Sociology and Anthropology Essay Essay Example

Sociology and Anthropology Essay Essay A. The Science of Sociology and Anthropology Sociology is the scientific survey of human society and its beginnings. development. organisations. and institutions. ] It is a societal scientific discipline which uses assorted methods of empirical probe and critical analysis to develop a organic structure of cognition about human societal activity. constructions. and maps. A end for many sociologists is to carry on research which may be applied straight to societal policy and public assistance. while others focus chiefly on polishing the theoretical apprehension of societal procedures. Capable affair ranges from the micro degree of single bureau and interaction to the macro degree of systems and the societal construction. The traditional focal points of sociology include societal stratification. societal category. civilization. race and ethnicity. gender and gender. societal mobility. faith. secularisation. jurisprudence. and aberrance. We will write a custom essay sample on Sociology and Anthropology Essay specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Sociology and Anthropology Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Sociology and Anthropology Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer As all domains of human activity are affected by the interplay between societal construction and single bureau. sociology has bit by bit expanded its focal point to farther topics. such as wellness. medical. military and penal establishments. the Internet. environmental sociology. political economic system and the function of societal activity in the development of scientific cognition. Anthropology is the survey of worlds. yesteryear and nowadays. To understand the full expanse and complexness of civilizations across all of human history. anthropology draws and physiques upon cognition from the societal and biological scientific disciplines every bit good as the humanistic disciplines and physical scientific disciplines. A cardinal concern of anthropologists is the application of cognition to the solution of human jobs. Historically. anthropologists in the United States have been trained in one of four countries: sociocultural anthropology. biological/physical anthropology. archeology. and linguistics. Anthropologists frequently integrate the positions of several of these countries into their research. instruction. and professional lives. Sociology and anthropology are separate. but related. subdivisions of the societal scientific disciplines that study worlds and society. Once anthropology and sociology were similar in how they studied worlds. but in the early portion of the twentieth century. their methodological analysiss and focal points diverged. B. The Development of Sociology and Anthropology The history of Anthropology and Sociology is long and full of priceless penetrations into the human status. It provides a mirror that reaches deep into ourselves and explains why we do things that are sometimes contradictory to logic. and most frequently in confederation with social criterions. For these grounds. Anthropology and Sociology have remained extremely honored Fieldss of survey and go on to boom as a library of societal idea grows. August Comte was the first to coin the term â€Å"sociology† . He was non the first to make theories of sociology. but was the first to proclaim himself a sociologist. Comte was a functionalist who believed every facet of society served a intent. He is most celebrated for his thought of societal statics and kineticss. Social statics is the survey of societal order. whereas societal kineticss is the survey of societal alteration and advancement. Dividing the survey of sociology into these two classs created two different frames of mention from which sociology could be studied ( Collins and Makowsky 26 ) . The following important development in sociology came with Karl Marx. Marx was a conflict theoretician who believed that all facets of society could be explained as a battle between two or more opponent groups. There were three parts to Marx’s theory. First. there was his sociology which established the category system ( Collins and Makowsky 34 ) . This system included the capitalists. or businessperson. who owned the agencies of production and profited from working workers. or the labor ( Collins and Makowsky 40 ) . Following. Marx’s political relations explained that a category battle for power would be won by the group that best suits the germinating economic system ( Collins and Makowsky 36 ) . Since the lone manner for the capitalist to net income is by working the worker. and the worker can non gain on his ain because he does non have the agencies of production. capitalists could drive rewards lower and lower until the workers revolt ( Collins and Makowsky 41 ) . Finally. Marx speculated that this rebellion would happen because the worker would be deriving less from their work than what they put in. This was his social/political doctrine ( Collins and Makowsky 45 ) . At around the same clip in the field of Anthropology the prevailing school of idea was going the societal evolutionists. These theoreticians used Charles Darwin’s theory of development to explicate society ( Collins and Makowsky 85 ) . Herbert Spencer said that societies were similar beings in that they went from simple to complex and independent to interdependent. However. societies were non similar beings because they were non organized likewise or interconnected ( Collins and Makowsky 85-86 ) . Sir Edward Burnett Tylor was another societal evolutionist who believed that all civilizations were derived from a individual organic structure of information and that certain societies had less and others more ( McGee and Warms 27 ) . Lewis Henry Morgan perpetuated this thought by claiming that there were three types of societies: barbarian. barbaric. and civilised ( McGee and Warms 41 ) . The facets of the society that determined how evolved the civilization was along this graduated table were how people gained subsistence. the system of authorities. linguistic communication. household. faith. house life and architecture. and the type of ownership of belongings ( McGee and Warms 42 ) . The three phases could be defined along the lines of innovations and finds and the types of primary establishments ( McGee and Warms 46 ) . Some old ages after the societal evolutionists established their theories of Anthropology. Emile Durkheim made an impact on Sociology. Like Comte. he excessively was a functionalist. Durkheim created many theories. among them the most noteworthy being that of the map of offense and Social Facts. Durkheim believed that the map of offense was to unify members of society. Crime provides a rule behind which most members of society can stand behind and go united. The reverberations of offense besides teach the young person the norms and values of a society ( Collins and Makowsky 105 ) . Durkheim is besides commended for his theory of Social Facts. A Social Fact is determined by a society and is non true across all societies. whereas facts are true across all societies ( McGee and Warms 88 ) . Another sociologist who was working at the same clip as Emile Durkheim was Max Weber. Weber was a symbolic interactionalist who believed that all interactions in society represented a deeper feature of society. However. Weber was besides a Marxist who deemed category. power. and position the foundation of society ( Collins and Makowsky 120-121 ) . Weber spent much of his clip explicating the signifiers of authorities. He described two types of authorities: Patrimonialism and Bureaucracy. In Patrimonialism. places in authorities were awarded via traditional legitimacy. or birth-right ( Collins and Makowsky 126 ) . No particular accomplishments were needed to carry through occupation demands and there were by and large few to no regulations. In Bureaucracy. people were appointed or elected for places. This system used rational-legal legitimacy and contained a hierarchy. Bureaucracy required a great sum of specialisation and included many regulations and ordinances ( Collins and Makowsky 127 ) . Two other symbolic interactionalists who made important parts to sociology around this clip were Charles Horton Cooley and George Herbert Mead. Cooley developed the construct of the Looking-Glass ego. The rule had three dimensions. First. people look at themselves as they think others see them. Then. they look for judgements others may be doing about them. And eventually. they evaluate those judgements and adjust their behaviour consequently ( Collins and Makowsky 167 ) . Mead besides created a theoretical account of the ego. In Mead’s theory. the first phase we encounter is the â€Å"me† . This is a phase in which we anticipate stimulations and react with formulated responses. As we mature. we enter the â€Å"I† where we are now able to see the outlooks society has of us and we react with learned responses ( Collins and Makowsky 174 ) . After we are able to place ourselves as portion of a community. we adjust our actions to outdo suit the involvements of the community ( Collins and Makowsky 175 ) . A new school of Anthropology developed shortly after the theories of Cooley and Mead. The school was Historical Particularism and it drew upon the work of Franz Boas and Alfred L. Kroeber. Historical Particularism brought with it the thought that each society has a alone history based on different waies of development and hence. no society is inferior to the following ( McGee and Warms 130 ) . Boas believed that one must plunge oneself in a civilization in order to understand it and draw decisions. This was starkly different to the anthropologists before him who used comparative surveies to analyze other civilizations. Boas used ethnographic surveies to document civilizations that were about to be lost because of contact with the outside universe ( 131-132 ) . Kroeber was Boas’ pupil. nevertheless Kroeber took a different attack to anthropology. He did