Necessity of Diversity Management in CERA-Free-Samples for Students

Question: Discuss about the Necessity of Diversity Management in Cera. Answer: Introduction: Diversity management entails the practice of focusing and supporting multiple cultural and personal lifestyle and characterization within an organization. In any multinational company, there are employees from various cultural and social backgrounds, and it is the responsibility of the management to control and prevent any conflicts aroused in the organization. CERA is one of the global innovative human resource management companies that continuously seeking for growth and by attracting talents from all over the world, which refers to the need for diversity management in the organization. Diversity management is one of the major strategies followed in any multinational organization to support, accept and respect diverse racial, societal, economical, cultural, political and geographical backgrounds. In other way, the diversity management refers to the ability of the management of an organization for managing the personal and cultural differences in the same. The management of the comp any needs to acquire specific skills and knowledge to design the strategies for managing the diversity in the organization. A multinational company may have their branches throughout the world which means to have the employees around the world. The management of the company needs to follow certain strategies to handle employees from different cultural and societal background. In this report the chosen company is CERA, where the diversity management id indeed needed for building a fine and appropriate work environment. However, this has been a subject of debate in the business rationale, but there is severe need for applying diversity management strategies in multinational company like CERA. The following report discusses the necessity of diversity management for adding values to the organization. Determinates of Diversity: In the world of ever changing, dynamic and overly complex social and organizational structure, diversity is one of the major factors that need to be managed efficiently. The infusion of the modernity and the post colonialism into the organization having multicultural perspective has enabled the organization of effective management of the complex and diverse manpower resources in the workplace (Trompenaars Hampden-Turner, 2011). Perception of different researchers and management scholars of diversity is different and can be distinguished as broader and narrower scope of diversity. The broader aspect of the diversity deals with the age, race, ethnicity, gender and spiritual diversification of the people within an organization. Whereas, the narrower aspect of diversity deals with the issues regarding race, sex and class. As per the organizational perspective of diversity, this can be stated that managing the diversity problems within an organization is about recruitment, retention and establishment of proper workplace relationships among the employees belonging to the specific and distinctive cultural backgrounds by eliminating the anti-social and conflicting behavior within the organization. The rapid change of demographical situations in the society as well as the in the organizations has been marked as primary reason for diversity in the organizational workplace. This primary reason requires awareness in the management system for managing the same. The issue of diversity can be different on the basis of country. There are many countries that do not consider the issue of diversity management as the severe one, whereas in many other countries the issue of diversity management is given special and prior attention (Critically Analyze The Diversity Management At Multicultural Organizations Business Essay., 2017). Again, the beneficial aspect of the diversity in the organization refers to the need for rich cultured competent manpower which requires a great effort from the management. The management of the organization is responsible for ensuring the correct and fair treatment for each employees and managing the entire workforce for promoting better rewards in order to add co mpetitive value to the organization (Triana Garcia, 2009). Again, the lower cost advantages achieved through the lower expenditure on the training of the employees highlights one individual occasion while evaluating the value appreciation of diversity (Martins Parsons, 2007). Cultural Aspect: The cultural aspect is one of the major and prime focuses while evaluating the idea of diversity management of any organization. Globalization and the cultural conflicts are internally connected with each other (Ozbilgin Tatli, 2008). Hence, the rate of globalization indicates the cultural issues that can be aroused in an organization (Trompenaars Hampden-Turner, 2011). To understand the issue of diversity and that of its management, one must understand the notion of cultural clashes or the cross-cultural aspect in the multinational workplace. Furthermore, the diversification of culture can be distinguished in several types while discussing the same in the workplace such as managerial cultures, workers culture and the culture of the organization as a whole. The cross-cultural diversity is capable of constituting new dimensions, which can result into the cause of work values and organizational beliefs, communication, competition within the organization, conflicts in decision-making and the authoritative power (Shachaf, 2008). However, the diversity management contains promoting and appreciating different cultural beliefs and values, diminishing discriminations and prejudices and streamlining numerous positive dimensions of diversity in order to ensure healthy and professional relationship, better productivity and the greater workforce outcome (Mujtaba, 2007). The management of the organizations need to be competent and experienced enough to face these challenges and overcome the same. Gender Diversity: Gender diversity is one of the major and prior issues that need proper and delicate handling by the management of the organization, as this issue plays a very vital role in the diversity management. Gender diversity is considered as a potential and prominent cultural factor that causes workplace conflicts and employee turnovers. For example, if the female employees of the do not find much respect and equality in the workplace meeting regarding the business growth, then the eligible and competent female employees may leave the organization. The gender diversity being a prominent factor of cultural architecture is proved by the socialization of the women (Shen et al., 