My Vision of Future Essay

Reimagining India’s Present most of us have a massive psychological barrier against looking seriously at the future. Many nurture the not unnatural, latent fear that any engagement with the future will turn out to be an acknowledgement of their mortality and the transience of their world. Different cultures handle this fear differently. In India’s middle-class culture, attempts to look at the future often end up as tame, defensive litanies of moral platitudes or as overly dramatic, doomsday ‘propheteering’. Even those who avoid these extremes usually view the future either as the future of the past or as a linear projection of the present. If one is a fatalist, one sees no escape from the past; if not, one often desperately tries to live in the instant present. Those who see the future as growing directly out of the present also often narrow their choices. When optimistic, they try to correct for the ills of the present in the future; when pessimistic, they presume that the future will aggravate the ills. If one views the future from within the framework of the past, one arrives at questions like ‘Can we restore the precolonial village republics of India as part of a Gandhian project?’ or ‘Should we revive Nehruvian nonalignment to better negotiate the turbulent waters of India’s inter- national relations in the post-cold-war world?’ If one views the future from within the framework of the present, one asks questions like ‘Will the present fresh water resources or fossil-fuel stock of the world outlast the twenty-first century?’ Important though some of these questions are, they are not the core of future studies. No environmentalist can claim to be a futurist by only estimating, on the basis of existing data, the pollution levels in India in the coming decades. Exactly as no economist can claim to be a futurist by predicting the exchange value of the Indian rupee in the year 2005. The reason is simple. The future—that is, the future that truly intrigues or worries us—is usually disjunctive with its past. Defying popular faith, the future is mostly that which cannot be directly projected from the present. Actually, we should have learnt this from the relationship  between the past and the present. The present has not grown out of the past in the way the technoeconomic or historical determinists believe. I often give the example of a survey done exactly hundred years ago, at the beginning of the twentieth century. It was done mainly as an exercise in technological forecasting during the Paris exposition. The respondents were the best-known scientists of the world then. In retrospect, the most remarkable result of the survey was the total failure of the scientists to anticipate scientific discoveries and changes the world would see in the twentieth century. Thus, for instance, the scientists thought the highest attainable speed in human transportation during the century was 250 miles an hour and among the innovations that they thought would not be viable or popular were the radio and television. Indeed, novelist Jules Verne’s fantasies often anticipated the future of science and technology more imaginatively and accurately. For a novelist’s imagination is not cramped by the demands of any discipline or the expectations of professionals, not even by hard empiricism. The present too is disjunctive with the past, though we love to believe otherwise. The past nowadays is available to us in packaged forms, mainly through the formal, professional narratives of the discipline of history. We feel that we have a grasp on it. History monopolises memories and offers us a tamed, digestible past, reformulated in contemporary terms. It is thus that 17 History monopolises memories and offers us a tamed, digestible past, reformulated in contemporary terms. No. 123 history fulfils its main social and political role—it gives a shared sense of psychological continuity to those living in a disenchanted world. You cannot do the same with the future, for the future has to be anticipated and it is more difficult to turn it into a manageable portfolio. Ultimately, Benedotte Croce’s aphorism—’all history is contemporary history’— can be applied to all genuine futuristic enterprises, too. All visions of the future are interventions in and reconceptualisation of the present. My quick  peep into the future of India, therefore, can only be a comment on India today. I offer it in the spirit in which my work on India’s pasts, too, has all along been an attempt to ‘work through’ or reimagine India’s present. The future of India in my mind is intertwined with the future of diversity and self-reflection, two values that have been central to the Indian worldview, cutting across social strata , religious boundaries and cultural barriers. I believe that during the last two hundred years, there has been a full-scale onslaught on both these values. Even when some have upheld these values during the period, they have mostly done so instrumentally. Thus, even when they have talked of unity in diversity, the emphasis has been on the former; the latter has been seen as an artefact or a hard, somewhat unpleasant, reality with which we shall have to learn to live. A modern nation-state loves order and predictability and its Indian incarnation is no different. Sankaran Krishna’s brilliant study of Indian intervention in Sri Lanka, Postcolonial Insecurities, shows that, even when the Indian state has gone to war in the name of protecting cultural identities and minority rights, its tacit goal has been to advance the hegemonic ambitions 18 of a conventional, centralised, homogenising nation-state. In response to the demands of such a state, modern Indians too have learnt to fear diversity. That fear cuts across the entire ideological spectrum and is ever increasing. Most Gandhians want an India that would conform fully to their idea of a good society, for they have begun to fear their marginalisation. The late Morarji Desai was a good example of such defensive Gandhism. But even some of the more imaginative Gandhians, the ones who cannot be accused of being associated with the fads and foibles of Desai, have not been different. They have absolutised Gandhi the way only ideologues can absolutise their ideologies. The new globalisers also have one solution for the entire world, though they sometimes lazily mouth buzzwords like ‘multiculturalism’, ‘grassroots’ and ‘alternative development’. The goal of their pluralism is to ensure the transparency and predictability of other cultures and strains of dissent. Likewise, I have found to my surprise that attempts to protect religious diversity in diverse ways is not acceptable to most secularists. They want to fight the monocultures of religious fundamentalism and religionbased nationalism, but feel aggrieved if others  do so in other ways. They suspect the tolerance of those who are believers and trust the coercive apparatus of the state. Secularism for In response to the demands of a centralised, homogenising nation-state, modern Indians too have learnt to fear diversity. such secularists serves the same psychological purposes that fundamentalism does for the fundamentalists; it becomes a means of fighting diversity and giving play to their innate authoritarianism and monoculturalism. Things have come to such a pass that we cannot now stand diversity even in the matter of names. Bombay has always been Mumbai, but it has also been Bombay for a long time and acquired a new set of associations through its new name. Bombay films and Bombay ducks cannot have the same ring as Mumbai films and Mumbai ducks. Nor can Chennai substitute Madras in expressions like bleeding Madras and Madras Regiment. Many great cities like London happily live with more than one name. Indeed, in the Charles De Gaulle Airport at Paris, you may miss a plane to London unless you know that London is also Londres. Until recently, we Calcuttans used to live happily with four names of the city— Kolikata, Kolkata, Kalkatta and Calcutta. Indeed, the first name is never used in conversations, yet you have to know it if you are interested in Bengali literature. In recent years, the city has been flirting with a fifth name, thanks to former cricketer and cricket commentator Geoffrey Boycott—Calcootta. But the Bengalis have disappointed me. Many of them now are trying to ensure that there is only one name for the city, Kolkata. The gifted writer Sunil Gangopadhyay has joined them, because he feels that the Bengali language is under siege from deracinated Bengalis, Anglophiles and Bombay—or is it Mumbaiya?—Hindi. I am afraid the change will not provide any additional protection to the Bengali language. It will only fuel our national passion for sameness. MANUSHI It is my belief that the twenty-first century belongs to those who try to see diversity as a value in itself, not as an instrument for resisting new monocultures of the mind or as a compromise necessary for maintaining communal or ethnic harmony. ‘Little cultures’ are in rebellion everywhere and in every sphere of life. Traditional healing systems, agricultural and  ecological practices—things that we rejected contemptuously as repositories of superstitions and retrogression have staged triumphant returns among the young and the intellectually adventurous and posing radical challenges to set ways of thinking and living. More than a year ago, in the backyard of globalised capitalism, the US citizens for the first time spent more money from their pockets on alternative medicine than on conventional healthcare. The idea of the diverse is not merely expanding but acquiring subversive potentialities. India of the future, I hope, will be central to a world where the idea of diversity will itself be diverse and where diversity will be cherished as an end in itself. By its cultural heritage, India—the civilisation, not the nation-state—is particularly well equipped to play a central role in such a world. However, the Indian elite and much of the country’s middle class seem keener to strut around the world stage as representatives of a hollow, regional super-power. They want their country to play-act as a poor man’s America, armed to the teeth and desperate to repeat the success story of nineteenth-century, European, imperial states in the twenty-first century. India is also supposed to be a culture deeply committed to selfreflection. During colonial times, that No. 123 commitment began to look like a liability. Many critics of Indian culture and civilisation in the nineteenth century lamented that the Indians were too engrossed in their inner life. Others argued that Indian philosophy had marginalised the materialist strain within it and become predominantly idealistic. Their tacit assumption was that the Indians were given to too much of self-reflection and too little to action. ‘We are dreamers, not doers’ came to be a popular, simplified version of the same lament. Whether the formulation is correct or not, it is obvious that we have overcorrected for it. We have now become a country of unthinking doers. Certainly in the Indian middle classes, any action is considered better than doing nothing. As a result, mindless action constitutes an important ingredient of the ruling culture of Indian public life. Even the few knowledgeable, nongovernmental hydrologists who support mega-dams, readily admit that most of the 1,500 large dams built in India are useless and counterproductive. Their main contribution has  been to displace millions of people in the last fifty years. And even these supporters are not fully aware that the millions displaced by dams, often without any compensation, now constitute an excellent pool for those active in various forms of social violence and criminality. Veerappan, son of a dam victim, is only the most infamous symbol of them. Likewise, even in the Indian army, many senior officers now openly say that Operation Blue Star at the Golden Temple was worse than doing nothing. The price for that gratuitous intervention was a decade of bloodshed and brutalisation of Punjab. For years, Mohandas Karamchand Gandhi has been ventured as an excuse for every phoney, useless intervention—in nature, society and culture in India. The last time I saw this ploy was when our bomb-mamas justified the nuclearisation of India in the name of Gandhi. The Indian middle 19 classes have always been uncomfortable with the father of the nation and have always believed him to be romantic, retrogressive, and antimodern. They have also probably all along felt slightly guilty about that belief. As a reparative gesture they have now begun to say, given half a chance, that Gandhi was a great doer; he did not merely talk or theorise. This compliment serves two purposes. It allows one to ignore Gandhi’s uncomfortable, subversive thought as less relevant— ‘Bapu, you are far greater than your little books’, Jawaharlal Nehru once said—and it atones for one’s hidden hostility and contempt towards the unconventional Gandhian vision of India’s future. Occasionally, some like philosopher T. K. Mahadevan have tried to puncture this selfcongratulatory strategy. I remember him once saying in a letter to the editor of The Times of India that Gandhi For years, Mohandas Karamchand Gandhi has been ventured as an excuse for every phoney, useless intervention—in nature, society and culture in India. went out on the streets only twice in his life; the rest of the time he was thinking. Such interventions are always explained away as esoterica vended by eccentric intellectuals and professional iconoclasts. The dominant tendency in India today is to discount all self-reflection. It has turned India’s ruling culture into an intellectually sterile summation of slogans borrowed from European public culture in the 1930s. Our culture is now dominated by European ideas of the nation-state and nationalism, even  Europeans ideas of ethnic and 20 religious nationalism (mediated by that moth-eaten Bible of the 1930s, V. D. Savarkar’s Hindutva, modelled on the ideas of Mazzini and Herder). Shadow boxing with them for our benefit and entertainment are European ideas of radicalism and progress, smelling to high heavens of Edwardian England. In such a world, it is almost impossible to sustain a culture of diversity, particularly diversity as an end in itself. You learn to pay occasional h omage to diversity as an instrument that buys religious and ethnic peace, but that is mainly to hide one’s eagerness to deploy such ideas of religious, caste and ethnic peace to further homogenise India. I have now learnt to fear the use of any cultural category in the singular. For years, I wrote about ‘Indian civilisation.’ I thought it would be obvious from the contents of my writings that I saw the civilisation as a confederation of cultures and as an entity that coexisted and overlapped with other civilisations. Af ter all, some other civilisations, such as the Iranian and the European, are now very much part of the Indian civilisation. The Islamic and Buddhist civilisations, too, clearly overlap significantly with the Hindu civilisation. However, even the concept of civilisation, it now seems to me, has been hijacked in India by those committed to unipolarity, unidimensionality and unilinearity. Our official policy has been shaped by a vision of India that is pathetically naà ¯ve, if not farcical. It is that of a second-class European nation-state located in South Asia with a bit of Gita, Bharatanatyam, sitar and Mughal cuisine thrown in for fun or entertainment. Those who do not share that idea of earthly paradise are seen as dangerous romantics, Our culture is now dominated by European ideas of the nation-state and nationalism, even Europeans ideas of ethnic and religious nationalism†¦ MANUSHI continuously jeopardising India’s national security. No wonder that even many erstwhile admirers of India have begun to see it as a nucleararmed, permanently enemy-seeking, garrison state. Edward Said will never know that  few Occidentals can be as Orientalist towards India as educated, urban, modern Indians often are. In Indian public life, the standard response to such criticism is to reconceptualise Indian culture as some sort of a grocery store and to recommend that one should take from it the good and reject the bad. This is absurd and smacks of arrogance. Indian culture represents the assessments and experience of millions, acquired over generations. It has its own organising principles. My ideal India †¦ is a bit like a wildlife programme that cannot afford to protect only cuddly pandas and colourful tigers. transparent, because there cannot but be a touch of mystery in the world of cultures. My ideal India celebrates all forms of diversity, including some that are disreputable, lowbrow and unfashionable. It is a bit like a wildlife programme that cannot afford to protect only cuddly pandas and colourful tigers. It is an India where even the idea of majority is confined to political and economic spheres and is seen as shifting, plural and fuzzy, where each and every culture, however modest or humble, not only has a place under the sun but is also celebrated as a vital component of our collective life. That may not turn out to be an empty dream. I see all around me movements and activists unashamedly rooted in the local and the vernacular. They are less defensive about their cultural roots and are working to empower not merely local communities, but also their diverse systems of knowledge, philosophies, art and crafts. Underlying these efforts is a tacit celebration of everyday life and ordinary citizens. Everything in everyday life and ordinariness is not praiseworthy and many of these efforts seem to me harebrained, pigheaded or plain silly. But they represent a generation that is less burdened by nineteenth-century ideologies masquerading as signposts to a new era and at least some of them show the capacity to look at human suffering directly, without the aid of ornate, newly imported social theories. Ashis Nandy is Senior Fellow, Centre for the Study of Developing Societies. Diversity, to qualify as diversity, must allow those who represent the diversity to be diverse in their own ways, according to their own  categories, not ours. It cannot be used like an array of commodities at the mercy of casual purchasers. Diversity, to qualify as diversity, must allow those who represent the diversity to be diverse in their own ways, according to their own categories, not ours. We shall have to learn to live with the discomfort of seeing people using these categories, even when they are not fully transparent to us. For the true tolerance of diversity is the tolerance of incommensurable multiple worlds of culture and systems of knowledge. In this kind of tolerance, there is always the assumption that all the cultures covered by the idea of plurality are not and need not be entirely No. 123 MANUSHI Handsomely Bound in Maroon Leather in Nine Volumes Price for India, Nepal and Bangladesh : Vol. I Vol. II Vol. III Vol. IV Vol. V Vol. VI Vol. VII Vol. VIII Vol. IX : : : : : : : : : Nos. 1 to 19 (1979 to 1983) Nos. 20 to 37 (1984 to 1986) Nos. 38 to 49 (1987 to 1988) Nos. 50 to 61 (1989 to 1990) Nos. 62 to 73 (1991 to 1992) Nos. 74 to 85 (1993 to 1994) Nos. 86 to 97 (1995 to 1996) Nos. 98 to 109 (1997 to 1998) Nos. 110 to 121 (1999 to 2000) Postage in India : Rs 30 per volume All Other Countries: US$ 60 per volume (including air-mail postage) Send payment by cheque, draft or MO payable to Manushi Trust. : : : : : : : : :