non believe that the single played a important function in the development of society. whereas Boas did ( McGee and Warms 133 ) . Kroeber’s major part to anthropological theory was his â€Å"Eighteen Professions. † These professions were 18 beliefs about societal development which Kroeber did non hold with. He believed that societal development began on an premise that society evolves like beings. and did non believe heory should include premises ( McGee and Warms 141 ) . Three every bit influential anthropologists of the same clip period were Bronislaw Malinowski. Alfred Reginald Radcliff-Brown. and Edward Everet Evans-Pritchard. All three belonged to the Structural Functionalist school of anthropology. Structural Functionalists sought to understand the implicit in construction of society. The most noteworthy Structural Functionalist was Malinowski. He studied the Kula trade in New Guinea with the Trobriand Islanders. Malinowski discovered that necklaces and watchbands being exchanged in this system were non merely gifts between folks. They were in fact making a relationship between the folks so that other goods. such as nutrient. could be traded freely because of the established bond between the two folks ( McGee and Warms 161 ) . Radcliffe-Brown is best known for his research on the relationship a kid holds with his or her mother’s brother. He hypothesized that the mother’s brother acts as a 2nd. or alternate. female parent to the kid whereas the male parent of the kid acts as a martinet. In add-on. the kid has entree to the mother’s brother’s nutrient and belongings if the female parent dies and the mother’s brother helps when the kid is ill or if the female parent is no longer capable of caring for the kid. This explains the positive relationship that the mother’s brother has with the kid. and the negative relationship a kid has with his or her male parent ( McGee and Warms 177 ) . Previous theoreticians such as Sigmund Freud had speculated that a negative relationship a boy had with his male parent was a consequence of green-eyed monster the boy felt because the male parent was holding sex with the female parent ( Collins and Makowsky 148 ) . The last of the Structural Functionalists was Evans-Pritchard. He developed the thought of a Segmentary Lineage System. This was a system by which people see themselves in relationship to each other depending on how closely related they are to each other. For illustration. even if an person is friends with person from another household. they will take the side of a member of their ain household before supporting the friend outside their lineage ( McGee and Warms 191 ) . During this clip. another school of anthropology was developing. This was the school of Culture and Personality. Culture and Personality was defined by three subjects: the relationships between civilization and human nature. civilization and single personality. and civilization and society typical socialisation. It was pioneered by two anthropologists ; Ruth Fulton Benedict and Margaret Mead ( McGee and Warms 206 ) . Benedict’s major part was the extremely influential construct of cultural relativism. Cultural relativism asserted that there are no superior or inferior civilizations. merely different civilizations. Benedict besides stressed that cultural constellation established the personality of its members. She was chiefly interested in civilization and human nature ( McGee and Warms 209 ) . Mead was chiefly concerned with civilization and the person. Her major part was a survey on Sexual activity and Disposition in Three Primitive Societies. Mead studied three folks: the Mundugumor. the Arapesh. and the Tchambuli. In the Mundugumor folk. both sexes were aggressive caput huntsmans. In the Arapesh folk. both work forces and adult females were soft and unagitated job convergent thinkers. In the Tchambuli folk. work forces were disposed to dish the dirt and provided fostering while adult females were dominant. Since all three of these systems were really different from the western. patriarchal manner of believing. they contributed significantly to the survey of anthropology ( McGee and Warms 222 ) . Another motion in anthropological idea began in this clip period. It was called Cultural Ecology and Neo-Evolutionary Thought. Pioneered by Julian Steward and George Peter Murdock and focused on how societies adapt to their environments as a measuring of development ( McGee and Warms 225 ) . When Boas made ethnographic surveies a criterion in anthropology. cross-cultural surveies had been abandoned. Murdock revived the pattern of cross-cultural surveies and created the Human Relations Area Files. This was a aggregation of my volumes documenting the organisation of assorted civilizations around the universe ( McGee and Warms 263 ) . Murdock besides contributed significantly to the survey of divorce. He hypothesized that a stable matrimony is more likely if one or more of three factors are in topographic point. First. a bride monetary value helped to procure a matrimony because there was no duty to refund the monetary value and hence matrimony was profitable. Second. arranged matrimony would stabilise a matrimony. The concluding factor that would guarantee the stableness of a matrimony was the crow. This is a state of affairs in which adult females are stolen and would non be returned because this is a mark of failing ( McGee and Warms 265-266 ) . Steward is responsible for the differentiation between civilization type and civilization nucleus. A society’s civilization type is how a civilization uses a specific engineering to work the environment. Culture nucleus histories for the characteristics of a civilization that play a function. Knowing both the civilization type and nucleus of a society can turn out utile when analyzing how the society aintains subsistence ( McGee and Warms 228 ) . Up until this point in history. few if any sociologists had touched upon race. Then. the rise of the black sociologist occurred in the signifier of W. E. B. DuBois. DuBois was a Marxist and saw inkinesss as the modern twenty-four hours labor. He believed it was segregation that kept black from obtaini ng occupations and in bend bad occupations led inkinesss to take down economic position. DuBois believed the lone manner to make alteration was through instruction. though he admitted that instruction was useless under segregation ( Collins and Makowsky 196 ) . DuBois besides suggested that inkinesss have a â€Å"double consciousness† . Blacks feel caught between two individualities: one black. and one American. These two individualities divert blacks’ attending from carry throughing either individuality to its fullest extent. It besides places undue mental emphasis on African-Americans to maintain exchanging individualities to fit their fortunes ( Farganis 180 ) . Several old ages subsequently. Erving Goffman. another symbolic interactionalist. contributed his theory of Dramaturgy. Goffman stated that each one of us has a â€Å"back stage† and a â€Å"front stage† . The â€Å"back stage† is who we truly are when we think we are non being judged. Goffman categorizes this as a accurate individuality. The â€Å"front stage† is the act we put on for the remainder of society to see. This is what Goffman labels a fancied individuality ( Farganis 360 ) . There are four stairss to pull offing a fabricated individuality. First. one must command the scene. Then. an single puts on a personal forepart. Following. one will play the portion they have created. And eventually. the single must pull off the audience ( Farganis 366-367 ) . Another influential sociologist was Michele Foucault. He belonged to the new motion of Contemporary European Thought under the umbrella of Post-Modernism. Foucault suggested that over clip. societies discourse. or presumed truths. have changed. For illustration. during the in-between ages. society at big made the premise that everything in the universe could be explained through faith. However. during the enlightenment. the discourse of western thought shifted to look towards scientific discipline for an reply to all phenomena ( Faganis 411 ) . In post-modernism. sociologists propose that there are no ultimate truths that scientific discipline. faith. or any other establishment can specify ( Farganis 413 ) . At the same clip. Claude Levi-Strauss is analyzing linguistic communication from an anthropological point of view. His major part to the field is through his disposition to near linguistics from a structuralist point of position. Levi-Strauss asserts that linguistic communication should be studied to detect the implicit in constructions that create societies. Previous theoretician such as Boas thought linguistic communication was of import to analyze because it showed how we categorize the universe ( McGee and Warms 335 ) . Around this clip. Sally Slocum is trying to execute a Feminist Critique. Female anthropologists and sociologist of the past had excessively frequently focused on the importance of work forces in society and glossed over the parts of adult females. Slocum pointed out that adult females are 2nd category citizens in most societies because of their association with nature which was seen as wild and hence unsafe. Work force were associated with civilization because they were the accountants of civilization. This created an image of work forces as being the more civilized of the two genders. Womans were aligned with nature because of their ability to bear kids and the work they normally did bring forthing. alternatively of killing as work forces frequently did ( McGee and Warms 419 ) . These anthropologists and sociologists of the yesteryear have provided current minds with a footing for farther research and geographic expedition. Today. Anthropology and Sociology are turning Fieldss of involvement across the universe. Thousands of anthropologists and sociologists bit off at life’s major inquiries every twenty-four hours. As the canon of literature grows. human existences grow closer and closer towards self-actualization.

