Employment Law essay Example | Topics and Well Written Essays - 2000 words

Employment Law - Essay Example Along with this transference, the company requires the redundancy of thirty-five employees out of total fifty employees in the South Sea centre because of bad reputation of the centre and lessening memberships. The company, Keep Fit & Well Co Ltd has a high turnover, but it is liable for unfair dismissals of employees and in case of downsizing or transferring, it is again accountable to the employees. This paper offers legal advises to Abe, Donald and Esme and finally to the employers and employees involved in the transference of Fareham centre to the Fitness Freaks, as many employees have to face redundancy. The employees are highly affected by wrong decisions taken by the company’s administration. In addition, legalization of every employment action is necessary in order to work without any legal claims. Abe has been wronged, as Cathy, the manager of the South Sea centre unjustifiably accused Abe of theft and pushed him into dismissal. She took a one sided decision based on her own will that comes into the category of discrimination. She also dismissed Abe unfairly calling legal action. She conducted the investigation after dismissing Abe, however, she was supposed to investigate the matter beforehand. In Abe’s case, the role of employment tribunal, unfair dismissal and dismissal based on discrimination must be considered in detail to come to a conclusion, as what Abe can claim for the injustice. Employment tribunal resolves conflicting situations between employers and employees and the matters, it usually solves are related to unfair dismissal, redundancy and discrimination1. In addition, the employment tribunal is also referred to be accessed as per ACAS guidelines related to disciplinary rules and procedures2. Unfair dismissal can be explained in legal terms as inability of the employer to provide a justified reason for dismissal of the employee, failure of the employer to follow the legal processing of dismissal or a dismissal based on unfair reason.

Training and Development Initiatives in an Organization Essay Example for Free

Training and Development Initiatives in an Organization Essay Training and development refers to the process to obtain or transfer knowledge, skills and abilities (KSA) needed to carry out a specific activity or task. It includes not just factual and explicit KSAs but also incorporates KSAs that are often difficult to articulate. Training and development will assist employees in the use of new technologies, and communicate and function better in improvised work systems. In order to meet the current and future challenges, training and development assumes a wide range of learning actions, such as training of the employees and knowledge sharing, which would then expand individual and organizational effectiveness. Thus, this would then allow the organization to fully utilize employee’s tacit and explicit knowledge and expands individual, group and organizational effectiveness. Why is Training and Development Important? Organizations are experiencing great, rapid changes due to new technologies, corporate restructuring, continuous rising competition and globalization. These factors have increased the importance of learning and capitalizing on human capital in order to have a sustained competitive advantage over the competitors. Tracey (2003) defined human capital as ‘the people that staff and operate an organization as contrasted with the financial and material resources of an organization. ’ Tracey (2003) also states that human resources refer to the organizational function that ‘deals with the people who manage, produce, market and sell the products and services of an organization. A comprehensive training and development program helps in the consideration of the knowledge, skills and attitudes that are needed to achieve organizational goals and to create a competitive advantage. (Peteraf 1993) Training and development process has assumed a strategic role in organizations. (Stavrou et al. 2004; Apospori et al. 2008). Apospori et al. (2008) had deduced that there is a considerable impact of training on employees’ performance. With the right training and development strategy, rganizations can benefit though enhanced innovation, efficiency, productivity and improvement in the quality of products and services they will be able to provide to their customers. This will yield higher financial gains and it will definitively enhance the organization’s reputation and allow the organization to compete competitively in its industry. Organizations that are consistently and extensively creating new knowledge implements it quickly within its organization through the adoption of new technologies. These activities determine a learning organization, which realize that creation of new knowledge through training and development is becoming the key to success (Vemic, 2007). Training and Development Initiatives: How and why the relationships are expected? Given that human capital play an enormous role in an organization’s competitiveness, training and development initiatives are designed in a way that will help the organization successfully implement its strategy and reach organizational goals. Training is regarded as critical to employee skill acquisition and has been shown to improve productivity at organizational and individual levels (Bartel, 1994). Training and development does increase employment duration and continuity (Gritz, 1993) and managerial advancement. Organization managements have also realized that training and development is an imperative procedure that can contribute to employees’ increased work morale as well as increased motivation and job satisfaction. With an increased motivation and job satisfaction, this would ultimately improve employees’ performance in the organization. Studies have also shown positive relationships between training and development strategies and employees’ performance and work morale (Vemic, 2007). This is especially so as the relationship between the organization and the employee has changed tremendously over the years. There is a greater importance and value attached to employees’ contributions. In today’s society, employees play a key role towards establishing a successful organizational performance. Training and Development has Positive Impacts on Employee’s Work Morale/Motivation Studies have also found that the success of training and evelopment is directly related to the degree of employees’ motivation (Colquitt, LePine and Noe, 2000). This is because employees’ motivation/work-morale is derived from the training and development opportunities, which allow them to enhance their skills and move up the corporate ladder. Employees consider training and development a non-monetary incentive or a form of reward for an employee. (Fischer and Nunn, 1992) In addition, when employees are selected for training and development programs, it increases employees’ post-training organizational commitment, self-efficacy and training motivation. Employees tend to feel a higher job satisfaction and empowerment in their workplace. Thus, the higher the training motivation, the more the employees are willing to participate in future training and development programs and the better the employee’s work morale/motivation becomes (Tharenou, 2001). Training and Development has Positive Impacts on Employees’ Performance Training and development allows organizations to achieve management objectives, resolve issues and align cultures to their mission and values. With training and development, employees learn new skills and knowledge, such as specialized skill training, which not only increase safety and productivity but also leads to improved employees’ performance. Studies have also found that it increases efficiencies in organizational processes and an increased capacity to adopt new technologies and methods. In Chart’s (2000) Exploratory Benchmark Survey, 70% of the respondents have agreed that training and development has a positive impact on their work performance and organization’s ability to improve occupancy and overall financial profitability. In addition, well-trained employees are also happier with their jobs and are more likely to stay, hence increasing the retention rate in the organization (Berta, 2001). Theoretical Gap: Training and Development can have Negative Impact on Employees’ Performance and Work Morale However, training and development can also have negative impact on employees’ performances and work morale. In every organization, there are underrepresented groups who have fewer hours of training and development than others. Some are even deprived of training and development opportunities. For example, research has found that women are likely to gain fewer hours per year of training and development than men because they are at lower managerial levels. It could also be due to the fact that mostly female employees are having additional responsibilities from their families. Similarly, those with disabilities and from non-English-speaking backgrounds are found to have less training and development opportunities. Secondly, studies have also suggested that employees who are not selected for training and development programs will feel a high and intense level of deprivation in the organization. When employees are deprived of training and development opportunities, they tend to reflect on the loss and the valence of the outcome. This reflection leads to thoughts about how their outcomes could have been different if they were given the opportunity to participate in the organizations’ training and development programs (Epstude Roese, 2008). This would then lead to the recognition and resentment of this deprivation. Deprived employees will then start evaluating the unfairness and their disadvantaged situation. As a result, it further decreases their intention to participate in future training and development initiatives, as they feel resentful. Therefore, deprived employees may perceive unfairness in the organization’s structure and this will negatively affect and impact on their work performance and work morale/motivation. Lastly, training and development can also have negative impact on employees’ work morale/motivation especially when employees have participated in the training and development courses but there is no sense of self-efficacy in the workplace and employees feel alienation. In this case, employees’ work-morale/motivation is measured at a higher level such as the responsibilities given to the employees, the avoidance of routine tasks and the employees’ participation in organization’s decisions and strategic planning. Instead of feeling motivated after training and development, if the employee is not given the recognition or the desired opportunities to take up distinguished leadership roles in the organization, they become resentful, which will then affect their work morale and result in negative work performance (Pettigrew, 2002). Conclusion Overall, this research takes a step towards better understanding of the extent to how training and development initiatives in an organization can impact on employees’ performance and work morale/motivation. As the global economy becomes increasingly knowledge based, the acquisition and development of human capital has become increasingly essential to firm’s sustainability and success. Organizations often carefully select workers who are willing and eager to participate in training and development initiatives. However, organizations must have a better understanding about what their employees want to learn and improve in (Maxey, 2002). In addition, organizations should also provide equal and fair advancement opportunities to all employees within the organization, regardless of factors such as gender and work experience. Based on the above analysis, future research should focus on employees’ motivation for training and development. This would allow organizations to better identify the various reasons their employees are motivated to attend training and development programs. With a better understanding in this area, organizations can utilize these motivational factors to increase employees’ willingness and desire to participate in training and development programs. As such, this can then improve their work-morale and work performance. In addition, future research should focus on how to establish a fair training and development procedures as these procedures are important cues to employees about their worth within the organization and it also communicates respect and value to their employees (Smith Tyler, 1996).

