council and the doctor as defendants and they are liable to pay off the damages. As said before the local council had to exercise due cares regarding the maintenance of those play amenities in the park as same way in the activities of the park. Mrs. Turtle can sue the doctor as there was a breach of duty on the part of doctor. If he attended Gemma in appropriate manner, Gemma would be alright. The doctor could do some other arrangements to get X-ray done .Instead of this, he just asked the nurse to bandage Gemma's injured ankle and consequently she had permanent limb.From above it is clear that a person is liable to

Growth of Islamic Banking in the UK

Growth of Islamic Banking in the UK Islam is one of the worlds three major monotheistic religions; the other two religions are Judaism and Christianity. All three religions are the same historical origins and have many familiar beliefs. The main principle of Islamic banking and finance are depend on Islamic laws known as Shariah which mean (interest) (Riba) free. Interest is strictly prohibited in Islam which means Muslim cannot receive or paid interest in any transaction in which money is exchange for money. The interest that you give in order to increase the wealth of the people does not increase in the sight of Allah and the Zakat that your pay in order to win Allahs approval, its payers do indeed increases their wealth. This is very powerful and superb statement of Holy Quran which shows that interest is .prohibited by Allah because interest only increases wealth of individual not the society. Islamic banking is a financial system which is base on Islamic Shariah law and it is interest free financial system. The concept of Islamic banking is interest free banking because interest (Riba) is totally prohibited in Islam. The main belief of Islamic banking and finance is to discover the range of Islamic financial tools for investor and businesses that how they all collaborate without interest and what is the strategy behind all that and how the banks and financial institution encourage non- Muslims clients and offer them to use Islamic banking and finance system instead of conventional banking system. The adverse impacts of interest on the world economy in general and economies of developing countries in particularly entail that it could be the biggest threat for the developing economies and also believed by many renowned economists. it is estimated that US$ 200 billion funds managed by Islamic banking. The client of Islamic banking is not only in Muslim countries but also spreading in over Europe, northern Africa and United States of America. Islamic banking is growing day by day in different part of the world, thats why Islamic bankers, keeping speed with the stylish techniques and latest development have developed investment instruments that are both profitable and fairly motivated. Approximately 250 different Islamic and Financial institutions are operating worldwide. The growth of Islamic banking is a big threat to a conventional banking system not only in UK but also all over the world. Islamic banking system has six main features according to its product analysis. Interest free product It is Trade-related and there is a perceived genuine need for the funds. It is in purest form, it is equity related Meant to avoid exploitation no interest Invests ethically There are retail, and wholesale applications. In practice there appears to be more emphasis on the prohibition and restructuring of interest than on the potentially exploitative aspect of financing. Islamic banks operate on the basis of profit and not on paying and receiving interest. The banks can earn profit from these ways like trading leasing and by direct financing in Profit and Loss sharing contracts. The structure and conditions of these transactions must confirm to Shariah and fulfil its objectives. This means that banks advance money for productive activities on the basis of profit sharing principles. LITERATURE REVIEW With the beginning of 21st century there is a radical change and the number of Islamic banks increased and their geographical spread grew exceptionally and 76 countries covering all continents. There are number of publications in Arabic and Urdu, one of the famous books of (Qureshi 1946) regarding Islam and Theory of interest in which he seem that the public health and education is responsibility of government as a social services. Islam is concerned with the problem of economic development, but treats this as an important part of a wider problem, that of total human development. The primary function of Islam is to guide human development on correct lines and in the right direction. It deals with all aspects economic development but always in the framework of total human development and never in a form divorced from this perspective (Al-Harran 1993) Gerrard and Cunninghams (1997) study establishes that, in Singapore, where Muslims are in minority. The concept of Islamic banking system was not present amongst them in Muslim and non-Muslim. There are two different herd having two entirely different thoughts regarding movement of Islamic banking. For example when asked them, if Islamic bank could not make enough profit to share out among them in a period of one year so what they will do. Fifty two per cent of Muslims said they will prefer to continue their deposit with the movement of Islamic banking, and fifty six per cent non-Muslims said they will prefer to take out their money from Islamic banking. Since 1960s too much literature has been written on the topic of selection process of the banking system. Holstius and Kaynak (1995), Kaynak (1986),Laroche et al (1986) and the working paper of Chan (1989)Eroland El-Bdour (1989) evaluate the bank selection process in relation to conventional and Islamic banks. There were three very i mportant principle in the banking process of selection for Muslims were: first the provision of a fast and efficient service second the speed of transaction and third friendliness of bank personnel and as regard the non-Muslims, the three most important bank selection principle were: first, friendliness of bank personnel, second the provision of a fast and efficient service and third, the reputation and image of the bank. An Islamic bank is a mediator and trust of other peoples money like all others conventional banks the only one important thing which distinguish the Islamic banking to conventional banking which is induce all customers share in the form of profit and loss. This difference introduces an element of mutuality in Islamic banking, making its depositors as customers with some ownership rights inherent within it. However in practice, Islamic banks hardly look different from its conventional counterpart in terms of organizational set-up (Dar and Presley, 2000). Tobacco, alcohol, gambling, and other undesirable business sectors are excluded from Islamic investment. Ahmad, Chapter 7 Economics of Islam (Ahmad 1952), he give the picture of Islamic bank on foundation of a joint stock company with limited liability. According to his plan a current account of depositors where no pre-agreed interest and dividend would be paid. He gave the concept of Current account where depositors could participate with their capital as a partner with bank and get higher dividend as compare to account holder profit. Siddiqi(1968) gave a pioneer model which provide brief outline of Islamic banking. His model depends on Mudarabah and Shirka (partnership or Musharakah as it is now usually called). He divided the operation of Islamic banking into three different groups. Islamic bank will charge fees to provide any services for example commission or fixed charges. Foundation of financing in Islamic bank would be Mudarabah and partnership and services will be provided without any charges. According to his theory Islamic banking system is a feasible substitute of conventional banking