How to Keep a Lake Healthy and Clean

How to Keep a Lake Healthy and Clean Living with a lake view can be a wonderful way to feel close to nature, to enjoy aquatic activities, and to experience the seasons as they go by. However, owning lakeshore property comes with responsibilities towards the ecological health of the lake. To be able to continue enjoying the natural beauty and recreational activities a lake has to offer, and to  keep your propertys value up, here are a few steps to consider: Minimize Runoff Pollution is perhaps the most direct threat to a lake ecosystem. In the absence of industrial waste discharge, much of the pollutants come from rainfall runoff. Perhaps the single most important step to prevent water pollution is to control the amount of pollutant that gets into the lake washed in by rainfall. This can be accomplished through several approaches: Minimize your lawn area. Maintaining a grass lawn is often thought to mean the application of fertilizers and herbicides and it is very difficult to dose them precisely. Rain will transport excess fertilizer into the lake, which will stimulate smelly, unsightly, and potentially toxic algal blooms. Consider skipping the fertilizer, and learn to live with an imperfect lawn. Better yet, cut down on the amount of lawn you need to maintain. Herbicides can be toxic to aquatic life – if you need to use them, spot treat the problem areas as needed.Capture runoff from impervious surfaces. Rooftops and driveways are examples of impervious surfaces, which do not allow water to percolate into the soil. Instead, rainwater collects pollutants and speeds off, contributing to soil erosion. These soil particles end up in lakes, creating sedimentation problems. Roof runoff can be captured with rain barrels, and later used to water flower beds. Road runoff can be routed into a rain garden made o f water-loving plants. The energy of the moving water will be absorbed, slowing down erosion, and the suspended particles will get deposited in the garden, instead of in the lake. If you’re planning a new or replacement driveway, consider permeable ones made of pavers which lets run water through and reach the soil. Protect Natural Shoreline Vegetation Bare lawn all the way to the shoreline might be an aesthetic that appeals to some, but it is hurtful to a lake. It is important to protect existing vegetation along the shoreline: the shrubs and trees there keep the shallow waters cooler, preventing unsightly algal blooms and protecting fish habitat. The plants’ roots hold on to the shoreline soil, preventing erosion. A thick vegetation strip along the shore also acts as a buffer, absorbing pollutants and sediment flowing towards the lake.Replace lost or damaged shoreline vegetation by planting native species. Your local nursery should be able to suggest fast-growing, hardy plants adapted to wet shoreline conditions. Discourage Invasive Species When landscaping your property, stick to native plant species, especially along the shoreline. Exotic plants can become invasive and rapidly spread along the shore, displacing native ones and disrupting the aquatic ecosystem. Damaging invasive  plants include phragmites, purple loosestrife, and reed canary grass.A common way for invasive aquatics plants to enter a lake is by hitching a ride on a boat (an invasive species vector). Bits of algae or plant can be stuck on a boat propeller, or on the trailer, and be accidentally transferred from one lake to another. To avoid this,  take precautions before putting a boat in and better yet consider the possibility of implementing a boat inspection station at the public boat ramp. Many states have grants to assist landowner associations in funding these inspections. Particularly worrisome are Eurasian water-milfoil and​ the spiny water flea, as they can radically transform a lake’s ecology and significantly alter recreation al activities. Friendlier Fishing Countless lakes now have invasive fish species that were introduced by anglers. Don’t be a bucket biologist – only use native fish, crayfish, and leeches as bait. Many lakes have aquatic ecosystems that have now been transformed by the introduction of yellow perch, golden shiners, or rock bass.A particularly insidious form of lake pollution is lead to lost tackle. Practice lead-free fishing, and avoid making the wildlife sick. Loons, grebes, ducks, and bald eagles are particularly vulnerable. Practice Green Boating Motorboat activities can be disruptive to a lake’s health in many ways. Avoid these issues by choosing human-powered options: canoe, kayak, sailboat, or stand-up paddleboard.If you are using a motorboat, favor four-stroke engines over two-stroke ones. They have better fuel economy, fewer emissions, and are quieter. They also do not release unburned fuel into the water, which two-strokes do.Mind your wake. Slow down when you are near shore, as the wave action created by boats can increase shore erosion, releasing sediment, and damage shoreline vegetation. Controlling Waste Water Follow existing local ordinances for your septic systems. Regulations specify a minimum distance between the lake shore and your septic system. In addition, regular inspections and maintenance will ensure it functions properly. Leaky septic systems are a major source of nutrient pollution.Mind the products that end up in your septic tank – one of the main issues is the algae-feeding phosphate in soaps. Laundry detergent is now largely phosphate-free in the United States, but many dish-washing soap brands still contain it.However tempting it is, avoid washing in the lake. Shampoos and soaps contain chemicals that are not friendly to aquatic ecosystems, despite the â€Å"biodegradable† or â€Å"all natural† labels on the bottle. Going the Extra Mile Join your lake association and be a voice for conservation. When issues arise, research them and promote environmentally sound solutions. In the United States, state departments of natural resources usually have limnologists (lake scientists) who can answer your questions. In addition, many state universities have cooperative extension services which may be able to help you.Be involved with your regional land trust. They may be able to help you protect pieces of shoreline property that are key to the health of a lake.

Understanding Split Infinitives in English Grammar

Understanding Split Infinitives in English Grammar In English grammar, a split infinitive is a construction in which one or more words come between the infinitive marker to and the verb (as in to really try  my best). Also called a cleft infinitive. A   split infinitive  is sometimes regarded as a type of tmesis. I think the evidence is conclusive enough, says editor Norman Lewis: it is perfectly correct to consciously split an infinitive whenever such an act increases the strength or clarity of your sentence (Word Power Made Easy, 1991). Examples and Observations Here are some examples of split infinitives, and descriptions of the term and its uses from other texts to help you better understand their function: To deliberately split an infinitive, puristic teaching to the contrary notwithstanding, is correct and acceptable English.(Norman Lewis, How to Speak Better English. Thomas Y. Crowell, 1948I was wise enough to never grow up while fooling most people into believing I had.(attributed to Margaret Mead)Hamilton from boyhood on was an overachiever, one who found it necessary to more than compensate for his feelings of inadequacy.(Peter R. Henriques, Realistic Visionary. University of Virginia Press, 2006)Her first class wasnt until the afternoon. That would give her time to quickly head to the house, then come back and grab a bite to eat in the cafeteria.(Kayla Perrin, The Delta Sisters. St. Martins Press, 2004It seemed that he had caught [the fish] himself, years ago, when he was quite a lad; not by any art or skill, but by that unaccountable luck that appears to always wait upon a boy when he plays the wag from school.(Jerome K. Jerome, Three Men in a Boat, 1889Milton was too busy to mu ch miss his wife.(Samuel Johnson, Lives of the Most Eminent English Poets, 1779-1781 News of the government’s plan to on average halve pay for the top 25 employees of firms that took two bailouts ricocheted down Wall Street on Wednesday.(Eric Dash, A New Challenge for 2 Ailing Banks. The New York Times, Oct. 21, 2009The phrase to solemnly swear is at best an explication of what is implied in the idea of swearing, at worst a pleonasm.(Peter Fenves, Arresting Language: From Leibniz to Benjamin. Stanford University Press, 2001 A 19th-Century Proscription Hostility to the practice of splitting infinitives developed in the nineteenth century. A magazine article dating from 1834 may well be the first published condemnation of it. A large number of similar prohibitions followed. The first to call it a split infinitive was a contributor to the magazine Academy in 1897. (Henry Hitchings, The Language Wars. John Murray, 2011) A False Analogy With Latin The only rationale for condemning the [split infinitive] construction is based on a false analogy with Latin. The thinking is that because the Latin infinitive is a single word, the equivalent English construction should be treated as if it were a single unit. But English is not Latin, and distinguished writers have split infinitives without giving it a thought. Noteworthy splitters include John Donne, Daniel Defoe, George Eliot, Benjamin Franklin, Abraham Lincoln, William Wordsworth, and Willa Cather. Still, those who dislike the construction can usually avoid it without difficulty. (The American Heritage Dictionary of the English Language, 4th edition, 2000)The split-infinitive rule may represent mindless prescriptivisms greatest height. It was foreign. (It was almost certainly based on the inability to split infinitives in Latin and Greek, since they consist of one word only.) It had been routinely violated by the great writers in English; one 1931 study found split infinitives in English literature from every century, beginning with the fourteenth-century epic poem Sir Gawain and the Green Knight . . .. (Robert Lane Greene, You Are What You Speak. Delacorte, 2011) Clarity and Style In fact, an unsplit infinitive may be less clear than a split one, as in He decided to go boldly to confront his tormentor, where it is unclear whether boldly is attached to go or confront or perhaps both. (Jean Aitchison, The Language Web: The Power and Problem of Words. Cambridge University Press, 1997)The condemnation of  the split infinitive  seems so devoid of adequate justification that, personally, I am accustomed to look upon it as merely idiosyncratic. The use of the idiom can be defended on various grounds, not the least substantial of which is the need of allowing language that freedom from purely artificial restraints which it continually and successfully claims. . . . Adverbs of one or two syllables readily adhere to the verb as prefixes, and thus disguise their reprobate individualities. But it is generally assumed that there is no glue strong enough to make such processional words as circumstantially, extraordinarily, disproportionately, and the like,  stick wit hin  the split infinitive,  and therefore they must  be trailed after  verbs like cartloads of bricks. The majority of the adverbs in common use, however, do not attain such unwieldy dimensions, and  may  well be admitted within  the split infinitive,  especially if  clarity  of apprehension is promoted  thereby. And  surely the idiom is not to be pilloried if it serves to make the sentence more harmonious- as, for instance, in He decided to rapidly march on the town, where to march rapidly is certainly less pleasing to the ear. From such considerations as these I therefore infer that  the split infinitive  does not merit the censure which critics frequently bestow on it.   (J. Dormer, Split Infinitive. Notes and Queries, January 21, 1905) The Lighter Side of Split Infinitives Would you convey my compliments to the purist who reads your proofs and tell him or her that I write in a sort of patois which is something like the way a Swiss waiter talks, and that when I split an infinitive, God damn it, I split it so it will stay split.(Raymond Chandler, letter to Edward Weeks, Jan. 18, 1947. Quoted by F. MacShane in Life of Raymond Chandler, 1976)

Familial Hypercholesterolemia Term Paper Example | Topics and Well Written Essays - 2000 words

Familial Hypercholesterolemia - Term Paper Example The remaining cases of FH is caused by a mutation in the gene encoding for apolipoprotein B-100 (ApoB-100), located at the short arm of chromosome 2, which reduces ligand affinity for the normal receptors. As a result, plasma concentration of LDL-C increases (Al-Allaf, et al., 2010). The more common heterozygous FH is diagnosed by an average LDL-C level of greater than 160 mg/dl for two measurements (Jacobson, 2007). It is said that 1: 500 individuals suffer from it, more than those who have homozygous cystic fibrosis and sickle cell anemia. Typically, serum cholesterol is at 250-450 mg/dl (6.5-11.6 mmol/L) and LDL-C is at 200-400 mg/dl (5.2-10.4 mmol/L) (Al-Allaf, et al., 2010). Early intervention only warrants lifestyle changes, while therapeutics are needed in late cases where lifestyle modifications are already ineffective (Jacobson, 2007). On the other hand, the rare homozygous FH is characterized by total serum cholesterol levels of greater than 500 mg/dl (13 mmol/L) and LDL-C levels of greater than 450 mg/dl (11.7 mmol/L). It occurs in 1: 1, 000, 000 individuals. As a result of hypercholesterolemia, xanthoma on the tendons of the distal extremities and premature development of corneal arcus exist among individuals with homozygous FH. In addition, they develop cardiovascular diseases earlier relative to those with heterozygous FH (Al-Allaf, et al., 2010). FH carriers, on the other hand, are much more difficult to detect as they present with a wide variety of signs and symptoms (Broekhuizen et al., 2010). . There is no current treatment for the genetic mutation in FH, since studies on the effectiveness of gene therapy with surgical intervention are still ongoing (Al-Allaf, et al., 2010). However, if the signs and symptoms of FH are ignored, it can lead to premature fatal cardiovascular diseases, stroke and myocardial infarction (Daskalopoulou, Doonan and Mikhailidis, 2010). It increases the risk for hastened arterial plaque development, which normally begi n in early childhood and peak during adolescence (Jacobson, 2007). It is thus important to prevent these cardiovascular changes from happening so that better physical and social outcomes can be achieved and healthcare costs are minimized (Al-Allaf, et al., 2010; Broekhuizen et al., 2010). SUMMARY OF FINDINGS Approach on patient with hypercholesterolemia A person with high lipid levels is worked-up based on the stage of the disease at which presents. Hyperlipidemia in an otherwise healthy patient without family history of early myocardial infarct, stroke or peripheral vascular disease, only warrants basic lifestyle patient education regarding proper diet, exercise, and smoking prevention. Diet diary, food frequency questionnaire, and inquiries on usual food intake during the interview can illicit points at which dietary restrictions can be focused on. Meanwhile, if family history is present, fasting lipid profile is needed to determine whether average LDL-C is greater than 160 mg/dl, in which case the target LDL-C is set at below 130 mg/dl and therapeutic lifestyle changes (TLC) are advised (Jacobson, 2007). Non-pharmacological management In managing patients with FH, it is important to prioritize risk factors and to intervene them in a step-wise manner. In dietary modifications, decreasing intake of sources

Quantitative Methods for Computing Assignment Example | Topics and Well Written Essays - 1500 words

Quantitative Methods for Computing - Assignment Example This paper involves discussion and analysis of a questionnaire carried out in united kingdom on their view on adoption of near mobile technology by the banks and other financial institutions (NFC forum 2011). Some of the companies which are carrying out experiments on the use of near field technology into the mainstream use are: NOKIA, SAMSUNG and GOOGLE. However adoption of this technology has come with several issues in terms of drawbacks, though this technology come several too which will be described in this paper. This paper will discuss the pros and drawbacks of this technology in UK and help banks which are attempting to add value to their core business function through the adoption of this technology. Based on several interviews, this paper provides some recommendations for managers wishing to take full advantage of the business benefits of NFC technology (rose 2012). This technology is ISO-based and tends to build on radio-frequency identification (RFID) communication protoc ol and also incorporates standards used in other contactless card technology (NFC forum 2011). Contactless payments involves the use of devices that make use radio-frequency identification so as to make secure payments, these include: debit and credit cards, smart cards and key fobs. The RFID chip and antennae enables users to wave the card or fob across the reader when making payments. The use of NFC technology in United Kingdom was started in the year 1997 by Mobil gas stations but financial institutions like banks adopted the technology in 2008 which involves the use of master card. These banks are; Citibank, American Express bank, Barclays bank, HSBC and the royal bank of Scotland group. Barclaycard was the first institution in UK to offer contactless cards in 2008. The use of NFC technology in United Kingdom was initiated by the orange mobile phone firm when it partnered with Barclaycard in 2010. Mobile phone with contactless technology was initiated in United Kingdom in 2011; these phones had master card paypass and visa Paywave, these services were assigned to the embedded secure element and SIM card. The number of these secure phones is increasing in united kingdom though initially they were available in small scale(carton et al. 2012). The Near field communication technology has been incorporated in contactless card standard hence making it possible to use devices which are NFC-enabled instead of credit and debit cards thereby reducing the weight to customers, For instance, there has been a prooval of a number of NFC – enabled smartphones to be used with Paywave, NFC-enabled makes it possible for users to make payments by using their phone devices in the place of credit or debit cards (visa 2012). Procedure A questionnaire containing several questions which focused on the financial industry in UK was designed. These questions were meant to review on the views of bankers and other financial institution managers on the adoption of NFC technology in banking focusing mainly on the limitations and advantages of NFC technology. The research was about contactless technology in UK though a lot of emphasis was put on NFC technology. Thirty people were given the questionnaires and were given a period of two days to fill them. The study ensured none of the questioned could interact with the other since it was carried in different part of United Kingdom. The questions asked are

Tni Or Training Need Indentifaction Commerce Essay

Tni Or Training Need Indentifaction Commerce Essay This is basically identified by the supervisor / manager as per the performance of the individual or the future plan of growth which has been charted.. But many organistaions who have a complete Performance Management System in place, fix the TNI upon mutual agreement with the concerned employee and supervisopr/manager in accordance with the goals determined and agreement upon for the next PMS cycle. Sometimes TNI is also fixed upon to improve an individuals performance/skill. There are so many ways for conducting a Training Needs Analysis, depending on the situation. Is it to lead in to a design of a specific purpose improvement initiative? Is it for managers to identify training and development needs of their individual staff during the performance appraisal cycle? Is it to devise a calendar of training courses? How best to conduct the analysis will depend on your answer to this question. In any case, determining training needs starts with a gap analysis the gap between what skills your employees have and what they need to move the business forward. We should use one or more of the following data sources: Training Needs Analysis (TNA) is an essential first step in management development. If we wish to achieve the greatest improvement in performance and best value from your investment in training, development, practical experience or networking, we should first undertake a comprehensive training needs analysis. This will form the basis for designing a cost effective management or talent development programme. Training needs analyses can incorporate a 360 ° feedback survey, or an analysis of current corporate needs. For senior individuals an intensive interview programme, including work shadowing can be justified. Design a TNA:- Before starting on a training needs analysis, it is desirable to carry out an audit of the current situation, desired changes in job or responsibility, and probable technological and organisational developments. This will provide the information needed to determine what is required of the individual, team or organisation. Then we can determine performance standards in terms of skills, contacts and practical experience. Simple questionnaires help us identify where individuals stand on a range of competences in management, corporate goverance and director behaviour, and corporate culture. Both the process of answering the questions, and the feedback will contribute to self awareness, especially if the results include contributions from line manager, peers and direct reports. The training need is the difference between the current performance and the required performance. 