Analysis of the Coffee Industry in Ethiopia

Analysis of the Coffee Industry in Ethiopia SUMMARY Ethiopia is the home and basis of inherent resources and coffee Arabica diversities. It relies greatly on export of key agricultural products in which coffee is the major and significant crop. The country has a reputation of high quality coffee due to its branded varieties of coffee. But, most of the coffee farmers in Ethiopia are not capable of getting the benefits connected with production and marketing of a finest quality product due to production, institutional and organizational supports, storage and functioning of domestic and international market related constraints (ODI, 2009). Smallholder farmers are the main producers of coffee by contributing 95 percent of the total coffee output in Ethiopia. However, the different challenges faced by coffee farmers chiefly affect their livelihood and discourage them to engage actively in the process of coffee production and marketing which lead to a significantly decreases in the country’s foreign exchange. This suggests that it is very critical to study and monitor systematically the production and marketing systems in all coffee growing areas of the country for the sake of planning and designing suitable research and development interventions that are applicable to the specific systems. Thus, the purpose of the study is to analyze the trends of coffee sector in Ethiopia in general and generate baseline information on production and marketing of coffee in Mana woreda of Jimma zone, one of the coffee growing areas of Ethiopia in particular by concentrating on parameters like production, marketing, institutional and organizational support conditions and challenges and opportunities of the farm households. To achieve the objectives of the study, Mana woreda was purposefully selected. A two stage random sampling technique was applied for the study as there were two sample units, i.e., Kebeles (Peasant Associations) and farm households. In the first stage, four kebeles were selected randomly out of 27 kebeles in the study woreda. In the second stage, a total of 90 farm households were selected randomly from all of the four kebeles to generate a year round primary data on coffee production and marketing by means of semi-structured questionnaire. The required secondary data were also collected from relevant data sources. Microsoft Excel 2010 was used to enter the row data and exported to the statistical software called â€Å"SPSS version 20† to analyze the data for descriptive statistics method of analysis. The socio-economic characteristics of the sample respondents in the study area revealed that majority of coffee farm households were males (93.3%) whereas the remaining were females. The age of the farm household head ranges from 20 to 68 years. The average age of the coffee farmers was 42.23 years. About 90 percent lie within the most actively working age category (18-64 years). 92.2% of the farm households were married while the rest were widowed and single. The average family size of the farm households was 5.44. The distribution of household heads by their level of education showed that about 42.2% of farm household heads were illiterate and 27.8% can read and write. 24.4% had formal education up to grade 8, while 5.6% attained secondary education and above. An average dependency ratio of farmers is 0.71, which is better off compared to the national average, i.e., 0.97. All of the farm households in the study area were practicing farming activities, where cultivation of coffee took the major share. Coffee production (forest, semi-forest and garden coffee) is the main means of livelihood. Grain production (mainly Maize, Sorghum and Teff), Fruit production (especially Avocado) and Off-farm activities are also reported as the other means of income for the farm households. The coffee farmers have an average of 21 years of farming experience (ranging from 4 to 38 years) in coffee production. The majority of the sample farmers (82.2%) own the land between 1 ha and 3 ha. The average land holding in the study area was 1.84 ha per household (min. 0.5 ha and max. 6 ha) which is two times more than the national average (0.8 ha). About 67.8 percent of smallholder farmers acquired their land through inheritance from their families and 27.8 percent has got the land officially from the governed kebeles (Peasant Associations) through redistribution. The study found out that crop production is the primary farming activity in the study area where cultivation of coffee took the major share. Coffee production (forest, semi-forest and garden coffee) is the basis of livelihood for the farmers. Farm households allocate larger portion of their land for coffee production and used inter-cropping method of producing coffee with other crops mainly for consumption purposes and some of the crops helped to produce more coffee by serving as shade trees. Majority of the farmers owned forest and semi-forest coffees. Only 10 percent of the farmers cultivate garden coffee. The average yield of produced coffee was 13.33 quintal/ha which is larger than the national average (7.2 quintal/ha). All of the farmers produced both red cherry and sun dried coffee. The proportion of sun dried coffee (63%) is higher than that of the red cherry (37%). Farm households used different sources of labor for their coffee farm work (such as land clearing, planting and harvesting) in the study area. The major source of labor was family labor (75%). Traditional form (Debo) and hired labor were also the other sources. The entire coffee farmers were not used inorganic fertilizer, and chemical inputs like insecticide or pesticide for their coffee production. But majority (64.4%) of the farmers used traditional or organic manure instead of chemical inputs. This confirms that the type of coffee produced in the study area was naturally organic. They also have a habit of planting new coffee seedlings which are provided from their own nursery, local market and woreda ARDO. Coffee is harvested at the full maturity stage and stripping method of harvesting is mainly used since majority of the farmers owned forest/semi-forest coffees. Coffee farmers used traditional and temporary storage houses with poor storage facilities which affected negatively th e inherent qualities and appearance of the green coffee. Results about coffee marketing showed that coffee growers, local collectors, wholesalers and cooperatives participated in coffee marketing channels with an availability of market places near to villages and with easy road access and proximity to larger towns. Farmers sell their coffee in the form of red cherry during harvesting and in sun-dried form after storing for some months for cooperatives, local collectors and wholesalers. The prices of red cherry and sun-dried coffee in the market were not stable and fluctuating from time to time. Meanwhile, the trend of coffee market is apparently decreasing across time as a result of this fluctuation and volatility of coffee price. Cooperatives purchase the majority of the red cherry coffee and give better coffee prices more than the local traders. Farm households were forced to sell their coffee produce at a lower price to local traders who exclusively set the price when cooperatives are inactive in the market due to absence of collective bargaining power and lack of price and market information. The principal cost of the farmers was cost of transporting coffee to the market followed by labor cost. Regarding with institutional and organizational support schemes for coffee farmers, denial to formal credit is predominant for majority of the farm households despite the closeness to financial institutions in the study area due to restricted criteria or inappropriate loan terms (related to grace period, duration of payment and collective eligibility), high rate of interest and inaccessibility of credit agents. The extension services provided for farmers from DAs were not adequate and effective enough to support farmers in order to enhance their coffee production and marketing activities because of shortages of technical expertise, facilities as well as ineffective means of communication. Primary cooperative associations which deal with coffee are found in the study area and most of the coffee farmers (85.6%) are members. The members are mainly benefited from cooperatives in getting better price than other traders, accessibility to sell their coffee products, transportation, provision of credit and training services. Thus, cooperatives are playing a vital role in improving the production and marketing problems of coffee farmers. Coffee farm households in Mana woreda faced both production and marketing problems. One of the most frequent production problems encountered by coffee farmers was coffee berry disease. This is exacerbated since all of the farmers are producing organic coffee which excludes the use of fungicides and other chemicals. High number of old trees death and shortage of shade trees; absence of improved technologies or traditional way of production; inadequacy of appropriate extension services with qualified experts; change of weather condition; scarcity of land and shortage of improved seeds and its higher cost were the other production constraints faced by the coffee farmers. The most frequent marketing problem was coffee market price volatility. Transport facilities; lack of price and market information; absence of collective bargaining/price setting; lack of access and availability of credit; middle men interference; theft; and traditional storage facility and packing materials were also t he subsequent marketing problems of coffee farmers in the study area. Despite the challenges, there are also opportunities for coffee farmers in Mana woreda. Suitable agro-ecology, accumulated traditional or ancestral knowledge of farmers with experience; better access to infrastructure and proximity to local market places; variety of coffee types suitable for roasting industries; cheap provision of labor; growing domestic coffee consumption and a scope of value added niche product are the main opportunities. Therefore, relevant development programs that participates the farming community under the prevailing farming system should be planned and effectively executed. A number of actions need to be undertaken in order to promote the development of coffee market chain. This particularly includes, capacity building, technological applications and improved extension services. Institutional and organizational support condition is also a key to improve the coffee production and marketing constraints of farm households. In this ground, emphasis should be given to expand transportation system and storage facilities, offering formal credit and effective extension services and strengthen cooperative associations to support farmers in coffee production and marketing.

Researching Socratic Pedagogy and Education in Platos Republic Essay

Researching Socratic Pedagogy and Education in Plato's Republic ABSTRACT: Though Plato never wrote a dialogue that explicitly asks, "What is education?", few argue that he is uninterested in the subject; after all, Plato, like Socrates, was a teacher. In his magnum opus, the Republic, Plato deals with education repeatedly. The eduction of the guardian class and the allegory of the cave present two landmark pedagogical passages. Yet to catch a glimpse of Socratic pedagogy, we must first sift through the intricacies of dialogue. In addition to the complexity inherent in dramatic context, it seems clear that Socrates’ remarks are often steeped in irony. Thus, we stumble upon a problem: how should we read these passages on education? Does Plato mean for us to read them genuinely or ironically? I will argue that Plato uses the dramatic context of the Republic to suggest that Socrates presents the education of the guardians ironically, while reserving the allegory of the cave for a glimpse of Socrates’ genuine pedagogy. I. Introduction Though Plato never wrote a dialogue that explicitly asks, "What is education?", few argue that he is uninterested in the subject; after all, Plato, like Socrates, was a teacher.(1) In his magnum opus, the Republic, Plato deals with education repeatedly. The education of the guardian class and the allegory of the cave present two landmark pedagogical passages. Yet to catch a glimpse of Socratic pedagogy, we must first sift through the intricacies of dialogue. In addition to the complexity inherent in dramatic context, it seems clear that Socrates' remarks are often steeped in irony.(2) Thus, we stumble upon a problem: how should we read these passages on education? Does Plato mean for us to rea... ...l 1988) 214-231. (10) by undesirable, I mean that Socrates wants to prohibit the guardians from even considering something contrary to the ideal for fear that they may be corrupted. (11) Werner Jaeger, Paideia: The Ideals of Greek Culture (New York, NY: Oxford University Press, 1943), 294. (12) Again, this is just the sort of response we see in Glaucon when Socrates begins the analogy of the cave (515a). (13) both the convention of those in his environment and the convention that he himself has sensorily experienced to be true in his environment (14) In light of the perdicament of the cave dwellers, it is clear that the teacher is absolutely necessary if philosophic insight is to occur. The cave dweller will never leave the prison on his own, only the teacher can forcibly free him from his shackles. (15) op cit. (16) op cit. (17) Miller, 5.1

