Iagos First Soliloquy Essay Example

Iagos First Soliloquy Paper In my opinion Iago is a crude character with evil imbedded into his soul a typical villain in a Shakespearian play. The line put money in they purse shows Iago as his manipulative self. I believe his mind is fixed on causing hurt and destruction, fuelled by his jealousy over Othello and his wife. This view is outlined well by the critic Helen Gardener. Malice is motiveless. This view is shown well in operatic version of Othello, in which Iago states that vile is [his] my tissue, which just shows that Iago does this to Othello because he is evil, not through jealousy. In comparison to this the view of Neville Coghill is that Iago has been turned to this evil plot because of the actions of Othello. However I really dont think this is a feasible argument simply because, Iago continues with his evil plans after Cassio has been sacked and Othello tells Iago he can be his most trusted lieutenant so it is absurd to believe that Iago is simply plotting a revenge attack on Othello. This is therefore why Iagos evil actions are so shocking because he has no real motive. He is clearly jealous of Othello and believes he should be in a better position than he is because of the line, know my price. We will write a custom essay sample on Iagos First Soliloquy specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Iagos First Soliloquy specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Iagos First Soliloquy specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Shakespeare shows Iago at first to have strong feelings of jealousy and bitterness towards Othello. Lines such as his own pride and purposes shows how Shakespeare wants us to know how jealous Iago is of Othello, by using insults and sly comments. The reader therefore understands Iagos dominant emotions of anger and jealousy. Iago is a man who insults those who have done better than him often throughout the play, A Florentine; with the language used here Shakespeare is clearly conveying to the audience this feeling of jealousy, which is to set the whole story. There are many literary techniques used in the play to portray this evil image of Iago. In his first speech he uses words of absolute hatred when referring to Othello; he expresses his monstrous wish to abuse because he has this hate inside him. As he says framed to make women false, Iagos view of women is shown, also the way he uses Emilia to steal the handkerchief is devious and when he states that he will turn her [Desdemonas] virtue in pitch In Othellos speech in Act 5 Scene 2 it is clear that Iagos poison has influenced Othello and almost transformed Othello into a man like Iago. She was foul. Othello would never describe a woman like this but Iagos view of women has influenced him and therefore he is now thinking like Iago. His nature is shown through the pace at which he talks; he speaks in continuous prose which is fast paced, just like Iago. The irony over Cassio being a proper man shows the audience what a crude character he is and also goes some way to show how he treats people he doesnt like. The simile is as luscious as locusts I believe is a summary of Iago, he is a great person at first until you realise what he is made up of; evil, hatred and jealousy. Rhetorical questions are also used to create make Roderigo think, which undermines him and makes him look inadequate, making Iago look like the more dominant male. Drown thyself? This is a very strong line which later turns out to be reality, Iago is suggesting that he would never want Roderigo to harm himself, but in Act 5, scene 1 it is through Iagos vicious plans that Roderigo does get hurt, this is an example of a parallel in this play. An excellent example of Iagos viciousness is in The Nunn version of Othello, where Iago is overpowering and stands above everyone else, his tone of voice creates a dark and evil mood and the audience can see his viciousness through e mood felt. So this use of emotive language causes the audience to feel sympathetic towards Roderigo who is constantly being victimised throughout the play. Also literary techniques are used to try and persuade people too, such as the power of three. Put money in thy purse is repeated three times, stressing its importance, almost persuading the reader to believe him. This is also an example of dramatic irony as the audience know what kind of a man Iago is by him secretive motives, such as the line, monstrous birth to the worlds light. Suggesting he wants to complete his ideas and make them work. The shadow on Iago in Otello shows this evil living in Iago and this monster inside him is portrayed with the use of lighting. Similar to that of the sketch by Thomas Stothard The meeting of Othello and Desdemona, c. 799, where Iago was drawn as a dark sinister figure, with light on half of his face, once again an example of Iago being evil. If I were to stage Iagos first soliloquy he would be sat at a dark desk, starring at the ground, symbolising hell and have the lighting so that a dark shadow was formed across half of his face. I would have him dressed in his military uniform just to show the contrast between a true, genuine soldier such as Othello and Iago who is an evil, plotting man. There would be nothing else on stage to create an effect of isolationism, to show that no-one else is near this level of sinister thoughts. Iagos speech suggests two different things in my opinion; when he is talking to other people he is very manipulative and persuasive in getting what he wants. To do this he uses emotive language and rhetorical questions such as, Drown Thyself? This is a technique used to persuade and encourage a person to think and agree with you, which shows quite a sly manner. However when he is on his own he shows a deeply concentrating side, a person who is thinking about their deepest darkest thoughts. With words such as hell and monstrous and hate suggests very strong feelings of anger and in my opinion shows evil. These show how he is questioning himself and his motives, but he I believe is questioning himself to assure himself he is powerful enough to do such things. I would incorporate this into my interpretation; I would have Iago shaking though as he sits, suggesting that he has gone slightly mad with jealousy. Such as in the Miller version, where Iago was twitching and couldnt sit still this showed clearly the strength of his evil inner thoughts. I believe Burge tried to show the audience Iagos speech as a symbol of power. Burge shows Iago as overpowering as he has a very loud tone of voice, he is very persuasive. The camera angle used is close up on him carefully showing his facial expressions and his sly smile which is almost permanently on his face which shows the character of Iago exceptionally well. However there is this shift of behaviour between when he is on his own and when he is with others, because as soon as he is on his own, his movements become twitchier, almost like he doesnt like the depth at which he is thinking at. He argues with himself as well which suggests he doesnt like what he is doing, I havet this is him just justifying himself to himself! The close camera angle shows the real hatred in his eyes when he says, I hate the moor which really emphasises this idea of hatred and the balance of power. Finally there is a sense of dramatic irony because as the audience we know something is going to go wrong so by him thinking about his motives this is a sense of dramatic irony. Cassios a proper man This is ironic as the audience know what Iago thinks of Cassio, however he says this in a way that implies that it is going to be difficult to harm the reputation of Cassio, almost as if Cassio presents a problem. The strength of this interpretation is that it shows that real hatred that Iago possesses for Othello and with those facial expressions this is really implicit. But there is this sense of him becoming almost scarred of himself which I dont think can be believed as he is so definite in his plans and never doubts himself until the end where from this time forth I never will speak a word. Nunn shows Iago to be overpowering again by giving him a brawn voice. But when he is in his soliloquy he is fidgeting and breathing heavily, to add to this atmosphere how he sits at the table causes a shadow to fall over his face emphasises the idea of evil vs. reality. His true thoughts are so strong he is unable to sit still and this difference is shown clearly through the use of movement. This use of separation in the soliloquy is a dramatic technique to give the interpretation to the reader of the true motives of Iago and the way he thinks. This was very effectively done by the twitching during his soliloquy. This interpretation was very effective because of the power of his thoughts which I felt really added to the character of Iago. A Marxist critic may argue that as he cannot sit still his inner thoughts and emotions are being shown through is physical actions, which is clearly represented in Nunns version. In Act 2, scene 3 I would stage Iagos second speech with him standing centre stage, jus as if he was reading a scroll about what his plans were to an audience. The line I play the villain? I would have Iago looking directly at the audience to create tension an atmosphere within the audience. I would have Iago look up to the heavens, just as Othello does in the Nunn version when making his speech to the senators, when Iago says free and honest to emphasis the idea that Iago believes he is equal to a god. Then finally to emphasis the irony of Iago apparently being passionate for his cause I would have him shout to show he was plotting when he says Ill pour this pestilence into his ear and that shall enmesh them all. These will emphasis Iagos anger towards Othello and also show the audience his plans. In this speech it is the first time his plans involve others and are well thought out, which is why I would direct it in this way. In contrast to my view in Otello Iago is trapped in a fortress, possibly trapped in evil and he pulls on a bull ring on a door, this represents Othello being led like a bull. His low voice and shadows shows how evil this character is. There are signs of religion in this version, which were not present in the play because in Elizabethan times because religion was not allowed in theatre but now is. He is shown as a true creature of evil with traits of insanity. I think the weakness in this version is that Iago is too involved with religion and his belief in women, that being that women are a mans property and they can do what they wish with them, is not portrayed enough. Women in Othello are portrayed as fragmented notions of what they really are. Iagos false portrayal of Desdemona comes closest to crumbling when confronted by her plain truth Evelyn Gajowski In conclusion it is clear to say that Iago as a character influences other characters in the play and that his actions are repeated throughout the play. From what is written by Shakespeare many different interpretations can be taken which all lead to different meanings for the audience. Many different interpretations have evolved due to different contexts being intertwined through time. Iago in my opinion is an evil, plotting but influential man.