John Locke and Land Ownership Essay

John Locke in The Second Treatise of Civil Government makes several key arguments about what makes land ownable, these ideologies differ from how land ownership works in America but it is easy to see how America’s early days could have aligned with this ideology. In this paper I will focus on two key principles that Locke believed in that are basic requirements for land ownership. The first of these is that land ownership is obtained through labor and that items on the land have no value until labor is applied and the second describes government’s role in land ownership as simply being that the labor applied to land precedes government and government cannot dispose of the estates of the subjects arbitrarily and instead should be limited to securing the life and property of its citizens, and is only necessary because in an ideal, anarchic state of nature, various problems arise that would make life more insecure than under the protection of a minimal state. These two principles allow for the easy identification of claimed lands. While at the same time provide the motivation and encouragement to individuals so that they will want to find land that they can then harness through labor and thus make their own land. It is because of these reasons and more that land ownership through labor is a must for a successful society and a functioning government. In order to ensure that these principles are being viewed and judge from the same sense of meaning a few key words need to be defined as used in this paper. The term land ownership is vital to this paper and its meaning will be defined as, â€Å"the owner of contiguous property that has been improved upon from nature to provide for one’s living†. The term labor will only be used in reference to labor upon an individual’s land and will reference, â€Å"human time and effort put in to a particular task†. The term government will reference only the actual ruling body that â€Å"influences daily life based on policies and procedures they enact†. At the last term reward will refer to, â€Å"an item or exchange of labor promised or normally expected given in exchange for labor or with no expectation of any kind of return. The principle that labor is a prerequisite to land ownership fits in perfectly with the needs and situation of the early American nation. Outside of key city areas a majority of this nation’s land was unclaimed and unused bearing none of the fruits of labor and essentially leaving all of its value unclaimed and untouched. With a bounty of land larger than anyone person could actually work and apply labor to, it made sense to encourage land expansion. With land expansion individuals could claim land through labor and the value and goods on that land would no longer go to waste as unused items that could have benefitted society as a whole. The second principle helps to place limits on what the government can do once a parcel of land is owned by an individual. It is safe to say that any reasonable person would not like to see their possessions and livelihood wiped away with one fell swoop, but if governments have no restrictions in the use of their power it would be all too easy to force someone from their land, effectively robbing them of all their possessions and the livelihood that past labor has brought them. This is why Locke insisted that the government role in land owner ship remain limited in scope only to the extent that is needed to ensure this doesn’t happen. Without this assurance from governmental takeover acts similar to his could become standard practice. An unjust government might routinely perform these actions, unjustly claiming the land. This would result in a diminishment of the value of labor and would remove the incentives to work land and would result in a decrease in goods. Because of this looming threat it is clear that government must have some restrictions on acquiring land to avoid unjust actions and encourage a general sense of trust and security in the government. A government that is without citizens that have some sort of trust and security provided by having a reliable, continual and trustworthy shelter is bound to fail since this is a basic need of humans in general. Modern science can help prove the stress and additional energy expenditure humans endure if they can’t find a sense of comfort, safety and belonging a study performed by Dr. Gilman while at Princeton University showed, â€Å"humans that are in constant fear of loss of shelter expend an average of 2900 calories daily† (Gilman 03/01/2012), along with this extra energy expenditure a lack of shelter creates stress that in turn creates a reduction in productivity. This stress can actually change the human brain reaction method resulting in it , â€Å"going from more sophisticated but slower modes to the faster behaviors of the older brains when we are under stress† (Gilman 03/01/2012). This change in brain behavior limits creative thinking and essentially devolves human thought to a lower state this combined with the increased calories expenditure creates a vast pool of diminished talent that when viewed in a large scale population level, results in a huge waste of resources that could be easily reduced by the assurance of land ownership and security. The easiest way for a government to meet this need is to let individuals provide additional goods to society by applying labor to their land thereby reducing their energy requirements and providing goods for the benefit of all. With all the complications that are possible when it comes to providing for the needs of the many, it only makes to allow individuals the freedom of land ownership that will help reduce their needs while simultaneously benefitting others. This notion of having some sort of fruit from your labor is fundamental to increasing one’s value and having a desire to perform work that can be beneficial to all. A study from Yale University performed by Dr. Greene helps to illustrate just how deeply rooted this concept is into human psychology, an individual will work perform work equivalent to their valuation of a reward. The study was meant to determine the amount of work an individual would perform without a reward versus the amount of work performed for a reward. The study concluded that, â€Å"any individual who was assigned a tasked performed that task to completion with more detail and more efficiently when rewarded as compared to no reward† (Mark et al. 1978). This study helps to demonstrate that human psychology insists that any individual will perform more work and therefore be a more productive member of society if only that individual receives something for the labor they put in. As mentioned earlier if an individual lives under constant threat of having everything taken from them it is essentially making them perform labor on their land without a reward resulting in less work being performed and less goods for all of mankind, the only solution that removes this fear is placing limits on when and if a government can take someone’s land from them. With removal of this fear an individual can and likely will utilize labor to its fullest extend thereby adding value to the land. It is clear that the benefits of land ownership as defined through the use of labor allows for the creation of the best society possible, one that can help to provide for mankind as a whole, increase the value and abilities of its citizens that actively partake and utilizes the resources at hand to the best of its abilities without waste and undue stress. A society that is free of these constraints and provided with the best possible reward for work and sense of security can only flourish and enjoy the fruits of their labor helping to create the best future possible. Works Cited: Gilman, Robert. Context Institute, â€Å"The Inside Story Understanding the structure of the brain. † Last modified 03/01/2012. Accessed September 22, 2012. Mark, Lepper, and Greene David. Lawrence Erlbaum, â€Å"The Hidden costs of reward : new perspectives of the psychology of human motivation. † Last modified 1978. Accessed September 22, 2012.

