The Pros and Cons of the Two World Wars :: Pro Con Essays

One would like to think about a world war as a war for the improvement of the whole world, but history ascertains that that was not the case in the two world wars of the twentieth century. Both world wars had vast global effects, which affected almost everyone in the world. The effects had both positive and negative aspects. The positive effects, in the areas of technology, world peace and global economy, make world wars look like â€Å"wars for good† but the massive destructions of the human lives supersede them all, as Voltaire said, â€Å"No opinion is worth burning your neighbor for† (Bulliet et al. 468). One can never put the world wars into the black-and-white categories of ‘good’ and ‘bad’ into which they have often been placed. But it will be interesting to explore the positive and negative effects of the wars, which changed the world forever as shown in The Earth and Its Peoples: A global History by Richard W. Bulliet et al., his torical films like History Channel’s Manhattan Project - The Century and Heritage: Jews and Civilizations -a documentary by Brian Winston. The twentieth century began with a period of relative peace and economic growth in most parts of the world. But on June 28, 1914, â€Å"the assassination of the Archduke Franz Ferdinand triggered a chain of events† and escalated into a global war because of the competition between nationalism and imperialism as practiced by major European powers (Bulliet et al. 752-753). Britain, France and Russia formed Entente, â€Å"understanding,† against the â€Å"Triple Alliance† of Germany, Italy and Austria-Hungary. In April 1917, United States declared war on Germany, mainly because of which â€Å"on November 11 of 1918 at 11 A.M., the guns on the Western Front went silent† (Bulliet et al. 762). â€Å"On June 28, 1919, the German delegates reluctantly signed the Treaty of Versailles† (Bulliet et al. 763). The Peace Treaty of Versailles obliged the Germans to accept â€Å"responsibility for causing all the loss and damage† of the war (Bulliet et al. 763). The hostile Germany was humiliated and forced to pay for a large deal of war reparations. The open hostility and simmering feelings of revenge in German soldiers after the treaty foreshadowed the start of World War II. Second World War – often called a continuation of First World War, started in 1939 with Germany’s invasion of Poland.

Mini Essay on Shakespear Macbeth

Year 11A Callan Brombacher Mini Essay: Macbeth is a â€Å"tragic hero† or the â€Å"dead butcher†? Mrs. Dolman According to Aristotle’s view, a tragic hero is a lead character in literature that evokes a sense of pity from the audience. The character is virtuous and renowned but not entirely good. The hero has a fatal flaw that brings him his success and death. Through the course of the story, the hero commits a great wrong creating a shift from good fortune to bad. This is usually where the sense of pity (that the audience feels for the hero) stems from.At the end of the story the hero looses everything including his life. Macbeth is portrayed as a virtuous character in the opening scenes of â€Å"Macbeth†, by the use of diction and style. Shakespeare uses a laudatory style focused on Macbeth in the opening scenes displaying him as a renowned soldier. He uses the words â€Å"noble, brave, worthy† etcetera, to list some of Macbeth’s virtues. He uplifts Macbeth, by comments from the king such as: â€Å"O, valiant cousin! Worthy gentlemen! †Like all tragic heroes, Macbeth had a fatal flaw. His ambition was one of the reason’s he committed his great wrong. Lady Macbeth knew of his ambition and influenced him to kill Duncan. â€Å"Thou wouldst be great, Art not without ambition†¦Ã¢â‚¬  Macbeth, not entirely good himself, is prone to evil. Shakespeare demonstrates this by linking Macbeth to the witches through the use of the words â€Å"fair† and â€Å"foul†. â€Å"Fair is foul and foul is fair. † This phrase was mentioned by the witches. So foul and fair a day†¦. † This phrase was mentioned by Macbeth. Macbeth also expresses no fear for evil, as he shouts commands at the witches. â€Å"Speak, I charge you! † Macbeth’s fortune begins to change for the worse as the play continues. His Subjects become suspicious of him, and he begins to regret killing Duncan, a s it leads to a lack of sleep and insanity. â€Å"Better be with the dead, whom we, to gain our peace, have sent to peace, than on the torture of the mind to lie in restless ecstasy. †The audience feels a sense of pity for Macbeth due to the fact that he did not want to kill Duncan but his ambition and wife’s influence forced his hand. After Duncan’s death Macbeth feels guilt and remorse, wishing he had not committed the crime. In the final scenes of the play, Macbeth loses his wife and sanity, is over thrown and killed by Macduff. Macbeth displays all the characteristics of a tragic hero described by Aristotle, leading me to believe Macbeth is a tragic hero and not a dead butcher.