Activity Based Management Systems

Noverre is seeking to state here that the maitre de concert dance should non try to utilize force and coercion to accomplish his coveted result, and that he should more or less be present merely to offer words of advice and non to implement anything on the terpsichoreans. Similarly, if we transpose this into the context of dance instruction, a good dance pedagogue should non turn his or her pupils into some sort of machine-controlled automatons by take a firm standing that the pupils all simply follow and transcript him. This does non promote any sort of artistic and aesthetic sensitivenesss in the pupils, nor does it excite the scholars to develop their ain sense of look, passion and individuality in their ain dance. They therefore create pupils who are mere C transcripts of themselves who will non last nor travel far in the dance universe because they have non been taught to believe for themselves. In add-on, dance instruction should perservere to supply a acquisition environment t hat non merely offers encouragement and advice on how to better themselves and their dance, but one that will excite the pupils ‘ creativeness and artistic virtue. Dance pedagogues should besides move as wise mans who are at that place to steer the pupils alternatively of smothering them by throwing them into an environment where the pupils learn under fright and by force. Based on the citations below, dance is an abstraction of world and it should be expressive. To develop a terpsichorean is to prepare an creative person who is technically adept, aesthetically sensitive, intelligent, and creatively expressive. How do you, as a dance pedagogue, develop the aesthetic sensitiveness, interpretative ability and originative expressivity of your dance pupils? As a dance pedagogue, the first measure for me towards developing aesthetic sensitiveness, interpretative ability and originative expressivity of my pupils would be to concentrate on 3 watercourses: prowess, aesthetics, and cultural grasp of dance. The pupils would hold to make, experiment, and ticker and the combination of these 3 actions would in bend lead to a greater grasp of and for dance as a signifier of art. I would desire my pupils to non merely dance, but besides create – as in, choreograph because it is through this procedure where they would develop a great sense of artistic virtue and esthesia. I would besides desire them to watch a great assortment of dance shows and non merely simply limit themselves to state concert dance, or pat. This would open their positions in the universe of dance and assist them to pull on many inspirations when they dance and create in category. Ultimately, I want to make pupils who are motivated to believe for themselves, and who are a ble to pull upon their ain personal cognition and experiences and link these to their dance. This I feel, would enable them to hone their interpretative and artistic accomplishments and go believing terpsichoreans with a great deepness of non merely intelligence, but proficient and artistic accomplishment. What in your thought, are the elements that need to be integrated to put up a meaningful acquisition context for your dance pupils? In my sentiment, to develop a really strong sense of kinaesthetic intelligence is needed to being with, because it is of import for the pupils to hold on the construct and be able to associate really closely both head and organic structure in their dance enterprises. This can be brought about by developing our focal point on the procedure in dance instruction whereby the 3 watercourses of artistic, aesthetic and cultural grasp of dance culminate to supply a meaningful acquisition context. In add-on, I feel it is of import that we include the component of easing the acquisition of dance through other academic subjects and life accomplishments. This in bend makes the whole experience of dance instruction double meaningful because it enables the pupils to pull upon their ain personal experiences and convey these into developing their ain alone individualities and believing in dance. Furthermore, it is besides of import non to bury to include the indispensable proficient facets of dance such as the find of beat, infinite, way, attempt, kineticss, locomotor, and motion motives and unite these with the non-locomotor facets of dance such as look, representation and public presentation to make a wholistic acquisition environment for the pupils. Furthermore, it is of import to incorporate cognition and cognitive intelligence together with bodily and kinaesthetic intelligence so that the pupils come to recognize that dance as a signifier of art is non merely about mere superficial proficient glare and aesthetic beauty and that there is far more to it than meets the oculus. How would you use the construct of incorporating reason and prowess to dance instruction? This is a really of import issue that should be addressed because there is a really all right line between being nonsubjective and excessively nonsubjective, or being subjective or excessively subjective. However, this is a line that we as dance pedagogues frequently need to step on because of the nature of dance as a signifier of art. We can non trust on ever the merchandise – by concentrating merely on proficient ability, we hence negate the elements of look and individuality in the public presentation of dance. However, if we rely excessively much on the procedure of learning dance and acquire so caught up with stimulating creativeness and look in the pupils, so we are besides contradicting the factor that dance is finally, a signifier of art that serves to showcase aesthetic glare and extended proficient capablenesss that audiences ever look for. Therefore, there needs to be an equilibrium that is applied between reason and prowess in learning whereby the pedagogue needs t o ever be cognizant of the balance between keeping and bettering the pupils ‘ proficient abilities and yet at the same clip seek to foster their unconditioned sense of prowess to make an art that is aesthetically delighting. I would use this construct of incorporating reason and prowess in dance instruction by using the midway theoretical account of learning as proposed by Smith-Autard in her book ‘The Art of Dance in Education ‘ . I find that this is a really appropriate theoretical account to turn to because it is a matrimony of the most of import elements from the procedure and merchandise theoretical accounts severally. It combines the opposing points from these theoretical accounts into a theoretical account of all rounded acquisition, which places equal accent on making, executing, sing and appreciating dance. We frequently teach how we were taught, what are the branchings of this booby trap for a beginning dance instructor? This is besides yet another issue that tend to impact many of us immature instructors and that needs to be addressed. The effects of learning how we ourselves were taught can be both positive and negative. The general position we tend to keep is that if we are or were being taught in a certain mode, so it must be the absolute and right manner in which we should learn our ain pupils. The gimmick lies in the fact that if we had good pedagogues who nurtured our passions and encouraged the development and cultivation of artistic, aesthetic, and cultural intelligence in dance, who married both proficient and public presentation facets of dance, so this method would be more or less harmless if we in bend decided to learn our pupils in this mode every bit good. However, if we had instructors who taught us without any respect whatsoever for artistic virtue and kinaesthetic esthesias, who, harmonizing to Rand in Reading 2, were monsters who created machine-controlled pupils, so this would be the incorrect manner to travel and the result would be batches of pupils who would non be able to widen their positions and believe for themselves, who would follow mindlessly and non see the absolute ‘joyous spontaneousness ‘ ( Noverre ) of the art of dancing. In add-on, if we do non seek or try to develop our ain methods of learning – by pulling upon all the positive and effectual methods which we have experienced throughout our old ages of dance and acquisition dance, there may be many loopholes in our instruction methods and the pupils in bend will non be able to acquire the most out of their dance instruction procedure. We, as dance pedagogues, have to and should bear in head that even learning dance is a signifier of art that we should near with much sensitiveness, attention, cognition, and daintiness in order to make the most meaningful acquisition environment for our pupils. An first-class dance pedagogue inspires. In order to actuate your ain dance pupils positively, it is of import you demand yourself to possess the same qualities as you demand of your pupils. What, in your sentiment, are these qualities? In my sentiment, these qualities should be expressiveness, creativeness, invention, being extremely perceptive to the infinite and people around oneself, holding a sense of unfastened mindedness so that we do non barricade our personal creative and inventive procedures, sensitiveness with respects to infinite, clip, beat, and way, esthesia with respect to the employment of logical thought, every bit good as artistic, aesthetic and cultural consciousness, careful use and application of technique and manner, every bit good as possessing a strong sense of individualism, good musicalness, spontaneousness, and most significantly, public presentation quality. Reading 2 Compare and remark on the position behind these two instruction attacks refering human nature and how one learns: ‘†¦to obtain conformity and subject from dance pupils by shouting at them, penalizing them for errors and haling them into accepted behaviours through bribing and calming ‘ ‘†¦to cultivate self-denial and ownership through positive support, development of independent believing through logical thinking and, duty through larning about causality ‘ In the reading, Rand introduces us to the modern doctrine of Naturalism and its metaphysical projection of how adult male should be and act. First, the two positions here are polar antonyms of each other and they represent basically what Rand negotiations about in the reading of the ideal and existent projection of adult male by the naturalists as monsters alternatively of heroes. The first position here so represents adult male as an machine-controlled monster who has no feelings nor respect whatsoever for others because he is reassured by the irrational philosophical strong belief that he can be pardoned or accounted for even by moving like that. In this instance, the ‘cultural bankruptcy ‘ that Rand negotiations about is apparent in that Man has succumbed to his ‘tragic defect ‘ and has chosen non to exert any sort of control over his sense of ground values. Hence in this instance, the pupils would endure from a really machine-controlled sort of acquisition and finally, the ‘joyous spontaneousness ‘ that should be present in Man ‘s learning procedure and journey would be destroyed. However, in contrast in the 2nd position, we can see that this conforms more to the Romantic doctrine whereby adult male is presented as a hero, as being in entire control over his actions and being every bit good as being in ownership of a positive energy to make his highest potency and to hold the same respect for others. In bend, the acquisition procedure here would finally be really different from that in the first position. This could be representative of a successful instruction theoretical account, because the pupils are placed in a positive acquisition environment whereby their creativeness and spontaneousness will be stimulated because they are happy and encouraged, non to reference they will be an impulse to seek out artistic virtue alternatively of contradicting it in the acquisition procedure. Compare and remark on thoughts in dance aesthetics in ancient history, the Renaissance period, modern and modern-day times. What are the deductions for dance pedagogues as a effect of these altering thoughts about dance aesthetics? Dance aesthetics in ancient history, the Renaissance period and modern and modern-day times differed really greatly from each other. The biggest going would likely be that of the Renaissance period whereby the Romantics painted a really positive and epic image of adult male as a godlike entity whereas the naturalists during the modern and modern-day times regarded aesthetics as non being present but simply as a statistical presence. As a consequence of these altering thoughts about dance aesthetics, there are many deductions for dance pedagogues, one of which would be to maintain an unfastened head about how to educate and instill this sense of aesthetics into the terpsichoreans. We have to be really careful because there is a all right line between steering and fostering this sense of aesthetics as opposed to going forceful and didactic in our avidity to pull this out from the pupils. As it is, aesthetics in dance in the present is really extremely regarded as of import and indispen sable portion of our art so in bend it is of import that we as dance pedagogues manage to promote this in our pupils.