Alexander Hamilton and Aaron Burr Duel

Therefore, he married Elizabeth Schuyler. Where his father-in-law was a Senate and in 1791 G. Philip Schuyler lost his Senate seat to Burr. Due to Hamilton popularity in Federalist, he blocked the Federalists to nominate Burr for governor. Then in 1792, Burr declared himself a Democratic-Republican. John Adams called Burr â€Å"unprincipled both as a public and private man† Hamilton was a Federalist and Burr was a Republican. Both men have repeatedly opposed each other. Hamilton owned the Bank of New York. Burr broke the stranglehold of the Federalists financers. Hamilton had lost the power of the purse and his political prominence all because of Aaron Burr. In that year, a tie between the Democratic-Republican candidates Aaron Burr and Thomas Jefferson, Hamilton in effort for denying Burr for becoming the winner for candidate, he favor Jefferson and crushed Burr campaign that let to Jefferson winning the election. On June 27, Burr formally challenged Hamilton to a duel, and Hamilton accepted because Hamilton political led him to refuse to deny the challenge. The duel wasn’t the result of the 1804 election but more of a culmination of their rivalry and disagreement between both of them for decades. Hamilton death was truly a tragedy for America because his efforts during American Revolution and Secretary of the Treasury. Alexander Hamilton and Aaron Burr Duel Therefore, he married Elizabeth Schuyler. Where his father-in-law was a Senate and in 1791 G. Philip Schuyler lost his Senate seat to Burr. Due to Hamilton popularity in Federalist, he blocked the Federalists to nominate Burr for governor. Then in 1792, Burr declared himself a Democratic-Republican. John Adams called Burr â€Å"unprincipled both as a public and private man† Hamilton was a Federalist and Burr was a Republican. Both men have repeatedly opposed each other. Hamilton owned the Bank of New York. Burr broke the stranglehold of the Federalists financers. Hamilton had lost the power of the purse and his political prominence all because of Aaron Burr. In that year, a tie between the Democratic-Republican candidates Aaron Burr and Thomas Jefferson, Hamilton in effort for denying Burr for becoming the winner for candidate, he favor Jefferson and crushed Burr campaign that let to Jefferson winning the election. On June 27, Burr formally challenged Hamilton to a duel, and Hamilton accepted because Hamilton political led him to refuse to deny the challenge. The duel wasn’t the result of the 1804 election but more of a culmination of their rivalry and disagreement between both of them for decades. Hamilton death was truly a tragedy for America because his efforts during American Revolution and Secretary of the Treasury.

Behavior Management Project Research Paper Example | Topics and Well Written Essays - 3500 words

Behavior Management Project - Research Paper Example At some point, Brian has difficulties in interpreting academic instructions more particularly in absence of an adult help. When presented with academic instructions or exams, Brian would progressively become angry, uneasy, breaking down and crying profusely. In order to help Brian deal with these problems, the following behaviour intervention plan was designed. For a period of two weeks, Brian will be required to have a full time company of an adult helper while in class who will help him read questions whenever he is unable to read or finds it difficult. The adult will leave at a scheduled three time period every hour. Each break will last utmost 3 minutes in duration. It is expected that during this period, Brian will most likely face individual reading exam and would either get angry or cry uncontrollably causing a halt in exam administration. In addition, he may fail to complete his exam. The behavioural plan designed is aimed at teaching him the essence of self-control in his co nduct while dealing stressful situations in school and life after. During the interaction session, he will be taught how to manage his behaviour. In this regard, on the event he faces difficulty and senses a feeling of anger he will be required to stop whatever he does and raise up his hand for a short break. This would then be followed by a support schedule that would be given consistently and then slowly withdrawn. This is important in instilling in him the expected end behaviour without necessarily using reinforcement. After numerous weeks of implementing the intervention plan, it was found that on average the difficulties experienced in reading reduced considerably. However, some traces of anger would still be witnessed for example Brian would occasionally be noticed frowning during or after the exam or a reading session in class. If this recommended plan is continued, the end result would be desirable. Introduction Target behaviour Brian, a third grade student, is a normal stud ent like others except that he has difficulties in reading and working out questions by himself. This behaviour normally begins some few minutes after the start of examination session and worsens as it nears the end. The tension first rises then followed by a show of frustration and anger and eventual loud cry sobbing uncontrollably. The crying can last for a period of between 5 and 10 minutes and always happens whenever examinations are administered across all subjects. Hypothesis It is hypothesized from his behaviour that Brian engages in crying when he fails to recall what was taught in class prior to exam administration. He therefore thinks the exam given is too difficult and meant to frustrate him. He engages in crying as a means of letting off stress and as a show of frustration on the teachers. This behaviour is normally caused by inadequate preparation and excessive parental expectation. At the beginning of every examination, he actually needs the presence of one of the pare nts or an equivalent helper whose work is to acknowledge every simple step he makes in doing the exam. Rationale In order to assist Brian to do his work independently and deal adequately with his unworthy behaviour, there is a need to design and teach him necessary tools required to enhance self-control. His behaviour of crying whenever he fails to memorize what was earlier taught in class can effectively be minimized by teaching

Practicing I Messages Coursework Example | Topics and Well Written Essays - 750 words

Practicing I Messages - Coursework Example As such, I would ensure that the following responses and actions would be implemented to effect a needed change in the manifested behavior of Harry R.: (1) I would call in Harry R. on a one-on-one confrontation in my office to call his attention on his behavior; that is, upon observation and as disclosed by other employees, his long-winded talks on the phone contributes to low job productivity and low performance outcome as more time is recorded to be spent talking on the phone rather than complying with the expected job responsibilities; (2) I would relay how his behavior makes me feel: â€Å"I feel that your long talks over the phone are not serving the best interests and goals of the organization†; (3) I would seek a response from Harry R. on the rationale for his long talks over the phone, as needed; (4) I would enjoin Harry R. ... In this scenario, the â€Å"I† messages should focus on making Harry R. aware that his behavior makes his colleagues in the organization feel disrespected and bypassed and that he needs to change this behavior to serve the best interests of the organization’s stakeholders, more than his own personal interests (Mosley, Mosley, & Pietri, 2008). Situation 2: It is a requirement that waiters at the upscale restaurant you manage to wear white shirts and ties. One waiter has been loosening his tie, dropping the knot about two inches, and unbuttoning his shirt collar. Pursuant to the chapter on Coaching for Higher Performance (Mosley, Mosley, & Pietri, 2008), â€Å"I† messages would be applicable in this scenario in terms of identifying the expected or identified behavior within the organizational environment (upscale restaurant) and the particular deviant behavior that the specific waiter has been exhibiting (loosening his tie). In this scenario, the following response is proposed: (1) I will seek the attendance of the waiter in my office for a one-on-one confrontation for the aim of clearly relaying and stipulating the dress code or conformity to the manner by which waiters are expected to be dressed within the restaurant; (2) I will seek the waiter’s response as to his rationale for loosing this tie and dropping the knot to about two inches while also unbuttoning his shirt collar; (3) I would clearly indicate the following: â€Å"I am hereby making it clear to you, that pursuant to the policies of the restaurant regarding dress codes, each and every waiter is expected to adhere to uniform conformity to wearing white shirts buttoned to the top of the shirt collar and wearing the tie appropriately. This is explicitly

Paper 1 Essay Example | Topics and Well Written Essays - 1500 words - 1

Paper 1 - Essay Example The City of Cleveland argued that the ordinance was constitutional, since it upheld the ruling made under Village of Belle Terre v. Boraas, 416 U.S. 1, which had limited the number of people who could occupy a single dwelling (Casner, 189). The Supreme Court held that the ordinance created by the City of Cleveland was unconstitutional, since it violated the due process clause as provided under the Fourth Amendment Schedule of the United States Constitution (Areen, 227). The Supreme Court held that the material facts of the case were distinguishable from the nature of the facts provided under Village of Belle Terre v. Boraas, 416 U.S. 1, which offered a provision for restriction of individuals who were unrelated from one another (Areen, 227). Thus, the limitation and definition of family as a nuclear family was a completely new conception, which violates both the tradition and cultural conception of a family as involving the extended family. Further, the court held that when the conception of the family unit is challenged through the government intrusion of the choices that concern the living arrangements of family, then the interest advanced by the government in this case must be carefully examined (Casner, 189). The court also held that the ordinance established by the East Cleveland City had a weak relationship with its intended objective such as reducing overcrowding and the heavy financial burden on the schools, since a larger nuclear family could have a more overcrowding and financial burden on the city than a small extended family. Finally, the court held that the basic values underlying a society, as well as the teaching of history must be recognized and respected, at the expense of laws that seek to draw superficial and arbitrary boundaries like confining the family unit to a couple and their dependants (Areen, 228). Thus, the court held that the

Strategic Management SLP Essay Example | Topics and Well Written Essays - 750 words

Strategic Management SLP - Essay Example that the overreliance on the artificial intelligence of computers costs individual’s an arm and leg as far as thinking capacity is concerned (2015). Instead of lifting human thinking ability, the smart software slowly makes us dumb. The gradual process that traces from the industrial revolution is effective in its mission. Carr (2015) asserts that computers have become decision-makers and conduct an analysis that human people are not capable of doing in a short duration. I strongly concur with the author on this opinion. It is true that every human thinking is experiencing overshadowing by the existence of computer software applications. For example, it is challenging to perform simple statistical analysis such as standard deviations, mean, average and others. It is because of the knowledge that software that only requires me to feed the figures and exist. The software minimizes the workload that would otherwise be undertaken manually. Also, I think that automation in the manufacturing fields makes workers in such plants less efficient. For instance, an automated production process only requires an individual to sit in front of a screen and monitor the parameters such as pressure levels, temperatures, and opening valves at intervals. The challenge that remains is that the workers may not understand the operations if the automated machines stall. Since the workers are not exposed to handling the actual valves and pressure gauges, they may not have the capacity to think swiftly and save the situation. The increasing trends in plant accidents globally are a better manifest of automation increasing human dumbness. Carr continues with his agenda in discrediting the overreliance on technology with his arguably challenging articles. In his article â€Å"The Shallows: What Internet is Doing to Our Brains,† the author highlights that search engines such as Google reduce Individuals cognitive abilities. I am of the same opinion because in my experience as a student, I