Consultant’s Skills Essay

  Ã‚  Ã‚  Ã‚   In the corporate world, there is always a need to structure the best possible process of production. In this integral approach, a consultant’s skills can be utilized in order to provide a different or better insight about the needs of the company as well as to guide it for a better path of development.   Ã‚  Ã‚  Ã‚   A consultant is someone who has gained expertise about a particular field of study, research or work. He provides an advice in order to proceed with a particular action (Wikipedia, 2007). In this aspect, consultants are invited in most company functions to share his thoughts and assumptions about a certain business dilemma. Of course, these assumptions do not always reflect that of an enterprise solution but can also be used for some research and development principles.   Ã‚  Ã‚  Ã‚   There are several responsibilities that a consultant needs to accomplish for a company. First, he needs to provide the most effective ways of dealing with a problem to the fullest of his knowledge. Second, he should communicate in the best possible way, probably in layman’s terms, what he thinks is the best approach in getting a resolution for a particular concern. Third, he must have quite a number of credible materials or resources that he can present to support his claims. Of course, there should be minimal questions about his skills since the company has hired him to become a consultant. But in order to gain a wider perspective of his talents, supporting materials must be available.   Ã‚  Ã‚  Ã‚   There is a general classification of consultants, the internal and external ones. The main difference between the two can be identified on the way their skills are used for the company processes. It may be thought that external consultants work as freelancers who may then be regarded as a â€Å"contractor† (Friedl) while the internal counterpart is an in-house consultant engaged in direct company decisions.   Ã‚  Ã‚  Ã‚   On the aspect of contributions, there might be a slight difference between the two categories. Internal consultants are more exposed to company operations which is of great advantage in sending information efficiently and in a faster way. They can utilize the core skills needed for a resolution (Robertson). On the other hand, external consultants may also provide the same quality of logical problem solving but it would probably take longer since he needs to first see the big picture of the problem before coming up with a solution. References Friedl, S. N.D. â€Å"So you want to be a consultant?† Unixwiz. Retrieved January 11, 2008 from http://unixwiz.net/techtips/be-consultant.html. Robertson, S. N.D. Experiences in Growing Internal Consultants with Object-oriented Skills. The Atlantic Systems Guild. Retrieved January 11, 2008 from http://www.systemsguild.com/GuildSite/SQR/internal_Consultants.html. Wikipedia. 2007. Consultant. Wikipedia-The Free Encyclopedia. Retrieved January 11, 2008 from http://en.wikipedia.org/wiki/Consultant.

“If I Had A Choice” By Walt Whitan Essay

Wave resemblance in Walt Whitman’s â€Å"If I Had the Choice† Although not rhythmically or metrically consistent throughout, Walt Whitman’s poem â€Å"If I Had the Choice† is very consistent in its attempt to resemble the characteristics, specifically the waves, of the sea; whether read, heard, or seen, the poem’s adaptation to a wave’s nature is clearly evident. Whitman’s use of repeated, but not uniform, rhythm in the poem exposes the â€Å"up and down† nature of waves, while the sudden, drastic change in rhythm helps depict the crashing of a wave. The metrical variation in the poem similarly attributes to the resemblance of a wave, for it goes hand in hand with the length of each line, giving the poem the physical characteristics of a wave. While the there is no metrical consistency throughout the poem (probably done because no two waves are identically alike), there is a noticeable pattern and consistency in the rhythm of the poem. The consecutive use of iambs in the first five lines of the poem help to not only emphasize the steady motion of the sea, but more importantly to give the poem a sense of the â€Å"up and down† motion of the waves in the sea; the pattern of unstressed/stressed/unstressed/stressed syllables in every line is very similar to the up and down undulation of a wave. The shift from the iambic rhythm in lines one through five to a â€Å"loud,† sudden spondee in line six clearly depicts the image of a wave crashing. The spondaic rhythm (stress/stress) of the first two words in line six, â€Å"These, these,† is an unexpected, drastic change from the prior unstressed/stressed pattern. Similar to the crashing of a wave, this change was drastic, and quick; it does not last long, hence the reason for the poem’s quick return to an iambic rhythm. The poem’s last three lines are once again consistently iambic; they are back to the quiet, pacific motion of waves in the sea. Just as the height of a wave affects the power of a wave, the meter of this poem affects it’s rhythm. Although there is no specific pattern for the number of feet per line in this poem, the meter is still greatly significant. When broken up iambically, the number of feet increase steadily from line one to four, until we reach line five, the longest (10 feet) line. The length of line five is significantly important in portraying the nature of waves; it is representative of the amplitude of a wave before it is about  to crash. Line five is ten feet long because it is followed by line six, the line in which there was a sudden rhythmical change, which portrayed the crashing of the wave. Once it crashes, the waves return to their prior size, just as the following lines of the poem go back to having the same range of feet as they did before line five. The alternating number of feet per line also allow the poem’s structure to resemble a wave; no two waves are similar in frequency (height) or amplitude (width), just as no two sentences of this poem are identical in length. As the lines approach the middle of the poem, they get longer, and then begin decreasing in size after they reached the longest point, line five. Since line five, the middle of the poem, is the longest line, when held sideways, this line is representative of the middle of a wave, it’s highest point right before it crashes. By using rhythm and meter skillfully, this poem is successful in imitating the rhythm of the sea, and the â€Å"meter† of the waves in the sea. In doing this, Whitman makes a very distinctive point; rhythm and meter affect each other, just as the height of a wave affects it’s crash. This relationship is evident whether one reads, sees or hears this poem.