Ms Syllabus

Birla Institute of Technology & Science, Pilani Work-Integrated Learning Programmes M. S. Microelectronics at BITS Pilani Professional Development Centre, Bangalore Type of Input | Sponsored employees (with adequate work experience in Microelectronics area) with a First Degree of BITS or its equivalent | Duration| Normally Four Semesters| Special Feature | This is a specially designed programme to meet the Human Resource Development requirements of various collaborating organizations at Bangalore.Structured classes would be held in Bangalore regularly. | Semesterwise Pattern Course No. | Course Title| Units| First Year First Semester| MELTI ZG573MELTI ZG512MELTI ZG511MELTI ZG631| Digital Signal ProcessingEmbedded System DesignDesign & Analysis of AlgorithmsPhysics & Modelling of Microelectronics Devices| 3455| First Year Second Semester| MELTI ZG621MELTI ZG632MELTI ZG641MELTI ZG611| VLSI DesignAnalog IC Design CAD for IC DesignIC Fabrication Technology| 5555| Second Year First Semest er|MELTI ZG642MELTI ZG531MELTI ZG625MELTI ZG651| VLSI ArchitectureTestability for VLSI Advanced Analog and Mixed Signal Design Hardware Software Co-Design| 4554| Second Year Second Semester| MELTI ZG629T| Dissertation| 20| Note: This is the currently operative pattern as approved by the Senate-appointed committee, subject to change if the situation warrants. Fee Schedule Application Processing Fees Rs. 800/-, Admission Fees Rs. 10000/-, Each Semester Fees Rs. 17500/-, Each Semester BITS Professional Development Centre Membership Fees Rs. 2500/-. Course Descriptions MELTI ZG511 Design & Analysis of Algorithms 5 Design techniques such as divide-and-conquer, recursion, backtracking, branch-and-bound, simulation; Analysis in terms of average level and worst level efficiency; Relationship to appropriate data structures; Illustrations dealing with problems in computer science, graph theory and mathematics; Computational complexity and bounds; NP-hard and NP-complete problems. MELTI ZG512 Embedded Systems Design 4Introduction to embedded systems; embedded architectures: Architectures and programming of microcontrollers and DSPs. Embedded applications and technologies; power issues in system design; introduction to software and hardware co-design. MELTI ZG531 Testability for VLSI 5 BIST, boundary sean, stuck-at faults, test generation algorithms for combinatorial logic circuits and sequential circuits, logic simulation and fault simulation, synthesis for test, built in self test, pseudo-random test techniques, other test methods – IDDQ testing, boundary scan etc.MELTI ZG573 Digital Signal Processing 3 Introduction; design of analog filters; design of digital filters: (IIR and FIR); structures for the realization of digital filters; random signals and random processes; linear estimation and prediction; Wiener filters; DSP processor architecture; DSP algorithms for different applications. MELTI ZG611 IC Fabrication Technology 5 Material properties; Crystal growth and doping; diffusion; oxidation; epitaxy; Ion implantation; Deposition of films using CVD, LPCVD and puttering techniques; Wet and dry etching and cleaning; Lithographic process; Device and circuit fabrication; Process modeling and simulation. MELTI ZG621 VLSI Design 5 Introduction to NMOS and CMOS circuits; NMOS and CMOS processing technology; CMOS circuits and logic design; circuit characterization and performance estimation; Structured design and testing; Symbolic layout systems; CMOS subsystem design; System case studies.MELTI ZG625 Advanced Analog and Mixed Signal Design 5 Design of high speed comparators and Op-amps; analog buffers; different architectures of A/D and D/A converters; analog multipliers and dividers; design of PLLS; design methods for switched capacitor filters sample and hold circuits; mixed signal design issues; noise coupling from substrate and its reduction; cross talk and shielding; analog layout techniques for mixed signal designs. MELTI ZG629T Dissertat ion 20A student registered in this course must take a topic in an area of professional interest drawn from the on the job work requirement which is simultaneously of direct relevance to the degree pursued by the student as well as to the employing / collaborating organization of the student and submit a comprehensive report at the end of the semester working under the overall supervision and guidance of a professional expert who will be deemed as the supervisor for evaluation of all components of the dissertation.Normally the Mentor of the student would be the Dissertation supervisor and in case Mentor is not approved as the supervisor, Mentor may play the role of additional supervisor. The final grades for dissertation are Non-letter grades namely Excellent, Good, Fair and Poor, which do not go into CGPA computation. MELTI ZG631 Physics & Modeling of Microelectronics Devices5 Physics and Properties of semiconductor – a review; PN junction diode; bipolar transistor; Metal-sem iconductor contacts; JFET and MESFET; MOSFET and scaling; CCD and photonic devices.MELTI ZG632 Analog IC Design 5 Basic concepts; BICMOS process and technology; current and voltage sources; Differential and Operational Amplifiers; Multipliers and modulators; phase-lock techniques; D-to-A and A- to-D converters; Micropower circuits; High voltage circuits; Radiation Resistant Circuits; Filter design considerations. MELTI ZG641 CAD for IC Design 5Introduction to VLSI design methodologies and supporting CAD tool environment; Overview of `C', Data structure, Graphics and CIF; Concepts, structures and algorithms of some of the following CAD tools; Schematic editors; Layout editors; Module generators; Silicon compilers; Placement and routing tools; Behavioral, functional, logic and circuit simulators; Aids for test generation and testing. MELTI ZG642 VLSI Architecture 4Overview of CISC processor architectures; Instruction set architecture of CISC processor; hardware flow-charting methods; implementing microprocessor logic from hardware flowcharts; RISC instruction set architecture; pipelined execution of RISC instructions; pipeline execution unit design; control hazards; design of memory hierarchy. MELTI ZG651 Hardware Software Co-Design 4 FPGA and ASIC based design, Low-Power Techniques in RT Embedded Systems On-chip networking. Hardware Software partitioning and scheduling, Co-simulation, synthesis and verifications, Architecture mapping, HW-SW Interfaces and Re-configurable computing.

Letter from Birmingham Jail Essay Example

Letter from Birmingham Jail Essay Example Letter from Birmingham Jail Paper Letter from Birmingham Jail Paper Essay Topic: Letter From Birmingham Jail Mr.. King uses many rhetorical situations and persuasive appeals. King writes this letter, In my opinion, to the audience of the American people. I feel the persuasive techniques, the structuring of sentence and the content expressed was Intended to force the American white middle class eyes open to the blatant disregard of the Supreme Courts decision of 1954 outlawing segregation In public schools. A short minded assessment of the letter may conclude that the deter was solely written as a response to a statement titled A Call for unity, made by eight white Alabama clergymen. Though his heartfelt vividly emotional accounts and the eloquent semblance of rhetoric Is addressed to My Dear Fellow Clergymen, It Is my opinion he composed the letter to be contemplated by a much larger audience. This paper will discuss the rhetorical triangle used by King In the form of ethos (ethics), pathos (emotional content) and logos (logic). Let us consider the ethos or ethical form of communicating to ones audience. Ethos Is fined as a rhetoric technique used to directly appeal to an authority in order to strengthen your argument. (Wisped. Org ). This form of written or verbal communication is used with ten Intention AT snowing ten reader Tanat ten speaker or writer NAS moral connecter. King uses ethos frequently in his Letter from Birmingham Jail. The reference that struck me the deepest was when King described the seemingly ethical use of written yet unjust laws by Adolph Hitler. King writes, We should never forget that everything Doll Hitler did in Germany was legal and everything the Hungarian freedom fighters did in Hungary was illegal. It was illegal to aid and comfort a Jew in Hitters Germany. (King 4). This statement in Mr.. Kings letter serves to ask the eight clergymen to look into their own hearts and individually reflect on whether they are blind sheep following unjust laws directed toward the southern negro. I feel Kings ability to reference extreme ethical issues as a comparison to how the negro has been treated is a powerful tool to get his point across. Next lets discuss the logos or logical wedge of writing. Logos is defined as thought, speech, account, meaning, reasoning, proportion, principle, standard or logic. (Wisped. Org). Logic makes the writer or speaker seem prepared or knowledgeable. Logic is hard to manipulate; therefore it is more difficult to argue against. Logos is used throughout Kings letter although never more affective than in this statement, Negroes have experienced grossly unjust treatment in the courts. There have been more unsolved bombings of Negro homes Ana censures in Birmingham than in any other city in the nation. These are the hard, brutal facts f the case. ( King 1 ). Mr.. King pins his readers down with this statement like the pinning off wrestler to the mat tapping out for mercy because submission is the only recourse. His words are non- refutable, and the emotions attached to his statement are easily experienced by the reader. Pathos or the emotional content is the final but most effective method of communication. Pathos is the band-wagon ( wisped. Org ) approach to manipulating your reading to act in a certain fashion. The author attempts to have you Jump on his band-wagon thus joining the Ritter in the belief that this is a commonly held conviction. Pathos is used further along in a letter, story or article. I look at Pathos as the hook that is dug deep into your heart after the writers credibility has been established and your ethical emotional door has been opened ever so slightly. This next reference is by far the most effective rhetorical tool used by King, But when you have seen vicious mobs lynch your mothers and fathers at will and drown your sisters and brothers; when you see the vast majority of your twenty million Negro brothers mothering in an airtight cage of poverty in the midst of an affluent society; when you suddenly find your tongue twisted and your speech stammering as you seek to explain to your six-year-old gaunter winy she cant go to the public amusement park that has Just been advertised on television, and see tears welling up in her eyes when she is told that Function is closed to colored children . This is only part of the emotional assault that King uses in an attempt to sway the reader to his side of the thinking fence. I think you would agree it is effective.