system. Mohsin (1982) offered a new brief model of Islamic banking system in contemporary setting. His banking structure integrates the features of commercial, merchant, and development banks, mingle them in novel fashion. He include many non-banking services for example trust business, factoring, real estate and consultancy, as opinion that Islamic baking would be not stay alive with banking business alone. The arrival of Islamic Banking and Islamic Finance In accordance with the philosophy, culture and merit of Islam, the Islamic banking is describe as banking which is manage besides the conventional governance and risk management rules by the principle set down by Islamic Shariah. Interest free banking system is very fine perception that stands for with many banking instruments and operations, which keep away from interest. The ideology of the Islamic banking system is not only evading interest based transactions system which is proscribed in Islamic Shariah but also stay away from corrupt activities that contribute to accomplish the goals and objectives of an Islamic economy. First Islamic bank was established in 1963 in Egypt. The activities of this bank were interest free but it was secret project that made no references to Islam as the establishment in power at that time was aggressive to any form of Islamization. The real emerging started in 1970s as result of oil industry boom in the Gulf States, which flashed the appearing of liquidity and the revival of religious wakefulness in the Muslim world. In 1975 Dubai Islamic Bank was established, was a private initiative and it was established by Arab businessman. In the beginning governments did not greet this effort because Islamic finance disagreed with their investments in World Bank to get higher interest rate. In 1980ss the first Islamic banks united to form the Islamic Development Bank seen as the World bank of the Muslim world, that covering 56 Muslim world and contributes contribute Muslim economic thought. But the 9/11 brought too much changes on world economy which changed the views of Arabs whi ch and the rich Arabs withdrawing their investment from US $ accounts to be scared of having their accounts become frozen. All these scenarios created a great need of substitute of investment either in Middle East or in Europe, at the same time system was carrying out in the Middle East and its development was enhanced in Europe to fulfil the requirements of Muslim investors. In 1977-78 Pakistan started Islamic banking and financial system. Pakistan was one of the major Countries among those countries in the world that had been trying to apply completely interest free banking system. In June 1980 the modification was implemented in the legal framework of Pakistans financial and corporate system to authorize the issue of a new interest-free tools and modification were also created in the Banking Companies ordinance, 1962. The prohibition against usury (interest) was in the Quran take place on a number of times and pointed out interest and the proposal to ignore coddle in this action in Christianity and Judaism to involves its survival and the troubles that it carried for the society. The feudal lord who by virtue charging higher interest rate according to the historian and had power over those were anxious need to finance their survival. In the Old Testament (King James Version) Exodus, CHAPTER 22 M VERSES 25: If you lend money to any of my people that is poor by theem thou shalt not be to him as anusure, neither shalt thou lay upon him usury. Lecitcus Chapter 25, verses 34-36: And if the brother be waxen poor, and fallen in decay by thee; then thou shalt relieve him: yea though he be a stranger, or a sojourner, that he may live with thee. Take thou no usuryof him, or increase: but fear thy God; that thy brother may live with thee. In spite of the counsel beside this apply against the system offered. The contemporary financial technique be taught a tutorial from this spiritually guidance and fully struggled to implement a structure that was inadequate the level of usurious abuse. To build the market of debt based upon competition which encourage unfair nature of usury which was supposed to be decided by the forces of market vie each other. If we bring light to current scenario of global arena, we can easily realize that it is a development of the ancient feudal system and different countries facing the same dilemma as individual did prior as the conventional Jewish lending system of the shylocks to the Indian feudal system. Actually Debt to GDP ratio is the vigorous gauge for the countries who burden debt. Islamic financial and banking system depend on the Islamic economy system and the success ratio of this system could be determine in such a way that conventional banks start their Islamic windows not only in Muslims countries but also in the non-Muslim countries where Muslims are not dominated. Some famous Western banks have Islamic subsidiaries as, Citibank, American Express, HSBC, ABN Amro, Bank of America, Standard Chartered, Commerz bank, Barclays, Dutch Bank, ANZ Grindlays, Royal Bank of Canada and many others banks in the world and this list of bank is raising day by day. On the other hand some countries such as Pakistan, Sudan and Iran adopted 100% Islamic banking and they are successful in banking system. It is fairly true that Islamic banking system is depend upon risk –sharing. The Islamic banks are involved in the practice of trading, leasing and various other modes of financing according to Shariah compliant. If the Islamic banks are stable to get Halal income, depositors as well get stable and Halal income definitely. Interest (riba) is proscribed in Islam either getting or giving interest, despite of what reason the loans are composed and what the rates on which interest will be charged. This is the main opinion among Muslim scholars and all are agree on it that interest and riba is same thing. Amanah is placed to recognize the formation and deal out the financial services that are linked with the necessities of the Shariah (Islamic Law). Islamic banking has the same principle as conventional banking except that it operates in accordance with the Shariah principles. The basic ideology of Islamic banking is the sharing of profit and loss and the proscription of Riba (Interest). Islamic banking has grown in the Muslim world and offer Islamic products and services to make sure that the procedure and practices of the bank abide by the sharpie principles. HSBC logged the Amana banking because to make it possible for the Muslims to bank in accordance to their values and beliefs and they do not want to lose their Muslim customers in Islamic countries as a result of the emergence of Islamic banking. Its headquarter is in the UAE and have regional representatives in the UK, US, Saudi Arabia, Malaysia, Bangladesh, Indonesia, Singapore and Brunei have resources of HSBC group and HSBC Amanah distribute the financial resources that are according to the requirements of the Shariah (Islamic Law). The western media suggest that Islamic banking in its present form is a recent phenomenon; in fact the basic practices and principles date back to the early part of the seventh century. (Islamic finance A Euromoney publication 1997). According to Khalaf (2007) Due to the different believes in Muslims community Islamic banking facing deficient in affirmation of decisions. Shortage of scholars is a big and serious issue in Islamic banking system because managers are not qualified and trained to practices the Islamic finance (Iqbal, Ahmad and khan,1998). Islamic banking has not a big network in UK and Islamic bank of Britain has only eight branches in whole UK which is not enough to fulfil the requirement of Muslim customers. The opening of Islamic window in conventional bank is a big threat. Islamic banking needs to improve their services and keep priority of Islamic