Adults Resistance to Change in the Workforce

Change has become an integral part of all organizations for bringing about innovation and creativity in their work procedures. Bringing about change is a complex process since change in one area affects the other area in the organization directly or indirectly.Change is extremely important if companies and businesses want to survive in the long-run. This is due to the changing needs of the organizations as well as the customers and due to changing internal and external environment. Today, there is an increasing trend towards the development of a learning organization where managers and employees are committed to bring about continuous improvement in the processes and capabilities.Such type of an organization can only be formed when everyone working in the company develops a positive attitude towards adapting change. Change might result in efforts to deal with existing problems or with the opportunities available in the external environment. Though change is important and should be in itiated in an organization but this does not mean that it can be easily implemented (Hultman, 1998).Planning ChangeInitiation and implementation of change requires proper planning and this planned process should be used to carry out change. If proper planning is not done then the change can fail and the employees’ fear and uncertainty related to it might come true.If the change fails initially in the organization then it would be highly difficult for the employees to support change in the organization. Firstly, the organization must see a need for change and the forces triggering change may be from the internal as well as external environment.Internal factors may be related to the company goals and objectives or problems facing the organization whereas the external factors are largely related to the environment such as changing customer tastes or the changing strategies of the competitors (Harvard Business School Press, 2005).These factors make the organization realize the ne ed for change and then this must be studied properly. The organization should critically evaluate its strengths and weaknesses as well as threats and opportunities so that the right change could be initiated at the right time. After evaluating the need for change, the management should initiate change and this can be done through different ways.Initiating change requires the recruitment of new and creative employees and this is where the problem starts arising since the adult employees began to resist their recruitment. The management should search for proper solutions which can used to meet the perceived need for change. Search involves observing and analyzing different organizations and making use of knowledge to meet the need.Creative employees are hired to find the correct solution in order to establish a creative and learning organization. Creative individuals are important since they are open-minded, original and focused in their approach. They are persistent and committed and use teams to work for initiating change.These creative individuals generate innovative ideas and these individuals are called idea champions. They form new-venture teams for developing and initiating innovative changes in the organization. It is these idea champions and new-venture teams to which the adult employees offer resistance since they perceive them as a threat to their position.They think that their employment by the organization underestimates their capabilities and qualifications. Sometimes the employees’ resistance is so high that it is impossible to implement the change. For implementing change, this resistance must be overcome or else the process will not proceed further (Hultman, 1998).There are huge obstacles and problems to be dealt with when implementing change successfully in an organization. This is because employees offer resistance to change and this resistance can be attributed to several reasons: ·One of the reasons that employee resist change is th at by implementing the new strategy or innovative idea, it will take away something valuable from the employees.It might be the loss of power, position or any other pay benefit. An employee’s self-interest is the most important to him and this loss can become the biggest obstacle in the way of implementing change (Hultman, 1998). ·Another reason is that employees are unable to understand the purpose behind the change and therefore, they cannot trust the organizational move. If the employees have a negative attitude towards the change initiator then they will offer their full resistance to implementing his idea.They cannot trust his idea for change and might think that its implementation will bring something negative to them. Therefore, lack of understanding and mutual trust becomes another factor for resisting change in organizations (Harvard Business School Press, 2005). ·Employees are also afraid of implementing change due to the uncertainty factor associated with the c hange. They get worried about the consequences of change and thus, do not offer their support towards it. They might also be worried as the new technology or new procedure requires more talent and creativity which they might not be able to provide (Markham, 1999). ·Lastly, the goals of the employees may be different from the goals of the organization. They might not be able to assess the change from the organization point of view and therefore, they disagree over the benefits resulting from the change (Jellison, 1993).These are the main reasons why employees offer resistance to change in an organization. Once an organization has the need for change then it looks for possible solutions through which the need can be overcome. Change requires innovation and creativity in an organization without which an organization cannot progress and will stagger behind.For initiating innovative and creative ideas, the organization starts hiring creative individuals in different departments. There are idea champions and new-venture teams formed with creative individuals who see the need for change and initiate it productively. Now here is where the main problem rises and this will center our research paper.By hiring creative individuals to form new-venture teams for developing innovation