Julius Caesar Essays - Cultural Depictions Of Julius Caesar

Julius Caesar Essays - Cultural Depictions Of Julius Caesar Julius Caesar In Shakespeare's Julius Caesar, Decius Brutus and Mark Antony, both Roman Senators, eulogize Julius Caesar, each using a different technique and approach. Brutus, in a somewhat arrogant, to the point, eulogy, attempts to sway the people. He justifies conspiring against Caesar by stating that Caesar's ambition would have hurt Rome. However, in Antony's eulogy, he focuses on Caesar's positive traits, and cunningly disproves Brutus' justification for killing Caesar. The fickle Romans waver between leaders, responding emotionally, rather than intellectually, to the orators. Brutus seeks to explain why he conspired against Caesar. He begins his speech with "Romans, countrymen ...", appealing to their consciousness as citizens of Rome, who, he later says, will benefit as freeman with Caesar's death. This shows that Brutus knows how to lure the crowd, appealing to their better judgement as Romans. He declares that he is an honorable man, and tells them that he will let them judge the validity of his claims. That is, he will allow the truth to speak for itself. This encourages the crowd to believe him, as an honorable man. He says that he wants them to know the facts; "Censure me in your wisdom, and awake your senses that you may the better judge." Sharing information with the people is flattering and it almost guarantees acceptance. He gets their sympathy by saying that he loved Caesar, daring the people to find anyone who loved Caesar more. Brutus declares that he never wronged Caesar, that he cried for Caesar's love, was happy for his greatness, honore d him for his courage, but had to kill him because of Caesar's ambition. He says that the reason for killing Caesar was his great love for Rome. He justifies his actions by saying that he loved Caesar but, "Not that I loved Caesar less, but that I loved Rome more." He then asks rhetorically if the people would want to live their lives as slaves under Caesar's rule or would they prefer to live as freemen with Caesar dead. To anyone insulted by his speech he wonders if, as Romans who love their freedom, they could be offended or reject what he, Brutus, says. He poses the question, "Who is here so base that would be a bondman?" He stresses the point, repeating the line, "If any, speak, for him have I offended." "I pause for a reply.", allows them to respond to his rhetorical questions, giving them an even greater sense that he cares about them and their opinions. They can only respond, " None, Brutus, none." That is, none are offended, they do not disagree or argue with his words or his actions. Mark Antony's eulogy utilizes a different approach. He starts out by addressing the crowd as "Friends" because he wants to come to them as a friend rather than a ruler trying to gain power. He then says, "I come to bury Caesar, not to praise him.", thus he can ease in praises of Caesar without the crowd stopping him. He sounds very sincere when he says, "The noble Brutus hath told you Caesar was ambitious.... For Brutus is an honorable man." He repeats that statement three more times becoming increasingly sarcastic, saying finally, "Yet Brutus says he was ambitious, and sure he was an honorable man." Since the people responded positively to Brutus' speech, Antony could not insult Brutus' honesty in a direct manner. Yet, Antony disproves Caesar's ambition with three examples. One is when he gave the ransom of captives to the public treasury and not his own, another when he cried with the poor people, and finally when he refused the kingship that Antony offered him, three times. Anyon e who was ambitious would never have done any such things. Antony says, "I speak not to disprove what Brutus spoke." , but that is exactly what he does. Antony is using a dramatic effect on the people, first by entering on the stage with the body of Caesar, and at the end stating that his heart is still with the body of Caesar, ending his speech weeping. In justifying Caesar and disproving Brutus, the people see Antony as a potential successor to Caesar. They are swayed to him by his dramatics,

Assessing the Zara brands success worldwide

Assessing the Zara brands success worldwide Zara is one of the most well known brands in the world and is also one of the largest international fashion companies. They are the third largest brand in the garment industry and are a unit of Inditex. It their flagship range of chain stores and are headquartered in Spain. Zara opened its first outlet in Spain in 1975. The headquarters of the company is based in Galicia. There are more than 2600 stores across 73 countries in the world. The Zara clothing line accounts for a huge bulk of its parent group’s revenues. There are other clothing brands owned by Inditex such as Kiddy ´s Class (children’s fashion), Pull and Bear (youth casual clothes), Massimo Dutti (quality and conventional fashion), Bershka (avant-garde clothing), Stradivarius (trendy garments for young woman), Oysho (undergarment chain) and Zara Home (household textiles). Inditex owns all Zara outlets except for places where they are not allowed ownership of stores (that’s where Franchises step in) . Zara is renowned for coming up with products on a short timescale instead of taking forever. They are known for taking around 2 weeks to develop products and have been known to come up with around 10,000 new designs every year (which is an industry record). They have bucked the trend by making productions in Europe instead of shifting their entire production to Third World or Developing countries. However some of their clothes are manufactured in parts of Asia due to the fact that they have a longer shelf life. They make most of their own products inside Spain or other European Countries as they own a large number of factories in both Spain and Portugal. They also don’t have to depend on anyone else as they can get everything done by themselves. Zara is unique in the way that it does not spend money on marketing and instead concentrates on opening new stores instead. Their brave experiments have led them to be labeled as one of the most innovative retailers in the world. Za ra started out with low priced products which were pale imitations of high end fashion products. This move led to Zara being a smashing success and allowed them to expand by opening more stores in Spain. The company management also managed to reduce the time it took to create new designs and came up with the term â€Å"instant fashions† which allowed them to capitalize on new trends really fast. Zara is known to use teams of designers instead of individuals. Zara has to face a lot of competition from H&M, Gap and Bentton internationally. Fortunately Zara is considered to be more fashionable than the rest of the brands despite the fact that its price is less than Benetton and Gap. H&M is still cheaper than Zara but is equally fashionable as Zara. Gap and Benetton are less fashionable and more pricy. SWOT Analysis Strengths Zara’s biggest strength is the fact that it provides cost leadership strategy by aiming at efficiency and cost reduction on products. There is a lot of efficiency merely due to the fact that products are put on fast track and costs are kept really low. They don’t take a long time to come up with new collections. Zara is able to come up with collections really fast (around 2 weeks to get a collection ready).

Volunteering Service Personal Statement Example | Topics and Well Written Essays - 500 words

Volunteering Service - Personal Statement Example While volunteering in the ER, Dr. Do and Dr. Anders taught me how to perform physical exams, order necessary labs/x-rays, analyze results, diagnose patients, and prescribe necessary medication. They showed me how to handle different types of patients, from drug users and mentally ill to trauma and cardiac arrest cases. I also did some shadowing in the neonate intensive care unit where I witnessed c-sections as well as natural births. Here, I learned how to read neonate vitals and labs. My experience in ER enabled me to analyze results and evaluate the need for further testing and ordering it besides advising the increase or cessation of medication. In my current assignment in blood bank I work with a wide range of patients. With neonates, my duties vary from preparing syringes of blood, platelet, and plasma to testing cord blood for detecting hemolytic disease in newborns. I also do blood sample typing and cross matching with adults to ensure transfusion compatibility for surgery, obstetrical, oncology, sickle, and trauma cases. Besides, I have learned how to inspect package tissues and bones for preparing the patients for surgeries. During trauma cases, I remain in constant interaction with nurses and physicians to test and bring necessary blood products timely to the emergency room. I received an honors award from LSU-HSC

Should college athletes be paid to play Research Paper

Should college athletes be paid to play - Research Paper Example Yet again, not all students are interested in playing sports as a side activity. Consequently, apart from their initially decided terms of a sports scholarship, they often get little part in the revenue these sports generate for their school. Critics and coaches are, therefore, now arguing in favor of these players saying that they deserve a share of the revenue, as they for the most part contribute towards generating. The debate is a highly heated one with each side feeling just as strongly of their opinion. The number of college athletes in a particular college can be very significant and all these athletes have a choice of which sport they want to take part at the college level. Some sports may have a high popularity level while others low. Deciding upon paying athletes for playing may compel the college to pay all the athletes for all the different kinds of sports in the college. This may result in heavy payments at the end of the day and it may also reduce the profits earned by the colleges at a massive level. Those who argue in favor of paying athletes generally say that colleges make millions of dollars off these athletes abilities and, therefore, for them to get no money from it is unfair, and, in a sense, exploitation to them (Haden 673). Without these players there would be no generated money, and without this money, many colleges would be unable to function. Colleges gain popularity at the sports arena due to the talented athletes that represent the college in the sports. Earning by the talent of the athletes and not paying those athletes sounds an unfair practice. Accordingly, it seems fair to pay to these players, just as any national sports association would pay its players. But, of course, the counter-argument to this claim is that students should be kept away from the business side of a college, regardless of the link between both elements (Parent 226). College level is the stage where the students explore their talents and