Sharia. Islamic banking has great opportunity to grow in UK. Because number of Muslims from different countries of world live in UK. Islamic banking is facing difficulties and challenges to growing in UK due to lack of understanding about Islamic banking in the customers and shortage of Islamic Scholars in UK. RESEARCH METHDOLOGY The Research Process Remenyi, Williams, Money and Swartz (2002:64-65), explains the research process as consisting of eight specific phases, namely: Reviewing the literature. Formalising a research question. Establishing the methodology. Collecting evidence. Analysing the evidence. Developing conclusions. Understanding the limitations of the research. Producing management guidelines or recommendations According to Hussey, J Hussey, R (1997:15), there are six fundamental stages in the research process, namely: The identification of the research topic. Definition of the research problem. Determine how the research is going to be conducted. Collection of the research data. Analysis and interpretation of the research data. Writing up the dissertation or thesis. There will be two analysis methods that are used in this research. Factor analysis will be used reduce group and independent variables whereas logistic regression will be used to analyze the correlation between the categorical dependent variable with the independent variables found in the factor analysis. Primary data will be located for the purpose of analysis which will be further discussed in the collection of data section Analysis of Data The topic of my dissertation is The Growth of Islamic banking in UK as conventional finance, a look in to past, present and our hopes for the future. It is surprising to realize that how far and fast Islamic finance has come and how well it has managed to meet the challenges it faced in two decades. Islamic banking has worked reasonably well even in short history, but it always does face challenges. All of these challenges are technical in nature. The rapid growth of emerging market in developing countries is a very hopeful sign that with strong commitment in the next decade due to existing institutional and technical hindrances that may have hampered efficient operation of Islamic banking will be removed. The dissertation is based on the following research questions. What are the component of Islamic banking and how it works? Why all the arguments about the rate of interest in Islam? What make Islamic bank differ from a conventional bank? How much better working of Islamic finance in the views of customers in UK? Why the growing rate of Islamic finance is high as compare to other European countries? Customers satisfaction regarding Islamic banking system in UK? How Islamic finance as a substitute to conventional banking system in UK? Different prospects and threaten for Islamic banking system in UK? Aims and Objectives: Key aims and objectives were established, for accomplishing the project. They are thoroughly explained down below. Aims of research project are: To understand the basic principle of Islamic banking system. To discuss the role of Shariah board and its importance in Islamic banking. To describe the different financial contracts, which Islamic banking offers Objectives of the project are: To compare the major differences between Islamic and conventional banking system. To explore the problems faces by Islamic banking. To find out why the growing rate of Islamic finance is high as compare to other European countries To give recommendations for the acceptance of credit card and some other problems. Actually this study in groping in nature, therefore a review of peoples and bank Managers and sub-managers was appropriate method for data collections. The data collected by this method from UK and from individuals would mean that the data bring together is given that only estimation of entire population. A questionnaire was designed for the population to analyze the perceptions towards Islamic banking. Moreover the implication of this kind of exclusive study on this topic, there were numerous constraint. Primary Data From the informal interviews and from the Questionnaire survey together the primary data from the few important people from the banking industry are gathered. For this purpose information collected from senior management from HSBC and Islamic bank of Britain through emails telephonic and face to face interview. Questionnaire survey has been arranged amongst Muslims and non-Muslims population of UK. Secondary Data The information gathered for this dissertation has been mainly obtained from the secondary data, which includes books, journals, research material and websites. Limitations This result may not be indicative for the target respondents due to small sample size and limited time period. Due to limited knowledge of respondent or unawareness about Islamic banking, their replies shown their own imagination or thoughts. The data gathered from the respondents and from the country like United Kingdom where people have a limited knowledge of Islamic banking as against to the conventional banking even the Muslim of the country have an inadequate knowledge of the Islamic banking. Therefore the result about the Islamic banking should be taken only as analytical and perspective rather than decisive. The research will familiarize the readers with the principle of Islamic Sharia and provide an insight into the rules and principles of Islamic banking as well. In spite of the fact that Islamic banks are operating successfully along with the conventional banks and playing a significant role in the economy of the United Kingdom. Delimitations: This study is limited to the findings and evidences based on my research mainly to the responses of the organisation involved in the project. I am choosing not to observe multiple teams, even though such comparisons might be valuable, in order to allow more depth of understanding regarding the group on which I will focus.   Additionally,  I will not use structured interviews in order to minimise my obtrusiveness. Ethical considerations: I shall immediately report to my supervisor or my college if any difficulties encounters in complying with the ethical standards. In the final research report i shall describe how i complied with the ethical standards in carrying out the Project. The identity of individuals from whom information is obtained in the course of the Project shall be kept strictly confidential. At the conclusion of the Project, any information that reveals the identity of individuals who were subjects of research shall be destroyed unless the individual concerned has consented in writing to its inclusion beforehand. Plagiarism According to the definition given in the 1997 New Websters Encyclopedic Dictionary of the English Language, plagiarism is the unauthorized use of the language and thoughts of another author and the representation of them as ones own (508). Pyper (2000) defines plagiarism as: .. simply theft. It is taking the words, ideas and labour of other people and giving the impression that they are your own.. To avoid plagiarism I will document the sources properly using Footnotes, Endnotes, or Parenthetical References, and i will write a Bibliography, References, or Works Cited page and place it at the end of the research paper to list the sources used. I will credit another persons idea, opinion or theory I will credit any facts, graphs, drawings, any pieces of information that are not common knowledge. I will credit whenever i use quotations of another persons actual spoken or written words or paraphrase of another persons spoken or written words. I will try to use my own words. I am not expecting to write as professionally as the authors of the books and journals which i am going to read so i will be confident enough to write my own ideas in my own words. I will Plan my assignments in good time, so i am not tempted to make shortcuts.