Select 3 artworks designed by 3 graphic artists of your choice Essay

Select 3 artworks designed by 3 graphic artists of your choice. Following an extensive research on the elements and principles - Essay Example The message in it is feeling good. Although there is a sense of humor in the design of this work, this has not overridden the sense of seriousness in it because his sincere thoughtfulness and intimate approach elevate his design. Evidently, the graphic designer has managed to achieve a commendable presentation of the elements and principles of art in this piece of work. The color selection and distribution has been wisely done and this has created a good tonal contrast, enhanced harmony in the artwork and helped to mark out the shapes of the various components of the artwork more clearly. There is a good contrast between the various components of the art like the acacia trees, the shrubs, the Good design and the sky. Texture and shape are well brought out in the artwork using shapes, color and lines. A single look at artwork is enough to reveal that the acacia leaves are smooth but they have sharp thorns and the branches of the shrubs are sharp and prickly. The artist has managed to stimulate the ‘feel good mood’ through a strategic positioning of the Good design, using color contrast and shape to emphasize on it and the use of the bright color tones around it. The tactful tilting of G and d is powerful enough to provoke limitless feeling of happiness in the viewers of the artwork. There is a good use of space and representation of distance through a careful selection of color shades, use of light and size of objects. For example, bigger and light objects represent the nearest distance while the furthest part of the sky is represented by the dark blue color. Generally, the artwork is of a good scale, it is well balanced and all the components are proportional. No component is too big or small for its location and neither is one-half of the artwork more overloaded than the other one. This work is both directional and emphatic. wiu.edu (1) defines direction as the visual path the viewer’s eye will follow. Direction has been created using color and observers can easily assume their standing point behind the dark leaves and focus towards the artwork’s focal point, the Good design. By paying attention to the smaller details of this work, Sagmeister managed to come up with a piece of graphic art that offers something new every time one looks at it. Bobby Logic Bobby Logic is one graphic artist who strongly believes that artwork is a mood shifter and awakens the inner soul of man. This is clearly evidenced by the artist’s pieces of work including the Sancta Margot, a piecework he produced in 2011. Seemingly, the intention of this art is to enlighten the hearts and minds of those who see it by generating a dramatic mood. The artist has achieved this very well. The selection of bright colors, especially for the Sancta Margot and the bubbles is powerful enough to electrify the mind of the viewers and bring radiant beauty, making life colorful and vibrant. The artist also deserves credit for his careful use of line to enhance the mood of the artwork. The soft sensitive lines of the face and arms were effective in creating a graceful image, which is powerful enough to generate emotional attachment unlike when he could have used a heavy gesture line or mechanical lines. The representation of the bubbles as round, bright and smooth is helpful in drawing the viewers of this artwork into a solemn moment of reflecting on the good and pleasurable side of life. The careful use of lines and color has also helped to enhance shape, tonal

Business Management Essay Example | Topics and Well Written Essays - 1250 words

Business Management - Essay Example An accountant helps to scrutinize business financial records and analyse them to ascertain profitability, liquidity and financing. The generated financial information indicate whether business has a potential to earn the potential buyer appropriate levels of income or not. Restaurants prepare and serve wide variety of foods, drinks and dessert to customers. In a typical restaurant, the waiters take the orders and bring them when ready to customers. The customers pay for the meals before leaving. It is important to understand that running a restaurant successfully requires the owners to be creative and innovative to gain competitive edge over close competitors especially in a location where there are many similar restaurants. Though both restaurants have good quality meals and good service, Brigham’s restaurant is preferred to Shadracks’ restaurant because it performed better financially. Financial analysis took into account the profitability, liquidity and solvency ratios. Additional financial statements for at least three years are needed. Finally, the report shade light on the additional non financial information needed to make informed purchase decision of one of the restaurants. Financial analysis helps to establish whether the business is financially stable and sustainable. Financial analysis is made easier by use of profitability, liquidity and solvency ratios. Profitability ratios are financial ratios that indicate the capacity of a business to earn a profit (Thukaram, 2007). The main profitability ratios are gross profit, net profit and return on equity employed ratios. The above table indicates the profits, revenue, and owner’s equity as well as computed profitability ratios of the two restaurants. Brigham’s restaurant has higher absolute profits by $1,860, higher gross profit ratio by 1% and higher return on equity ratio by 0.04. Higher gross profit ratio shows that

The Importance of Photosynthesis and Respiration Essay Example for Free

The Importance of Photosynthesis and Respiration Essay The Importance of Photosynthesis and Respiration Explain how photosynthesis and respiration are linked in order to provide you with energy from the food you eat: Photosynthesis is the process in which certain life forms are able to use sunlight to create energy. This energy is created by making carbohydrates from carbon dioxide and water in the presence of chlorophyll. Plants release large amounts of oxygen into the atmosphere as they produce much more than needed during the photosynthesis process. Aerobic respiration is an important process in life as we know it. This process further breaks down molecules and sugars using oxygen. During this process adenosine triphosphate (ATP) is created, used to store and transfer energy to cells throughout the body. (Aerobic respiration, 2010) Photosynthesis and aerobic respiration are both needed for each other to be able to perform their primary functions. One without the other would not work properly. Between both of these processes we receive three main sources; water, carbon dioxide and oxygen. Plants and animals require all three of these in order to live. Carbon dioxide and oxygen are a lot like a circle. Animals need oxygen to live and emit carbon dioxide, while plants need carbon dioxide to produce carbohydrates and omit oxygen, thus completing the circle. (Photosynthesis, 2005) During the photosynthesis stage a plant produces oxygen that aerobic respiration will use in order to break molecules, during this process electrons are released creating energy and a substance called adenosine triphosphate (ATP) is created. Through ATP, complex molecules are broken down into simple ones, allowing them to be used appropriately. (Photosynthesis, 2005) In the absence of oxygen some cells and organisms can use glycolysis coupled to fermentation to produce energy from the sugar created by photosynthesis: Fermentation allows for the production of energy without oxygen using organic compounds. Fermentation produces ATP with organic compounds like carbohydrates as the electron acceptor instead of oxygen, although less than cellular respiration. Yeast and muscle cells are capable of both cellular respiration and fermentation to harvest energy. When yeast cells are in a non-oxygen placement, the cells are forced to ferment. This is partially what it means when brewers ferment there beer. Our bodies use cellular respiration, to produce ATP, as our primary source of energy during normal activity. Although when we exert large amounts of energy all at once like running sprints would do, the normal cellular respiration would be unable to keep up with the required amount of oxygen to create ATP, therefore fermentation begins to assist making ATP. Cells use enzymes as biological catalysts to increase or accelerate the rate of reactions, such as those in photosynthesis or glycolysis. This allows reactions to occur under conditions that sustain life: An enzyme is simply a catalyst; also something extra that’s only purpose is to speed a process up that would otherwise take a very long time. Our bodies have copious amounts of these enzymes whose only purpose is to speed up needed reactions and bonds between separate chemicals throughout the body. This bonding process is completed through what is known as enzyme substrate interactions. (Enzyme, 2005) An enzyme-substrate is most easily explained as being an extremely specific key whole in which only a specific enzyme has access to, allowing that enzyme to enter the key whole and pushing to molecules into one. An enzyme-substrate complex substrate undergoes a chemical reaction forming a new product. The substrate still has the ability to break away from the enzyme at this point allowing it the ability to form with a different substrate. An enzyme product is simply a solution. The eventual mating of two chemicals to bond together forms a new enzyme product. Enzyme activity is regulated a couple of different ways, one is known as allosteric inhibition and the other is known as competitive inhibition. Competitive inhibitors bind with the active site forcing the substrate to compete with it, hence the title competitive inhibition. Allosteric inhibition is when an ion bonds to something physically on the enzyme, no on the site, changing the shape of the enzyme. (Enzyme, 2005)? References Aerobic respiration. (2010). In The Hutchinson Unabridged Encyclopedia with Atlas and Weather guide. Retrieved from http://www. credoreference. com. proxy. cecybrary. com/entry/heliconhe/aerobic_respiration Enzyme. (2005). In The American Heritage Science Dictionary. Retrieved from http://www. credoreference. com. proxy. cecybrary. com/entry/hmsciencedict/enzyme Photosynthesis. (2005). In The American Heritage Science Dictionary. Retrieved from http://www. credoreference. com. proxy. cecybrary. com/entry/hmsciencedict/photosynthesis