Homosexuality Same

Homosexuality Same Homosexuality: Same-sex Marriage and Homosexuality Essay Why so Differently? Being different colour, shape, gender, a different culture is like being gay; being different, but if we are allowed to be different colours, be any shape, be any gender, or even come from any different culture, then why are people not allowed being homosexual? James M. Barrie once said â€Å"As soon as you can say what you think and not what some other person has thought for you, you are on the way to being remarkable†. Being different is not very hard but accepting that you are, is challenging. Throughout the class we watched many different documentaries on marginalized voices and one of them was about marginalizing homosexuality because of religion. In my opinion homosexuality should not be marginalized because: Everyone has equal rights; they do not harm other people; and a lot of religions allow it. In 2004, Canada legalized same sex marriage. Where homosexuals were given rights to get married. We live in a world where an individual is allowed to free and do anything it wants, and by anything meaning anything that is legally allowed. If we, straight people are given rights to take part in marriage and be looked as a normal couple then why can’t a homosexual who loves another gay person be able to be together? Or even be respected as a normal couple? It is only because they are the same gender. When there is a black and white couple, society does not say anything or even when a mixed marriage is happening where the two cultures are different, still not a sound, but when it comes to a gay couple everyone starts talking. An individual is given the right to be gay, straight or whatever therefore people should not have anything to say or do towards that specific individual. When watching the documentary â€Å"Cure for Love† there was this one scene where Jon mentioned h ow he started cutting himself after coming back from the ex-gays and he came out as being gay. He said that he was doing that because of the pressure from his family and friends, how they would never speak to him if he was to continue being gay. Society says that homosexuals are not the right kind of people but it is not like we play our part and help them out, but yet get these kind of people into situations where they start committing suicide or just hurt themselves just like how Jon started doing only because â€Å"we† do not like the fact that the same sex couple want to be together. Instead we are the one harming them. Personal meaning you own. If a person wants to be gay that is not your problem. You have nothing to do with it. We as individuals are allowed to have the right to have an opinion but that should not have an effect on anyone but your own self. If a person wants to be gay let him/her be, there is no power that could stop them other than themselves. Going way back when there was no such thing as homosexuality to now where a lot are gay, the majority of the society seems to be accepting homosexuality more so the lesbian part of it. In one of our class discussions we talked about how nowadays people have nothing to say when it comes to lesbians but still do not like gays. In cure for love Jon, Brian, and Anna, the three struggled throughout the movie because they had to choose either they want religion or to be gay and be able to practise their religion. Brian and Anna chose to follow their religion and not be homosexuals but Jon found another way where he could follow his religion and be gay. Brian who is married to Anna, he seems really positive and happy as a straight married couple, but Anna, throughout the movie she looked depressing and disappointed almost as though she was forced to marry Brian and now she cannot do anything. Anna seemed like she wanted to be single, straight and practice her religion but for her to do that she had to marry Brian. Many religions around the world allow homosexuality and many do not. This is where it gets hard, let alone friends, family and everything else; I feel that when it comes to

SEE BELOW Essay Example | Topics and Well Written Essays - 500 words

SEE BELOW - Essay Example evolutionary proposition since many thinkers have proposed that we would be better as a society and improve ourselves as human beings if there were no gods. Clearly a lot of violence and bloodshed in human history has been the result of devoted faith and confirmed adherence to certain viewpoints (the crusades come to mind as a good example). Yet at the same time, religion and the idea of god is a comforting thought to many people and simply overthrowing that idea is not an easy task nor could be done at the earliest convenience. It seems that the overthrow demanded and recommended by the noted authority has little to do with the will of god since a person’s freewill is not controlled by god in any way. Had Zeus been able to control the will of Prometheus, he would not have any need to chain him or imprison him in any way. With a simple snap of his fingers Zeus could have discovered anything he wanted. This shows that a person can revolt against god and the power of god would not extend to controlling his or her freewill. Clearly, there is no reconciliation between the will of Prometheus and the commands given by Zeus. Zeus as the character of god can hurt Prometheus, put him in chains, persuade him, send him messengers but can not get him to bend to his will unwillingly. Eventually, Zeus can even throw Prometheus into the abyss with a lightning bolt, yet he remains unable to control him the way he wanted to. Finally, the character of Prometheus is quite interesting since he appears to be defying Zeus for no apparent reason. It seems that the defiance is simply for the sake of defiance for he has nothing (for himself) to gain or lose by giving up the information demanded by Zeus. At the same time, he helps Io by giving her some good news about her future. Strangely enough, he seems completely unconcerned about his own future and his safety. The defiance exhibited by Prometheus is quite heroic and one can agree with his description of Zeus as a tyrant. However,