360 ° feedback surveys :- A 360 ° feedback survey helps the organisation obtain quality information about performance and relationships by posing a set of standard questions to an individuals line manager, peers and direct reports. This all around (360 °) approach identifies any variation of behaviour in different roles and minimises personal bias. Brefi group recommends that a 360 ° survey should precede any developmental coaching programme. When reviewing an individual it is often best to ask open questions such as: Keep doing:  What are the things which  name currently does which help you and which you hope (s)he will continue to do? Do more of:  What are the things you would like  name to start doing or do more of? Do less of:  What are the things which  name does which get in the way and which you would like to be done less often? Development needs:  What are the areas upon which you feel  name should really concentrate in order to improve the managerial performance of the organisation? You may wish to highlight aspects of how (s)he manages or specific objectives or accountabilities which you feel need attention. Personal strengths:  What do you see as the key strengths which  name brings to his/her job? This information can then be consolidated by an independent consultant and fed back in a relatively unattributed manner. However, for a larger or organisation-wide survey it is better to get numeric information that can be analysed and presented by computer. Brefi Group has developed two on-line TNA analysis programs for this purpose. BuddyCoach is a low cost on-line service for individuals the basic service is free. Using standard questions based on competencies in personal effectiveness, managing communications, managing people, effective directorship and corporate culture an individual can obtain an analysis of personal strengths and development needs. For a small charge up to ten others line manager, peers and direct reports for instance can be invited to comment too. The graphical results contrast the results from the different categories of feedback and also compare them with the norm for our international database. For each competence result there are suggestions of how to improve. CorporateFeedback is a powerful tool for organisations to identify individual and corporate training needs. It is a fully customisable on-line 360 ° feedback program which draws on a reservoir of independently benchmarked competencies for managers and directors. The software is hosted on our servers but can be fully integrated into the website or intranet within a template of your design. CorporateFeedback offers a choice of job role, that can either be specified by the client or draw on our standard list. Within each job role there is a choice of modules, such as managing people or managing finance. Again, these can be specified by the client or draw on our existing selection. Each module comprises a number of competencies. Brefi Group has evolved a large selection of competencies, many based on international standards. Clients can draw on these and also include specific competencies relevant to their own organisation. Each competence is represented by four statements which are included randomly in the questionnaires with options to agree or disagree. The results are presented graphically, with options for department heads and HR departments to view consolidated results and for learning recommendations to be included within each category. Personal interviews Personal interviews by a trained interviewer who is independent of the organisation is a means of obtaining high quality information about an individual or members of a team. Not only can the interviewer collect standard information, but he/she can ask penetrating questions to identify the reasons for the feedback. The information can be fed back to the subject in a non-attributable manner, but with much more information, including not only actual quotes but theappropriate voice tone and emphasis of the original quote. If the interviewer is also commissioned to coach the individual or team, this quality information will ensure that real issues are properly dealt with. Work shadowing Work shadowing involves a coach spending time with an individual while he or she is carrying out their normal work. The coach sits in on meetings and observes the individuals behaviour in different circumstances. Feedback can then be immediate, or compiled into a formal report. The instant feedback is a valuable part of the coaching process. Conventional training is required to cover essential work-related skills, techniques and knowledge. Importantly however, the most effective way to develop people is quite different from conventional skills training, which lets face it many employees regard quite negatively. Theyll do it of course, but they wont enjoy it much because its about work, not about themselves as people. The most effective way to develop people is instead to  enable learning and personal development, with all that this implies. So, after covering the basic work-related skills training,the focus should be on   enabling learning and development for people as individuals   which extends the range of development way outside traditional work skills and knowledge, and creates far more exciting, liberating, motivational opportunities for people and for employers. Rightly organisations are facing great pressure to change these days to facilitate and encourage whole-person development and fulfilment beyond traditional training. As with this website as a whole, this training guide is oriented chiefly around whats good for people, rather than chiefly whats profitable for organizations. The reason for this is that in terms of learning, training and development, whats good for people is good for the organizations in which they work. Whats good for peoples development is good for organizational performance, quality, customer satisfaction, effective management and control, and therefore profits too. This is central to a fairly balanced  Psychological Contract  in employment organizations. Profit is an  outcome  of managing and developing people well. People and their development enable profit. Enable people and you enable profit. Organizations which approach training and development from this standpoint inevitably foster people who perform well and progress, and, importantly, stay around for long enough to become great at what they do, and to help others become so. Training is a very commonly used word, but  learning  is in many ways a better way to think of the subject, because learning belongs to the learner, whereas training traditionally belongs to the trainer or the organization. Training should be about  whole person development   not just transferring skills, the traditional interpretation of training at work. Whatever your role and responsibility, you might not immediately be able to put great new emphasis on whole person development. Being realistic, corporate attitudes and expectations about what training is and does cannot be changed overnight, and most organisations still see training as being limited to work skills, classrooms and powerpoint presentations. However, when you start to imagine and think and talk about progressive attitudes to developing people beyond traditional skills training for example: enabling learning facilitating meaningful personal development helping people to identify and achieve their own personal potential then you will surely begin to help the organisation (and CEO) to see and accept these newer ideas about what types of learning and development really work best and produces class-leading organizations. Training is also available far beyond and outside the classroom.  More importantly, training or learning, to look at it from the trainees view is anything offering learning and developmental experience.  Training and learning development includes aspects such as: ethics and morality; attitude and behaviour; leadership and determination, as well as skills and knowledge. Development isnt restricted to training its anything that helps a person to grow, in ability, skills, confidence, tolerance, commitment, initiative, inter-personal skills, understanding, self-control, motivation and more. If you consider the attributes of really effective people, be they leaders, managers, operators, technicians; any role at all,  the important qualities which make good performers special are likely to be attitudinal. Skills and knowledge, and the processes available to people, are no great advantage.  