The various changes and change management models

The various changes and change management models To survive in todays marketplace, a business must constantly examine its performance, strategy, processes and systems to understand what changes need to be made. At the same time, an organization must also understand the implications of a new business change on its employees, given their culture, values, history and capacity for change. Employees ultimately perform the new day-to-day activities and make the new processes and systems come to life in the business. Change management is about managing people in a changing environment so that business changes are successful and the desired business results are realized. Academic and professional literature propose a set of managerial practices that better support the enactment of organizational change processes (Armenakis and Bedeian, 1999; Buchanan et al., 2005; Casio, 2002; Jones et al., 2004; Kanter, 2001; Kotter, 1996; Meyer and Stensaker, 2006; Nadler, 1998; Whelan-Berry et al., 2003, among others). According to Kanter (2001) those who direct or participate in the change processes often forget these practices, which sometimes might seem obvious principles based on common sense, generating a more inefficient and sometimes chaotic process than necessary. Change preparation CMPs usually include suggestions such as the diagnosis and analysis of the organizational system and its environment, the identification of change needs, and the development of a new organizational vision (Buchanan et al., 2005; Tushman and OReilly, 1997; Whelan-Berry et al., 2003). Some authors also suggest to execute during the change preparation stage, the development of a d etailed plan of how change will be implemented, including ambitious but realistic objectives, stages to be achieved, and the timing necessary to coordinate the change project (Nguyen Huy, 2001; Whelan-Berry et al., 2003). 2.2 Change Management Models The current models of change derive from many theoretical and academic frameworks. Three leading theories, Kurt Lewin, John Kotter and Prosci ADKAR model provide helpful conceptual framework for those embarking on transformation efforts. Lewins Model Lewins approach suggests that change involves a move from one static state via a state of activity to another static state. He modeled this via a three-stage process of managing change: unfreezing, changing and re-freezing. According to Lewin in his book A Pioneer in Human Relations Research, the first stage unfreezing or opening up and examining the patterns of norms, values and beliefs that hold system together and discussing concerns about change. The second stage changing or planning the change process while continuing the ongoing communication within the system. The third and the final stage refreezing or integrating the changes to establish equilibrium of the system Lewin recognised that people like the safety, comfort and feeling of control within their environment, and that they also derive a strong sense of identity from that environment. Lewin regarded this as a frozen state and suggested that significant effort may be required to unfreeze people in order to get them to change. (Lewin, 1947) The weaknesses of the model: It emphasises more on psychological side rather than leadership, management and process improvement side. It doesnt address the strategic macro-level of change management Kotters Model Harvard Business School professor and world-renowned change expert John Kotter introduced his eight-step change process in his 1995 book, Leading Change. Figure: 8 steps of Kotters change model (1) Create Urgency Kotter suggests that for change to be successful, 75% of a companys management needs to support the change. Results of analysis and early conclusions should be thoroughly tested with informed third party opinion and a wide cross section of all stakeholders. (2) Form a guiding coalition Managing change is not enough change has to be led. By working as a team, the coalition helps to create more momentum and build the sense of urgency in relation to the need for change. Kotter recognises the importance of the emotional dimension and the energy that is generated by a mastermind groups all working together. (3) Develop a vision and strategy A drive for change without a clear focus will rapidly fizzle out unless you develop a clear vision of the future that is accompanied with a clear description about how things will be different in the future. (4) Communicating the vision Communication is everything, and Kotter maintains that as change leader you need to use every means at your disposal to constantly communicate the new vision and key strategies that support that vision. (5) Enabling action and removal of obstacles This is the stage where your change initiative moves beyond the planning and the talking, and into practical action as you put supportive structures in place and empower and encourage your people to take risks in pursuit of the vision. (6) Generating short-term wins Success breeds success. Kotter advises that an early taste of victory in the change process gives people a clear sight of what the realised vision will be like. (7) Hold the gains and build on change Kotter argues that many change initiatives fail because victory is declared too early. An early win is not enough. (8) Anchor changes in the culture Kotter says that for any change to be sustained, it needs to become embedded in the new way we do things around here that is the culture. The weaknesses of the model: It is action based and tactical and does not go far enough in spelling out the specifics of how to achieve clarity of vision and an executable strategy to get from vision to realisation of the benefits of the change initiative. It is all about organisational change and does not recognise or address the personal transition that accompanies that change. 2.3 The ADKAR Model for Change Management The ADKAR model reflects the necessary building blocks for individual change and its development was based on analysis of research data from over 900 organizations over a 10-year period. The ADKAR change model is founded on 2 basic ideas: It is people who change, not organisations Successful change occurs when individual change matches the stages of organizational change. To some extent, the ADKAR model covers the same ground as William Bridges model in that organisational change is linked to personal change. The difference is that the ADKAR model is essentially project focused and tactical in nature, whereas Bridges pays deeper attention to the scale of feelings of loss and disorientation that accompanies major organisational change. Figure: The ADKAR Model For organisational change to be successful, the following individual changes need to progress at the same rate of progress as project elements in the business dimension of change. Awareness of the need for change. Desire to make the change happen. Knowledge about how to change. Ability to implement new skills and behaviours. Reinforcement to retain the change once it has been made. Prosci describe ADKAR as a goal-oriented change management model that allows change management teams to focus their activities on specific business results. ADKAR provides a useful framework for change management teams in the planning and execution of their work, as goals or outcomes defined by ADKAR are sequential and cumulative. An individual must attain each element in sequence in order for a change to be implemented and sustained. We choose this model in our project to analyse JESA staff attitudes towards transformation because it enables us to: Diagnose employee resistance to change Help employees transition through the change process Create an action plan for personal and professional advancement during change Develop a change management plan for employees Identify why changes are not working and to take the necessary remedial steps In summary, it provides a very useful tactical action management framework and checklist. 2.4 Change management metrics Discussions to date have centred on different models for change and the need to manage change. In line with The Demming Cycle Plan, Do, Check, Act (van Bon et. al, 2008), it is necessary to check if the processes being utilised for TCM are working. To do this it is necessary to measure the processes implemented in an effort to improve them. Much of the available literature, dealing with models for managing change, defines the measure of success as being project-related rather than process-related. Prosci (2005) Maturity Model examines where organisations are relative to their management of change but does not review the measurement of the specific change management techniques as applied to particular projects. This study is focused is on putting in place metrics for measurement of the success of the change process throughout the project in an effort to enable accelerated adoption of the change management techniques. ITIL (Information Technology, Information Library) is the area of continual service improvement which aligns with the change management metrics concept and so is of relevance in analysing systems and measures put in place to see what can be learned from them and apply the learning to metrics proposed in this study. ITIL guides organisations to perform the following steps in order to improve a service: 1. Decide what you should measure 2. Decide what you can measure 3. Gather the data for measurement 4. Process the data 5. Analyse the data 6. Present and use the information found 7. Implement corrective actions. These steps are equally applicable to improving the change management metrics process by creating a set of valid metrics. One model presented by Baldwin Curley (2007) illustrates the measurement of Return On Investment (ROI) in IT. They reference the four components of a typical business case which must be considered for measuring benefits and costs of IT as presented by Tiernan and Pepard (2005). A set of surveys measured the use of change management processes, change outcomes in organizational results. The use of perceptual data to measure behavioral practices ( Huselid, 1995; Delantey and Huselid, 1996), organizational change processes (Holt et al., 2007) and organizational results (Ketokivi and Schroeder, 2004), has become a frequent measurement method in literature. Weick and Roberts (1993) argue that subjective perceptions about organizational events are crucial, since people behave in accordance with their perceptions, not in accordance with more objective data. As presented by Raineri (2009) in the Journal of Business research, he created several perceptual measures of organizational change results and organizational performance. Change strategists judged the degree of attainment of the change program objectives and deadlines with two questions, and a corresponding Likert scale ranging from 1 (not at all) to 5 (completely). 2.5 Communication and change management Only few managers obtain expected effects when they communicate strategic change to their employees. Kotter (1995) argues that transmitting vision to employees and using every communication channel possible are central elements in the success of a change. More recent research from Larkin and Larkin (1996) precise more efficient ways to present change to employees, and describe the appropriate communication channels to use. Even if managers are receptive at meetings, and understand values, vision, and mission, this process is not efficient with employees. With employees you need to communicate facts, and to present value through action, not through words. In general, half of employees believe that management cheats and lies, that is why talking about values suggests that fraud is near. Employees adhere to values only if they are convinced that those values will enable them to reach their personal goals (Larkin Larkin 1996). Larkin and Larkin (1996) suggest that groundless rumors can undermine chances of success, so it is important to choose appropriate media and to begin to communicate at an early stage in the change process to avoid misunderstandings. 2.6 Training and change management The most powerful change management strategies combine organizational change management techniques with individual change management tools to create a robust,closed-loop process. Individual change management is the process of providing tools and training to employees to enable them to manage their personal transition through change. This includes training for managers and supervisors to equip them with the tools they need to assist their employees through the change process. (Prosci,2003) The major gap in individual change management according to Prosci experts is knowledge about the change itself and the required new skills, then the appropriate solution is to develop the training plans to correct this knowledge gap. Project teams that can maintain a results-orientation are in a better position to develop and implement corrective action based on the root cause of employee resistance. The process for using individual change management tools begins with training for managers and supervisors. These front-line coaches are a critical component of individual change management. In many cases, these managers and supervisors will be the trainers for their groups when it is not feasible for your company to train every employee about change management. (Prosci, 2003) 2.7 Teamwork and change management A team comprises a group of people linked in a common purpose. Teams are especially appropriate for conducting tasks that are high in complexity and have many interdependent subtasks. As organizations seek to become more flexible in the face of rapid environmental change and more responsive to the needs of customers, they are experimenting with new, team-based structures. (Jackson Ruderman, 1996). A team comprises a group of people linked in a common purpose. Teams are especially appropriate for conducting tasks that are high in complexity and have many interdependent subtasks. A group in itself does not necessarily constitute a team. Teams normally have members with complementary skills and generate synergy through a coordinated effort which allows each member to maximize his or her strengths and minimize his or her weaknesses. Aside from any required technical proficiency, a wide variety of social skills are desirable for successful teamwork, including: Listening and questioning Respecting and Persuading Sharing and Helping Participating and communicating For a team to work effectively in the context of change it is essential that team members acquire communication skills and use effective communication channels between one another e.g. using email, viral communication, group meetings and so on. This will enable team members of the group to work together and achieve the teams purpose and goals. (Meredith, 1993) 2.8 Career and job satisfaction and change management i) Performance appraisal system: As espoused by Anthony, Perrewe and Kacmar (1996, pp. 374-5), a performance appraisal system must be well defined, corporately supported and monitored. It must also be widely communicated and focused towards achieving corporate objectives. Fischer, Schoenfeldt and Shaw (1997, p.454), conclude that performance appraisal should be used as an employee development tool to identify areas of skill and ability deficiency to improve the focus for training and development, as the possession of appropriate skills and abilities are key elements in improving individual performance. A number of authors have demonstrated that good communication between managers and their immediate subordinates serves to enhance employee satisfaction, commitment and performance (Savery Syme 1996, p. 20; Larkin Larkin 1996, Fisher et al., 1997, p. 494; Ramsay 1991, p. 10). Changing an existing performance appraisal system will not be a straightforward process as there are a number of obstacles that need to be overcome. These include the ability to provide the training and development requirement as identified during the appraisal process. In addition, there are presently a number of staff, many of whom are doctors, who do not undertake this type of performance appraisal process. When considering altering the preexisting performance appraisal system within the environment of Meadowvale Health and bearing in mind the change management issues outlined above, the mechanism suggested would involve: -Education and communication to explain the rationale behind the change process and the benefits in training and development; -Participation and involvement during the development of the new performance appraisal system to encourage ownership; -Negotiation and agreement on the final mechanism of appraisal and of the areas to be appraised to ensure alignment with the corporate direction; and -Facilitation and support during the implementation phase of the new system of the employees and line managers involved. ii) Reward and recognition system Initial consideration of reward and recognition systems could lead to the belief that they consist only to provide extrinsic motivation. Herzberg (1987, p. 118) considers that reward and recognition can provide for both intrinsic and extrinsic motivation. However, growth gained from getting intrinsic rewards out of interesting and challenging work provides the greatest influence. Motivation is an important issue in any organisation because it is involved in energising or initiating human behavior, directing and channeling that behavior and sustaining and maintaining it (Steers Porter 1987). There is no doubt that extrinsic incentives can boost performance. In a practical sense, decreased intrinsic motivation will be a concern if the extrinsic incentive is withdrawn, as the increased level of performance is unlikely to be sustained. Hamner (1987b). Some merit pay schemes may encourage poor work practices as individual employees attempt to maximise their personal gains to the detriment of the entire organisation (Hickey Ichter1997, p. 40). Rewards and recognition that the employee views as positive should improve job satisfaction and performance (Dunford 1992, pp. 84-5). What types of reward or recognition are best to increase intrinsic motivation and enhance individual performance and job satisfaction, as required by Meadowvale Health? Kovach (1987), Popp and Fox (1985) and Hede (1990) conducted surveys and provide answers to this question. They found that employees sought achievement, responsibility and growth as the highest priority for incentives in their work. A reward and recognition system that addresses these areas should produce the desired outcome. Goal setting can provide a number of these employee rewards as individual employees can negotiate desired outcomes with management (Dunford 1992, p. 82). The employee who plays an integral part in the development of these goals is more likely to perceive the outcome as being achievable and to be committed to achieving them (Robbins et al.. 1998, p. 213). Management involvement will ensure the goals are consistent with corporate objectives and that they provide challenging opportunities for the employee to use their current skills and abilities and to encourage the development of new ones. 2.9 IT tools and change management Information technology has become strongly established as a supporting tool for many professional tasks in recent years (Miresco, 1995). Computerized decision support systems can be used by project participants to help make more informed decisions regarding the management of variations in projects by providing access to useful, organized and timely information (Bedard, 2000). It is commonly evident that information technology provides enormous facilities among organizations, individuals and community. Nowadays, an organization considers IT/IS as a necessity to develop businesses, improve processes and satisfy customers needs. IT/IS, however, not only has the potential to change the way an organization works but also the very nature of its business (Galliers and Baets, 1998). Through the use of IT/IS to support the introduction of electronic markets, buying and selling can be carried out in a fraction of the time, disrupting the conventional marketing and distribution channels (Malone 1989). Indeed, IT/IS have changed the way of doing commerce from the real world to the virtual one with extremely developed details and improved processes. According to many researchers Information Technology Strategic Planning is the appropriate way to achieve organisation strategic purposes within the context of change. Strategic planning is the process of determining a companys long-term goals and then identifying the best approach for achieving those goals (Wikipedia). A study completed in 1999 revealed that less than 40% of US businesses included IT senior management in the strategic planning process. A Conceptual framework for IS strategic planning is necessary and so important for providing an accurate and valuable IT/IS planning for organisation. Based on Somendra and Cheng (1995) work, there are some basic steps to conceptualise IT/IS planning such as: à ¢Ã¢â€š ¬Ã‚ ¢ Study Internal Business Environment. The internal business environment is comprised of mission of the organization, its objectives, strategies and plans, business activities, the organizational environment, core competencies, its critical success factors and the internal value chain. à ¢Ã¢â€š ¬Ã‚ ¢ Study external business environment. This helps an organization focus attention on the forces and pressure groups it encounters. These external forces exert a very strong influence on the business strategy of an organization. à ¢Ã¢â€š ¬Ã‚ ¢ Study internal IS/IT environment. This is mainly comprised of the current and planned applications portfolio that supports the business. Those steps can be modified according to the business context in which the organization works, each steps could be revised and improved in order to have the ultimate formulation for realizing the IS strategic planning. Organizations performance will depend significantly on its IS potential, it is recognised that IS/IT now plays an integral role in the majority of business operations. However, there was an implication that any organization could achieve its business strategy by excellence in developing its strategy excellence in the sense of judicious assessment of the impact of IS/IT and precise alignment of IS/IT strategies with business strategies. How you gather, manage and use information will determine whether you win or lose (Gates 1999). 2.10 Project management and change management At the 8th conference of the International Research Network of Organising by Projects (IRNOP) Geraldi, et al., (2007) documented the motion: This house believes that we no longer need the discipline of Project Management. The PM body of knowledge as a discipline is challenged. In a static world it is accepted that these principles are valid but in the real ever-changing dynamic environment where everything changes it is argued that project management as a knowledge field should include more than just traditional disciplines. They conclude by saying that looking for the answer is a sign of the field being immature and that part of the maturity of project management research is to accept the complexity present in real life and to accept several perspectives to studying such a reality (Geraldi, J. et. al, 2008). The change management metrics is a sub element of project management but the principles discussed here in relation to application of standards by experienced practitioners is equally applicable. In the area of change management as a tool to deliver project success, there are several approaches which can be employed, that being said, the underlying concepts remain closely connected in all change management models. 2.7 Change Management Best Practices In the Change Management Best Practices study, Prosci (2005) analysed 411 companies worldwide in order to review their specific change management practices and determine industry best practices. Prosci then combined this study with similar ones from 2003, 2000 1998 and published the results. Proscià ¢Ã¢â€š ¬Ã… ¸s objective in conducting the study was to understand what methods and tools work best in the area of managing change. Prosci (2005) identified the following five key success factors in order of importance: 1. Active and visible sponsorship. 2. Use of change management process and tools. 3. Effective communication. 4. Employee involvement in the change process. 5. Effective project leadership and planning. Based on Prosci findings in 2007, participants evaluated what they would do differently on their next change management process. The findings focused on four areas: Better engagement of senior leaders as change sponsors Improved change management planning and more effective application of change management tools Dedicated resources for managing the people side of change Earlier and more personal communications with employees 1. Better engagement of senior leaders as change sponsors Consistent with the 2007 findings, participants stated they would engage senior leaders earlier and more proactively to: Ensure buy-in and alignment around the project Obtain sponsorship at the right level in the organization Enable senior leaders to participate actively as effective sponsors Study participants would have created a sponsorship plan and provided more education and coaching for their business leaders around being an effective change sponsor. They cited the need for a strong sponsorship coalition that was aligned around the vision and objectives of the project. They also stated the need for earlier and more frequent meetings with sponsors. Finally, participants cited the need to engage sponsors in the process of managing resistance with stakeholders. Early resistance management would help the project team create a consistent message and build commitment for the change.   2. Improved change management planning and more effective application of change management tools Participants cited several areas that needed improvement in their application of change management, including: Start earlier and improve change management planning Conduct better assessments of the change and of the attributes of each impacted group (improved situational assessments) Apply a standardized change management process on all projects Increase the involvement of employees in the process from the very beginning Align change management plans with project management plans Participants also indicated a greater need for change management training for project team members. 3. Dedicated resources for managing the people side of change Participants indicated that on their next project they would dedicate change management resources and a budget specifically allocated for change management activities. They also recommended careful selection of the change management team, which would become involved with the project sooner. 4. Earlier and more personal communications with employees Participants identified communications as an area for improvement on their next project. Specifically, participants stated that they would use more frequent face-to-face communications and less email. They also stated the need to build awareness around why the change was happening and to create the right level of urgency for the change. Additional suggestions from project teams included more active engagement of mid-level managers, more training available for employees and faster resolution of resistance. 2.8 Conclusion This literature review is intended as an introductory guide to facilitate understanding in the area of Change Management and from this to demonstrate the need for the investigation in the transformation plan at JESA. The body of research outlined in this literature review highlights the need of change in today organisations in order to survive in the context of globalization and competitiveness and analyses the areas investigated in the transformation plan at JESA with the change management practices. This supports the need for further research and the proposal that this thesis aims to address. From analysing the available literature it can be concluded that: There is no universal common Change management model of companies. However each company has its own characteristics (culture, values, mission) which the change model depends strongly on. The set of change management metrics cannot be provided universally to determine the success or failure of change management process The areas investigated in the scope of this project related to change management practices highlights many organisations practices relevant to their context and objectives So, it is the intent to put forward such a structured set of action plans and metrics in this thesis.