2009). It is found that the women are more capable of handling conflicts in workplace and dealing with ambiguity, which exhibit their flexibility for being better managers than men are. Such situations can cause several vexations to the male employees in the organization such as work depression, lower self-confidence, job insecurity, jealousy for female employees and negative thoughts about women. For example, any female employee, having a background of an ethnic group, is more efficient and eligible for promotion to a manager. The male employees may find it unsatisfactory and suffer from job insecurity which can further results employee turnover. As previously mentioned, the gender segregation gives birth to the cause of personality diversity. Personality of the employees constitutes the entire set of factors affecting the interaction among the employees within the organization (Kearney, Gebert Voelpel, 2009). The Big-Five personality model briefly helps the management to analyze the employee personality by pointing out the major characteristics of a person (Musek, 2007). Implementing the model in the organization for managing the diversity in workplace, can widely differ the reactions of the employees. The employees falling under the model are found more flexible and tolerant towards the workmates depicting their actions and emotions such as sympathy, openness, kindness, helpfulness than others. In other way, employees, who do not fall under this personality model, are capable of projecting negative influence inside the workplace of the organization. Importance of Diversity in Workplace: Despite being several determinates pertaining the diversity within an organization, there is a beneficial aspect of the diversity too. Having diverse workforce within an organization can help to ensure and enhance the business growth. The diverse culture of the workplace can produce multiple beneficial factors for the business. The first and one of the important outcomes of the diversity is the innovation (Talke, Salomo Rost, 2010). An organization having employees from different cultural and societal background can be the cause of innovative business ideas for the organization. The introduction of innovation not only helps the organization to improve their business growth, but also help building a creative culture within the organization. Another importance the diversity of workforce within an organization projects is to attract the external professional talents, stakeholders, and customers (Mujtaba, 2007). One of the popular and effective business magazines states that a business organization, which is authentically diverse both from outside and inside can be successful advancing its business growth. The complementation of the idea of diversity management mentions that any organization that manages the diversity issues within the workplace, is capable of attracting more competent professional from diverse backgrounds. This not only adds value to the competitive business advantages, but also builds a rich work culture within the organization (Kearney, Gebert Voelpel, 2009). There is different definition of cultural diversity (Shachaf, 2008). One group of scholars and researchers perceive the idea of cultural diversification as the belonging of the people to different backgrounds. Whereas, another group of scholars defines the cultural differences as different beliefs acknowledged by different people (Moran, Abramson Moran, 2014). The fact can be foregrounded that increasing globalization and different societies are enabling one to acquire more than one culture at a time. In other way, this can also be stated that the employees learn work culture from the seniors in the organization, whereas, they learn their individual cultural beliefs from their parental cultures (Martins Parsons, 2007). Therefore, this can be said that the diversity in the context of individual culture has various definitions and each is different from each other, which can help the organization to be rich with the culturally intelligent labor, which will further improve the work cu lture as well as the organizational culture. Organizational Values of Diversity Management: Apart from providing challenges in the workplace, the diversity management is also an effective process of adding value to the organization (fbe.unimelb.edu.au., 2017). It is a blessing to the companies having diverse work culture, since this enable them to be armed with numerous i9deas, views and perspectives, which can further strengthen their abilities to design strategies, communicate and render the same. The diversity management also provides opportunities to the employees for innovating creative ideas through interacting with each other. Diversification of the work culture determined by the employees belonging to the different market sectors and demographics help the organization to understand the customer base for their business. In short, the diversity management helps the organization to segment the market for their business, which undoubtedly adds values to the business as well as to the entire organization (Triana Garcia, 2009). Employees having diverse social and cultural backgrounds influence the medium of communication. The different cultures become the reason for different languages, which adds benefits to the organization in communicating with different linguistic stakeholders, vendors and customers. Moreover, the diversity management helps those organizations who practices Corporate Social responsibilities towards the ethnic community, for communicating with the people belonging to the same groups. Precisely, the diversity management of the organization helps developing the linguistic skills for the entire company. As discussed previously, the diversity within the workplace gives birth to the creative and innovative ideas for the improvement of the business. In other way, managing the diversity produces intrapreneur within the organization, which no doubt adds business values to the organization by innovating creative and smart ideas. These not only helps in creating an entrepreneurial atmosphere inside the organization, but also find out new, creative and future talents (Bridgstock et al., 2010). Being enriched with staffs coming from different cultural backgrounds benefits the organization by understanding the market needs. Culturally diverse employees are capable of understanding the different cultural market, which further helps the organization in delivering products according to the market needs. Gender diversity in this case also helps the organization to point out different gender needs and demands and accordingly the