The Life and Works of William Faulkner Research Paper

The Life and Works of William Faulkner - Research Paper Example He had great taste for whiskey and by the age of seventeen he was a heavy drinker. He was some sort of a misfit all through his life due to his notorious nature, and the tendency of inventing his life stories. While still young, William became in contact with two particular individuals who he thought would be important in his life: E. Oldham (childhood sweetheart) and P. Stone (literary mentor) (Parini 3). Oldham was a famous, vivacious girl, with a social life full of energy, which enjoyed dancing and parting. Stone on the other side was a lawyer who had great interest in poetry. Both Stone and William had a mutual interest which was poetry and this was their binding factor. Stone realized William’s talent as he read some of his poems thus, started encouraging, motivating and advising him on the models of study (Weinstein 145). Following Oldham’s Marriage, Stone invited William to New Haven to live with him. While here, William was employed by the Winchester Company of Repeating Arms, where he experienced changes to his surname probably due to a typing error; Faulkner (Blotner 10). William though did not work in this company for long, since he was later invited to Canada for a cadet training as a Royal Air Force (RAF). Earlier on William had been disappointed when he tried to join the U.S Air Force, but he was put down by his height. Due to that, he made numerous lies when applying for the Canadian Royal Air Force, as he attempted to seem British. He later served in the RAF for some time, and then decided to return back to Oxford in 1918 (Gray 50). In Oxford, he engaged himself in a story telling life, where he shared exaggerated adventures he had encountered while in RAF (Oates 4). In fact, most of these stories were untrue as he told stories of the things he had done during his time as a military, which he never even did. His

Economics Assignment Essay Example | Topics and Well Written Essays - 1750 words

Economics Assignment - Essay Example In the final stage, the paper would explain several further businesses and operational strategies that the company can adopt in future. With the help of these theories, the company would be able to improve its business in future. The learnt from the essay would help to understand the importance of economics in the current state of business affairs. Contents Contents 3 1. Introduction 4 1.1 Report Brief 4 1.2 Company Background 4 2. Literature Review 5 2.1 Demand Theory 5 2.2 Market Structure Theory 6 2.2.1 Differentiation and Revenue Maximizing Theory 7 2.3 Long Run Theory 7 3. Case Study 8 3.1 P&G and Theory of Demand 8 3.2 P&G and Market Structure Theory 10 3.3. P&G and Long Run Theory 12 4. Conclusion and Recommendations 13 Reference List 15 1. Introduction 1.1 Report Brief This essay will analyze the business of the famous American consumer goods company named Procter & Gamble (P&G). The researcher would analyze the business performance of the company on the basis of economic the ories by scrutinizing the company’s annual report. In the later stage, the researcher would explain the business and operations strategies undertaken by the company through the analysis of its corporate activities. 1.2 Company Background P&G, the famous consumer goods company in America has its headquarters in Cincinnati, Ohio, United States. The products which are produced and sold by the company are primarily categorized in terms of three segments. These are cleanup agents, pet foods and individual care products. The company enjoys a high brand value in the market, with annual sales of about $83.68 billion (2012). The organization also enjoys a wide social presence in the market. It operates in almost all the countries in the world and as recorded in 2012, its operating income was $13.29 billion (P&G, 2012). The following context of the paper would explain the performance of the company by analyzing its annual report on the basis of economic theories. 2. Literature Review 2 .1 Demand Theory Demand for a commodity or a service in the market is the want of an individual backed by proper purchasing power. If a demand is created by a single household in an economy, then it becomes an individual demand. The horizontal integration of all the demand curves is termed as the market demand curve. According to the law or Theory of demand, considering the other factors affecting demand to be constant (Ceteris Paribus), the quantity demanded for a product is inversely related to its prices and vice versa (Mullerat, 2011). Thus, a market demand curve is always negatively sloped in nature with the assumption of Ceteris Paribus. Figure 1 Demand Curve Price Demand Curve (Market or Individual) Quantity (Source: Authors Creation) A shift in the demand occurs when other factors affecting demand, apart from price, changes. These other factors include tastes and preferences of the consumers, price of substitutes and price of complements along with income of the consumers. F igure 2 Shifts in Demand Curve Price Initial Demand Curve New Demand Curve Quantity Demanded (Source: Authors Creation) The above diagram shows a shift in the demand due to changes in any of the demand determinants. 2.2 Market Structure Theory The market structure theory explains the exact type of market in which organizations can operate. The market structural differentiation is mainly categorized on the basis of the strength of the seller and buyer in a

SOCIAL THOUGHT AND SOCIAL CHANGE Essay Example | Topics and Well Written Essays - 1500 words

SOCIAL THOUGHT AND SOCIAL CHANGE - Essay Example Marx developed his theory based on the existing economic, social and political scenario through a series of economic manuscripts in 1850s. After the fall of Russia in 1991, the world underwent some significant changes especially in value system, financial policies, production and distribution of wealth. Many nations in the world including China, and other Asian countries show their willingness to accept new liberal ideologies in social formation. Existing social scenario demands economic growth rather than social changes. Therefore, Marxian explanations on social change have been losing its relevance and it is not capable to understand capitalism. Historians often remark that Marxian philosophy denies centralization of wealth and it always requires a society with equal distribution of wealth. Unfortunately, individuals with power in later generation discard Marxian concept of social changes. Marx follows certain moral principles in his life and expects his followers to live in accord ance with some code of morality which ensures effective social changes. As John Cunningham Wood (n. d. p.20) comments; â€Å"In fact Marx expects the individual to act according to a code which is generally accepted and when individuals with power overlooked this demand, Marx was outraged.† Another significant area that Marxian ideologies face problem is that the acceptance of private property among the public. Exponents of capitalism demand maximum profit in financial dealings. In it the thoughts gain demands men to work hard and use all their potentialities. Marxian theories individuals are not given much priority and so in this special circumstances man power and his services are often discarded. Professional competence in work field as well service sector demanded maximum products than changes in work fields. It made a flaw for the Marxian ideology. It created a group of people who became less industrious and energetic. Marx’s explanation of Social Change: Marx was a man who had great vision on the change of society and the growth of all individuals. â€Å"Marx can recognize the centrality of individual action in social explanation while at the same time insist on the irreducibly social character of the conditions that constrain individual action† (Little, 1986, p.150). He had much concern for the progress of the working class individuals and he had seen that the exploitation on the working class would come to end with the implementation of the rule of Proletariats. The Marxian theory on social change was based on his concepts of class. The notion of class in a society is seen as the constant struggle with the oppressors and the oppressed. The struggle between these two is a prolonged struggle in the history. The working class is majority in number and they try to overturn the bourgeoisie. The struggle between these two will finally take place the victory of the proletariats over the bourgeoisie. He stressed the need of individual free dom from the hands of the oppressors. According to Daniel Little, Marx’s model â€Å"indicates that he accepts the view that the ultimate source of social change is the active individual within specific relations. Indeed Marx’s view that class conflict is the engine of historical change indirectly expresses this same point; for class conflict proceeds through definite

The Life and Works of William Faulkner Research Paper

The Life and Works of William Faulkner - Research Paper Example He had great taste for whiskey and by the age of seventeen he was a heavy drinker. He was some sort of a misfit all through his life due to his notorious nature, and the tendency of inventing his life stories. While still young, William became in contact with two particular individuals who he thought would be important in his life: E. Oldham (childhood sweetheart) and P. Stone (literary mentor) (Parini 3). Oldham was a famous, vivacious girl, with a social life full of energy, which enjoyed dancing and parting. Stone on the other side was a lawyer who had great interest in poetry. Both Stone and William had a mutual interest which was poetry and this was their binding factor. Stone realized William’s talent as he read some of his poems thus, started encouraging, motivating and advising him on the models of study (Weinstein 145). Following Oldham’s Marriage, Stone invited William to New Haven to live with him. While here, William was employed by the Winchester Company of Repeating Arms, where he experienced changes to his surname probably due to a typing error; Faulkner (Blotner 10). William though did not work in this company for long, since he was later invited to Canada for a cadet training as a Royal Air Force (RAF). Earlier on William had been disappointed when he tried to join the U.S Air Force, but he was put down by his height. Due to that, he made numerous lies when applying for the Canadian Royal Air Force, as he attempted to seem British. He later served in the RAF for some time, and then decided to return back to Oxford in 1918 (Gray 50). In Oxford, he engaged himself in a story telling life, where he shared exaggerated adventures he had encountered while in RAF (Oates 4). In fact, most of these stories were untrue as he told stories of the things he had done during his time as a military, which he never even did. His

SOCIAL THOUGHT AND SOCIAL CHANGE Essay Example | Topics and Well Written Essays - 1500 words

SOCIAL THOUGHT AND SOCIAL CHANGE - Essay Example Marx developed his theory based on the existing economic, social and political scenario through a series of economic manuscripts in 1850s. After the fall of Russia in 1991, the world underwent some significant changes especially in value system, financial policies, production and distribution of wealth. Many nations in the world including China, and other Asian countries show their willingness to accept new liberal ideologies in social formation. Existing social scenario demands economic growth rather than social changes. Therefore, Marxian explanations on social change have been losing its relevance and it is not capable to understand capitalism. Historians often remark that Marxian philosophy denies centralization of wealth and it always requires a society with equal distribution of wealth. Unfortunately, individuals with power in later generation discard Marxian concept of social changes. Marx follows certain moral principles in his life and expects his followers to live in accord ance with some code of morality which ensures effective social changes. As John Cunningham Wood (n. d. p.20) comments; â€Å"In fact Marx expects the individual to act according to a code which is generally accepted and when individuals with power overlooked this demand, Marx was outraged.† Another significant area that Marxian ideologies face problem is that the acceptance of private property among the public. Exponents of capitalism demand maximum profit in financial dealings. In it the thoughts gain demands men to work hard and use all their potentialities. Marxian theories individuals are not given much priority and so in this special circumstances man power and his services are often discarded. Professional competence in work field as well service sector demanded maximum products than changes in work fields. It made a flaw for the Marxian ideology. It created a group of people who became less industrious and energetic. Marx’s explanation of Social Change: Marx was a man who had great vision on the change of society and the growth of all individuals. â€Å"Marx can recognize the centrality of individual action in social explanation while at the same time insist on the irreducibly social character of the conditions that constrain individual action† (Little, 1986, p.150). He had much concern for the progress of the working class individuals and he had seen that the exploitation on the working class would come to end with the implementation of the rule of Proletariats. The Marxian theory on social change was based on his concepts of class. The notion of class in a society is seen as the constant struggle with the oppressors and the oppressed. The struggle between these two is a prolonged struggle in the history. The working class is majority in number and they try to overturn the bourgeoisie. The struggle between these two will finally take place the victory of the proletariats over the bourgeoisie. He stressed the need of individual free dom from the hands of the oppressors. According to Daniel Little, Marx’s model â€Å"indicates that he accepts the view that the ultimate source of social change is the active individual within specific relations. Indeed Marx’s view that class conflict is the engine of historical change indirectly expresses this same point; for class conflict proceeds through definite