How Important is Being Earnest? Essay -- Literary Analysis

Oscar Wilde is the author of the comedic play, The Importance of Being Earnest, which is a drama about two people who hold double lives trying to be the same person. While Wilde intended for his play to have people filling the theatre with laughter he conveys a deeper meaning. By looking closely at the characters in the play readers can see everyone is very selfish or egocentric. All the events that occur between the characters happen because they are only thinking about themselves. The lives of all the characters mingle together all due to this one character named Ernest who is first created by the character, Jack, for personal benefit. Ernest is spelled different from the word â€Å"earnest† which means serious in purpose or sincerity of feelings. Wilde uses this play on words to create a satire on the morals of people during his time period. The characters in the novel do not display earnestness but disrespect. The main characters will find out that being sincere and honest is better for them than lacking respect for others. The first character readers meet is Algernon, a friend to Jack, who is preparing for his aunt, Lady Bracknell, to arrive. After a conversation with his manservant he says â€Å"Really, if the lower orders don’t set us a good example, what on earth is the use of them? They seem, as a class, to have absolutely no sense of moral responsibility† (Wilde 6). Algernon believes people of less fortune have fewer morals. For example marriage is less important. Algernon displays hypocritical characteristics because he is going to try to base a marriage off of a fake identity. Another subtle hint to Algernon’s selfishness is when he eats all the cucumber sandwiches meant for his aunt. As he is sitting there talking to Jack he... ...to build relationships. They are building the relationships based on lies and deceit rather than being earnest which would build a stronger relationship. At the end of the play all is well and the truth comes out. The characters have finally learned their lesson the being earnest is important. It is not the name that is important but their qualities as a person. The characters can now live happy, fulfilling, honest lives with their spouses. Wilde portrays how morals are important through a comedic satire. Works Cited Wilde, Oscar. The Importance of Being Earnest. New York: W.W. Norton &, 2006. Print. JACOBS, KATHERINE. "Shakespeare's MUCH ADO ABOUT NOTHING 5.4.109-18." The Explicator 59.3 (2001): 115. Literature Resource Center. Web. 4 Apr. 2012. Doniger, Wendy. â€Å"Self Impersonation in World Literature† Literature Resource Center. Web. 4 Apr. 2012

