Origin of babies Essay Example for Free

Origin of babies Essay Once, there is young man who wished to have a good life, a great family he can call his own and offspring that he wanted to share his life with. During his bachelorhood, he would usually sit on his patio and think of these things. Years went by and he was able to marry the love of his life, the queen of his heart. He shared with her, his dreams when he was still a bachelor and together, they made that single simple dream come true. Under the clear blue sky of Paris, they both decided to have a family of their own, raise kids and be good parents. Soon after, their dream materialized and was blessed with a son. Being the kind of man that he his, he wants to raise his son the same way that his parents did to me. He would read to his son stories that deal with bravery, courage and respect to others. They were both a loving parent to their son they would give him all that he want if it is the best for him. When he was a year older, his father wants to mold his son into the kind of man that he is. They would often go out together and enjoy things that boys really do enjoy. Years and years passed, the son was already full-grown. He had finished college, had a secure job and is intending to marry his college girlfriend. They got married after several months of preparation and eventually bore their own child and a grandchild to their parents. The life cycle was already completed. The cycle of human life is chain and so it needs to be fulfilled step-by-step in order to arrive at the finish line. Upon the birth of their son, they were able to satisfy their urge of having a child and raise it the same that their parents did to them. They were able to fulfill the dream of their parents’ who wanted to see little children running around the lawn.

The Players in the Cocaine Game: An investigative look at the dealers,

The Players in the Cocaine Game: An investigative look at the dealers, suppliers, and enforcers From the third world of many South American countries, to the third street projects in the inner-city, to the third floor of a downtown luxury loft, cocaine is prevalent and being used. The business of the coca leaf is a billion dollar a year industry, if not more. Our foreign counterparts are profiting in full off of the drug. Mexico, Peru, and Colombia are some of the countries in Central and South America that are profiting and manufacturing cocaine. â€Å"Today's wholesale cocaine industry operated by Mexico's cartel is a $30 billion per year business -- a figure that easily outstrips revenues reported by giants like Ford, General Motors, Wal-Mart, Exxon, and General Electric. (Millar, 2000)† This is Mexico’s figure that doesn’t include the other manufactures, including Colombia, which is the world largest supplier. With such a revenue market, the control of the drug and drug trafficking is not as simple as making it illegal and enforcing it by law. With that, there is no doubt that America has itself entrenched in this industry one way or another. The United States has a history of being the enforcer on the international level with hidden agendas. We are like the gossip queen in High School that needs to have his or her nose in everyone’s business. On the one hand we have a strong anti-drug policy both here in the United States and for the international suppliers of cocaine and other drugs. On the other hand, America is one of the largest purchasers of cocaine with government involvement and aid. â€Å"United States chemical manufacturers aren’t too offended by the drug trade either. A congressional committee found that 90 p... ...ce. 4. Milar, Kathy. â€Å"Partnerships bring reinvention to the war on drugs†. http://govinfo.library.unt.edu/npr/rego/security/drugwar.htm 5. Balsamo, William, George Jr. Carpozi. Crime Incorporated. New Horizon Press, 1991 6. Rock, Paul ed., Manning, Peter K. and Lawrence John Redlinger. â€Å"Invitational Edges of Corruption: Some Consequences of Narcotic Law Enforcement†. Drugs and Politics. New Jersey; Transaction Inc. 1977 7. Menzel, Sewall, Fire in the Andes- US Foreign Policy and Cocaine Politics in Bolivia and Peru. Maryland; University Press of America, 1996 8. Borucke, Michael, â€Å"Seeing double in Colombia†. 28, April 2000. http://www.tech.mit.edu/V120/N23/col23boruc.23.html 9. Scarface. Dir. Brian de Palma. Perf. Al Pacino. Universal Studios, 1983.