Anagnorisis and Existence (Rosencrantz and Guildenstern) :: essays research papers

Anagnorisis and Existence The Point of Realization in Stoppard’s Rosencrantz and Guildenstern Are Dead In Shakespeare’s Hamlet, the young prince realizes what living is. Yea, from the table of my memory I'll wipe away all trivial fond records, 105 All saws of books, all forms, all pressures past, That youth and observation copied there; And thy commandment all alone shall live Within the book and volume of my brain, Unmix'd with baser matter (Hamlet, I, v. 104-110) Upon realizing his fate – that he must save the â€Å"state of Denmark† – Hamlet must literally discard his prior knowledge and start anew. Aristotle argues that the exact moment when Hamlet realizes his fate – by moving from innocence and ignorance to knowledge – is the cause of tragedy in drama. Aristotle’s calls this realization that all humans must have anagnorisis. For all the moaning and a whining about his situation, Hamlet will fight whatever is â€Å"rotten in the State of Denmark.† (Hamlet, I, iv, 67) Though this self discovery is integral in Shakespeare’s tragedy, Stoppard’s two characters do not even address their fate. And, the result of this lack of action and lack of any anagnorisis in Rosencrantz and Guildenstern Are Dead when framed against the proactive Hamlet, Fortinbras and Laertes is an interesting commentary on human beings’ reactions to mortality. Death is not romantic, and death is not a game which will soon be over†¦ Death is not anything†¦ death is not†¦ It’s the absence of presence, nothing more†¦ the endless time of never coming back†¦ a gap you can’t see, and when the wind blows through it, it makes no sound. (R&D, 124) To Rosencrantz and Guildenstern, death is lying in a box – bored. Their inability to comprehend death’s complexity stems from the fact that even when alive, they are hardly present, barely hanging onto their existence. If we stopped breathing we’d vanish. (R&D, 112) Part of Rosencrantz and Guildenstern’s lack of existence is Stoppard’s emphasis on the seeming interchangeability of their identities. However, whereas in Hamlet the King, Gertrude and Hamlet mistake the two for each other, Rosencrantz and Guildenstern actually mistake themselves. Their lack of identity leaves the two characters as not human – they literally do nothing and do not develop. It is for that reason that, though they discover their fate, Rosencrantz and Guildenstern literally cannot die: they don’t actually exist. So, when the time comes for their fate to catch up to them, they literally disappear.

Key Success Factors †Organizational Culture Essay

In this assignment we introduce the idea that the organizational culture is the personality of an organization which can be defined, measured, sustained and changed and have an important impact on an organization’s effectiveness. We want to define organizational culture as it is presented by two theorists, indicate levels of expressions of culture in an organization, and provide specific strategies or tools to modify organizational culture. We know that every individual has something that psychologists have termed â€Å"personality†. An individual’s personality is made up of a set of relatively permanent and stable traits. When we describe someone as innovative, relaxed, warm or conservative, we are describing personality traits. An organization, too, has a personality, which we call the organization’s culture. Organizational culture is an important situational variable that influence all members of an organization to various degrees, so it is important to have a sound understanding of this construct to manage and work effectively in an organization. In this paper project we want to define organizational culture as it is presented by two theorists, indicate levels of expressions of culture in an organization, and provide specific strategies or tools to modify organizational culture. Chapter IDefinitions of Organizational CultureWe will present how Schein defines organizational culture in â€Å"Organizational culture and leadership†(1992) as it is presented by Yukl in â€Å"Leadership in Organizations†(1998) and Ott’s definition of the organizational culture in â€Å"The Organizational Culture Perspective†(1989) as it is presented by Lawson and Shen in â€Å"Organizational Psychology†(1998). Schein’s definition of organizational cultureSchein (1992) defines culture of a group or organization as shared assumptions and beliefs about the word and their place in it, the nature of time and space, human nature, and human  relationships. Schein distinguishes between underlying beliefs (which may be unconscious) and espoused values, which may or not be consistent with these beliefs. Espoused values do not accurately reflect the culture when they are inconsistent with underlying beliefs. For example, a company may espouse open communication, but the underlying belief may be that any criticism or disagreement is detrimental and should be avoided. It is difficult to dig beneath the superficial layer of espoused values to discover the underlying beliefs and assumptions, some of which may be unconscious (Yukl,1998). The underlying beliefs representing the culture of a group or organization are learned responses to problems of survival in the external environment and problems of internal integration. Schein say that the primary external problems are the core mission or reason for existence of the organization, concrete objectives based on this mission, strategies for attainting these objectives, and ways to measures success in attaining objectives (Yukl, 1998). All organizations need to solve problems of internal integration as well as problem of external adaptation. Objectives and strategies cannot be achieved effectively without cooperative effort and reasonable stability of membership in the organization. Internal problems include the criteria for determining membership in the organization, the basis for determining status and power, criteria and procedures of allocating rewards and punishments, an ideology to explain unpredictable and uncontrollable events, rules or customs about how to handle aggression and intimacy and a shared consensus about the meaning of words and symbols. The beliefs that develop about these issues serve as the basis for role expectation to guide behavior, let people know what is proper and improper and help people maintain comfortable relationship with each other (Yukl, 1998). Robbins (1994) and others sustain too that the shared values determine in large degree what employees see and how they respond to their  world (Robbins,1990; Robbins, 1994; Stoner and Freeman, 1992)When confronted with a problem the organizational culture restricts what employees can do by suggesting the correct way – â€Å"the way we do things around here†(Bower,1966) – to conceptualize, define, analyze, and solve the problem (Robbins, 1994). We believe that the internal and external problems are closely interconnected and organizations must deal with them simultaneously. In conclusion, Schein (1992) defines the organizational culture as shared assumptions and beliefs about the world and their place in it, the nature of time and space, human nature, and human relationships. Organizational culture have distinct dimensions that can be defined and measured. This is important to know in order to develop and use change strategies of the culture. Ott’s definition of the organizational cultureOn the other hand Ott (1989), in â€Å"The Organizational Culture Perspective† describe organizational culture as a social constructed, unseen, and unobservable force behind organizational activities. Organizational culture is a social energy that moves organizational members to act and unifying theme that provides meaning and direction to and mobilizes the members. It functions as an organizational control mechanism, informally approving or prohibiting behaviors (Lawson and Shen, 1998). In short, organizational culture is a hypothetical construct that must be inferred from the share thoughts, feelings, values, and actions of organizational members. Last, Ott suggested that organizational culture is a concept, construct, energy, idea, rather than a thing that can be directly observed, measured and manipulated. But we do not agree that the organizational culture is just a concept, energy, idea and can not be observed, measured or manipulated because then we can not discuss about managing and changing the organizational culture.  