Essay --

Almost everyone seems to believe that we live in a world with objective norms; norms about we should and shouldn’t do, norms about what is good and what is bad, what is right and what is wrong. We are always interested in discussing what is morally right or objectively valued but do we ask whether anything is anyhow valued? The error theory already asked whether norms exist at all and what we may mistake as an objective value. Error theory rejects the idea that there are objective moral norms, values, and rights that are independent of us. Moral claims are generally understood to be objective and controlling. An objective claim is a claim about the way the world is, it is the truth of the world out there, independent of what people think about the world. If it is a norm says that killing is wrong, then killing would remain wrong even in civilizations that permit it or force it. To say that a claim is objective is to say that it exists objectively and does not claim anything about us. What we mistake to be an objective claim is only a personal demand but enclosed in a mistaken normative language. If we say: ‘Don’t allow abortion’, this is what we demand. But if we say ‘Abortion is wrong’, we are saying that there is some independent fact, an objective norm created not by us or by anyone. It just exists objectively. But moral claims only arise when people demand and recommend, and demands could never be objective. But what is really going on when people make moral judgments? The moral judgments we make are things we think are true, things that we think we are doing, what we intend to do. A group of persons, or even every person on earth can be mistaken about some accepted beliefs, but it makes no sense to say that all of them are... ...nk that if we are not guided by norms, we will be guided by selfish or cruel motives. We are instinctively influenced by self-interest and anger, but thanks to centuries of preparation of civilizations to respect other people, we have developed sensitive and friendly personalities. As we begin our day we normally follow laws, and we rarely think about consequences or about what norm require us to act. Our daily decisions are made of our instincts, desires, habits, feelings, and beliefs. Selfishness and normative beliefs play a small role in this world of decisions but what we end up doing is the product of countless and often imperceptible reasons. The moral error theory is not widely believed, but the error theory is closer to our common sense because it does not require us to hold on to false and doubtful claims, or to waste time arguing about our own projections. Essay -- Almost everyone seems to believe that we live in a world with objective norms; norms about we should and shouldn’t do, norms about what is good and what is bad, what is right and what is wrong. We are always interested in discussing what is morally right or objectively valued but do we ask whether anything is anyhow valued? The error theory already asked whether norms exist at all and what we may mistake as an objective value. Error theory rejects the idea that there are objective moral norms, values, and rights that are independent of us. Moral claims are generally understood to be objective and controlling. An objective claim is a claim about the way the world is, it is the truth of the world out there, independent of what people think about the world. If it is a norm says that killing is wrong, then killing would remain wrong even in civilizations that permit it or force it. To say that a claim is objective is to say that it exists objectively and does not claim anything about us. What we mistake to be an objective claim is only a personal demand but enclosed in a mistaken normative language. If we say: ‘Don’t allow abortion’, this is what we demand. But if we say ‘Abortion is wrong’, we are saying that there is some independent fact, an objective norm created not by us or by anyone. It just exists objectively. But moral claims only arise when people demand and recommend, and demands could never be objective. But what is really going on when people make moral judgments? The moral judgments we make are things we think are true, things that we think we are doing, what we intend to do. A group of persons, or even every person on earth can be mistaken about some accepted beliefs, but it makes no sense to say that all of them are... ...nk that if we are not guided by norms, we will be guided by selfish or cruel motives. We are instinctively influenced by self-interest and anger, but thanks to centuries of preparation of civilizations to respect other people, we have developed sensitive and friendly personalities. As we begin our day we normally follow laws, and we rarely think about consequences or about what norm require us to act. Our daily decisions are made of our instincts, desires, habits, feelings, and beliefs. Selfishness and normative beliefs play a small role in this world of decisions but what we end up doing is the product of countless and often imperceptible reasons. The moral error theory is not widely believed, but the error theory is closer to our common sense because it does not require us to hold on to false and doubtful claims, or to waste time arguing about our own projections.

To His Coy Mistress Essay: An Act of Persuasion -- His Coy Mistress Es

   To His Coy Mistress: An Act of Persuasion  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚      In the poem by Andrew Marvell, he tries to persuade a lady of his love, that she should do as he wishes,   and give herself up for him.   In order to do so, he expresses his arguments in the poem being discussed.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In the second line he starts off trying to persuade her,   by telling her that she really does want to give herself up to him,   but is too shy.   He reassures her, and tells her that this does not matter, and there is nothing wrong with it, however she must look beneath her coyness.   This seems to be his main argument, along with the concept of time that is discussed on a very broad basis.   The reader is also informed of the title of the poem, and this makes it clear to the reader, and indeed his mistress, that this is all that stands between her and his love    â€Å"This coyness, Lady,   were no crime.†    the poet tries to persuade her by continuously reminding her about the problem of time.   He does this by mentioning the Indian Ganges,   and the Flood.   The Indian Ganges supposedly mark the end of time,   whilst the Flood marks the end of life as well,   but in the biblical sense.    â€Å"Thou by Indian Ganges’ side†    â€Å"Love you ten years before the Flood†    This idea of time running out is also emphasised further in the middle of the poem,   as well as right at the end.   At first he mentions that she shall not live for ever,   and the day will come where she will die,   and then they can no longer enjoy each others love.    â€Å"Time’s winged chariot hur... ...x lines of Andrew Marvell’s poem,   he brings across a certain image.   The imagine of time hurrying on,   and there being nothing he can change about it.   He tries to create an image of the two of them finding there way together,   and making the best of things.   He seems to want to suggest to her,   in an open and honest way,   that he cannot promise that their future will always be rosy,   but it should be a future and a destiny they should share.    â€Å"And tear our pleasures with rough strife†    The closing six lines paint a very harmonic picture in the readers eye,   and with it a peaceful image of two lovers going through life together,   and cherishing every minute,   until they day that they die.    â€Å"Thus,   though we cannot make our sun Stand still,   yet we will make him run.†

Changes and Improvement in Recruitment and Training

Changes and Improvement in Recruitment and Training of Business Company: With a reference to 7-Eleven Corporation Abstract Purpose – This essay aims to account for the ways in which recruitment and training deeds are changing with an instance of 7-Eleven Corporation and to point out the reasons for the main changes and improvement in the process of training and recruitment of a business company.Findings – The essay indicated that the methods of recruitment and training process of business companies or organizations, is increasingly focused on a sophisticated, objective and effective way, which adding modern training methods to the recruitment system such as e-leaning and multi-skills training. Keywords Recruitment, Training, 7-Eleven Paper type Viewpoint 1. IntroductionRecruitment and training is an essential process for business and organizations of searching for and offering potential Job for applicants in sufficient quantity and quality so that employers can obtain t he most suitable candidates to fill in their Job vacancies (Brains, M. , 2008). Nowadays, business recruitment and training has become one of the tough challenges for corporations who have realized that the future of their organizations depends on the recruitment and selection of the best among an increasing number of employees.However, it seems that attracting a large umber of applicants is still not a major problem but recruiting the right applicants is the main concern of many employers. Therefore in order to analyses the recent developments in recruitment and training sessions, this essay will present the changes of recruitment and training needs with an example of 7-Eleven Corporation. Then have a little discussion about the reasons of the main changes and how can the corporation do to improve the process of recruitment and selection. 2.The process of recruitment and training in 7-Eleven 7-Eleven Corporation is the world's largest operator, franchiser, and licensor of nonviolen ce stores, primarily operating as a franchise, with more than 50,000 outlets located in 16 countries (Wisped, 7-Eleven, 2014). Based on its large market and business expansion, 7-Eleven needs to recruit thousands of employees every year. 7- Lenten Company owns a very professional training system. Normally most employees are begin recruited in November and their selection processes run in the Spring for a period of a few months.Within this period of time, the applicants would be strictly demanded with their professional skills. Take the retail employee training f 7-Eleven as an example, training of frontline retail employees falls into three main categories: (1) Operational. (2) Customer service. (3) Leadership (Irreproachableness. Com, 2014) Operational training is the most essential part to the business operation, which includes how to operate a cash register, how to inventory merchandise shipments, how to make a super hamburger, etc.Customer service training is aiming at providing employees with product knowledge as well as relationship and selling skills. Subjects often include how to handle troublesome customers and how to suggest appropriate add-ones to the purchase of particular product. Leadership training gives select individuals the business and relationship skills they need to advance in- to managerial positions (Wisped, 7-Eleven, 2014). 3. Ways in which recruitment and training needs are changing In the few five years, (Youth, 2014), the training process of 7-Eleven had individually changed.In order to gain a more competitive position in products sales marketplace, the business recruitment department of 7-Eleven has eagerly adopted computer-based training or â€Å"e-learning†. Take a food production department as an example, on average, it might take eight hours of training before an employee becomes productive. However, employees are taught to reduce those eight hours of training to six hours through some e-learning and other electronic Job aids on the Job, which lead to gain productivity and reduce training costs. It's exactly the kind of e-learning that I think is most effective,† says Schooled (Youth, 2014), â€Å"It's learning that's needed, and it's put into practice immediately. † Another interesting research (Brains, M. , 2008) notes that, there is an increasing number of employers tend to expect newly applicants to have good transferable skills, as well as former working experience, rather than only excellent academic grades. 4. Reasons for these changes (1) It is obviously showed that the development of e-learning lessons for the training program is partly because of the widespread use of new technology (Irreproachableness. Mom, 2014). The internet started to dominate the process of recruitment as more and more business companies used the internet for advertising vacancies, testing online and even online purchasing. (2) Secondly, the purpose of emending of transferable skills for newly employees i s to develop their multi-skills including communication skills, problem-solving ability, IT skills, etc,. (3) Further more, instead of higher education qualification or fantastic academic grades, the relevant working experience is highly concerned to the recruitment and training process.For instance, the retail training in 7-Eleven, if an employee used to have a Job in other convenience stores or work as salesmen, it would be quite essay to catch the new position in 7-Eleven. The only thing for him might be acquainted with the new reduces. 5. Improvement of recruitment and training process (1) Firstly, with the growing tendency to the needs of computer technology, the most popular method of recruitment is the internet learning session (Berger, Z. , 2008). The employers encourage e-mail applications, online applications and even online testing.Each above could be a effective way to exam the employees about IT skills. (2) As to the needs of working experience and flexible skills for t he employees, a further improvement indicates that the employers can take the training strategy of â€Å"transfer he position†, which means an employee would be trained in different departments of equal time period. The employees would be dramatic benefited from various types of work. Meanwhile, the company they served would also have a better observation of the employees of what the perfect position for each individual. . Conclusion The analysis has shown that the methods of recruitment and training process of all employers, regardless of organizational size or business type, is increasingly focused on a sophisticated, objective and effective way. Comparing with the type or level of lubrication acquired, many employers become more interested in the transferable skills of applicants (such as communication skills, problem-solving ability and learning capability). Therefore, the recruitment and training process has become more practical, rather than theoretical.