Accounting Case Study Example | Topics and Well Written Essays - 250 words

Accounting - Case Study Example Case in point, the author ought to get 80% of the tender. Redone showcasing battles are essential for this situation to enhance productivity. More also, it is central for the author to be dynamic in advancements. To expand eminences, books ought not to be sold straight forwardly to retailers on a refundable basis. Furthermore, short rebates are vital so as to augment sovereignties. Specifically, an organization can be spoken to through a blend of three primary components: 2) administration exercises, That can be recognized in operational and vital. Functional activities are normally short term situated and concentrated on proficient use of accessible organization assets (e.g., gear, human good). Control costs. The point of interest of controlling costs is that for each money you spare by reducing a price, there will be an additional money in benefits, Reduce promoting expenses, Manage your stock, Develop a database, Seek add-on deals (McGee and Preobragenskaya 2). Nearby its current item run; that Slim Choice embrace a crisp and sound picture and be advanced in the media utilizing thin, vigorous and youthful models; Dont stretch out credit to moderate clients. Diminish credit terms. Enhance endeavors to gather obligations i.e. enlist a debt gathering office. Offer rebates to right on time

Leadership Theories, Methods, and Tols Essay Example | Topics and Well Written Essays - 1000 words

Leadership Theories, Methods, and Tols - Essay Example This requires that an employee has to work hard in the organization and create more hours especially in the evening or during weekends to improve his work rating and increase the chance of earning bonuses. Employee 1 has been working on weekends and late in the evening to ensure that work is accurate and complete. The manager of the organization encourages the employees to possibly work for more than 40 hours per week as they would receive a huge bonus and this reveal that the manager uses bonus as an incentive to motivate workers to upgrade the performance of the company. Power based on rewards entails equality without favoritism and thus employees work hard to achieve desirable results and thus raising performance for the company. In the second scenario, the base of power applied involves expert power. Expert power is based on the fact that knowledge is power, where a person who possesses special expertise in a certain field is regarded as important in the organization (Turner, 2010). Such people are extremely valued by the organization in problem solving and decision making processes. Employee 2 is a professional accountant in his organization and has negotiated four–day work week and he is the only worker who is allowed to compress working time in his department which reveals that his knowledge and expertise grants him power over other employees. The accounting manager agrees on his request as he is the only expert in accounting who can prepare the company’s financial statements. This fact shows that the employee is an expert and is granted his wishes unlike other employee because he can perform duties which no other person in the organization can perform. The opinions, ideas and decisions of experts in a company are highly regarded and they enjoy privileges than other employees due to their exceptional skills and expertise. A person may have ability to influence others using his personality traits or