If culture exists, and we argue that it does, it should have distinct dimensions that can be defined, measured, and changed. I n â€Å"Organization Theory – Structure, Design and Applications† Robbins (1990), propose that there are ten characteristics that when mixed and matched tap the essence of an organization’s culture:1. Individual initiative, which is the degree of responsibility, freedom, and independence that individuals have. 2. Risk tolerance. The degree to which employees are encouraged to be aggressive, innovative, and risk-seeking. 3. Direction. The degree to which the organization creates clear objectives and performance expectations. 4. Integration. The degree to which units within the organization are encouraged to operate in a coordinated manner. 5. Management support. The degree to which managers provide clear communication, assistance, and support to their subordinates. 6. Control. The number of rules and regulations, and the amount of direct supervision that are used to oversees and control employee behavior. 7. Identity. The degree to which members identify with the organization as a whole rather than with their particular work group. 8. Reward system. The degree to which reward allocation are based on employee performance criteria in contrast to seniority, favoritism and so on. 9. Conflict tolerance. The degree to which employees are encouraged to air conflicts and criticisms openly. 10. Communication patterns. The degree to which organizational communications are restricted to the formal hierarchy of authority. These ten characteristics include both structural and behavioral dimensions which means that organizational cultures are not just reflections of their members’ attitudes and personalities. A large part of an organization’s culture can be directly traced to structurally related variables (Robbins, 1990). John P. Kotter in â€Å"Leading Change† (1996) sustain that culture refers to norms of behavior and shared values among a group of people. Kotter(1996) says too that culture is not something that you manipulate easily but it is possible to make the transformation. â€Å"The first step in a major transformation is to alter the norms and values.† (Kotter, p.156,1996,). He sustain that cultures changes only after you have successfully altered people’s actions, after the new behavior produces some group benefit for a period of time, and after people see the connection between the new action and the performance improvement. In conclusion, organizational culture is not just a concept, construct, idea, energy, ghost which can not be seen or measured but it is a system of shared meanings with a certain structural and behavioral dimensions that are closely associated and interdependent. In every organization there are patterns of beliefs, symbols, rituals, myths and practices that have evolved over time. These in turn create common understanding among members as to what the organization is and how its members should behave. Organizational culture refers to norms of behavior and shared values among the people items which can be changed to increase the performance of an organization. Chapter II Levels of expression of organizational cultureAccording to Schein (1992) organizational culture is discernible at three different levels: artifacts, values and basic assumptions. ArtifactsIt is widely agreed that the most readily observable but least exact expression of the shared meanings of the culture are represented by artifacts. Artifacts include things and the arrangement of things in an organization, as well as observable behaviors captured by organizational stories and ceremonies, rites and rituals (habitual activities rooted in values and basic assumptions like weekly or monthly departmental meetings or presentations), and norms (unwritten rules for appropriate and inappropriate behaviors). Artifacts of a culture are quickly detected but the share meaning is the key for appreciating and becoming deeply aware of the organizational culture. Values Values, defined by Schein (1992) as someone’s sense of what ought to be, as distinct from what is, represent the second level of organizational culture. Shared values are important concerns and goals shared by most people in a group that tend to shape group behavior and that often persist over time even when group membership changes (Kotter, 1996). The basic issue at this level of organizational culture is the members’ determination of what works or is successful for a given organizational problem. Values can be both espoused and enacted; however, adults pay the greatest attention to enacted or operationalized values and are more inclined to modify their own values in response to them than to values that are solely expressed or espoused (Lawson and Shen, 1998). The validity of a given value is determined by testing the preferred solution against physical or social realities. For example, out of many comparable manufacturing processes, one is selected or valued because it yields the most durable product or particular activities are performed in particular ways because the feel right or are accepted by a large majority of organizational members as the right thing to do. Hence, what works and what members agree works becomes the anvil against which values are hammered out for a particular organizational culture. Basic assumptionsAccording to Schein (1992) when the initial preferences for organizational problem solving continue to be successful, organizational members increasingly take the originally tentative solutions for granted and come to believe that their selected solutions actually reflect reality because they have continued to be successful. If a solution works repeatedly, it must be true, and any doubt about its efficacy is eliminated from the minds of the members and eventually from the cultural mind of the organization. For example, if the members of an organization share the beliefs that they must first and foremost learn to harmonize human actions and desires with the elements of the world, such as clean air, water, open spaces, and respect for vegetation and other living creatures it is most likely that they will be working for a â€Å"green organization†. As the members act on their fundamental beliefs and the organization succeeds, grows, and prospers, the fundamental beliefs are taken for granted and simply acted on without further reflection or regard. According to Schein (1992) when these fundamental beliefs are shared, taken for granted and nondebatable, they become the basic assumptions of the culture. Changing basic assumptions is an anxiety-provoking and difficult process that involves double-loop organizational learning or basically changing the important things you have done and still do, rather than single loop learning which involves getting more efficient at what you now do (Lawson and Shen,1998). In conclusion to this chapter we have understood that there are several level of expression in the organizational culture like artifacts, values and basic assumptions which can be determined analyzed and changed. Artifacts are observable behaviors but least exact expression of the shared meanings of the culture; values represent important concerns and goals shared by most people in a group that tend to shape group behavior and also we have the basic assumptions which are the fundamental beliefs shared by all the members about the organization which are very difficult to change, but it’s possible to do this. Chapter III Cultural Change StrategiesOrganizational learning and organizational culture are intimately linked to each other, and this linkage  provides the bases for instituting organizational cultural change. A number of different changes are possible, including elimination of existing cultural forms that symbolizes the old ideology, modification of existing cultural forms to express the new ideology, and creation of new cultural forms (Yukl, 1998). Schein’s change strategySchein’s (1992) leader-centered change strategy is perhaps the most fully articulated. It is a strategy that involves a clinical relationship between outside consultants and informed and cooperative insiders whose primary joint task is to identify and then change the basic assumptions of the organizational culture primarily by changing either the leaders’ assumptions or changing the leaders. The external or outside consultant has the distinct advantage of independence and transience (Wallace and