Internalization theory best explains CEMEX’s FDI Essay Example for Free

Internalization theory best explains CEMEX’s FDI Essay 1.Which theoretical explanation (or explanations) of FDI best explains CEMEX’s FDI? 1.Internalization theory best explains CEMEX’s FDI because CEMEX entered into many countries and bought domestic cement businesses instead of licensing. CEMEX has a great system and needs to protect it from competitors. 2.What value does CEMEX bring to a host economy? Can you see any potential drawbacks of inward investment by CEMEX in an economy? 1.The value is that CEMEX has a â€Å"Midas touch† that transforms a cement business into a thriving business. This brings great stimulation to the host economy and also helps in the construction field, which in turn helps to build cities and civilization. No, CEMEX would do well to invest inwardly, yet, CEMEX is better at acquisitioning businesses. 3.CEMEX has a strong preference for acquisitions over greenfield ventures as an entry mode. Why? 1.Acquisitions are solid because the business in the host economy already knows the demographics and the market. CEMEX just has to make the business better with little research. A greenfield venture would prove risky and not cost effective. 4.Why do you think CEMEX decided to exit Indonesia after failing to gain majority control of Semen Gresik? Why is majority control so important to CEMEX? 1.A licensing is very dangerous. CEMEX only have a 25% push with Semen Gresik. It did not have full control and the methods of CEMEX would be exposed and vulnerable to be stolen. CEMEX has a great system and does not want anyone interfering. 5.Why do you think politicians in Indonesia tried to block CEMEX’s attempt to gain majority control over Semen Gresik? Do you think Indonesia’s best interests were served by limiting CEMEX’s FDI in the country? 1.Indonesian politicians did not like the possibility of CEMEX taking over the cement market. Their interests were in domestic businesses and protecting the â€Å"purity† of their economy. No, Indonesia would have benefitted greatly if CEMEX was allowed an in. 6.What is CEMEX doing today? Do they still engage in FDI? 1.â€Å"MONTERREY, MEXICO- OCTOBER 8, 2010 – CEMEX (NYSE: CX), announced today that pursuant to the exercise of a put option by Ready Mix USA it will acquire its partner’s interests in the two joint ventures between CEMEX and Ready Mix USA which hav