organization can improve their productivity. This is how the diversity management of a organization can add values to its business. Necessity of Implementing Diversity Management in CERA: CERA, being an international company, possess employees from different cultural and social background, which makes the company to have a multicultural workforce (Ozbilgin Tatli, 2008). The HR of the organization must implement the diversity management in order to avoid the workplace conflicts and ensure the value addition to the business. As discussed in the previous section of the report that the diversity management is an important and value adding factor for the organization. Similarly, foe CERA the diversity management is necessary to improve the business growth by understanding the different market segmentation as well as the customer needs. The HR of the company must understand and realize the necessity of implementing the diversity management in the organization. CERA has a global market and branches in most of the countries throughout the world. In addition, the organization possesses international market, which is categorized by different cultures. Therefore, the employees of the company are also enriched with diverse cultural traits, beliefs and practices. Having a vast range of cultural employees, the implementation of the diversity management is indeed needed for the company. the diversity management of the company will help the CERA to promote and appreciate different cultural intelligence and practices, which will encourage the employees to improve the productivity of the company. For example, if the company has any employees who belongs to any ethnic group, he can understand the customer demands and needs for particularly to that group. Hiring people from different cultural background can also help the company in advancing their business to the new area, which can be effective in terms of adding business values to the organization. Recruiting staffs from diverse background can also provide opportunities to identify new stakeholders from diverse ethnic groups. Again, being a global business company, the prevalence of the gender diversity needs to be managed. The gender diversity management can help the company to understand the gender based needs and design business strategies accordingly. This need to be mentioned in this regard, the management of the gender diversity needs to be done delicately, since this issue can create conflicts in the workplace. Moreover, the diversity management within the workplace of CERA will produce effective result by attracting more efficient and professional talents from the diverse cultural backgrounds (Shen et al., 2009). This will, no doubt help the organization adding values to the global business and achieve competitive advantages. Conclusion: Therefore, this can be concluded from the above discourse that the diversity management is one of the major factors that determine the value addition of the organization in terms of global business. The diversity management refers to the management of the diverse culture present in the company due to various cultural people from diverse backgrounds. There are several determinates that cause the diversity within an organization. However, the diversity in the workplace can be beneficial to the organization as it adds values to the organizations business. The importance of the diversity management cannot be ignored as it helps a multinational company to improve their business and spread the same. The diversity management includes the innovation, talent acquisition, market segmentation and so many improvements to the organization. For a global company like CERA, it is important to implement the diversity management, because this will not only help the organization to enrich their work cu lture but also will add business value to the company. Diversity management will create opportunities for the new entrepreneurs to produce innovative ideas for the company. This way both the company and the entrepreneurs will be privileged. In addition, the company will be capable of identifying local stakeholders in order to spread the business into the local community. Thus, it is suggested to the HR of the chosen organization, CERA, to implement the diversity management into the organization for overall profit and business growth References: Bridgstock, R., Lettice, F., zbilgin, M. F., Tatli, A. (2010). Diversity management for innovation in social enterprises in the UK.Entrepreneurship and Regional Development,22(6), 557-574. fbe.unimelb.edu.au. (2017). Retrieved 22 August 2017, from https://fbe.unimelb.edu.au/__data/assets/pdf_file/0005/747491/Adding_value_HRM_business_model_diversity.pdf Kearney, E., Gebert, D., Voelpel, S. C. (2009). When and how diversity benefits teams: The importance of team members' need for cognition.Academy of Management Journal,52(3), 581-598. Kearney, E., Gebert, D., Voelpel, S. C. (2009). When and how diversity benefits teams: The importance of team members' need for cognition.Academy of Management Journal,52(3), 581-598. Martins, L. L., Parsons, C. K. (2007). Effects of gender diversity management on perceptions of organizational attractiveness: the role of individual differences in attitudes and beliefs.Journal of Applied Psychology,92(3), 865. Moran, R. T., Abramson, N. R., Moran, S. V. (2014).Managing cultural differences. Routledge. Mujtaba, B. (2007).Workforce diversity management: Challenges, competencies and strategies(pp. 207-229). Llumina Press. Musek, J. (2007). A general factor of personality: Evidence for the Big One in the five-factor model.Journal of Research in Personality,41(6), 1213-1233. Ozbilgin, M., Tatli, A. (2008).Global diversity management: An evidence based approach. Palgrave Macmillan. Shachaf, P. (2008). Cultural diversity and information and communication technology impacts on global virtual teams: An exploratory study.Information Management,45(2), 131-142. Shen, J., Chanda, A., D'netto, B., Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework.The International Journal of Human Resource Management,20(2), 235-251. Talke, K., Salomo, S., Rost, K. (2010). How top management team diversity affects innovativeness and performance via the strategic choice to focus on innovation fields.Research Policy,39(7), 907-918. Triana, M. D. C., Garcia, M. F. (2009). Valuing diversity: a group?value approach to understanding the importance of organizational efforts to support diversity.Journal of Organizational Behavior,30(7), 941-962. Trompenaars, F., Hampden-Turner, C. (2011).Riding the waves of culture: Understanding diversity in global business. Nicholas Brealey Publishing.