Strategies for Employee Performance Management at MS

Strategies for Employee Performance Management at MS Study on how MS improve employee performance management through motivation and training? 1. Introduction One of the major issues for competitive advantage, therefore, is the successful motivation and training of staff. Despite a plethora of theories (Locke and Latham, 1990a; 288) which have analyzed work based motivation and satisfaction, however, theories remain commoner than the evidence to support them. In the increasing competitive environment, organizations have to focus on value of investments in human resources especially performance management as a major source of competitive advantage. Although, business strategy means of competition is common conversation in the executive suite, taking a strategic approach can be especially beneficial for staff functions within companies, as they often are required to justify their need for resources and their contribution to the company. The following study presents the analysis of performance management issues on Marks and Spencers (MS) employee motivation and training. Performance improvement provides MS with needed information on their employees. The information helps MS develop the skills of the employees based on the information collected at the appraisal, it helps recognize when training is needed. Performance improvement helps MS by improving their service by having able workers that work to their full ability and by improving the relationship between workers and the company. Here is Marks and Spencers definition of performance management: Performance management is a joint process that involves both the supervisor and the employee, who identify common goals, which are linked to the goals of the organization. This process results with the establishment of written performance exceptions later used as measures for feed back and performance evaluation. (MS Annual report and financial statements 2008) Marks and Spencer is a multinational company have grown from a penny bazaar in the late 1880’s. UK based company to become one of the largest and most well known organisations of British culture. As a leading retailer, with a customer base of 10 million per week in over 300 UK stores, also trades in 30 countries worldwide, producing a Group turnover in excess of 8 billion. (MS Annual report and financial statements, 2008) MS have to be able to manage its resources to meet the customer’s needs and those of the market. Following three years of declining profits due to economic recession, the company has attempted to rejuvenate itself. Though the company is regaining market share and profits are beginning to raise they are still suffering some problems which have resulted in the company selling some of their foreign subsidiaries and axing jobs to concentrate on their core business. Such a turn around exemplifies well the need for strategy in this type of organisation. Strategic issues will revolve around the long-term and concentrate on the direction and scope of the organisation. Furthermore they will concern resources, competition, meeting needs of stakeholders and markets. All of this will be in a constantly changing and dynamic environment and so organisations must concentrate their human recourse management especially employee’s performance management each level and use right strategy on HR policy. This paper is trying to find out that employee performance improvement by motivating and training. 2. Literature Review 2.1 Techniques of Performance Management A key issue in understanding and applying techniques of performance management is defining exactly what is meant by ‘performance’ and ‘performance management’. The paper hereafter discusses and evaluates the competing definitions as they are understood in organizational and human resources practice. Performance is a multi-level, multi-dimensional construct. It is important to understand what level of performance is considered important when an organization talks about performance management. At each level- organizational, work unit or individual; there are a combination of factors that influence performance: direct, indirect, individual and situational. Any human resource intervention designed to assist, enhance, encourage ‘performance management’ has to be effectively targeted at the right combination of factors (Study Guide 2004, pp.2-8). 2.2 Performance, a Definition Contemporary organizations consider performance to fall into two major areas: performance at the individual level and performance at the organizational level (Williams 2002). At the individual level there are differing views on what performance is. Some research regards it as simply the record of outcomes achieved (Bernadin 1995). Performance has also been defined as behavior, that is, the way in which teams and individuals get work done (Campbell 1990). At the individual level performance can be thought of as either ‘what’ is achieved, that is as output and results, or as ‘how’ it is achieved, that is demonstrated behaviors, competencies, adherence to process (Study Guide 2004, pp.2-6). Williams (2002, cited in Study Guide 2004, pp.2-7) starts with the proposition that individual performance is behavior, which is determined by factors of declarative knowledge, procedural knowledge and motivation. Declarative knowledge is the ‘what’ of performance; procedural knowledge is the ‘how’ to do’ whereas motivation refers to the exercise of choice over whether or not to perform; what level of effort to expend; and, whether or not to maintain a consistent level of effort on the specified tasks over an extended period. The three factors above are direct determinants of performance. There are also indirect determinants which might be termed ‘situational’ factors, first are those inherent in the individual employee, the second are those inherent in the work context, which might be termed ‘situational’ factors (Study Guide 2004). However, the most comprehensive view of performance is achieved if it is defined as embracing both behavior and outcomes (Armstrong Baron 1999). Performance at the individual level cannot be seen as merely a function of ‘ability’ and ‘motivation’. Issues such as individual differences, the context in which performance is expected, and the interactions between system and individuals should also be considered. Performance at the individual level is even more ‘multi-dimensional’ than performance at the organizational level (Study Guide 2004). The concept of performance as embracing productivity or efficiency as well as effectiveness, adaptability and responsiveness. It is clear, then, that organizational performance is far from being a simple concept (Williams 2002, p. 68). Somehow, at the organizational level we are concerned with issues of efficiency, effectiveness and productivity. To address the aforementioned multi-dimensions, we need meaningful performance measures. An increasingly popular approach to measure organizational performance has been through the use of the ‘Balanced Scorecard’ developed by Kaplan and Norton in 1996, which attempts to capture some of the contradictory nature of organizational performance (Williams 2002). It aims to measure performance in terms of four sets of indictors namely financial, customer, internal business process and learning and growth. The aforementioned four sets of indicators have each taking a different perspective. To succeed financially, how should we appear to our shareholders; to achieve our vision, how should we appear to our customers; to satisfy our shareholders and customers what internal business processes must we excel at and to achieve our vision, how will we sustain our ability to change and improve. It is important to remember that when studying performance management, we must consider both inputs – the behavior aspects and outputs the results aspects. Hartle (1995) calls this the ‘mixed model’ of performance management, reflecting the importance of both the ‘how and what’ of performance. This is when we consider that performance is about how things are done as well as what is done. Efficiency is defined by Robbins, Bergman, Stagg Coulter (2000, p. 8) as the relationship between inputs and outputs, the goal of which is to minimize resource costs whereas effectiveness is defined as the goal attainment. Efficiency is often as ‘doing things right’ – that is not wasting resources; effectiveness is often described as ‘doing the right thing’ – that is, those work activities that will help the organization reach its goals. Whereas efficiency is concerned with the means of getting things done, effectiveness is concerned with the ends. Performance and its relationship to productivity are of a vital importance in understanding and applying techniques of performance management. Guzzo (1988, p. 63 cited in Williams 2002, p. 52) claims that productivity may mean different things to different people, Pritchard (1995, p. 448 cited in Williams 2002, p. 52) has recently noted the wide range of meanings attaching to the term productivity: the term has been used to refer to individuals, groups, organizational units entire organizations, industries, and nations. It has been used as a synonym for output, efficiency, motivation, individual performance, organizational effectiveness, production, profitability, cost/effectiveness, competitiveness, and work quality. Productivity is the ratio of outputs to inputs, a ratio that reflects the efficiency with which resources are transformed into outputs (Guzzo 1988, cited in Williams 2002). And Williams 2002 refers productivity as a systems concept and that inputs are subject to some conversion processes which lead to the production of outputs; in seeking to measure productivity a basic question that is concerned is how well or how efficiently available inputs are converted into outputs. In a general sense, by inputs, it is meant all the resources, employees, raw materials, energy, buildings, equipment etc, that are required to manufacture a product or deliver a service. Output is typically taken to mean what an organization produces. Output has traditionally been measured in quantitative terms, however, there is also a quality aspect of output (Williams 2002). Viewing productivity as a system concept tells that inputs are converted into outputs via some transformation processes. Similarly, an organization, as a system, comprises many subsystems and it is these which are concerned directly or indirectly, with the transformation processes that convert inputs to outputs (Williams 2002, p. 57) 2.3 Performance