Hall1996). As an outsider, the external consultant is independent of the organization’s hierarchy and status system. Detached financially, socially, and emotionally from the consultee’s system. The outside consultant is in a position to be more objective in the assessment and diagnostic stages of the consultation process, and is free to offer new perspectives and paradigms for action. We consider that the outside consultant it’s very important to have in a change process from the organization. Schein (1992) identified specific primary strategies that can be applied to change an organizational culture. All these strategies focus on the formal (and informal) organizational leader or leadership team and include for example: what leaders pay attention to, measure, and control; how leaders react to critical incidents and organizational crisis; observed criteria by which leaders allocate scarce resources; deliberate role modeling, teaching, and coaching; observed criteria by which leaders recruit, select, promote, retire, and excommunicate organizational members. Schein (1992) also identified secondary strategies and reinforcement mechanism to change organizational culture that include modifying  organizational rites, rituals, and stories; structuring reward system to promote change; and revising formal statements, such as the organizational mission statement (what we do), vision statements (what we aspire to be), value statements and recruitment materials. Schein’s cultural change process focuses primarily on the leader or leadership team and involves the external consultant working closely with organizational insiders who are committed to organizational change and have sufficient influence to an impact on many members of the organization. Lawson and Shen Cultural Change StrategyLawson and Shen cultural change strategy combines features of different approaches that, in one way or the other involve changing norms, or unspoken rules of behavior, reward systems and organizational rites or organized and planned activities that have both practical and consequences (Lawson and Shen, 1998). Basically, there are three phases to these cultural change strategy: assessment; construction and implementation of cultural and learning change projects and organizational outcome measures and project modifications. Lawson and Shen (1998) recognize too the importance of the external consultant in the changing process of the organizational culture. Phase 1, assessment, involves three steps: identifying the client, increasing cultural awareness and establishing baselines. In the first step the external consultant focuses on identifying the organizational processes of motivational systems, leadership, decision making, conflict resolution, and individual – organizational change as the client for the change program, rather than a particular individual, group, or unit. It is important to indicate that these organizational processes will change only if individual members who give life to them change their shared and unifying patterns of thoughts, feelings, values, and actions about the critical issues in the organization. Phase one also involves increasing cultural awareness by assembling as many of the documents that serve as a preliminary directory of an organizational culture. To obtain information about organizational stories, jokes,  ceremonies and rituals; information from external persons or organization that interact regularly with the target organization. And establishing cultural baselines by creating a document that describes the current organizational culture. From the assessment document, the leadership, committed organizational members and the change consultant can identify the cultural baselines and focal processes around which the consultant can build cultural change projects. Phase 2, construction and implementation of cultural and learning change projects, is the action phase. Once the draft mission statement is completed, the consultant expect some suggestions for revision and discuss the document to give everyone an opportunity to participate in the process. The external consultant expect suggestions from the internal consultant or from the manager of the organization. The internal consultant is aware of the existence of sensitive records and data; through experience the inside consultant has prior knowledge of the organization’s history, social structure, power structure, communication channels, politics, and local customs and beliefs in the organizational community. In addition, it is important to have a good collaboration between the external consultant and the internal consultant because the insider has command of the organization’s language – the jargon (favorite terms and phrases unique to the organization) which is very important to make an implementation of cultural and learning change (Wallace and Hall, 1996). Here it is appropriate to establish some learning experiments in which a current process that supports the new mission statement is described and root causes of problems and barriers to change are identified and then to start implementing a change in a given process while monitoring changes in performance. Last it is important to initiate or reinforce an existing rite of enhancement. Phase 3, organizational outcomes measures and project modifications, includes a synthesis and interpretation of performance or outcome measures for all  cultural change projects and then decision about what modification of existing cultural change project are required and established as the way to do things in the organization. It is critical to provide systematic feedback to members so they become aware of their individual and collective sense of efficacy (capacities to execute specific patterns of actions), identify the extent of resistance to change and help to identify barriers to change in the organizational culture (Lawson and Shen, 1998) . Cultural transformation requires time and if the leadership is not prepared for a sustained campaign then the focus will be lost and the transformation effort will dwindle and die. A good collaboration between the external consultant and the leadership of the organization is required for the success of the changing process which may take a couple of good years. Kotter (1994) affirm too that culture changes only after you have successfully altered people’s actions, after the new behavior produces some group benefit for a period of time, and after people see the connection between the new actions and the performance improvement. In conclusion to this chapter we have understood that a number of different changes are possible to make in an organizational culture, including elimination of existing cultural forms that symbolizes the old ideology, and creation of new cultural forms in the organizational culture to save an organization and to make it if profitable and more efficient. We indicate that both cultural change strategies are worthy to be followed considering that both accept the importance of an external organizational psychologist consultant who is working closely with the internal consultant / manager and is promoting change strategy that involves the leadership team and change strategy for the other members of the organization by creating reinforcement mechanisms to modify organizational rites, rituals, to promote an holistic change in the organization. ConclusionsIn conclusion to this paper project it is essential to remember that organizational culture is a situational variable that influences, to  various degree, all members of an organization. We have learned that organizational culture is the unifying and shared pattern of thoughts, feelings, values, and actions that serve to bind together organizational members and distinguish them from nonmembers. Organizational learning and organizational culture are linked to each other and this provides the bases for instituting organizational cultural change. We have seen two specify change strategies and the steps to implementate them which can be applied in a wide variety of organizations. We have understood that a solid understanding of organizational culture minimizes the unnecessary expenditure of attention and emotions regarding what, how, when and why to think, value, feel, and act in the workplace. REFERENCES _____Yukl, G. (1998). Leadership in Organizations. (4th ed.). Upper Saddle River, NJ: Prentice Hall_____ Kotter, P. John, (1996). Leading Change, Boston: Harvard Business School Press_____Lawson, R.B., Shen, Z. (1998). Organizational Psychology. Oxford: Oxford University Press_____Robbins, P. Stephen, (1990). Organization Theory – Structure, Design, and Applications. Englewood Cliffs, New Jersey: Prentice Hall_____ Robbins, P. Stephen, (1994). Management -fourth edition. Englewood Cliffs, New Jersey: Prentice Hall_____Stoner, A. James, Freeman, R. Edward, (1992). Management. Englewood Cliffs, N.J.: Prentice Hall_____Wallace, A. William, Hall, L. Donald (1996). Psychological Consultation – Perspective and Applications. Pacific Grove, C.A.: Brooks / Cole Publishing Companycopyright  © Sorin Balogh