Procedural Fairness free essay sample

The Minister of International Relations did not properly consult with Ms Engels, the process that was conducted by the Minister was procedurally unfair.This is because according to section 33 of the 1996 Constitution of the RSA everyone is entitled to an administrative action that is lawful, reasonable and procedurally fair. According to the common law principle of audi alteram partem the administrator had to give the other party timely and proper notice of the intended administrative action and the author of the administrative act had to give the other party the opportunity to present his side of the case, unless the law provides the contrary to such an issue. Looking at the action of the Minister, the Minister did not give Ms Engels any notice of the intended administrative action or the opportunity to present her side of the story. Therefore, the Minister ignored the audi alterem partem rule unfairly, her conduct is as a result procedurally unfair. We will write a custom essay sample on Procedural Fairness or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Ms Engels has a right to approach a court.Looking at legislation the Promotion of Administrative Justice Act, when section 6(2)(c) is read with 3 and 4S 6(1) any person may institute proceedings in a court or a tribunal for the judicial review of an administrative action;(2) a court or tribunal has the power to judicially review an administrative action if;(c) the action was procedurally unfair.In determining if an administrative action was fair it will depend on the merits of each case. However, in order to give effect to a procedurally fair administrative action, an administrator must give a person the following minimum requirements: enough notice regarding the nature and purpose of administrative action (Nkomo Case, Bushula case, the Cape Killarney), an appropriate chance to make representation, a clear statement detailing the administrative action, options of review or internal appeals, and adequate notice of the right to request reasons in terms of s 5.(In Joseph v City of Joh annesburg, the Constitutional court held that the discretion to enforce the above requirements rests with the court). Ms Engels was not provided with any of the above, she was not informed of the nature and purpose of the administrative action, given a chance to make representation, any explanation of the administrative action, a chance to ask for reasons or information regarding her right to review or appeal the Ministers decision. Therefore, the requirements above were not followed.1Issues regarding the Discretions of the court are found in section 3(3). If only it is reasonable and justifiable, the administrator may depart from section 3 (2) as found in section 3 (4). However, such a departure has to take the following factors into consideration:1. The object of the empowering provision;2. The nature and purpose of and the need to take administrative action;3. The likely effect of the administrative action;4. The urgency of taking the Administrative action;5. The need to promote a good governance and efficient administration.Section 3 (5) allows a fair procedure if the administrator has departed from the Usual procedure. An administrative action in section 1 of PAJA is defined as a decision of administrative nature by an organ of state or juristic person exercising power or performing a public function in terms of any legislation which adversely affects the rights of any person and which has a direct external legal effect. It must be noted that s3(1) applies if the rights or legitimate expectations have been violated and such must be materially and negatively affected by an action of the administrator. If the decision taken by the Minister had adversely affected the public, section 4 would have applied. Because this section states the types of public participations such as Notice and comment, public hearings, and the combination, in order to ensure procedural fairness. At common law there is also what is called Nemo iudex in sau causa.This is a rule that is clearly against bias because for example it holds that no person may become a presiding officer on his own trial and that decision making must always be fair. A review is not only possible in terms of section 6(2) (c), but according to section 6(2)(a)(iii) a court has the power to review an administrative action where the administrator was biased or reasonably suspected of bias. In law there is a principle which state that justice should not only be done, but also be seen to be done.2In the SARFU case it was held that decision makers must approach each matter with an open mind and must impartially consider both sides, before making a decision. There must be nothing which indicates the existence of bias whether it is suspicion or an apprehension. In conclusion of the above, the administrative action of the Minister was not procedurally fair, the Minister did not consider Ms Engels rights at any point of her considerations as reported by the media. No consultation with Ms Engels was conduct or a public participation of any nature. The administrative action violated the common law principles, legislation and the Constitution. Therefore, such unfair procedure is reviewable in court and/or it can be appealed internally.