Management, an Overview Performance management is defined by De Cieri Kramar (2002, p. 286) as the means through which managers ensure that employees’ activities and outputs are congruent with the organization’s goals. Performance management evolved out of a long history or managerial attempts to improve productivity, efficiency and effectiveness at all levels in an organization. Study Guide 2004 outlined that one of the difficulties with the concept performance management is that the term means different things to different people. One main interpretation that has come to dominate in practice is that performance management is a system for managing organizational performance; a system for managing employee performance and a system for integrating the management of organizational and individual performance (Williams 2002, p. 10). Walter (1995, p.10) states that performance management is about directing and supporting employees to work as effectively and efficiently as possible in line with the needs of the organization. Armstrong 1994 defined performance management as a process designed to improve organizational, team and individual performance whereas Armstrong Baron 1999 describes performance management as a strategic and integrated approach to deliver sustained success to organizations by improving the performance of the people who work in term and by developing the capabilities of teams and individual contributors. Performance management is far more than its precursor ‘performance appraisal’, it goes beyond the annual appraisals, ratings and interviews to incorporate employees’ goals, training, rewards and individual development. Thus, a performance management system focuses on an ongoing process of performance improvement, at the individual and organizational level, rather than emphasizing an annual performance review (DeSimone, Werner Harris 2002, cited in Study Guide 2004, p.1-3). There is no one right way of managing performance. The approach will depend on the context of the organization. That is, its culture, structure, technology and the type of people involved. Thus, recognizing the importance of managing within the context of the business. Organizational structure is defined as the degree of complexity, formalization and centralization crated to facilitate the coordination of activities and to control the actions of organizational members (Robbins, Waters-Marsh, Caccioppe Millett 2001, cited in Study Guide 2004, pp.1-12). Organizational culture is a more intangible aspect, based on the shared values, customs, rituals and norms of the organization. Culture, is long-lasting and can often take decades to change, it is very enigmatic and complex. Culture can assist performance management – they can also act as a major impediment. Conversely, performance management can be used as a tool to change culture (Study Guide 2004, pp.1-14). Williams 2002 raised, from one point of view technology is part of performance management, one of the tools, that is, for managing performance. And, indeed, technology, especially information technology, has been in many cases a solution to a performance problem which has led to that business gaining competitive advantage. 2.4 The Role of a Performance Management within an Organization From a human resource perspective it is very much a systemic process bringing together issues of: organizational performance; managerial effectiveness; individual performance; skill development; and reward management. These five aspects must be integrated through human resource personnel and managers working together with staff to achieve the organization’s desired outcomes (Williams 2002). The processes that are applied to reward and remunerate employee motivation are aligned with performance management. In the industrial era, performance and productivity came primarily from physical effort coupled with capital invested in technology. As enter the new era of information technology, the performance and productivity of employees comes not from physical effort but from within employees – their knowledge, insights information, skills, abilities, innovativeness and creativity (Smith 1998, p. 153 cited in Williams 2002, pp.1-16) For managerial effectiveness, on the one hand, the manager would know about the policy, objectives, mission and goal of organization. On the other hand, the product or service delivered has to meet customer needs for achieving its goal, having good relationship and trust between the company and customer, thus, be more competitive in the marketplace. Research is needed to best fulfill customers’ needs. A plan or strategy has to be implemented to improve the company and its stuff’s performance to be more successful. Performance should in line with the company’s business plan. Employees’ performance should cope with the company’s strategies and should also keep on improving. The focus of training and development programs and approaches in organizations is to achieve long-lasting behavioral changes which increase productivity at the individual, group and organizational level. As such, training and development comes under the ambit of performance management. As with other performance related aspects of the organization and its human resources, training and development is concerned with the identification of training needs. Based on a comparison of expected with actual performance, training interventions are designed, implemented and assessed to ascertain whether performance has been improved as a consequence of the training. Two of the significant performance management processes which assist the training and development cycle are job analysis and performance assessment. Job analysis provides valuable information on the tasks, job and role of the job and performance assessment assists in identifying where deficiencies in performance exist (Smith 1998, cite d in Study Guide 2004, pp.1-17) To unlock the intrinsic qualities of individual employees, not only does performance management address situational factors surrounding the employees, but it also seeks to address the motivational factors of employees. One approach to unlock these aptitudes and abilities is to consider compensation management as part and parcel of a performance management approach. Compensation management looks not only at extrinsic rewards, such as pay and bonuses, but also at those artifices, symbols, rewards and benefits which improve the motivation of employees to perform at higher levels. Suffice to point out that organizations which manage compensation and rewards poorly will fail to maximize their most important strategic resource – their human capital (DeSimone et al, 2002, p. 43, cited in Study Guide 2004 pp.1-17). It is because employees who achieve want to be recognized and rewarded for their efforts. And to motivate performance, outstanding performers must be identified and rewarde d accordingly (Stone 2002). 2.5. Employee Motivation theory and Performance According to Mitchell (1982) motivation is psychological process that cause encouragement, direction and insistence of voluntary actions that are goal oriented. Employee motivation is one of the key drivers of high performance as it encourages individuals to work hard, and desire to achieve a higher goal and a better performance. Robbins (1993) shares the same view, that motivation is the willingness to exercise high levels of effort towards organization goals and to satisfy individual needs. McKenna (2002, p.8) explains motivation as an emotion, ‘which is personal in nature, and comes from within the individual’. Robbins (1993) also describes that it is the individual needs that make the outcomes to be attractive and unsatisfied needs will create tension to stimulate drives within the individual and this is called motivation process. Please refer to Appendix 1 to see the phases of the motivational process. This study has been aimed to discuss different motivation theori es and how it effectively increases employee performance. There have been numerous motivation theories developed by many famous authors such as Chester Barnard, Max Webber, Joan Woodard, Bennis and Slater etc. According to Reis and Pena (2001), there was an evolution in the development of the motivation theories. Chester Barnard (1938) introduced the idea of traditional/classical form of motivation as â€Å"be tough† or â€Å"stick† and â€Å"be good† or â€Å"carrot† then followed with bureaucracy and human relation approach by Max Weber (1947) and Joan Woodard (1965) respectively. Then the turning point of the motivation history is in 1980s to 1990s was the â€Å"Total Quality Management† and â€Å"Reengineering† approach. Reis and Pena (2001) believe that today employee motivation is about satisfying your employees with empathy, understanding, friendship and respect at workplace. Please refer to Appendix 2 to view the evolution of motivation theories. According to McKenna (1999) the evolution of motivation theories have been breaking down and classifying generally into three categories. Ramlall (2004) also agrees that motivation should have three aspects of reinforcement, content and process theories. The reinforcement theory is based on the concept that reinforcement conditions behavior. Reinforcement is the attempt to develop or strengthen desirable behavior by either giving positive consequences or withholding negative consequences (Nelson Quick 1994). The theorists see behavior as environmentally caused. The reinforcement theory does not concentrate on the personal feelings of the individual, but rather what happens when the individual takes some action. What directs behaviors are reinforcements, when instantly followed by a response, increases the likelihood that the behavior will be repeated (Luthans Stajkovic, 1999). In the workplace, Nemerov (1993) emphasized that it is important for managers to recognize and reward employees. Such recognition also helps individuals to fulfill the higher needs in Maslow and Alderfers hierarchies, providing workers with self-esteem and a sense of accomplishment. According to Miner and Dachler (1973), content theories are primary emphasis on the particular motives or the types of motives. Berl and Williamson (1987) also describe content theories as understanding the key and driver which arouse or start behavior. Dainty (2002) and McKenna (1999) share a same concept of content theories; the two authors believe it is surrounding by four famous theories of Maslow’s hierarchy of needs, Herzberg’s Motivational-Hygiene, Alderfer’s existence relatedness and growth and McClelland’ needs theory. Maslow’s hierarchy of needs