What makes people effective and valuable to any organization is their attitude. Attitude includes qualities that require different training and learning methods. Attitude stems from a persons mind-set, belief system, emotional maturity, self-confidence, and experience. These are the greatest training and development challenges faced, and there are better ways of achieving this sort of change and development than putting people in a classroom, or indeed by delivering most sorts of conventional business or skills training, which people see as a chore. This is why training and learning must extend far beyond conventional classroom training courses. Be creative, innovative, and open-minded, and you will discover learning in virtually every new experience, whether for yourself, your team, or your organization. If you want to make a difference, think about what really helps people to change. All supervisors and managers should enable and provide training and development for their people training develops people, it improves performance, raises morale; training and developing people increases the health and effectiveness of the organization, and the productivity of the business. The leaders ethics and behaviour set the standard for their peoples, which determines how productively they use their skills and knowledge. Training is nothing without the motivation to apply it effectively. A strong capability to plan and manage skills training, the acquisition of knowledge, and the development of motivation and attitude, largely determines how well people perform in their jobs. Training and also  enabling learning and personal development   is essential for the organisation. It helps improve quality, customer satisfaction, productivity, morale, management succession, business development and profitability. Use these tools and processes to ensure that essential work-related skills, techniques, and knowledge are trained, but remember after this to concentrate most of your training efforts and resources on  enabling and facilitating meaningful learning and personal development for people. There is no reason to stop at work-related training. Go further to help people grow and develop as people. Induction Training is especially important for new starters. Good induction training ensures new starters are retained, and then settled in quickly and happily to a productive role. Induction training is more than skills training. Its about the basics that seasoned employees all take for granted: what the shifts are; where the notice-board is; whats the routine for holidays, sickness; wheres the canteen; whats the dress code; where the toilets are. New employees also need to understand the organisations mission, goals and philosophy; personnel practices, health and safety rules, and of course the job theyre required to do, with clear methods, timescales and expectations. Managers must ensure induction training is properly planned an induction training plan must be issued to each new employee, so they and everyone else involved can see whats happening and that everything is included. These induction training principles are necessarily focused on the essential skills and knowledge for a new starter to settle in and to begin to do their job.. An organisation needs to assess its peoples skills training needs by a variety of methods and then structure the way that the training and development is to be delivered, and managers and supervisors play a key role in helping this process. Peoples personal strengths and capabilities   and aims and desires and special talents (current and dormant)   also need to be assessed, so as to understand, and help the person understand, that the opportunities for their development and achievement in the organisation are not limited by the job role, or the skill-set that the organisation inevitably defines for the person. As early as possible, let people know that their job role does not define their potential as a person within or outside the organisation, and, subject to organisational policy, look to develop each person in a meaningful relevant way that they will enjoy and seek, as an individual, beyond the job role, and beyond work requirements. If possible top-up this sort of development through the provision of mentoring and facilitative coaching (drawing out not putting in), which is very effective in producing excellent people. Mentoring and proper coaching should be used alongside formal structured training anyway, but this type of support can also greatly assist whole-person development, especially where the mentor or coach is seen as a role-model for the persons own particular aspirations. Its important that as a manager you understand yourself well before you coach, or train or mentor others: Are your own your own skills adequate? Do you need help or training in any important areas necessary to train, coach, mentor others? What is your own style? How do you you communicate? How do you approach tasks? What are your motives? These all affect the way you see and perform see the training, coaching or mentoring role, and the way that you see and relate to the person that your are coaching, or training, or mentoring. Your aim is to help the other person learn and develop not to create another version of yourself. When you understand yourself, you understand how you will be perceived, how best to communicate, and how best to help others grow and learn and develop. And its vital you understand the other persons style and personality too how they prefer to learn do they like to read and absorb a lot of detail, do they prefer to be shown, to experience themselves by trial and error? Knowing the other persons preferred learning style helps you deliver the training in the most relevant and helpful way. It helps you design activities and tasks that the other person will be more be more comfortable doing, which ensures a better result, quicker.   Many organizations face the challenge of developing greater confidence, initiative, solutions-finding, and problem-solving capabilities among their people. Organisations need staff at all levels to be more self-sufficient, resourceful, creative and autonomous. This behaviour enables staff can operate at higher strategic level, which makes their organizations more productive and competitive. Peoples efforts produce bigger results. Its what all organizations strive to achieve. However, while conventional skills training gives people new techniques and methods, it wont develop their maturity, belief, or courage, which is so essential for the development of managerial and strategic capabilities. Again, focus on developing  the person, not the skills. Try to see things from the persons (your peoples) point of view. Provide learning and experiences that theyd like for their own personal interest, development and fulfilment. Performance and capability are ultimately dependent on peoples attitude and emotional maturity. Help them to achieve what they want on a personal level, and this provides a platform for trust, emotional contracting with the organisation, and subsequent skills/process/knowledge development relevant to managing higher responsibilities, roles and teams. 2.Examining training in large municipalities: linking individual and organizational training needs. By Willow Jacobson Ellen V. Rubin Sally Coleman Selden    |   Ã‚  Public Personnel Management     Winter, 2002 Both practitioners and academics in the private, not-for-profit, and public sectors are increasingly focusing attention on organizational and  human resource  management  performance. An important component or predictor of government performance is  its  training  infrastructure. It helps organizations recruit and retain workers, as well as ensure that workers have the requisite skills and opportunities to perform in their current and future positions. Training is a direct means of developing individuals, and subsequently organizational capacity. This capacity, in turn, is linked to overall organizational performance. This article utilizes data collected as part of a national study of local, state, and national governmentthe Government Performance Project. Specifically, it focuses on training in the largest municipalities in the United States. First, this article briefly reviews the existing research on training, demonstrating the need for a holistic examination of training in the public sector. Second, using data from the Government Performance Project, it describes the nature of training in 33 of the 35 largest cities in the United States. Finally, drawing upon what was learned through survey questions and personal interviews with city officials, this article presents a training model that integrates employees, the organization, and the environmental context in which employees and the organization operate. A recurring discussion in the training literature relates to the categorization of trainingmanagement training, technical training, and skills of an aging workforceand the inclination on the part of scholars is to limit their research to a particular type of training. As responsibility for the delivery of public sector goods and services is passed down to local governments, understanding the opportunities and mechanisms for developing employees becomes increasingly more important. With this delegation of responsibility come expectations that local government employees will deliver an increasing range of services. The need to provide additional services corresponds to a need to train employees for the delivery of extended services. Furthermore, in an increasingly competitive job market, it is essential that governments explore training as both an opportunity to retain employees and as a means to attract and develop new employees. This article is designed to fill the gap of knowledge about training in local governments by examining and discussing training for all employees and managers. In addition, this article will look at the relationship between different measures related to training and the environment. Finally, based upon data collected and analyzed, we develop a framework that can be used to guide government planning and training analysis. The human  resource  management  survey instrument contained a series of multi-part, open-ended questions designed to yield information about a given citys training system. The survey instrument was designed and pretested in four states, four local governments, and four federal agencies in 1997. Based on this pilot study, the instrument was revised and streamlined to focus as directly as possible on the evaluation criteria for human resource management. After completing a survey of 50 states in 1998, the survey was revised. Training need identification:- Some cities track employees training records centrally, while others assign this responsibility to individual agencies in which employees work. Specifically, in 76.0 percent of cities, the central personnel department keeps records of individual employee training, and in 66.6 percent, individual departments keep records. Records kept by the central office were computerized more frequently (82.6 percent) than those kept at the department level (50.0 percent). Computerized records allow managers and policy makers easier access for planning and analysis. Having a training catalog on the Web can make it easier for employees to stay up-to-date with course offerings. Honolulu and Jacksonville are two cities that provide online training catalogs. Finally, cities may offer incentives to encourage training. Other incentives for obtaining training are the rewards employees receive for completion. The GPP identified five possible rewards for training: class certification, college credit, recognition by supervisor(s), meal (ceremony), and skill pay. Rewards for training can motivate employees to not only seek, but complete training. Despite their potential positive impact, the survey results show that less than a third of cities offer rewards for completing training  explored a series of bivariate relationships between training-related measures and environmental factors including unionization, workforce planning, and workforce age. Unionization and workforce planning are significantly associated with diversity of training opportunities and training capacity. Monetary encouragement is significantly associated with average workforce age; however, the nature of this relationship is negative.   