(b)This concerns the reasonability of the action of the Minister, the question is, whether the Ministers administrative action was reasonable? Because ss 6(2)(f)(ii) state that anyone can refer a matter to court or a tribunal and such a tribunal or court can review an administrative action if the action was unlawful or irrational. And ss 6(2)(h) further holds that such an exercise of power or performance if it is lawful and is conducted for the purpose for which it was made and if it is unreasonable to the extent t hat no one could have exercised such power or function.Therefore ss 6(2)(f)(ii) and ss 6(2)(h) gives a right to challenge the Ministers decision on the basis of reasonableness, lawfulness and rationality. Ms Engels can thus challenge the decision of the Minister in court or tribunal to be reviewed.The common law also differentiated between an appeal and a review. Various tests for reasonableness were available to test legislative, judicial and the so called pure administrative action. In Union Government v Union Steel Corporation it was held that only an indicated unreasonableness was considered and a combination of other grounds of review also were available. In the National Transport Commission v Chettys Motor Transport it was held that an Administrative action could be reviewed only if it was grossly unreasonable. The above makes an impression that such action should be unequal, oppress, mala fide and unclear.3The Constitution tests whether the reasons for the administrative action can be justified. According to Yvonne burns, Jacques de Ville and De Waal, Currie ; Erasmus we need to look if the action was reasonable, rational, proportional and suitable. In Kotze v Minister of Health the common law test was applied, However in Standard Bank of Botswana v Reynolds it was held that unreasonableness was an independent ground of review and the common law test as stated above was not applicable. In Roman v Williams the court extended the Grounds of Review to include suitable, necessary, and proportionality. Such grounds are reasonable. Looking at all the case law mentioned above an inference could be made that the courts are inconsistently with regards to the grounds of review.Rationality focus on the biasness of the decision maker and it is objective (Carephone (Pty) Ltd v Marcus). Therefore, an action of the Administrator is reviewable if there is no connection that is rationally between the decision and the grounds found in ss 6(2)(f)(ii). There has to be proportionality, the administrator has to balance all appropriate means. Looking at the decision of the Minister, the decision was irrational, and it lacked proportionality because the Minister did not consider the individual rights of Ms Engels.Since there is no clear definition of what is reasonable, the is no need for the action of the administrator to be perfect but the decision has to at least be satisfactory and legitimate. Therefore, reasonableness will depend on the circumstances of each case. The courts should demonstrate a respect for the law and the decisions of the administrator. The court should in essence only interpret the law and ensure that that the rule of law prevails.In conclusion the Minister should have ensured that the rule of law is applied and not grant Dr G Mugabe immunity without consulting the courts and more so Ms Engels. Ms Engels can thus challenge the Ministers decision for non-compliance with ss 6(2)(f)(ii) and 6(2)(h) of PAJA. The Ministers decision was politically focused, although according to section 7 (2) of the Diplomatic Immunities and Privileges Act she has the power to confer such immunities she should have consulted all the relevant parties, hear them and make a relevant decision.4BIBLIOGRAPHYCora Hoexter Administrative Law in South Africa (Juta Cape Town 2007)Diplomatic Immunities and Privileges Act 37 of 2001 file:///C:/Users/Maebela/Downloads/diplomaticimmunitiesandprivilegesact.pdf accessed 16 May 2018Promotion of Administrative Justice Act 3 of 2000 file:///C:/Users/Maebela/Downloads/PAJA.pdf accessed 16 May 20185

Anaxagoras and Aristophanes Essay

Anaxagoras and Aristophanes Essay Anaxagoras and Aristophanes Essay Anaxagoras and Aristophanes: Key roles in Plato’s Apology PL 201: Introduction to Philosophy Doctor Geoffrey Batchelder In The Apology: Defence of Socrates, Plato records the trial and sentencing of his mentor and teacher, Socrates. Socrates, though he would argue otherwise, is a very wise man and a great orator and debater. If the record of this trial is accurate, and we can assume that it is through the cross-examination of other records, Socrates makes his case very well and should not have even been in court. However, despite his great defense, insurmountable evidence to support his innocence, and the lack of validity in the trial itself, Socrates is found guilty on the old charges of teaching and getting paid to teach the ways of science and rhetoric, and on the new charges of corrupting the youth and religious nonconformity. He is sentenced to death by poison and accepts his fate willingly. As previously mentioned, Socrates argues his defense with great eloquence and poise. He uses every tool in his vocabulary arsenal, including his ability to show his accusers that they contradict themselves readily and unknowingly. Socrates is also sure to allude too many of his contemporaries. These allusions come about in many different ways. Some arise from accusers that may not necessarily be present or even be fully aware that they are in fact accusers themselves. Such is the case when Socrates mentions the playwright Aristophanes. Other allusions are made because Socrates is accused of actions or matters that do not concern him at all and are instead the matters of others; contemporaries. This occurs when Socrates references that some of the accusations Meletus makes against him are in fact accusations that would only make sense to make against a man named Anaxagoras. These two allusions are a brief but significant component of Socrates’ that unfortunately would ultimately become his undoing. In the beginning of The Apology, Socrates explains the first set of charges, which are teaching skewed methods of science and rhetoric, and how these may in fact be the most difficult to defend against. These charges stem from a group of individuals who have grown up with these accusations being accepted widely as truth. Socrates explains, â€Å"†¦those accusers are numerous, and have been denouncing me for a long time now, and they also spoke to you at an age at which you would be most likely to believe them, when some of you were children or young lads; and their accusations simply went by default for lack of any defense.