Free Essays on Wilfred Owen

A poem which I have recently read is: â€Å"Dulce Et Decorum Est† by Wilfred Owen. The main point Wilfred Owen tries to convey in this poem is the sheer horror of war. Owen uses many techniques to show his feelings, some of which I’ll be exploring. Wilfred Owen is a tired soldier on the front line during World War I. In the first stanza of Dulce Et Decorum Est he describes the men and the condition they are in and through his language shows that the soldiers deplore the conditions. Owen then moves on to tell us how even in their weak human state the soldiers march on, until the enemy fire gas shells at them. This sudden situation causes the soldiers to hurriedly put their gas masks on, but one soldier did not put it on in time. Owen tells us the condition the soldier is in, and how, even in the time to come he could not forget the images that it left him with. In the last stanza he tells the readers that if we had seen what he had seen then we would never encourage the next generation to fight in a war. Owen uses imagery constantly to convey the conditions and feelings experienced during this war. Firstly I will be exploring Metaphor as it is used so much in this poem. The first metaphor which I will examine is: â€Å"Haunting Flares† on line 3 of the first stanza. This quote has so many connotations, my first opinion on this was that the flares which the enemy are firing to light up the battle field are said to be representing the souls of the soldiers fallen comrades. This could also be said to represent the power the enemy has on their own mortality as the bright flares would light up the battle-field exposing everything to their view, this indicates that the enemy always seem to have power upon the soldiers, almost godly. The second metaphor which I will explore is: â€Å"An ecstasy of fumbling† on line one of the second stanza. This metaphor is significant as it describes the quick manner in which the soldiers will have been t... Free Essays on Wilfred Owen Free Essays on Wilfred Owen A poem which I have recently read is: â€Å"Dulce Et Decorum Est† by Wilfred Owen. The main point Wilfred Owen tries to convey in this poem is the sheer horror of war. Owen uses many techniques to show his feelings, some of which I’ll be exploring. Wilfred Owen is a tired soldier on the front line during World War I. In the first stanza of Dulce Et Decorum Est he describes the men and the condition they are in and through his language shows that the soldiers deplore the conditions. Owen then moves on to tell us how even in their weak human state the soldiers march on, until the enemy fire gas shells at them. This sudden situation causes the soldiers to hurriedly put their gas masks on, but one soldier did not put it on in time. Owen tells us the condition the soldier is in, and how, even in the time to come he could not forget the images that it left him with. In the last stanza he tells the readers that if we had seen what he had seen then we would never encourage the next generation to fight in a war. Owen uses imagery constantly to convey the conditions and feelings experienced during this war. Firstly I will be exploring Metaphor as it is used so much in this poem. The first metaphor which I will examine is: â€Å"Haunting Flares† on line 3 of the first stanza. This quote has so many connotations, my first opinion on this was that the flares which the enemy are firing to light up the battle field are said to be representing the souls of the soldiers fallen comrades. This could also be said to represent the power the enemy has on their own mortality as the bright flares would light up the battle-field exposing everything to their view, this indicates that the enemy always seem to have power upon the soldiers, almost godly. The second metaphor which I will explore is: â€Å"An ecstasy of fumbling† on line one of the second stanza. This metaphor is significant as it describes the quick manner in which the soldiers will have been t...

How Sequestration and Mandatory Federal Spending Cuts Work

How Sequestration and Mandatory Federal Spending Cuts Work Sequestration is the federal governments way of applying mandatory spending cuts across most programs and agencies during the budgeting process. Members of Congress use sequestration to reduce spending across the board when the governments annual deficit reaches a point that is unacceptable to them. Congress imposed spending caps on discretionary portions of federal spending through 2021, a move that was designed to save taxpayers about $1.2 trillion over nearly a decade. Sequestration  Definition The Congressional Research Service defines sequestration  this way: In general, sequestration entails the permanent cancellation of budgetary resources by a uniform percentage. Moreover, this uniform percentage reduction is applied to all programs, projects, and activities within a budget account. However, the current sequestration procedures, as in previous iterations of such procedures, provide for exemptions and special rules. That is, certain programs and activities are exempt from sequestration, and certain other programs are governed by special rules regarding the application of a sequester. Whats Affected By Sequestration When Congress uses sequestration, spending cuts happen to to both military and non-military spending, including important social programs such as Medicare. Most of the mandatory spending cuts come from non-military agencies and programs in the departments of Agriculture, Commerce, Education, Energy, Environmental Protection, Health and Human Services, Homeland Security, NASA and Transportation. Whats Not Affected by Sequestration Several programs - most notable those for senior citizens, veterans and the poor - are exempt from sequestration cuts. They include Social Security, Veterans Affairs, Medicaid, food stamps and Supplemental Security Income. Medicare, however, is subject to automatic cuts under sequestration. Its spending cannot be reduced by more than 2 percent, however. Also exempt from sequestration are congressional salaries. So even though federal works are furloughed or laid off to save money, elected officials still get paid. Sequestration  History The idea of imposing automatic spending cuts in the federal budget was first put in place by the Balanced Budget and Emergency Deficit Control Act of 1985. Sequestration is rarely used, however, because of the negative consequences severe spending cuts have on programs and services for citizens. Even when Congress uses sequestration, it does so as a political tool to force voluntarily spending reductions and often doesnt allow the full cuts to take effect. Modern Examples of Sequestration The most recent sequester was used in the Budget Control Act of 2011 to encourage Congress to reduce the annual deficit by $1.2 trillion by the end of 2012. When lawmakers failed to do so, the law triggered automatic budget cuts to the 2013 national security budget. A super Congress made up of a select group of 12 members of both the U.S. House of Representatives and U.S. Senate was chosen in 2011 to identify ways to reduce the national debt by $1.2 trillion over 10 years. The super Congress failed to reach an agreement, however. The sequestration cuts imposed in the 2011 legislation took effect in 2013 and continue through 2021. Opposition to Sequestration Critics of sequestration say spending cuts threaten national security through Defense Department reductions and harm the economy because federal works are often furloughed or laid off. These cuts will make it harder to grow our economy and create jobs by affecting our ability to invest in important priorities like education, research and innovation, public safety, and military readiness, said President Barack Obama, who was in office when the sequestration cuts of 2013 took effect.