Elizabethan era architecture and interior design outline

Elizabethan era architecture and interior design outline BY Stucco 5 Architecture and Interior Design Outline Introduction The houses of the 19th century were considered as out nodded and poorly decorated. 1 . The main idea for a family home in the 19th century was an opened floor plan. 2. The main floor of a Victorian house included the porch, living room, and a dining kitchen. 3. Before the 19th century each room served its own purpose, such as a parlor, library, and 4. The number of sitting rooms. Bedrooms upstairs decreased because it was the new trend to have smaller families. The more smaller rooms you had in your house the warmer it would stay. B. During the 19th century rooms were decorated and painted in bold colors with wooden floors. 1 . Windows no longer carried long drapes that came down to the floor. 2. Bookshelves and wardrobes were then being built in. 3. This left the floor nice and clear for rearrangement of furniture and to hold various activities. 4. In Mission St yle homes wood furniture was suited best by complimenting the home. 5. The wooden furniture was also most affordable to the middle class and less fortunate. 6.The furniture lacked in comfort so people had to add throw pillows to the seats, and backs of the chairs, but the furniture did make up in durability. 7. This furniture was also used in schools, because of their durability. B. -continued- The art Nouveau Style of decoration was much more expensive so it was often found in the homes of the wealthy. 1. The designer of the furniture was the son of the most popular American Jeweler and silversmith. 2. The designers name was Louis Comfort Tiffany. 3. The decorative age â€Å"American Renaissance† took over in 1875, Louis C. Tiffany was a large factor in this takeover, with expensive taste. 5. Tiffany studied at New York City's National Academy of Arts and design. 6. Tiffany became an interior designer, who specialized in tiles, wall hangings, murals, and stained glass. 7. Hi s Job was to give character and personality to Victorian mansions, theaters, and churches. 8. Tiffany was very well paid. 9. His name soon became known as the biggest name in design and decoration. 10. The Tiffany were a father and son group. 11. The father (Charles Lewis Tiffany) owned Tiffany . C.For building the buildings during this time period they made the transition from iron frame to steel frame in 1880. 1 . During this time architects wanted to expand their creations so they started making the buildings taller. 2. In Chicago the first skyscraper was built. 3. The definition off skyscraper to an architect is † a metal frame building at least one-hundred feet tall. † 4. The home insurance building was the worlds first skyscraper, with only 12 stories. 5. Compared to the buildings now this nothing. 6. The Home Insurance Building was demolished in 1884.

What Canada s Government Should Not Be Tolerated Under...

In recent decades, modern liberal societies have become increasingly more diverse. As a result, governments have begun introducing multicultural policies which protect and accommodate the practices and beliefs of various minority groups. Granted that multiculturalism has enriched modern societies with creativity, innovation, and economic prosperity, problems have arisen. One of the significant challenges faces these societies is what should or should not be tolerated under multiculturalism. This question has resulted in conflicts between groups seeking to expand human rights and those trying to prevent such expansion because of their adherence to a set of cultural or religious beliefs. In this paper, I will seek to identify when religious†¦show more content†¦Implying that government policy should not have the effect of favoring one idea of the good life over another. Therefore, scholars recommend that to maintain an impartial framework of neutrality, liberal democracies mus t uphold constitutions or laws that respect individual rights and freedoms to ensure that no harmful or exploitative philosophies are protected (Pierik 2014). Canada has had a long history of multiculturalism, having been the first country to formally declare it a policy in 1971 (Reidel 2009). Like what Pierik (2014) and other scholars have recommended Canada maintains neutrality by remaining committed to individual freedoms and human rights as interpreted by the Canadian Charter of Rights and Freedoms (Reidel 2009). The opposition to legalizing same-sex marriage provides a fascinating example of how Canada’s government manages both neutrality and multiculturalism. Those opposing same-sex marriage made arguments based on cultural and religious beliefs and asked that Canada’s government favor their interpretation (Reidel 2009). They argued that extending the right to marry same same-sex couples would violate their beliefs and lead to a deterioration of society (Reidel 2 009). However, in this case, the demands for accommodation made by various religious and cultural groups wereShow MoreRelatedHegemony and Discourse : Negotiating Cultural Relationships Through Media Production8970 Words   |  36 Pageshttp://jou.sagepub.com/subscriptions Reprints: http://www.sagepub.com/journalsReprints.nav Permissions: http://www.sagepub.com/journalsPermissions.nav Citations: http://jou.sagepub.com/content/3/3/309.refs.html Version of Record - Dec 1, 2002 What is This? Downloaded from jou.sagepub.com at University Tunku Abdul Rahman on February 22, 2013 Journalism Copyright  © 2002 SAGE Publications (London, Thousand Oaks, CA and New Delhi) Vol. 3(3): 309–329 [1464-8849(200212)3:3;309–329;028479] Read MoreEssay about hate crimes3282 Words   |  14 Pagesthe exam. The Hows and Whys of Hate Crime Laws What is a hate crime? 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Nutrition and Food Guide Servings - 1201 Words