Difference in Metaphysics Between Aristotle and Kant

What is the central difference between metaphysics as Kant conceives it, and metaphysics as Aristotle conceives it? Argue in support of one or the other view. Metaphysics is usually taken to involve both questions of what is existence and what types of things exist; in order to answer either questions, one will find itself using and investigating the concepts of being.Aristotle  proposed the first of these investigations which he called ‘first philosophy’, also known as ‘the science of being’ however overtime his writings came to be best known as ‘Metaphysics’ in which he studied being qua being with a central theme of how substance may be defined as a category of being. Kant who is a nominalist criticized both Aristotelian and therefore realists’ ideas of metaphysics by suggesting that they seek to go beyond the limits of human knowledge.Furthermore Kant argued that the structure of the world as it is in itself is unreachable to us; me taphysicians must be content to explain the structure of our thinking about that world. In this essay I will examine the two main exponents of such a doctrine in favor of realists by looking at the main differences of Metaphysics as Aristotle and Kant conceive it, which is centered on the all important question of whether metaphysics is a science of mind or of being.There have been disagreements between philosophers about the nature of metaphysics; Aristotle sometimes characterizes the discipline as the attempt to identify the first cause or better referred to as the unmoved mover and other times as the very universal science of being qua being. It is however important to remember that both of these characterizations identify one and the same discipline. On the other hand the empiricists and Kant were critical of both Aristotelian and rationalist ideas of metaphysics, by arguing that both disciplines seek to exceed the limits of human knowledge.Kant argued that the structure of the world as it is in itself is inaccessible to us and that metaphysicians must be content to describe the structure of our thinking about that world. Realists such as Plato and Aristotle maintain that for language to even exist there must be some universal quality to phenomenon. To elaborate, human beings do not discuss each object as a completely independent entity to be analyzed but rather draw comparisons to other known objects to compile a series of properties to categorize it.Nominalists, on the other hand, while not denying that humans group things together by virtue of certain qualities, maintain that this is simply a convention of language based on people's perception of them. Just because two objects share the same perceptible quality does not necessarily warrant grouping them together in any real way; it's simply a human way of making sense of reality through the senses. As soon as one asks the most basic questions of ‘what is Aristotelian Metaphysics? What study does A ristotle believe himself to be undertaking in these essays? you find yourself, baffled immediately. ‘Metaphysics’ is in fact a compilation of a number of Aristotle’s writings that later on editors put together. It has a central theme of an inquiry into how substance may be defined as a category of being. Book Gamma appears to start on characterizing something which Aristotle calls ‘the science of being qua being’ and then goes on to a discussion of the principle of non contradiction. â€Å"There is science which investigates being qua being and the attributes which belong to this in virtue of its own† (Warrington, 1956, P116).In order to study being qua being, one has to simply study those qualities which hold of entities in virtue of the fact that they are entities. What sort of attributes are qualities of entities qua being? Aristotle insists on unity or oneness as such a feature, on the grounds that everything – everything which exis ts is one thing. However Aristotle’s characterization of the subject raises a few doubts: why is there a need to restrict logic to entities? Is the word ‘qua’ appropriate? No doubt each entity is one thing but is it one thing qua being, or insofar as it exists?Although book Epsilon is rather brief, it shows a return to the science of being qua being and also passes some remarks on truth. â€Å"If there any immovable substances, then the science which deals with them must be prior, and it must be primary philosophy† (Loux, 2006, p14). This shows that the immoveable substances are divinities. Book Zeta appears to restrict our subject matter in a rather different way: ‘the question which, both now and in the past, is continually posed and continually puzzled over is this: what is being? That is to say, what is substance? This question defines the nature of Aristotle’s inquiries, at least for a large part of the Metaphysics, and it thus offers a f ourth account of the study or science of metaphysics. â€Å"The science of first principles, the study of being qua being, theology, the investigation into substance – four compatible descriptions of the same discipline? Perhaps there is no one discipline which can be identified as Aristotelian Metaphysics? And perhaps this thought should not disturb us: we need only recall that the metaphysics was composed by Andronicus rather than by Aristotle.But the four descriptions do have at least one thing in common: they are dark and obscure† (Ross, 1996, p174). Books Zeta, Eta and Theta, together form the central part of the Metaphysics, with a focus on their general topic ‘substance’: its classification and relation to matter and forms, to actuality and to potentiality, to change and generation. According to Aristotle, there is one kind of being which is in the strictest and fullest sense, substance. What we don’t see in Metaphysics is Aristotle treating the categories as a whole.The substance is the whole thing, including the qualities, relations etc which form its essence and this can exist apart. Secondary substances being universals, cannot according to Aristotle’s own doctrine exist apart, but must be supplemented by the special qualities of their individual members. Substance is prior in definition; in defining a member of any other category you must include the definition of the underlying substance. Substance is prior for knowledge; we know a thing better when we know what is than when we know what quality, quantity or place it has.In this realist point of view substance is evidently being thought of not as the concrete thing but as the essential nature. And this double meaning spreads through Aristotle’s whole treatment of substance. The existence of substance and the distinction between it and other categories is for Aristotle self-evident. Kant on the other hand seems to suggest that the necessity for metaph ysics is a psychological one, arising out of men’s desires which is the main difference between Aristotle and him; however I would argue against Kant that this is not the case and it is a logical necessity.It arises out of the mere pursuit of knowledge thus that pursuit, which we call science, is an attempt to think in a logical and systematic manner. This involves unraveling the presuppositions of our thoughts. Furthermore it involves discovering that some of them are relative presuppositions which have to be justified and that others are absolute presuppositions, which neither stand in need of justification nor can in fact be justified; and a person who has made this discovery is already a metaphysician.Kant intends to defend metaphysic and scientific knowledge by providing an accurate analysis of human reason. His theory is based on his discovery of synthetic a priori knowledge, judgments that are both informative and necessary. However I would argue against this nominalis t point of you as there’s a problem with explaining how much judgment should arise, as well as to give an explanation of their truth.In other words The Critique of Pure Reason argues that the necessary metaphysical principles underlying all hypothetical knowledge originate in the pure forms of feeling and the intellect. Furthermore In Kant’s point of view, there are no universal concepts underlying reality, simply the phenomenon in front of us. Realists, on the other hand, maintain that all things that share the same property — for example, greenness for all things with the color green — are therefore linked by this property. Sharing this property implies possession of the same universal form.Nominalism posits that what is perceived is what exists in reality, whereas realists view a perceived object as the manifestation of a universal concept. Consequently, perception is not a one-to-one process of seeing something as it actually exists, but a synthesis o f the underlying concept and real phenomena. Kant wrote the Critique of Pure Reason not as a piece of constructive metaphysical thinking, but it was placed before the public in order to move away from errors which had obstructed and did obstruct metaphysical thinking.In his preface, he argued that his view of Metaphysics is concerned with God, freedom and immortality; however as well as dealing with these subjects, it also signified an inquiry to which men could never be indifferent and which they would never renounce thus the question was no longer about whether people should have metaphysics or no metaphysics but whether they should have good metaphysics or bad metaphysics. He also argued that metaphysicians were to blame for this state of things and that a sounder metaphysics was not to be looked for until those errors had been cleared away. Kant’s way of accommodating both the Aristotelian and Newtonian world pictures alike- both natural teleology and natural mechanism is to ground both in the necessary possibility of rational human nature. According to Kant, the natural world is an objectively real material world in which human persons actually do exist, and consequently in which human persons must also be possible† (Hanna, 2006, p15). Kant’s point is that if metaphysical knowledge is possible, it will share some of the distinctiveness of logic.For Kant, any science must be based on necessary principles as one would not be able to be certain of what theories are true if scientific principles were only contingent. However unlike logic, which is purely formal, metaphysics has content because it is the science of reality. For Kant, The Laws of logic are not absolute or universal they are in fact left with everything else knowable as phenomenal. ‘Nominalist is true’ and ‘A and Not A, cannot both be true’ are both true statements but only and only because this is the way our subjective minds structure and condition reality.They can never true in the universal and absolute sense without this phenomenological caution. For Kant these statements are not necessarily true (though it may be) outside of phenomenal experience. There is no question that Kant intends his theory of pure concepts to replace Aristotle’s theory of the categories. In his categories, Aristotle identified ten classes as the fundamental ontological types under which all things fall: substance, quantity, quality, relation, place, time, posture, state, action and passion.He thought that things falling under all categories could be subject of essential predications, but only substances can keep their identities while undergoing change in time. In general the categories express metaphysical principles that set limits on meaningful discussions. Kant’s idea of categories differentiated from Aristotle’s in the sense that, he argued rather being empirical, in order for the categories to be successful, they must sho w that the concepts are pure and have originated in understanding rather than sensibility.In addition the list must include only fundamental concepts, and it must be systematic to ensure completeness. Kant believes it is possible to obtain a complete list because pure concepts express functions of the understanding, thus the key to a complete list is to assume that the understanding has one function. It can be argued that this method is an improvement over Aristotle’s who merely conducted an empirical survey of concepts, which can never guarantee the systematic completeness of the list. In Aristotle’s case it is unclear whether he saw it as a doctrine about things and their basic properties or about language and its basic predicates; whereas  Kant  quite explicitly used his categories as features of our way of thinking, and so applied them only to things as they appear to us, not as they really or ultimately are† (Barnes, 1995, p75). In conclusion Aristotle a nd Kant’s metaphysics differentiate in the sense that one is arguing in favor of realism and the other is arguing in favor of Nominalism.Although there is no doubt that both ideas have faults, the account I agree the most with is indeed Aristotle’s conception of metaphysics as it focuses on the logical necessity of metaphysics rather than psychological. The main differences between the two accounts can be seen in their treatment of perception, treatment of universals and treatment of language. Bibliography Ackrill, J. L. 1995. Aristotle. London: Routledge. 161 Allison, H. E. 2012. Essays on Kant. Oxford: Oxford University Press Barnes, J. 1995. The Cambridge companion to Aristotle. Cambridge: Cambridge University Press Buroker, J. V. 2006.Kant’s Critique of pure reason: an introduction. Cambridge: Cambridge University press. Page 8 Collingwood, R. G, 1966. An essay on Metaphysics. Oxford: Oxford University Press. Hanna, R. 2006. Kant, Science and Human Nature. O xford University Press: Oxford. Loux, J. 2006. Metaphysics a contemporary introduction. London: Routledge Ross, D. 1996. Aristotle. London: Routledge Shields, C. 2007. Aristotle. London: Routledge Gardner, S. 1999. Kant and the Critique of Pure Reason. London: Routledge Smith, N. K. 2007. Critique of Pure Reason. London: Palgrave Macmillan Warrington, J. 1956. Aristotle’s Metaphysics. London: J. M. Dent & Sons