† 1 In this part of the speech, Socrates explains that what is difficult in particular about these early accusations is that not only have they been around for so long and so widely accept, but no one has contested them in any way. This then leads to what Socrates believes to be, â€Å"†¦the most absurd thing of all is that one cannot even get to know their names or say who they were – except perhaps one who happens to be a comic playwright.†2 This currently anonymous playwright, who will be named in a later quotation as Aristophanes, is largely to blame for the spread of these accusations. Even if he was not accusing Socrates formally, his success as a playwright allows him to reach the public in ways that others perhaps common folk, who Socrates is unable to name, can. The patrons who then go and see this play, where â€Å"a character called ‘Socrates’ swings around, claims to be walking on air, and talks a lot of other nonsense on subjects of which [Socrates] has no understanding, great or small,†3 then make the association between this Socrates and the real one. This is engrained in the minds of the people and becomes common knowledge. These

A comparison and contrast between American and European art Essay

A comparison and contrast between American and European art - Essay Example Allentown Art Museum displays artistic creations from all over the world. The two paintings that caught my attention are "Madonna and child enthroned" by Jacopo Del Casentino and "Mr. Darlington's Still Life" by George Cope."Madonna and child enthroned" is the only known work officially signed by Jacopo Del Casentino. The miniaturist piece was restored in 1992, and has since caused dispute about the date of the artist's work. Some historians date the painting around 1340, whereas recently it has been pushed back to 1325 by historian Miklos Boskovits. Casentino's Madonna and Child Enthroned is featured at the center panel of a miniature tabernacle triptych, which in total measures approximately 39 x 42 inches. Mary and Jesus are surrounded by four angels, as well as Saint Bernard and Saint John the Baptist. This panel measures 18 x 9 inches, and the texture is tempera on poplar wood. The painting both represents Gothic traits and traits that focus on humanism. The hierarchy of the fig ures in the paintings expresses religious symbolism - Mary and Jesus are above all else. Certain other qualities recall the Gothic style that was most often seen in Cimabue and Duccio's paintings. For instance, the Madonna appears larger than anything else in the triptych. Also, the divine halos surrounding the figures and the gold background of the painting are both indicative of the Gothic style. On the other hand, certain characteristics like Mary's protruding knees, drapery, and the symmetry and realistic features of the angels lend themselves to Casentino's interest in humanism. This piece is also reminiscent of Robert Campin's Merode Altarpiece without the humanistic symbolism. The similarity is that Casentino's could act as an altarpiece - the triptych fashioning portrays a continuous narrative where the baby Jesus and the crucified Jesus are shown in the collective piece. Mary also appears twice - once on the throne in the center panel, and then again on the right panel at t he crucifixion, both times wearing the same drapery and red cloth shirt. The background behind the throne as well as in the other panels is very decorative and Gothic. The presence of Saint Bernard and Saint John the Baptist as well as the angels around the throne shows the significance of the enthroned Madonna and Child. The saints are drawn with prayer books in hand, and looking up at Mary and Jesus as the vantage point - the perspective draws to Jesus and the center of Mary's head. (http://yelenasarsblog.blogspot.com/2008/03/jacopo-del-casentinos-madonna-and-child.html) Jacopo del Casentino, also known as Jacopo Landino, was a Florentine painter and miniaturist who lived during the fourteenth century. He was also one of the founders of the Academy of Saint Luke at Florence in 1349, which acted as a guild for painters and miniaturists like himself. Casentino specialized in small devotional altars commissioned for private worship. Along with artists such as Bernardo Daddi, Casentino helped popularize these altars throughout Italy. As with many of his contemporaries, he was influenced by the early master, Giotto (1267 - 1337), who Daddi was an apprentice of. Both Casentino and Daddi showed an influence from the Sienese style of painting in their works. It is noted that Casentino may have been in Giotto's workshop and was a pupil of another Giotto follower, Taddeo Gaddi (1300 - 1366). It has been mentioned that the later Gothic style Casentino painted in was also influenced by the Sienese painters Pietro Lorenzetti (1280 - 1348) and his brother Ambrogio (1290 - 1348). (http://yelenasarsblog.blogspot.com/2008/03/jacopo-del-casentinos-madonna-and-child.html) (http://www.virtualuffizi.com/biography/Jacopo-del-Casentino.htm) George Cope (1855-1929) was an artist who stayed close to home. He began his career painting the lush Brandywine River Valley landscape in Chester County, Pennsylvania, and its wildlife and architecture. He later explored realism in highly detailed