HNSC 1210 Nutrition for Health and Changing Lifestyles Assignment 1 (Section A and B) Late assignments can be submitted to the Human Ecology General Office (Room 209, Human Ecology Building). Assignments are considered late if they are not submitted in class on the due date. Policy for Late Assignments: 10% of the total marks will be subtracted for each day that the assignment is late (i.e. 10% for assignments submitted after 10:20 on October 10, 20% for assignments submitted Oct 11, 30% for Oct 12, etc.). If you are unable to complete the assignment due to medical reasons (medical certificate required) or compassionate reasons, please contact the instructor (send an email), preferably before the due date.†¦show more content†¦(Specify brand names, preparation/cooking methods, etc. (For beverages, include water consumption for assessment of your fluid intake. ( Eating Well with Canada’s Food Guide is in your course notes, in your textbook [Fig 2.4] and on the Health Canada website [www.hc-sc.gc.ca] the website includes additional information about classifying foods. (For Canada’s Food Guide servings, indicate partial servings as appropriate. E.g.  ¼ cup milk equals 0.25 Milk and Alternatives servings. (For mixed/combination dishes, you will need to enter the amount of each ingredient consumed based on a recipe or your best estimate to make the conversions to Canada Food Guide Servings. (For â€Å"Other† foods, Canada Food Guide does not specify serving sizes. For the purposes of this assignment, record â€Å"Other† in the final column of the table for every time that an â€Å"Other† food or beverage was consumed. 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Alexander Was A Great King - 978 Words

Alexander was a great king. Not only was he known as Alexander the Great, but he was also known as a classical leader,and many other things. Since he was young he was taught by a very intelligent philosopher, Aristotle. He learned so many things that later in life helped him to become a strong leader. Alexander will always be remembered for the great leader he was. Alexander was born on July 20 or 21, 356 BC, In Pella, Macedon. He was the son of Philip II of Macedon and Olympias of Epirus. Alexander’s father was the king of Ancient Greek kingdom of Macedon. He gained his personality traits from the way his parents would influence him. His mother would encourage him and would always make him believe that his destiny was to conquer the†¦show more content†¦He is one of the most successful military commanders and was undefeated in battle.Alexander married three times to; Roxana,of Bactria; Stateira II, of Persia; and Parysatis II, of Persia. He had two sons, one of them with Roxana, his name was Alexander IV of Macedon. The other son he had with Stateira, his name was Heracles of Macedon, but it is not known if he was really Alexander’s son.He practiced the Greek polytheism religion. He was part of the Argead dynasty, which was an Ancient Greek Royal house. This dynasty ruled Macedon from 700 BC, to 310 BC. Alexander’s biggest achievement was to spread Greek culture. By the age of twenty Alexander’s father had been murdered. He took over the throne and was already military trained. Besides taking over the the throne he also gained a strong kingdom, and a well experienced army. By 334 BC, Alexander had enough ships to cross the Dardanelles, a strait separating Europe from Asia minor. He invaded the Achaemenid Empire, and ruled Asia minor. He eventually broke Persia’s power in battles. In 326 BC, Alexander conquered India, but was forced to turn back around by his troops. Alexander founded twenty or more cities named after him. The most notable city named after him though was Alexandria, which is located in Egypt, and became one of the leading cities in the Mediterranean. After capturing Babylon, Alexander went to a city named Susa, and he captured the city’s treasury. After entering the city of Persepolis. He