describes people have five classifications of needs which act as motivators; those are physiological needs, safety, social and belongingness, self esteem and self-actualization needs. According to Berl and Williamson (1987) the critical aspect of this theory is individual needs to satisfy lower level of need before moving upward. However, there have been many criticisms as Grigaliunas and Weiner (1974) argues that Maslow has been oversimplified and misrepresented. Wahba and Bridwell (1973) conducted a study which show that needs cannot be arranged in a hierarchy in every circumstance and hence feel that Maslow’s model is inappropriate. Herzberg theory has two factors called hygiene (physiological) and motivational (egocentric) also receive considerable criticism by Wahba and Bridwell (1976). Maslow and Herzberg share very similar concepts that individual must achieve basic needs in order to move upward. This theory was also never tested fairly and lack of supporting evidence that job satisfaction leads to high job performance (House and Wigdor 1976). The argument is that job satisfaction may lead people to their comfort zone and not actively look to risk their current rewards (House and Wigdor, 1976). Although there are criticisms, these theories are easily and widely used in practice by considering motivation as a systematic theory. Alderfer’s existence, relatedness and growth (ERG) theory assumes that if an individual can not satisfy the specific needs, then he/she can satisfy needs at a lower level, if the individual is frustrated at a given need level (Berl and Williamson, 1987). Maslow’s theory states that only one level of need can be motivational at a time while with Alderfer more than one level of need can influence a person to act at a given time. Berl, Williamson and Powell (1985), found through a survey that those who have satisfaction with growth needs have greater more desire for growth and individuals dissatisfied with existence needs had a greater desire for existence and related needs. Hence, this theory is useful for management to recognize a right person for the right task with realistic goal to motivate high performance. The relationship between these three theories is demonstrated in Appendix 3. McClelland argues that motivation could be learnt from life experiences and the needs are developed through life such as need for achievement, need for affiliation and the need for power. Acquired needs theory is also influenced by society and culture changing overtime (McKenna, 1999). Hence employees would be more motivated and perform better if managers know their goals and touch correctly to their needs. The process theories, according to Berl Williamson (1987) provide an explanation of procedures which enable people to choose among different courses of action, the degree of effort expended and persistence over time. The process theories include Equity theory, intrinsic motivation theory, and Expectancy theory. Process theories contrast sharply with the earlier content theories, which focused on identifying factors associated with motivation in a relatively static environment. Process theorists view work motivation from a dynamic perspective and look for causal relationships across time and events as they relate to human behavior in the workplace (Steers, Mowday and Shapiro 2004). The equity theory points towards the situations when individuals compare outcome-input ratio of their job to that of others (Robbins 2003). The people to whom individuals may compare themselves may belong inside or outside to the same organization as well as their own experiences in a different position within the same or another organization. This theory is strong when predicting absence and turnover behaviors and weak while predicting employee productivity. Equity theory points out that rewards significantly affect the level of motivation. McKenna (2005) argues that money and other rewards do not have a significant effect on motivation and it is other factors like better job satisfaction, positive feedbacks that do so. Locke and Latham (1990, p.241) state that expectancy theory developed by Vroom emphasizes that ‘performance is a multiplicative function of expectancy, instrumentality and valence’. It suggests that the factors that motivate a person to act in a certain way depend on ‘the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of the outcome to the individual’ (Robbins 2003, p.173). This theory is strong to explain employee productivity, absenteeism and turnover. Quick (1988) further explains a five step process towards the practical application of the expectancy theory – define the expectations, make the work valuable, make the work doable, give regular feedback, and reward employees when they meet expectations. The various motivational factors can be broadly grouped into intrinsic and extrinsic. The intrinsic factors include those are directly related to the work itself, like the enjoyment, responsibility and satisfaction of completing a task while extrinsic factors refer to those external factors like the recognition and rewards associated with the work (Amabile 1993). A study by Nowlin (1982) indicated that majority of the managers in both the private and public sectors were motivated by intrinsic factors like the work itself and the job responsibility. Based on a survey by Mullins, in which workers were induced to perform better in their jobs either by verbal recognition of good work or by a pay increase, it was found that performance was improved more significantly by the intrinsic reward of verbal recognition than by the extrinsic reward of additional money (Mullins 1996). Cully et al (1999) support this by evidence that regular performance appraisals and monitoring of individual quali ty do help to boost morale and improve workplace well-being. It is also seen that it is possible to achieve synergy between these two types of motivational factors by creating a synergy between the person and his work environment (Amabile 1993). Smith (2005) adds to this argument by stating that it is important for leaders to understand the reason behind the employee’s motivation, otherwise they may offer things that are not really valued. Di Cesare Sadri (2003) explains the dimensions of cultural impact on employee motivation, stating ‘while the principle of leadership, motivation, and decision making may be applicable almost everywhere, their success or failure depends heavily on ways in which managers adapt to the local culture and work situation’ (cited in Di Cesare Sadri 2003, p.30). Motivation is culture-bound, and managers must be careful not to impose their value system when drawing conclusions about what motivates people in different countries. Motivational differences are best understood by exploring countries individually, first by gaining an understanding of the culture and then by drawing implications from that culture about motivation. 2.6 Highlights of ways in which managers can motivate employee to improve productivity Understanding what motivated employees and how they were motivated was the focus of many research which have been undertaken in this field by Frederic Herzberg, Douglas McGregor, David McClelland, Abraham Maslow and Elton Mayo. Each of them has a different theory about employee motivation. Frederic Herzberg’s developed this motivation theory during investigation of 2000 accountant and engineers in the USA. Two Factor Theory. He beloved that people are influenced by two factors- motivation and hygiene. Satisfaction and psychological growth was a factor of motivation factors. The result of hygiene factor was dissatisfaction. Hygiene factors are needed to ensure an employee does not become dissatisfied. They not lead to higher levels of motivation, but without them there is dissatisfaction. The typical factors are working conditions, salary, Security Company, job. Motivation factors are needed to motivate an employee into higher performance. He suggests that offer work should be arranged in the following ways: job enlargement, job nation and enrichment. 2.6.1 Douglas McGregors theories called X and Y. McGregor said that there are two fundamental approaches to managing people. Many managers prefer theory x, and generally get poor results. Enlightened managers use theory y, which produces better performance and results, and allows people to develop and growth. â€Å"Authoritarian management† style Theory X The average person prefers to be directed. This person wants to avoid responsibility, is unambitious and wants security above all else. The average person does not like work and will avoid it. That is why most people must be forced with the threat of punishment to work towards organizational objectives. â€Å"Participative management† style -Theory Y People usually accept and often seek responsibility Effort in work is a natural People have self-control and self-direction in the pursuit of organizational objectives, without external control or the threat of punishment. Commitment to objectives is a function of rewards associated with their achievement. The capability to use a high degree of imagination and creativity in solving organizational problems is widely distributed in the population. McClelland based on the Murrays (1938) theory of personality. proposed a content theory of motivation. In his book (1961) The achieving society, McClelland said that human motivation comprises three dominant needs: the need for achievement , the need for power and the need for affiliation. Achievement People with a high need for achievement are trying to avoid both low-risk and high-risk situations. They avoid low-risk situations because the easily attained success is not a genuine achievement. In high-risk they can see the outcome as one of chance rather than ones own effort. High individuals prefer work that has ideally a 50% chance of success. Those people need regular feedback in order to monitor the progress of their achievements. They prefer either to work alone or with other people. Affiliation People with a high need for affiliation need to feel accepted by others and be in harmonious relationships with other people. Power Person who need for power can be personal or institutional. People who need personal power want to direct others, and this need is perceived as undesirable. Those who need institutional power –social power- want to organize the efforts of others to further the goals of the organization. 2.6.2 Elton Mayo Elton Mayo is known from his research including Hawthorne Studies and his books. He started his experiment on the effect light in produ