While the data is useful in providing information about the array of courses offered and a broad sense of the training environment structure, it offers limited insights about the quality of course offerings or the extent to which training meets the strategic needs of the government. As a result, this article develops a framework that structures our understanding of training from both the individual employee perspective and the organizational perspective. The model clarifies how the organizations training structure represents two distinct components and how these components may be prioritized. Strategic Systems Training Model: An Integrated Approach The Strategic Systems Training Model (SSTM) is based on the premise presented by Abraham Maslows A Theory of Human Motivation (1943) in which he describes a hierarchy of needs: when a foundational need is met, a more complex need emerges that an individual strives to fulfill. It is the emerging tension that motivates employees. Maslows model is based on the assumption that all individuals have needs that underlie their motivational structure, and as a lower level need is fulfilled, that need no longer drives behavior. However, a new higher order need becomes the source for motivation. (22) Component 1: The Individual Employee Using Maslows model as a starting point, he argues that humans have individual motivational structures. We take a similar approach and argue that individuals have individual training structures. In Maslows model, individuals are motivated at the most basic level by physiological needs that include their basic survival needs. In the individuals training structure, the most basic level of need is training on minimal occupational skills needed for basic employment survival. Depending on the individual, this may be basic literacy training or basic computer training. As shown in Figure 1, as an individual moves up the hierarchy, his or her motivation becomes more refined and specific. Similarly, as public sector employees progress through the training hierarchy of needs, the training requested becomes more advanced and specialized. n Maslows model, individuals still need to fulfill lower-level needs as they progress up the hierarchy. The training model begins to deviate from Maslows model at this point. Basic training does not need to be continually re-taught as more advanced training is undertaken, but the basic skills gained through previous training do need to be maintained. An individuals training structure is the  blueprint  for the training the individual needs to build his or her capacity, based upon the foundation of skills and training the person has already received. Component 2: The Organization An organization, like an individual, has its own training structure based on its needs and the skills of its workforce. (23) The training structure for an organization is made up of its employees, who bring their own training structures. Employees fill the layers within an organization; the organization needs to be aware of an employees current level of need and train him or her accordingly. The organization must also consider how the different needs and skills of its employees fit within the overall needs and mission of the organization. An organization that works to train all employees at the most basic level can then shift resources to other areas of training the organization needs to prosper. Furthermore, an organization must reconcile the obligation of meeting the training needs of its individual employees with its responsibility to develop an organizational training structure that suits its overall needs. An organization with a strategic focus advances and develops through its acquisition of new human capital and the development and training of its current human capital. The diversity of employees training needs means that an organization has to carefully plan its training structure to train employees at the appropriate level according to both individual and programmatic needs, which requires a more holistic understanding of how employees fit into the largerorganizational  structure  and how that employee contributes to the accomplishment of the organizations mission. Matching employees to training levels actually results in the separation of the organizational training structure into two training sub-structures or components: one that focuses on training managers and the other that focuses on general training. These two components are then treated as separate but interactive pieces of the organizations training structure. They can be prioritized and developed differently. The priority that one component may receive over the other is often due to limited resources, training philosophy, or other contextual factors. In an ideal system, both compone nts receive attention. In reality, one part is often prioritized over another due to budget constraints and other limited resources. This prioritization often relates to greater philosophical and contextual factors (see Figure 2). For example, cities that believe in succession planning, or filling management positions with people that have worked their way up through government, are more likely to focus their attention on the bottom triangle, expecting employees who complete those  training  courses to later progress into management positions. Thus, they want to advance the individual within that individuals training structure because they will take those skills to their next positions. This type of city is likely to prioritize the general training component. Cities that place a priority on the manager training structure might feel that trained managers transfer information to employees, so general training is not as important. This notion implies that managers act as trainers for employees, and as a result, fewer formal courses may be offered to general employees. This could lead to a less-developed training program. The transfer of training through informal networks does not allow for formal record keeping of an employees progress, thus making it difficult for the organization to accurately plan organizational training that meets individuals needs. Another explanation for the focus on the manager component could be justified by cities that are undertaking massive change; the priority may be to familiarize managers with changes so they can help transition the organization. Research has demonstrated the significance of the environment on organizational structure and behavior These examples demonstrate this significance by presenting factors that are outside the organizations training structure, yet have a serious impact on how the training system operates. The influence of these contextual factors on the training system are included as important explanatory factors in this model. This model serves two purposes in the planning process. First, it allows planning for individual training needs, and second, it allows planning at the organizational level. This second purpose is multidimensional, including the individuals that make up the organization, the capacity they bring to the organization, and how this interacts with meeting the future goals of the organization Conclusion:- This article presented a picture of training in 33 city governments, as well as key relationships that help us to understand training capacity, both overall and in relation to some of its key components. Cities offer a range of courses to general employees, ranging from the most basic to more advanced skills. Interestingly, fewer cities offer basic training than a more specialized set of training courses Finally, this article provides a model that helps to conceptualize individual training structures an

Imperialism in Africa

Explain what is meant by the term imperialism. Discuss the causes of imperialism in the 1800s. Kamar Findlay ID# 092165839 Mico University College Imperialism in Africa Mrs. Pitter October 29, 2011 Imperialism is â€Å"the creation and or maintenance of an unequal economic, cultural, and territorial relationship, usually between states and often in the form of an empire, based on domination and subordination† (Johnston, 2000. p. 375). In its simplest form Farah and Karls (2001) describes imperialism as one country’s domination of the political, economical and social life of another country.The Europeans imperialism during the 1800s occurs out of the advantages of strong economies, well organized governments and powerful armies and navies. ‘Superior technology including riverboats and telegraph, as well as improved medical knowledge also played a part’ (Esler et al 2009. p. 752). Advances such as the Maxim Machines Guns and steam driven warships were very st rong signals in persuading the Africans and Asian to accept European domination. European imperialism did not begin in the 1800s. European states have had empires in the Americas after 1492 and in South Asia and China.Imperialism has been found in the histories of Japan, the Assyrian Empire, the Chinese Empire, the Roman Empire, Greece, the Persian Empire, and the Ottoman Empire, ancient Egypt, and India and was a basic component in the conquest of weaker state. According to Smith (1998) the word itself, derived from the Latin verb imperare (to command), the Roman concept of imperium, while the actual term ‘Imperialism' was coined in the 16th century, reflecting what are now seen as the imperial policies of Belgium, Britain, France, the Netherlands, Portugal, and Spain in Africa, Asia, and the Americas.Imperialism not only describes colonial and territorial policies, but also economic and/or military dominance and influence. From about 1870 to 1914, imperialist gain control ov er much of the world. Leading the way were the soldiers, merchants, settlers, missionaries, and explorers. In Europe, imperial expansion found favor with all classes, from bankers and manufacturers to workers. Western imperialism expanded rapidly for a number of reasons. The imperialism in the 1800s resulted from four key factors.First, nationalism created an atmosphere in which rival European countries build empires in their competitive quest for dominance in Europe and indeed the world. Secondly, the Industrial revolution created an extraordinary demand for raw material and new markets, which in essence push industrialized nations to seek over sea territories. Thirdly imperialism rested on the notion of what was called the â€Å"White Mans Burden†. This was a belief that was held by the European powers that it was their responsibility to civilize the