All quit on the western front Movie Review Example | Topics and Well Written Essays - 250 words

All quit on the western front - Movie Review Example uous young men that exist on the frontlines of defending their nation, the soldiers, along with Paul, are represented as ghostly figures that exists from day-to-day; facing the ever present reality of death and seeing the untold horrors of war firsthand. As the film progresses, the realization that a hopeless situation has been engaged further depresses these men (Burgess and Heilbrun 55). In short, aside from the ability to take orders and to perform some level of useful work, the entire humanity that is represented within the men on the frontlines begins to fade. This fact is represented clearly with regards to the emotions and expectations that are illustrated throughout the conversations and interactions that Paul faces as the movie progresses. The monotony of horrific trench warfare, disease, death, hardship, starvation, and misery all come together to form a very depressing view of just how horrific war, and specifically the First World War, could

Happiness Interviews and Happiness Analyzed Essay Example for Free

Happiness Interviews and Happiness Analyzed Essay The first person I interviewed was my mom, Shirley. The reason I chose her is because she is 83 years old and raised seven kids during the early part of the Cold War. She has been married twice, she been broke then been comfortable but not wealthy, and she has seen her share of health problems. For my second interview, I chose a new co-worker named Doug. He is a 21 year old, homosexual, single father. While he does work to pay bills, he grew up in a family with money and usually gets what he asks for. He has never experienced a traumatic event such as a death in the family, serious health conditions, or hard financial times. He is the exact opposite of my mother, making him a perfect comparison. Interview with Shirley Question: What does Happiness mean to you? Response: Well, to me happiness is just being content with life. Bills paid with a little money in my pocketbook, time to relax, and spending time with people I love. Question: Has this always been your definition of Happiness? Why or why not? Response: No, of course not. When I married at 17, I thought happiness was being married and raising a family. However, being as it was just after WWII, birth control was out of my control, and as time went on, my husband failed to work, and the burden of taking care of 7 children on government funds and part-time bartending was almost too much. Happiness had fleeted from my life. My marriage ended after my eighth child died a day after birth and I had a hysterectomy. My husband felt that I was no longer a woman and filed for divorce and custody of our kids. After the divorce, my oldest son left for the Navy and my younger kids had been ordered to life with their father, I was miserable. Finally, I began working full-time, and found happiness within myself. Things got even better when I met your dad. Having a loving husband and a job I loved, I thought I had it all. I had no idea that 7 years after we married, we would get the chance to adopt you, completing the circle. Life was complete and I had never been happier. Question: What was your definition of happiness then? Response: Happiness was staying home and raising you while your dad worked and made enough for us to pay the bills and not be broke, and our family time on the weekend with no worries just each other. Question: After suffering from a life-threatening heart condition leading to open-heart surgery and almost losing your husband to a heart attack, did happiness take on a new meaning? Response: Of course. Now happiness is living one more day to see my wonderful husband, my daughter, and my precious granddaughter. Without that, life would be unbearable. Happiness is also knowing that those you love are happy and satisfied with their lives. Question: Do you think your opinion of happiness will change in the future? Response: Not likely, I mean I am 83 years old. Not much about me is gonna change at this point in my life. (S. Burkhert, personal communication, March 23, 2012) Interview with Doug Question: What does Happiness mean to you? Response: Happiness is doing what I want when I want, not answering to anyone, and having enough money to do whatever. It’s about being comfortable with whom I am as a gay man with a daughter and as a young adult with so many things I want to do. Question: Does it affect your happiness if your actions cause someone else sadness or pain? What about your daughter’s happiness. Response: No, I don’t really care about other people.  