Organization Behavior MeatPack Case Study

Questions: 1.Should Bison be taking a more hands-off or a more hands-on approach to the business? Justify your response.2.How far has the senior leadership change been effective? What else might senior leadership do to influence change more positively in the near future?3.How far has the senior leadership change been effective? What else might senior leadership do to influence change more positively in the near future? Answers: Introduction The following essay is a case study report on leadership, cultural and performance change issues at the company at MeatPack. This is a family owned food processing business with its headquarters in Sidney, Australia. The company has over 27 years experience in the meat production industry that include other areas like fresh soups and prepared meals. The company also owns processing plants in Queensland and New South Wales. For years, the company has been led by its founder and CEO Mr. Derek Bison who is the fourth generation from the family to work in the meat business. The company has for years performed well under his leadership with a record sales of AUD$300 million in 2013. One of the companys strategic goals is to become a 1 billion dollar company by the year 2020. This calls for the company to make some cultural and leadership and performance changes as discussed in the next pages. 1. According to Armson Whiteley (2010), it is very important for a leader to create a culture where it is clear to each employee that the most important thing is meeting are the organisations values. This will ensure that employees do not need to be followed in everything they do, and do not need to be reminded all the time of what they need to do and what they do not need to do. Armstrong (2012), adds that if an employee knows the foundation and the mission and vision for the company, they are able to realize what the company values and the kind of goals that are important for the company. In this regard, the employee will also know what to do in in any management situation. In this regard, it will take different types of management style to realize strategic goals for the company. According to Dowling, et al. (2013), a hands on manager is not recommended when it comes to meeting organisations strategic goals. This is because they are usually characterized by exercising a lot of co ntrol, criticism, judges and threatens employees all the time. This is the opposite of hands-off manager, who coaches and encourages employees to work with minimum supervision (Giannakis, et al., 2015; H.Zhao Seibert, 2006; Compton, et al., 2014). However, at MeatPack, Bison will need to assess how much his employees will need to be managed and directed. For example, some employees may be self-starters in need of little supervision. Such employees are well aligned with the goals of the organisations, the engage in their work and are self-motivated in their work stations(Heller Darling, 2012). There are however, employee who may not be able to think for they in complex situations, such employees will need to managed at all degree. Kenton Yarnall (2009), adds, that employees though may be in need to be managed, what they do not want is to be micromanaged. If employees have the kind of manager that is all over the place all the time, the feel intimidated as the manager will keep on providing large doses of critical feedback. In the end, they will not be able to work freely and be open to express ideas on how the company is able to meet its mission and vision (Mathis, et al., 2013). To implement proper cultural and performance changes, the company will need to consider having a new kind of management. According to Compton, et al. (2014), real power in organisations leadership comes from forming partnership and not criticizing. In this regard, the new leadership changes would be best using hands off approach. This kind of leader is able to motivate the spirit of employees toward organisations goals as the leader maintains hands off allowing the employee success to happen. For Bison, exercising hands off will mean being able to manage his team without having to bypass the line of authority. He should not be seen to interfere in the daily running of the business during times of strategic change(Keasey, et al., 2005). As this is done, change will be realized gradually as the business continues to maintain its course. Productivity in the organisations will also be constant and both the managerial and the customer service level as would be expected in the strategic ch ange. Some of the area that he would need to exercise hands on approach would include direct reports which identify departments of employees who do not meet targets or complete assigned tasks. It is a great challenge for Bison as exercising hands off approach might be difficult for employees who develop slowly. This might happen since a hands-off manager may not be able to pitch their support or coaching at the right degree for these employees to ensure employees are able to develop the mandatory skills. During the change management strategy, it will be important for Bison to consider time bound actions, since the hands off approach might lead to slow processes from employees, even when they may achieve great results (Lincoln, et al., 2014; Mathis, et al., 2013; Adrian, 2009). This is because the hands off manager will remain at a distant and may not be actively involved with their change programs and which runs a risk of not meeting the full potential of the business. However, at the end of the day, the employee will be able to realize the goals and even become more creative to express own though regarding the program. In this regard, it would be recommended that Bison exercise both leadership styles depending on the situation(Keasey, et al., 2005). However, hands off style should be highly exercised as no employee loves to be followed around every time when they are working as it makes then more nervous and less creative in handling the business. 