the organization attempts to change the workforce of the organization.Before offering resistance to change itself, the employees especially the aging ones offer their first resistance to change in the workforce. The research paper will focus the discussion on this issue of adult’s resistance to change in the workforce (Goldstein, 2001).Change in the workforceThe way a business is done is determined by its workforce. And changing workforce changes the way of doing business or in other words, bringing a change in the way of doing business requires a change in the workforce. Companies are recruiting and hiring young employees due to their creative and dynamic personalities.They are able t o see things differently and want transition in things that are still being done in traditional way (Pihulyk , 2003). Their ideas and solutions are different from what their parents had to offer and thus, they want the traditional approaches and strategies to change in an organization.They show their dissatisfaction in different areas of the organization and want them to change for the good. They are practical in their approach in that they can see the organization strengths and weaknesses and are aware of the threats and opportunities in the organization external environment and thus, develop a desire to change accordingly.But there is also a darker side to this brighter situation and this darker side is due to the existing employees and workers of an organization. Organizations have usually experienced and committed workers who are working their since years and thus are quite adult. These employees work in their own traditional and routine way and do not want any change in their s tyle of working.When an organization feels a need to hire young employees, the adults feel a threat to their power, position and prestige since they are not capable enough to work like the young ones. They feel threatened by the young employees who have more creative and novel solutions to organizational problems and work for bringing about change. At this stage the adults offer resistance to the recruitment of young employees in the workforce because it will not only threaten their position but also bring about a change in their style of working (Hultman, 1998).Aged employees consider themselves experienced enough and are not ready to tolerate younger employees imposing themselves and their ideas for change. They want a stable work environment and get negative feelings if some one tries to challenge their style of working.This is mainly the most important reason why adults and aged people offer so much resistance to recruiting ever energetic and efficient young employees in the org anization’s workforce.It has been always said that new and young employees are important for the success of an organization because they are able to see things from a different perspective which requires change, innovation and creativity. They want the organization to become a learning organization progressing on the path of continuous improvement and innovative problem solving.An organization becomes successful by the way a business is done it which in turn is determined by the employees working there so for making an organization successful talented young employees should be hired and trained for working with the organization (Harvard Business School Press, 2005).Today, the business expectations are rising and customers are becoming ever-demanding. The competition is becoming fiercer with everyone striving to attain the competitive edge.The organization that develops a positive attitude towards welcoming change will be able to continuously improve itself at the times of pro blems and opportunities and thus, this requires the contribution of the talented young working people who have just graduated and are fresh with the knowledge of business management.They have a tendency to work in teams because they realize the fact that a team can accomplish more what individuals can achieve. On the other hand, the adults do not appreciate collective working and work individually instead. The young workers are more popularly known as Generation Y whereas the adults are being referred to as Generation X.It has been estimated that 70% of 21-year old Generation Y people are in the US workforce today which shows an increasing trend towards young employees (Jellison, 1993).Moreover, the new generation adapts to technology changes easily and want to work with new and modern procedures but the older generation sees technology with a negative eye and does not adapts to it readily. This is not to say that adults and aged people are unimportant in an organization, in fact th ey are the most important assets of an organization.These assets can not be replaced because their age has given them an experience to deal with problems which is hard to find. Young people find most creative and novel solution to a problem whereas the experienced employees find accurate solutions through their experience. This means that both generations should be made to work together if the organization wants to rise higher than any other organization in the industry or outside the industry.There is an increasing amount of Generational Conflict in the organizations and it is predicted that by 2010 it is going to increase considerably (Hultman, 1998). By Generational Conflict, we mean the conflict between two or more generations and here we are referring to the two generations of X and Y (Pihulyk , 2003).This is due to the age diversification in the workforce as young and talented employees are being increasingly hired by the businesses. The new generation will cause the erosion o f old work ethics and they will require a more flexible workplace.Moreover, women representation will increase hundred percent in the upcoming years. There exists a multi-generational and multi-cultural workforce and this will continue to grow in the future years. Since this is going to increase therefore, management must properly plan for accommodating this change in their business as the demographic change can have positive as well as negative implications.The policies and procedures must be adapted for accommodating this change so that there should be new values for the new generation (Rosenburg, 2005).