Refugee mother and her child by Chinua Achebe Essay

Explain what the poem is about and how the poet conveys the emotions he feels. The poem is about Achebe’s encounter with a mother and child in a refugee camp. This mother was different from the other mothers as she still cherished and loved her son. The other mothers had already stopped caring for their children as survival was not the most important thing and there wasn’t any hope of survival for their children anyway. In line 9: â€Å"Most mothers there had long ceased to care† The poet’s tone was varied, in the first stanza he used long, soft vowels such as the vowel ‘o’ and words such as ‘tenderness’. In line 4, Achebe chose to used the word ‘odour’ instead of the word ‘smell’ or ‘stench’ because it sounded softer and more rounded. The softness continued until the beginning of line 5 where Achebe used hard-sounding words such as ‘diarrhoea’ and ‘blown’. The fact that the child will die is hinted repeatedly. From line 7 to line 14 of the second stanza, he seemed to be admiring the mother’s love for her child in even those circumstances. At the end, his tone was sad and regretful. In the last three lines: â€Å"†¦ like putting flowers on a tiny grave. † There was alliteration in line 5 of the second stanza: â€Å"behind blown empty bellies† The poet used the work â€Å"ghost† as a metaphor in lines 8 and 9 of the second stanza. In â€Å"ghost smile†, he meant the softening of the mother’s expression as she looked at her son. There was repetition of â€Å"ghost† and in â€Å"ghost of a mother’s pride†, it represented what the mother used to feel and here there was only the tiniest left of it. The last 2 lines were a smilie, he’s saying that her combing her son’s hair is like a final goodbye because she would probably never get to do it again. In the first line, â€Å"Madonna and Child†, this is the scene when Christ was taken from the cross and placed on Mary’s knees. Achebe is saying that even this scene could not have been more touching than of the refugee mother and her child. In line 3: â€Å"for a son she soon would have to forget. † Here he means that after the boy dies, the mother will have to concentrate on survival for herself, forcing her to forget her son. This will not be able to mourn her child. In line 4: â€Å"The air was heavy with odours†¦ † The air was thick with the stench. The air was so dense that it seemed it had a weight and was more than just gas. In lines 7 and 8: â€Å"Struggling in laboured steps†¦ † Even walking is difficult for them. Walking is hard work. Achebe doesn’t know the mother’s name, so he refers to her as â€Å"she† and â€Å"her†. â€Å"Rust-coloured† is the colour of a dark-haired person’s hair when he or she has an inadequate diet. The hair signals that the child is incredibly unhealthy and on the verge of dying. In line 11: â€Å"†¦ hair left on his skull†¦ † The child is in such poor health that his hair has fallen out. Achebe used the work â€Å"skull† because it showed how poorly the boy was and because it represented death. In line 12: â€Å"- Singing in her eyes – † The hyphens surrounding this phrase outlined its significance. This was probably because the mother remembers singing to him, when they were happy. From line 15: â€Å"act of no consequence†¦ † Combing her son’s hair would usually be something a mother wouldn’t think twice about. They were probably quite well off before they were in this situation. The punctuation Achebe used were little. At the end of the first verse he put a period. This is because he was finalizing a statement. At the end of line 5 of the second stanza, there’s another period. This is because he’d finished describing about the surroundings and was moving onto the mother. In line 7, there was a semi-colon, which indicates a pause. There is another one in line 16. In line 13 there are three periods together. This is usually used to signify that something will eventually continue. At the end of the poem he put another period. This is because he is ending the poem and also because he is once again finalizing something. Since the child is dying, death is final, so the period was suitable. In lines 13 to 16, Achebe introduced the possibility that the mother and child were probably quite well off before they were in this situation. However, their lives had changed and it was no longer that comfortable lifestyle. I thought the poem was sad. It showed how disasters could change the feelings and lives of normal people like you and me. It was an eye-opening poem, and it made me realise that if I weren’t living this lifestyle that boy may well have been anyone I know or me.

Feasibility Study Essay

1. 1 Tourism Profile Long Meadows is located in Mahabang Parang , Sta. Maria, Bulacan. Mahabang Parang is1. 0466 squared kilometer and as we saw the ranking of barangays in Sta. Maria we saw that Mahabang Parang is in the 19th place. First it was owned by Mrs. Luzviminda Aguirre. When Mrs. Luzviminda Aguirre past away, her husband Mr. Bonifacio Aguirre and their children Armine Aguirre Garcia and Jayson Adlai Aguirre manage the resort. Established in 1988, Long Meadows Country Resort started as a private Guest’s house and opened to the public as a resort. It is less than 30 minutes away from Balintawak toll Entry going to North It sits on a 3-hectare property, more than a hectare of which is properly developed. The resort features two (2) adult Pools, two (2) kiddie Pools, a private Pool with Villa, 17 air-conditioned rooms and open cottages, Bowling Center and Restaurant and Praderas Garden Pavillion The place exudes that rustic yet charming appeal of a countryside resort complete with quality service and facilities. Long Meadows Country Resort is also Affiliated with Bulacan Association of Resort Owners ( BARO ), Sta. Maria Business Association ( SMBA ) and Tourism Projects.. 1. 2 Geography Mahabang Parang is generally flat. The source of living here in Mahabang Parang are agriculture and sewing or tailoring. And also this is the best place to build a resort. CLIMATE Santa Maria has a climate â€Å"first type† which is defined as having two pronounced seasons: Dry from November to April and wet during the rest of the year. During the dry months, precipitation is less because of the prevailing easterly wind blow to produce rainfall in its leeward side. Santa Maria’s most perceptible months start from May and may have its maximum in August, which gradually decreases until December. During these most months, thunderstorms and rain showers causes precipitation in May and June while the rest is primarily due to the southeast monsoon that prevails on this particular part of the year. Others which occur in November and December are caused by tropical cyclones that pass through the area. Temperature The annual mean temperature in the area is 27. 7  °C. The warmest month is May with mean temperature of 29. 9 0 C while the coldest is January at 25. 2  °C. 1. 3Demographics Language As it is part of the Tagalog cultural sphere (katagalugan), Tagalog is the predominant language of Bulacan so in Mahabang Parang we used Tagalog. Population During the census year of 2010, there were 3,411 people residing in Mahabang Parang and grew to 3,628 in 2013. CHAPTER II: OBJECTIVE SETTING To rehabilitate Long Meadows Country Resort because we want this to be on the popular tourism spot located in Sta. Maria and to grow the economics of the town. Also to set up and develop new amenities of this resort and meet customer needs. To construct recreational resort to gain more guest. We construct new and relaxing amenities to provide relaxation and recreation to the guest. To rehabilitate recreation and leisure because we want to develop new amenities and meet customers need. Also to construct resort and gain more guest, visiting the resort. Having the marketing strategies to increase the sales of recreational activities and accommodation of the resort and to be as one of the competitors here in Bulacan. Lastly, to become â€Å"catchy† in terms of different new trending activities and known the resort through this. CHAPTER IV: FINANCIAL CONSIDERATION (Including 30% labor) Pool 2 Slide & concrete stair – 150,000 Wall Climbing 50ft. – 120,000 Bowling Center – 1,500,000 Gate 2 – 26,000 ______________ Total Amount:1,796,000 CHAPTER V: APPENDICES MAIN GATE ENTRANCE ONE OF THE COTTAGES POOL 1 PRIVATE POOL JACCUZI VACANT LOT FOR WALL CLIMBING POOL SLIDE POOL STAIR GATE 2 BOWLING CENTER INSIDE BOWLNG CENTER.