2. According to the case study, it is reported by Bison team members in senior leadership position as having gained many insights from the trainings and coaching provided and organized by Bison. Even after stopping the coaching exercises, the senior leadership employees have continued to work on their leadership strategies. With the introduction of Human Synergistic circumflex to the organisations, employees are able to rate their performance. Behaviors are also classified in three colors. Red stands for defensive or aggressive, green stands for defensive or passive and blue for constructive. In this regard, organisations culture in the company was realized as being red. At this Bison found that, most people in the organisations were ether aggressive or very defensive in the way they related with one another or the way they related with customers. In this regard, most of the change leadership campaign was to ensure that they changed to blue for his plans to be realized(Hoegle Muethe l, 2016). In this regard, there will be need for the change of organisations structure to much more horizontal organisations with the front line workers and senior leaders being responsible for performance of their fellow employees. According to Compton, et al. (2014), only 30% of employees in a company are always fully committed to their job at one point. It is also a common occurrence that most executives usually realize that one of the major challenges will be closing the gap between realized talent and potential and the energy of the employees under their leadership. With reference to Bisons company, it can be said that they have various departments and employees who are willing to perform to their best from top to below management(Kenton Yarnall, 2009). If he will be able to transform these employees and ensure that they become blue type of leaders then they company will be headed to the right direction in leadership development. As much as it is not the intention of any, employ to be de fensive or aggressive. The challenge is that most of them lack the clear understanding of the type of changes that would take to realize where they are good at when it comes to leadership(AustraliaLaw, 2010). Some of the employees may not have come to realize the kind of changes that was needed to bring out the best in each senior leader to achieve the impact. According to , leaders are also able to obtain the understanding through an approach known as Blue kind of leadership as the one implemented by Bison. Blue leadership would be good when it comes to creating new markets for MeatPack and converting people in to new customers. The concept is important in helping senior leaders in the organisations realize their talents and energy in their organisations and be able to save the cost of coaching. In this regard, leadership is thought as being a service that employees in the organisations will embrace or not. Each leader in the organisations must be able to work towards gaining new customers and bosses must be able to deliver performance. In addition, employees in the department should also be able to access support from their managers. According to Keasey, et al. (2005), when employees value the leadership practice, they will in turn buy that kind of leadership. In this regard, Bison will realize his employees acting with commitment instead of disengaging and becoming noncustomers of his leadership, as was the case before coaching(Armstrong, 2012). Once Bison began to think in this lines about leadership, he realized that his concepts and leadership coaching was developing among his senior employees, in this regard employees were able to work toward converting noncustomers in to customers thus increasing the market share for the organisations. The blue leadership was also important in converting disengaged employees to engaged ones. According to Armson Whiteley (2010), the blue leadership strategy have also enable employees understand the companys mission and vision and it does not only have to be about getting salary and keeping their job, but about driving their efforts towards the organisations strategic goals. Adrian (2009) adds that blue leadership style will also bring about change in the companys leadership strength. As is realized in the case study, the senior employees were able to adapt Bisons model which was different from the traditional leadership model and development approaches in different ways. It can be said that is for senior leadership, what they can do to influence change would be to focus on acts and activities in the organisations. According to different studies on leadership, the values, qualities