I care about me first and if it makes my daughter happy too, then it’s a bonus. I get what I want because if I’m unhappy, nobody’s happy. Question: Have you always been that greedy about your happiness? Response: Yeah, pretty much. Question: Don’t you think everyone has the right to be happy? Response: Sure, as long as it doesn’t affect me. (D. Pittman, personal communication, March 26, 2012) Happiness Analyzed Dawn Burkhert HU300 – Arts and Humanities Kaplan University In The Art of Being Human, Aristippus defined happiness as the sum of total pleasures experienced during one’s lifetime. However, after interviewing two totally different people, reading Chapter 7 in The Art of Being Human, and analyzing my own thoughts about happiness, I do not believe Aristippus’ definition to be accurate. To some, it’s about raising a family and enjoying life’s little moments, to others it’s about personal happiness at any cost, and to a few it is about doing good deeds for other people. Happiness can be fleeting or ever-lasting, can be spiritually influenced or materialistic. For every person, happiness takes on a different meaning. During the first interview with my 83 year old mom, Shirley, family was a key ingredient to her happiness. She was raised to believe in marriage and large families, as well as never putting herself first. Her happiness lies within knowing that she is making her family happy and spending time with her loved ones. She never asks for much, but always gives more than anyone could ever ask. Acts of such selflessness are not as plentiful as in her days, post the Great Depression and during the Cold War. On the other side of the coin, Doug, my second interview is very much the believer is selfish happiness. He feels that his happiness lies with him getting what he wants, when he wants, and without regard to others. As a 21 year old single man, Doug feels that he must always be happy before he can make his daughter happy. He said he would break a promise to his daughter in a heartbeat to do or get something he wanted. He stated that his happiness should come before all others. He has little consideration for others and could care less about other people’s opinions. This seems to be a destructive attitude to have, especially since we will not always get what we want, when we want, or how we want. As for me, I think that happiness should be both about ourselves and those surrounding us. Without happiness, we are nothing more than God-made robots. We were made to feel empathy, sympathy, joy, sadness and other sordid emotions. Happiness is supposed to be the most cherished of emotions according to the emotional state theory of happiness (http://plato. stanford. edu/entries/happiness/). Of all theories of happiness I have researched through the Stanford Encyclopedia of Philosophy, I agree the most with the life satisfaction theory. This theory states that happiness is a positive outlook on a person’s whole life not just a few selected events. The life satisfaction theory is the most applicable of theories I think because it tells us not to pick and choose which events in our life brought us happiness or which we would like to forget. It lends itself to the idea that regret of past events or bitter feelings of things we cannot change is not acceptable†¦be happy with who and what you are regardless of your situation and others’ opinions. That describes me so well and I think everyone should feel this way. Happiness is a wonderful feeling, no matter what it is that makes us feel this emotion. I doubt there will ever be a universal opinion of what happiness really is, what it constitutes, and what brings it to us. Some people are happiest while serving others, some while being served, and others are content just being alone. Regardless of how we obtain happiness, we all deserve happiness.

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National Mortgage News, 2005. 1-9. This article presents information related to a corporate survey of chief financial officers that find that the job market looks bright in the finance, insurance, and real estate industry. Carey III, Addison. â€Å"Accounting: What's the Real World of Accounting Like?†. 3rd ed. Vol. 35. Black Collegian , 2005. 31. This book focuses on several types of accounting careers in the US areas of accounting. This book also contains a list of major accounting firms in the country. It lets you know that having a working knowledge of spreadsheets is very important. Elam, Rick. â€Å"Will future CPAs start their accounting careers in the industry?† Journal of Accountancy. 5th ed. Vol. 178. n.p.,1994. 95. This book focuses on the recruitment of certified public accountants' for employment after college graduation. It tells about job requirements and implications for accounting educators. Salles, James E. "Corporate Business Taxation Monthly." Tax Accounting Vol. 6 Issue 4. Jan. 2005: 37. Comcast. 26 May 2005 This book discuss provisions of the American Jobs Creation Act of 2004 regarding the tax accounting of Attorney's fees and court costs in civil rights and employment cases in the US. Duffy, Convier. Rev. of â€Å"Online study aids available for CPA exam preparation†, by Convier Duffy. CPA Journal; Vol. 68 Issue 2; 1998: 76. Reports that supplier of certified public accountants exam review products are among the companies continuing to invade the internet. These pages also include information on acquiring available aids for taking the test. Golen, Steven P., and Lawrence P. Grasso. â€Å"Barriers to Communication during interviews for Accounting Jobs†. Vol. 70. N.p.:, 1995.272-278. This study explored accounting student interviewees' perceptions of the seriousness of possible barriers to effective communication during on-campus interviews. The accounting student interviewees perceived items indicating closed-mindedness or tending to result in one-sided communication as the most serious, whereas physical or environmental barriers were perceived to be less serious. Edmond, Melissa. â€Å"Accounting firms collaborate to promote diversity.† New York Amsterdam News 31 Mar. 2005, 14 ed., sec. P: 1-5. The article reports that Watson Rice LLP and Marks Paneth & Shron LLP (MP&S) have joined forces to tackle diversity. The accounting firms formed this joint venture to help underserved businesses in New York that are owned and operated by culturally and ethnically diverse management.