Human Resources Planning Exemple Business Essay

Human Resources Planning Exemple Business Essay Since individuals are requested to work together within organisations and corporations, the needs for organisations to create a human resources management department to manage their human capital became ineluctably necessary. From the past until nowadays, human resources management use its classical administrative function which is human resources planning to achieve its goal. Various authors and schools have different definitions of human resource planning. Vetter (1967) defined human resource planning as a process by which management determines how the organization should move from its current manpower position to its desired position. Through planning, managers strive to have the right number and the right kind of people, at the right places, at the right time, doing things which results in both the organization and the individual receiving maximum long-run benefits. (p.15). More recently, Shaun Tyson (2006) agreed that in practice, HR planning is concerned with the demand and supply of labour and problems arising from the process of reconciling these factors. Any system has to be based on analyses of demand and supply and the plans and decisions which follow these analyses (p.110). In fact, employees are companies essential asset, so the changes in the global economy, the changes in social, political, technological as well as environmental factors requ ired human resource planning to be dealt carefully in organisations or companies if they want to ensure their business competitive advantage as well as if they want to achieve their organisations goals. Human resource management thus plays an important role within each business to achieve its goals, straightforward, its clear that it is necessary for small or large companies to have a strong and clear understanding of what is human resource planning and how does it contribute in achieving an organisations goals? About IBM International Business Machines Corporation (IBM) also known as big blue is a multinational computer technology and consulting corporation based in New York, USA. The company founded in 1911 manufactures and sells computer hardware, software, infrastructure services, hosting services and consulting services in areas ranging from mainframe computers to nanotechnology. IBM offers a broad range of middleware for collaboration, predictive analytics, software development and the worlds most advanced servers and supercomputers. Utilizing its business consulting, technology and RD expertise, IB helps clients around the world become smarter as the planet becomes more digitally interconnected. That includes working with organizations and governments to build systems that improve traffic congestion, food safety, the availability of clean water, and health and safety populations. IBM has pioneered the corporate operating model for 21st century changing from a classic multinational to a global i ntegrated company with a highly skilled global workforce managed by a common set of values. (LinkedIn 2011) IBM is the world largest information technology employer with more than 400000 employees including engineers and consultants serving about 170 countries in the world. Since 2003, IBM corporation main values are: dedication to every clients success, innovation that matters, for our company and for the world, trust and personal responsibility in all relationships In our work, we will underline how IBM Corporation define human resource planning and how does it helps the company to meet its strategic goals. RECRUITMENT AND SELECTION PLANNING As recruitment and selection planning of employees are highly correlated with each organisations human resource planning, it is relevant to know that human resource managers are those who organise and are responsible for the work of employees and thus set up the relationships between employees within their organisations key of their performance. Managers use human resource planning to fulfil their obligations within their organisation. In the next paragraph, we will underline the importance of human resource planning before getting in the recruitment and selection step, to better understand how IBM Corporation proceeds for its recruitment strategies. Human resource planning, essential function of human resource management is not always implemented by many organisations, because critics believe that is mostly a matter of common sense than a complex equation to deal with by organisations planners. It shows that, the main purpose of human resource planning is not totally understood. Its known that companies are using their material, financial and human resources to generate revenues or profits. We also know that investing in a business is always attached with a risk; therefore planning the use of resources is how managers target to reduce this risk, achieve their goals and make profit for the company survival. But all the companies will always plan for their financial and material resources either long or short term plans because of the uncertainty environment of each business. Why planning for the most essential resource (human resource) still a matter of discussion? IBM Corporation leader in innovation invest huge amount of money more than $6 billion a year in its RD unit to improve companys performance. The companys RD department is associated with some universities in USA and Europe. Therefore, IBM using the results of many studies and research improve its core management and corporates goals. Today with changing nature of public sector workforce, IBM emphasise its workforce planning to meet the companys human capital requirement. Workforce planning tells an organization what types of skills are needed to get the job done. In doing so, workforce planning should drive all human capital strategies. Workforce planning is about aligning an organizations human capital-its people-with its business plan to achieve its mission. It helps ensure that the organization has the right people with the right skills in the right job at the right time. Workforce planning tells an organization what types of skills are needed to get the job done. In doing so, wor kforce planning should drive all human capital strategies. Workforce planning is about aligning an organizations human capital-its people-with its business plan to achieve its mission. It helps ensure that the organization has the right people with the right skills in the right job at the right time. (Ann Cotten, 2007. P4) Therefore, IBM uses the seven-step workforce planning model as a framework. The seven-step workforce planning has been set-up mainly by public sector organisations particularly in USA. The Seven-Step workforce planning is to: 1- Define the organisations strategic direction 2- Scan the internal and external environments 3- Model the current workforce 4- Assess future workforce needs and project future workforce supply 5- Identify gaps and develop gap-closing strategies 6- Implement gap-closing strategies 7- Evaluate the effectiveness of gap-closing strategies and revise strategies as needed In fact human resource planning should be a process and also and outcome, because of the unpredictable changes in both external and internal environment. It is not have to be a fixed system, it has to remain dynamic. Each company should adapt the component of human resource planning model according to its one circumstance, there is not a model of human resource planning enable to fit all companies at the same times. From these definitions one might get the impression that workforce planning is a rigid system that must be implemented agency-wide in order to do it right and reap the benefits. While many organizations follow a systematic approach, there is no one size- fits-all workforce planning program. (Ann. Cotton, 2007, p13). A good human resource planning allows managers to measure recruitment and selection, employees retention, training and development and manage employees performance. Recruitment and selection planning Recruitment can be defined as a process of identifying and hiring the best qualified individual ( from within or outside of an organisation) for a given vacancy, in a most timely and cost effective manner. Experts believe that recruitment is a very sensitive and important part of human resource management function within an organisation because its business survival relies on its employees. Organizations recruit their triumphs and disasters, their creativity, sustainability, and growth. (Shaun Tyson, 2006) Recruitment main stages can be shaped as: Identify and define the requirements for organisation Main tools used here are Job descriptions and job specifications. Two important models are mostly used by companies or organisations. The seven point plan and the fivefold grading system. The seven-point plan (Rodger, 1973) Physical health Attainments: skills knowledge Intelligence: specifics abilities Special aptitudes Interests: personal interests Disposition: self-reliance, drive, initiative Circumstances: personal circumstances as commitment, mobility. The seven-point plan model underlines both emotional intelligence as well as Intellectual quotient (IQ). The Fivefold grading system (Munro Fraser, 1966) Can be described by: Impact on others: appearance Qualification: work experience Innate abilities: aptitude to learn Motivation Adjustment: relationships with others The Fivefold grading system underlines Intellectual quotient (IQ) Attract potential employees Select and employ the appropriate people from the job applicants These are the main stages involved in the recruitment and selection procedures which is a continuous process, as internal or external factors can affect the business at any time, managers should be able to take and appropriate decision to tackle issues or opportunities occurring like: staff resignation or retirement, changes in business itself (market penetration or new market entrance), changes in business location or promotion. Therefore, recruitment is a dynamic process. Main factors describing recruitment and selection procedures can be summarise as follow: Characteristic of the job, Characteristics of applicants Characteristics of recruiters Recruiting policies. Let us focus in recruiting policies that creates an environment in which each business will operate. Organisations policies lead the business direction and main vision. All corporations should comply with laws regulations and procedures. Legal rules and requirements can be different from one country to another, but the market globalisation tends to promotes similar rules for each corporation all over the world. The laws relating to discrimination in employment are generally accepted worldwide. Shaun Tyson, 2006 clarify the importance of laws in recruitment policies: The legal framework covers racial, gender, religious, age and disability discrimination, as well as rules regarding ex-offenders, and references among other areas. This affects choices of recruitment methods, advertisements and the processes used. IBM recruitment policies are well known, since its creation, the company underlines is willing to promote respect for individual. The managers give more importance to their peop le than to companys products. Tom Watson IBMs founder said in 1957 there are many things I would like IBM to be known for, but no matter how big we become, I want this company to be known as the company which has the greatest respect for the individual. The value place on IBM employees was codified in one of their three fundamental principles (mentioned in our introduction). In 1926, IBMs founder, Thomas J. Watson, told employees that: They say a man is known for the company he keeps. We say in our business that a company is known by he men it keeps. IBM corporate implemented also implemented programs policies and practices to respect its employees. For example its open door policy, the Speak! up program, comprehensive employees opinions surveys and so one. By doing that, IBM acquires and retains quality people need for its businesss success. TRAINING AND DEVELOPMENT POLICIES In todays increasing competition in the market, companies are looking to increase their benefits, their productivity and also to boost their employees performance. Training and development programs are tools use by most of the companies to reach their target and enhance their corporates culture. Although some companies dont give such importance to training and development matter because for them it is better to invest to acquire material asset than to improve their workforce skill. IBM always focus on its employees improvement even its recruitment policy focus on qualified workforce, they still need to implement its training programs. IBM founder Thomas J. Watson, said there is no saturation point in education. The benefits of training programs can be resuming as: Increased productivity and performance improvement Reduced server loads and bandwidth costs Stricter adherence to corporate policies Improved customer satisfaction Increased employee morale and retention Increased revenue The reason why most of companies dont apply training and development program is that they assume that the cost of this function doesnt worth enough to be taken on board within their organisation. In the opposite way, Gartner, 2007 said Untrained or poorly trained users will cost significantly more to support than well-trained workers. Untrained traveling workers who spend a significant portion of their time away from the office, and who often have networking questions from multiple remote locations, are generally more expensive to support, regardless of the types of devices theyre using. But in fact, the last changes operate among workforce shows that training can affects employees retention in a company. American Society for Training Development demonstrates in 2003 that 41% of employees at companies with inadequate training programs plan to leave within a year versus 12% of employees at companies who provide excellent training and professional development programs. The main value of training and development planning can also be defines as follow: Revenues generation. The more a company invest in its training programs, the higher its revenues are. Productivity and performance improvement. Skills and knowledge are ineluctably the essential keys factors in business survival. Cost reduction. Companies can save huge amount of money in labour cost just by improving their employees skills. Collateral saving. Companies that employ training programs would have a benefits form their product, but they may also see a unintended savings. It is now sure that training and development programs and companies success is highly correlated. By providing more tools to its employees and using also training and development as a factor of decision-making can lead a company to achieve easily its corporates goals, retains its employees and maintains its competitive advantage among its competitors. STAFF MOTIVATION AND APPRAISAL PLAN The possibility for a business to growth depends on the quality human resources within the organisation. How a company can rewards its employees after their performance. First of all, we know that to reward employees most of the organisation use money as a value for their rewarding system. To set up a reward system, managers always evaluate their employees. Job as reward system should be clear and fair for each employee. Talking about job evaluation, Shaun Tyson, 2006 said Job evaluation is a term used in a general way for a number of techniques that are in different forms. These techniques entail analysing and assessing the content of jobs so that they may be classified in an order relating to one another and to the marketplace. To have a fairly base, job evaluation need to have common features as far as possible to avoid inequalities among rewarding systems, it is necessary to set up at least general framework that fits in these different evaluation techniques. Common features of evaluation techniques are the following: Job evaluation is concerned with differences in the work itself, not in differences that are found between people. Reference is made to the content of the job, i.e. what the work consists of, what is being done, what skills are deployed and the actions that are performed. This is normally discovered by job analysis. There are predetermined criteria, or factors, against which each job is measured. These may be descriptions of the whole job, or of its component parts. The practice of involving those who are to be subject to the job evaluation at an early stage helps to ensure both accuracy in job analysis and a commitment to the job evaluation scheme. The outcome of a job evaluation should be wage and salary scales covering the range of evaluated jobs. All systems need regular review and updating, and have to be flexible enough to be of use for different kinds of work, so that new jobs can be accommodated. In fact many purposes are use to estimate employees salaries. It also correlated with government regulation laws and rules. We are not going to dig deeper in that area. One of the most important that companies need to take on board is looking their employees as individuals. The social aspect of each individual is dominated by its own expectations and needs. Ignoring this aspect of human, could leads sometimes in a failure of rewarding employees within a company. Wage and promotion are not the only ways to reward employees, many organisations as IBM introduce in their corporate goals a strong culture of rewarding that make employees feel safe and secure and then improve their performance, their commitment and a strong willing to stay in the company as employees. IBM chairman Thomas J. Watson, Jr. 1970 said Money and title alone are not enough to satisfy the kinds of people that make IBM great. What counts most of all is knowledge that individual contributions are recognized and valued. We all want to receive that sort of recognition and we must all be quick to give it, too. I believe youll find, in most cases that you give thoughtful care to your people, they can take care of the problems. That is the perfect illustration of what sort of organisation is IBM. They put individuals first and then the success comes easily after making IBM the most successful IT Company in which every scientist or employee would like to work and perform well since the last decade. CONCLUSION AND RECOMMENDATIONS In our work, weve tried to demonstrate the importance of recruitment and selection, training and development policies, motivation and appraisal of labour in the achievement of corporates goals. Human resource capital is obviously the main important asset of each organisation. Although experts believe that managing human resource is mostly a matter of common sense, the changing environment, the actual need of economic market trend, the increasing competition among businesses might lead each organisation to think efficiently to find how to use this asset to achieve its corporates goals and make profit from its business. Managing wisely its human capital is the key success of many corporations as IBM. In 1969, IBM chairman Thomas J. Watson, Jr. wrote to his management team: Our basic belief is respect for the individual, for his rights and dignity. It follows from this principle that IBM should: help each employee to develop his potential and make the best use of his abilities; pay and promote on merit; and maintain two-way communications between manager and employee, with an opportunity for a fair hearing and equitable settlement of disagreements. Human resource planning is therefore a powerful tool for each organisation to create a useful link between its labour and its corporates goals, without this link, a company can easily runs out of its business. The main recommendation to all the companies willing to improve their performance is to use IBM corporate as a model if the want to survive in the present market that is highly competitive.

Iago’s Soliloquies and Intentions Essay -- William Shakespeare, Othell

Iago’s Soliloquies and Intentions In every play, there is at least one character that jumps off the page and begs for your attention. In The Tragedy of Othello the Moor of Venice by William Shakespeare, this character is Iago. Iago is a devious man, a liar, a manipulator, and a psychopath. It seems Shakespeare developed a very maniacal character but not one that is unreal. I feel as though we have our fair share of Iago’s in today’s society. Many politicians seem to fit into this category, manipulating people for manipulation sake. However, to me the most interesting psychopath of all, is in the play Othello. In this play, Iago is Othello’s trusted ensign. However, Iago is not what he portrays himself to be, to the characters in the play. In his soliloquies, he exclusively reveals to the audience his mal intent. He betrays Othello in the most deceitful ways, abusing Othello’s trust. Plotting against him, Iago seeks revenge on an unknowing Othello. One would conclude that Iago would have motive behind his ruthless and elaborate plans. However, it seems that Iago committed these amoral crimes, for power, for psychopathic reasons, and for sport. He has displayed his power over Othello by proving to himself, that he could in fact exploit those around him, distorting what they believe to be true. We will look into Iago’s soliloquies, dissect them, and discover his plans. Iago, the obvious villain in this love story gone array. Shows us his true colors from the beginning of the play. In act one scene one, Iago is speaking with Roderigo, he confides in Roderigo telling him â€Å"I know my price; I am worth no worse a place†. Here Iago is holding himself in high regard in an exceedingly conceited manner. He ... ...ful newly wed couple and destroyed them. In some respect, you have to admire how truly devious Iago is. He takes the innocent Desdemona and making her look so guilty when she did absolute nothing wrong. He successfully convinced Othello that Desdemona was unfaithful to him, so much so that Othello kills his innocent wife. Iago receives his title of lieutenant if only for a moment, and his revenge against Othello. Iago throughout the play uses his manipulation of words to destroy those around him. In the end, his plan was unveiled, however it was too late the deeds were done. Iago has the last laugh, his gift of language he keeps to himself "Demand me nothing. What you know, you know. From this time forth I never will speak word". He laughs knowing that he will never give the others the satisfaction of knowing why he did this. Evil is triumphant at the end of Othello.