and characters that make for good leaders include proper coaching. In this regard, changes in qualities, values and character will eventually translated in to high performance. This means that when the senior leaders look back in to Bisons coaching program, they should be able to act on the evidence of notable change. They need to put more dedication on ways they can transform organisations behavior. As much as it can be difficult to assess and measure if leaders in the organisations are internalizing and embracing the new kind of leadership, it can be done if they focus on what acts and actions they need to undertake to motivate other employees towards the strategic goal of the organisations. At the end of the day, they will be able to asses and measure the difference. According to Chernev (2011), it is usually easier to change people behavior and activities in the organisations. However, it is usually difficult to change their values, qualities and other traits. It thus calls for the senior managers to alter their values and qualities so that other employees in the organisations will be able to follow course through their guidance. 3. For MeatPack to become one of the market leaders, it had to have an innovation-friendly organisations structure. In this regard, they also needed to establish and inspire a proper organist ion culture through their structure. According to Giannakis, et al.(2015), flat structure in organisations enable them to meet many goals. The word flat is actually a misnomer since it does not necessarily mean that the organisations are flat but they are not tall. In this regard, employees do not shift responsibility to a higher level department in the management ladder, meaning that they are able to take charge of situation in their own level, it enables them make decisions and enjoy responsibility in the company. According to Mathis, et al. (2013), there are many leadership and management advantages of having a flat structure. For MeatPack one of the advantage is in the structure itself. As with most flat organisations, MeatPack does not have many layers of management. This is different from the tall structure which is common with many businesses. Flat structures also enjoy a short chain of command meaning that each level enjoys its own managerial control(Chernev, 2011). The span of control will also look at the number of senior managers who will directly report to Bison. At MeatPack, several senior managers for each department directly report to Bison. With regard to the reduced number of layers of management, MeatPack is able to get the most out of this structure. The other benefit for MeatPack in flatter structure is on communication. There is a great level of communication between the top management and other employees. This is because senior manager are more democratic and offer room for employees to be innovative. Communication is also faster in this company, it is more effective and reliable that in the tall structures. This is because any input by an employee will get more support from the decision makers since there is no chance for power struggle in the organisations(Hoegle Muethel, 2016). When it comes to decision making, it was realized that MeatPack come out as being more flexible and adaptive than would be the case in tall structures. The level of flexibility also depicts decision making as being one on a need basis. This makes it easier for the employees to serve the companys clients. When one looks at tall organisations, staff member are required to seek approval from the top management who will also need approval from the director and the director from the shareholder before a decision is made. This is not the case at MeatPack, since employees are given the power to makes some of the decisions independently. The reason is that the company has few layers of reporting in their organisations structure meaning that there is less bureaucracy. In this regard, decisions are made quicker giving the company mobility and agility(Armstrong, 2012). When it comes to organisations change performance, the flat structure at MeatPack is made of competent and qualified staff to do this. Employees are fully engaged, there are skilled working groups which leads to satisfaction among workers and lower employee turnover. If the employees are more responsible in operations, they will be able to lead the company towards strategic goals. In addition, the company is able to save cost on employee upper management which decreases employee expenses and increase companys profits to a huge margin(Armstrong, 2012). Lastly, the flat structure has worked well for MeatPack since there are very few variations about office structure and operations. For example, it will be a common thing for a customer to be given a discount in purchasing bulk unprocessed meat but denied one in the ready to eat meat since they are different departments. However, the end strategic development will move to the same organisations. References Adrian, H., 2009. Corporate truth: the limits to transparency. Sterling: VA: Earthscan.. Armson, G. Whiteley, A., 2010. Employees' and managers' accounts of interactive workplace learning: A grounded theory of complex integrative learning. Journal of Workplace Learning, 22(7), pp. 409-427. 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