Coca Cola Company and its Product Modifying Method to meet FDA Essay

Coca Cola Company and its Product Modifying Method to meet FDA standards - Essay Example With consumers worldwide becoming more and more cautious and watchful about their health, they are choosing to eat healthy and preferably live a healthy life. This follows the fact that deadly diseases such as cancer are on the rise and experts point out that these diseases are befalling most people due to their eating habits. This aspect has seen many companies including Coca Cola seek specific ways of modifying their products in order to meet the speculations set herein by special food governing bodies, which include but not limited to the Food and Drug Administration (FDA). Research findings posit that Coca-Cola Company and PepsiCo Inc. are currently changing the procedures followed in making some of their products such as the caramel coloring commonly used in the sodas (50). This comes following the implementation of the Californian law that forces all products that contain a particular level of carcinogens should always come with a label of cancer warning. Ideally, this enforcement comes along with some consequences since very few people would risk purchasing a product that can cause cancer unto their lives. The company’s SWOT Analysis describes all the facts regarding what it intends to have its products free of any speculations. Web, http://www.google.co.ke/imgres?um=1&hl=en&client=firefox-a& sa=N&rls=org.mozilla:en-US:official&channel=fflb&biw=1024&bih=610&tbm=isch&tbnid=dg5-NnM39-yN4M:&imgrefurl=http://tommytoy.typepad.com/tommy-toy-pbt-consultin/branding/page/2/&docid=HIy0iWonP0H8YM&imgurl=http://tommytoy.typepad.com/.a/6a0133f3a4072c970b0167630ab61e970b-500wi&w=375&h=274&ei=vSInUf-fKsjN4QSt-YHADg&zoom=1&ved=1t:3588,i:219&iact=rc&dur=214&sig=100064067000265222398&page=3&tbnh=186&tbnw=255&start=33&ndsp=18&tx=145&ty=39 Currently, Coca Cola is undergoing a series of transformations specifically in the production of its products with the aim of ensuring it meets the set standards provided by the FDA. The company is now looking into the details of most of its recipes in order to ensure that it produces beverages that are in line with the recommendations and regulations of FDA. Given that research findings opine caffeine as well as tannin mixtures with cancer related causes, people are taking a step forward towards doing away with products said to have such ingredients in t heir contents (59). Change of such consumer market has seen most companies head towards the verge of losing a large market base. However, in order to ensure continued profitability, Coca Cola which happens to be one of the world’s largest producer and distributor of beverage products resolve to come into terms with the FDA standards which require companies to observe health regulations and recommendations. On March 7, 2012, Coca Cola Company asserted that its use of caramel coloring in preparing its drinks has always resolved to put into consideration the necessary requirements and thus is safe. Douglas Karas, FDA spokesperson stated that FDA is working round the clock and ensuring that companies like Coca Cola and Pepsi provide their consumers with quality beverages that pose no challenge to the users. According to Beverage Digest, one of the most active industry trackers, PepsiCo and Coca Cola hold the largest percentage (90%) of beverage productions manufacturing. As such, analysts claim that they can pose the most immense crisis if at any one point ended up consuming products that have high levels of carcinogens (66). This indicates that

Reflective Learning Log Essay Example | Topics and Well Written Essays - 1000 words

Reflective Learning Log - Essay Example Every new type of problem literally gives me a blackout and I need to rest my brain periodically. It is very tough to start work and I tend to procrastinate as much as possible. Only repetitive problems are enjoyable for me. Mental calculations are very difficult and I have to use calculator even for simple addition and subtraction unlike many of my classmates. Essay writing is relatively easy but here again the structured essays are difficult to master especially writing introduction, body and conclusion. I have yet to fully grasp reference style both in text citation and reference list at the end of the essay. The time after classes is spent in gossiping and lounging around with friends. On coming to the room, the computer games and internet beckon me and I spend most of the room immersed in the computer either playing games or surfing the net for entertainment. At the end of the day when I discover that assigned work needs to be completed, I usually work late and study half heartedly which makes it difficult to wake up on time for the next day. These logs have given me tremendous feedback. My attention and concentration in class was always good, yet I had never consolidated on my quick grasping ability. Now I have realized that despite having reasonably good IQ why I was not performing as well as I could have. I know now that just understanding the concepts is not sufficient to get good grades or master a subject. Following were the positive outcomes of my reflective learning: Focus-Once I started writing down the logs of my class studies and reviewing my study pattern, I realized that it was possible for me to change my habits to provide for more number of study hours during the daytime. I was able to eliminate the wasteful activities and start work much faster. I started spending time in the morning planning my day, writing down my plan and checking the achievements at the end of the day. It was difficult initially