Four Questions 2 Assignment Example | Topics and Well Written Essays - 2000 words

Four Questions 2 - Assignment Example Essentially, it is these social coalitions that modify and determine the state ‘preferences’ or rather foreign policy in global politics at any moment in time. Political institutions form the basic channels through which these social interests of both individuals and civil society groups find their way into the political realm. The second basic assumption of liberalism is that the interdependence among of state preferences influence state behavior. Unlike realists who insists on constancy of preferences, liberalists hold that the state preferences are dynamic in nature and they play a critical role in influencing the world politics. The variations in state policy and behavior is a function of exact distribution of preferences and nature of the ‘stakes’ in consideration. States, as argued out by liberals, align their behavior to the exact nature of these preferences (compatible or conflictual) and their scope. A â€Å"social purpose† is a pre-requisite for any state to pay any attention to international matters, let alone trigger conflict, initiate cooperation, or consider any other crucial foreign policy undertaking. In the absence of this interdependence among the objectives of different states, a rational state will not engage in any international relations, hence exist as an isolated and autarkic entity. Basically, liberalists argue that conflictual goals promote political disputes whereas convergence of underlying preference form a platform for peaceful cooperation. Burchill (2009) describes liberalism as an optimistic approach to international relations that advocates for freedom, human rights, free market capitalism, and constitutionalism. Liberalists hold the fundamental belief that peace and freedom are the basic questions of domestic and international order. The recent trends in world politics has seen increased calls for nations to cooperate with international bodies for the mutual interest of global peace. In another example, United States has been undertaking solitary interventional actions in world affairs. However, with the advent of modern liberalism, calls to cooperate with multinational bodies such as NATO in conducting interventional plans has been on the increased. This is based evidenced in the recent French Military intervention in Mali and the NATO intervention in Libya. Liberalists advocate for the adherence to human rights and free market capitalism. China and U.S. offer examples of how liberalists’ perspectives of free trade is gradually permeating the international markets. China has recently expanded its market to the developing world especially in Africa. Most of its products are sold in these nations in exchange of other natural resources and agricultural produce. United States has equally expanded its trade across the globe. Nonetheless, China has come under sharp criticism from other players in the global economy for their engagements in activities that are thought to hinder free trade. WTO other nations continuously urge China to embrace the spirit of free and fair cooperation in trade. SECTION 2 Question A:. Identify and discuss at least three social, economic, and/or environmental activities of the UN and other intergovernmental organizations. Do you agree that each of these activities should fall under the realm of an organization such as the UN? Why or why not? Through international bodies such as International Monetary Fund (IMF) and World Bank, the United Nations plays a critical role in ensuring

Assignment Research Paper Example | Topics and Well Written Essays - 500 words - 1

Assignment - Research Paper Example These people strive to gain more power upon the work setup and are best motivated by roles that require them to execute their leadership skills. The third need identified by McClelland is the need for affiliation. People who have this as the most important need are called as the n-aff people. These people seek to make friends in the workplace. The more they socialize, the more they are motivated for work. Putting these people in roles in which they feel isolated makes them lose motivation for work. Although the behavior of workers is a mix of all these needs, yet one of the three governs an individual’s behavior. This theory raises numerous new challenges for the managers. First of all, managers don’t have an objective means to confirm whether the three needs identified by the McClelland’s theory are sufficient to represent all needs. Some people value job security and salary more than power, affiliation or achievement. Even if managers assume that the McClelland ’s theory is sufficient to represent all needs, they don’t have a robust means to identify the way they are combined in different workers. In order to keep them motivated, managers need to be sure that a certain worker values certain need more than others. Then, there is no means to be sure that an individual’s need-combination would not alter with time. After all, people’s preferences in life keep changing from time to time. An individual who values power more than anything else at a certain point in time may start to value achievement more later on. Our likes and preferences are shaped by our daily life experiences. Hence, there is a lot of flexibility in out choice of needs. All these factors render it very difficult for a manager to address the individualistic needs of people and make them remain motivated for work. In this research, I tend to bring answers to the aforementioned doubts by exploring people’s needs in a certain work