people who the belief was pagans.Farah and Karls (2001) lamented that humanitarian impulses inspired many individuals to leav e their secure lives at home and head for distant colonies. The desire was to spread western technology, religion, custom and tradition to those how were seen as the uncivilized. Finally, according to Ellis and Esler (2009) behind the idea of western civilizing mission was the growing since of racial superiority. European races, the lamented, were believed to be superior to all others and domination of the weaker races was simply nature’s way of improving the human species.Nationalism played a vital role in the drive towards imperialism. ‘Nationalism is a political ideology that involves a strong identification of a group of individuals with a political entity defined in national terms’ (Athena, 2001. p. 226) . It is also seen as the belief that a nation will benefit from acting independently rather than collectively, emphasizing national rather than international goals Ellis et al (2009) lamented that western leaders claimed that colonies were needed for nationa l security. In the last half of the 1800s European nations visualize them self as the ideal country.If Great Britain started a small colony in distant or Africa, France had to start one too-and so did Belgium, Germany, Italy, Holland, Spain, Portugal and Russia. Nationalism in the extreme promotes the idea of national superiority. Industrialized countries therefore felt they had the right to take control of weaker areas. Countries also tried to increase their power through the control of more land and people. In the 1800s Europe underwent a renewed period of imperialism which was very sophisticated in its nature. Much emphasis was placed on gaining or controlling a colony.The resources and wealth gain from the colony was used to finance war and the army as well as the economy. The stronger a European military gets the more power full that country become in Europe and as such gaining the wealth from a colony could either break or build the power and prestige of a nation. When France for example, moved into West Africa, rival nations such as Britain and Germany seized lands nearby to halt further French expansion. In essence the Europeans taught of the colonies as a source of security. So strong and sophisticated was the sentiment of nationalism that it set of what was known as a ‘Scramble for Africa.West Africa was already known to the European but the interior was untouched. The Belgian king Leopold the second occupies and carry profitable economic activities in the Congo (South Central Africa). Before long Britain, France, Germany and Italy were all lock in a tussle, pressing rivals claim to the region. According to Bickers and Henriot (2000), the scramble was turning out to be bloodshed between European powers. However this was somehow prevented with the calling of the Berlin Conference in Germany by the German Statesman Otto Von Bismarck.This conference was design to reach a peace full agreement over the partition of Africa, but it reflect the ideals of imperialism as only the European powers were invited to the meeting and yet still it was the land of the Africans they were dividing among themselves. The Industrial Revolution of the 1800s knew no borders. The era known as the Industrial Revolution was a period in which fundamental changes occurred in agriculture, textile and metal manufacture, transportation, economic policies and the social structure in England’ (Ashton, 1969. p. 24).Advances in agricultural techniques and practices resulted in an increased supply of food and raw materials, changes in industrial organization and new technology resulted in increased production, efficiency and profits, and the increase in commerce, foreign and domestic, were all conditions which promoted the advent of the Industrial Revolution. ‘The industrial revolution was the most compelling driving force behind imperialism in the 1800s’ (Thompson, 1964. p. 147). The newly build machineries and factory in Europe and the un ited state utilizes tons of raw resources and produces a tremendous amount of manufactured goods.Europe alone could not provide the raw material and the bulk the recourses needed for manufacturing would have to come from outside of Europe. On the same note the European market was becoming overwhelmed with producers and a new market was also needed for the selling of the manufacture goods. As such, face with the desire for well needed raw materials and new markets, the industrialize countries of Europe set out on a quest for new colonies in order to facilitate the needs of their new industrialize cities.Fascinatingly the areas such as East Asia, Africa and the Americas were scarcely known to the Europeans. However the little they know about areas was compelling enough to indicate that these regions amass a huge amount of resources. Thus it is not surprising that these regions would become the safe haven for European exploit of raw material and markets. According Ellis (2009) the indu strial revolution started with the textile industry in Britain and the amount of textile produce was dependent on the availability of cotton.Cotton was grown in huge amount in the regions of North Africa particularly the ancient civilization of Egypt. Cotton was also grown in excessive amount in India and because of this supply it came with little or no surprise that the British would seize the opportunity to colonize and bring these areas under their control. In great demand was raw material such as gold, copper, Rubber, diamond, silver, ivory, steel, Coal, Petroleum. Most of these resources if not all could be found in Africa and areas in the Middle East (Near East).As such these areas became the catalyst of European exploiting and economic activities. The economic demands of the industrial revolution were one of the reasons why these areas with the abundance of resources succumbed to the burden brought by the European imperials ideals. Europeans also ventured on a path to civiliz ed (Civilizing Mission) the people who they themselves claim as uncivilized. The ‘civilizing mission’ as it was term was notably the underlying principle of French and Portuguese  colonial rule  in the late 19th and early 20th centuries.Kuper (1965) lament that it was influential in the French colonies of  Algeria,  French West Africa, and Indochina, and in the Portuguese colonies of Angola, Guinea, Mozambique and Timor . The European colonial powers felt it was their duty to bring  Western Civilization  to what they perceived as backwards peoples. Rather than merely govern colonial peoples, the Europeans would attempt to westernize them in accordance with a colonial ideology known as â€Å"assimilation†. Those who did not practice the Christian faith were seen as pagans and as such it was the ‘white man burden’ (Europeans) to save these people by Christianizing them.According to Esler (2009) during the age of imperialism, growing numbers of catholic and protestant missionaries decided to bring the Christian message to the most remote parts of Africa and Asia. Like many other Europeans and Americans of this period, these missionaries believed that Christianity and Western Civilization together could benefit and transform the world. Educating the people into western education was just another aspect of European conquest as even the education itself was design in such a way to prevent the people from the colonies to accept their own traditions and culture.To achieve these goal missionaries usually set up churches schools and hospitals as well. Esler (2009) explained that some Europeans seized on the theory of Social Darwinism as a proof of their cultural and racial superiority. ‘Social Darwinism’ is a belief, popular in the late Victorian age in England, and America which states that the strongest or fittest should survive and flourish in society while the weak and unfit should be allowed to die’ ( Hawkins, 1997. p. 457).The European adopted this theory and truly put it into effect as one of their reason for conquest and imperial rule was because they saw themselves as the dominant race with the god given right to rule. European during the 1800s and the earlier half of the 1900s view the non-white race of Africa and Asia as barbaric and uncivilized or somewhat a lesser species of the human race. Because of these descriptions the European held it in their view that this race should be control and dominated by the superior race which of course was the Europeans.European domination led to erosion of traditional African and Asian values and destroyed many existing social relationships. Native peoples were forced to work long hard hours for subsistence pay. In an attempt to come to a conclusion, the research done have shown that imperialism in the 1800s was cause out of four key factors. These were the Industrial Revolution, Nationalism, religion and racial superiority. The econom ic demands of the industrial revolution had a profound impact on European economy and the colonies the governed. The more resources came from he colonies the wealthier and more power full the mother country became. In their quest was also to civilized the people of the colonies who the thought were barbaric. As such schools and church alike was established within the colonies. Imperialism was also driven on the basis of racial superiority. The Europeans held the view that they were superior to the colonies over which they dominated. Africa and Asia were the continents that succumb to the imperialist ideals of the 1800s. They were a region with a lot of resources and wealth which was needed to foster economic growth n Europe.Reference Athena,L (2001). Encyclopedia of Nationalism. New Brunswick: Transaction Publishers Ashton, T. S. (1969) The Industrial Revolution. London: Oxford University Press Chambers, J. D. The Workshop of the World. London: Oxford University Press, 1968. Esler, A and Ellis, E (2009) World History. USA: Prentice Hall Farah, A and Karls, A. B (2001) World history: the human experience. USA: McGraw Hill Hawkins, M (1997). Social Darwinism in European and American Thought 1860-1945: Nature and Model and Nature as Threat.London: Cambridge University Press Johnston, Ronald John (2000). The Dictionary of Human Geography (4th ed. ). USA: Wiley-Blackwell Kuper H,(1965) Urbanization and Migration in West Africa . California: Mayfield Publishers Company Bicker,R and Henriot,C (2000) New Frontiers: Imperialism's New Communities in East Asia, 1842–1953. Manchester: Manchester University Press Simon C. Smith, (1998) British Imperialism 1750–1970, Cambridge University Press Thompson, E. P. (1964) The Making of the English Working Class. New York: Pantheon