Phy essays

Cheat Sheet for Intro/Phy essays Chapter 19  ¡V Chemical Bonding I. Why do atoms form bonds? 1. Most stable atoms have a filled valence shell. Most of the time this is 8 electrons. 2. Lewis Symbols  ¡V electron dot notation showing valence electrons. 3. Atoms form bonds by sharing, gaining, or losing electrons to obtain a filled valence shell. 4. The three major types of chemical bonds are Ionic bonds, Convalent bonds, and Metallic bonds. The type of bond formed depends on the Ionization Energy and electronegativity of the atoms involved. 5. Ionization energy (IE) The energy required to remove a valence electron. Metals have low IE and nonmetals have high IE. 6. Electro of Li and F using Dot Notation  ¡V this e. transfer requires energy. It does take a little energy to remove the e. from the Li, but because both are now stable, the result is a net lowering of energy. B. Size of formed Cations and Anions. 1. Metals tend to get smaller, so they lose e. and thus lose an energy level  ¡V cation. 2. Nonmetals te nd to gain e. so they are larger  ¡V anion. There is no increase in protons, so the nucleus does not pull it in smaller. Instead, it swells to make room. When ionic compounds form, ...

20 Dissertation Topics in Accounting and Finance

20 Dissertation Topics in Accounting and Finance Through the years, there have been great finance and accounting stories from i taking down the mafia to how individual accountants have doubled up as excellent global inventors. Therefore, writing a dissertation on the field of finance and accounting can be considered as a truly rewarding venture since you one can juxtapose technical accounting concepts with fascinating real-life case studies. But to kick-start the writing process, it is important to understand the concept of financial accounting in order to come up with really interesting subjects to discuss. Here, we will endeavor the concepts behind finance and accounting and then provide an outline of dissertation topics in accounting and finance. Finance is the professional concept that covers the raising of funds and how they are invested by a business while accounting focuses on collating enough information that helps business owners and investors make more well-thought-out decisions. 20 Captivating Topics for a Dissertation in Accounting and Finance Exploring the Meaning of Accounting and the Role of Language in Its Formation The Origins of the Terms Finance and Accounting and their Use in Modern Times The Role of Luca Pacioli in Promoting the Field of Financial Accounting Accounting in Ancient Rome and its Role in Shaping Modern Financial Institutions The Role of Financial Accounting in Developing Business Strategies Understanding the Importance of Financial Statements to Corporate Accounting Exploring the Concept of Income Statement and Its Correlation with Financial Statements How the Practice of Societates Publicanorum Set the Foundation for Share Markets The Stock Market Structure and the 1602 Dutch Indian Trade Company Agreement The Accounting Profession and the Need for setting International Standards of Practice The Role of Accounting and Finance in Societal Building Exploring the Different Fields of Financial Accounting and Their Implementation Exploring the Role of Forensic Accounting in Law Enforcement Forensic Accounting, RICO Laws and the 19th Century Criminal Justice System. The Role of Mathematics in Developing Ancient Accounting and Finance Practices The History of the Certification Primary Accounting Exam and Its Role in Building Financial Institutions Finance and Accounting in Ancient Mesopotamia and Its Influence in Modern Times Exploring the Relationship between Financial Accounting and Economic Growth Accounting and Financial Reporting issues for Financial Institutions Accounting Standards and Practices of Financial Institutions in the Western World These are some of the captivating topics we have come up with that can help give you a head start in writing your dissertation in accounting and finance. These 20 dissertation accounting and finance topics are just the tip of the iceberg. To give an example of   how to go about writing a dissertation, a topic from this list will be developed in the paragraphs below. It is also written to serve as a tutorial for writing your dissertation. Sample Essay on the Accounting in Ancient Rome and its Role in Shaping Modern Financial Institutions The question of how financial values and practices have been passed down from generation to generation and its effects on the financial and accounting institutions of the modern world have been a bone of contention among scholars since the 19th century. My dissertation will focus on tracing the parallels between ancient financial accounting practices and modern financial standards and I intend to do this with the use of facts and critical analysis. Although traces of bookkeeping activities were first discovered in Mesopotamia, exact financial and accounting activities became commonplace and the established norm of keeping track of funds and expenditure began officially in Ancient Rome circa 63 BC. These practices were passed down by historians and mathematicians through methods that will be explored in the following paragraphs. Two Roman historians- Suetonius and Cassius Dio- recorded the first real financial accounting procedure in 23 BC. This procedure was accomplished by Emperor Augustus who kept detailed information on the Republic’s financial statement for public use. The Emperor listed the Rome’s sources of income as well as its expenditures in ‘The Deeds of the Divine Augustus’ which set the pace for multiple financial concepts such as; trial balances, financial statement and income statement. This practice of accountability was quickly picked up by the Roman army to account for its expenditure and revenue in other words to help generals and future emperors make informed decisions on matters of war. This, along with, other physical aspects, partly became a reason of the Republic being more efficient than its enemies in waging wars and managing supplies. In 1494, Italy- which traced its origins to the people of Ancient Rome- became the home of Luca Pacioli who has been credited as the father of modern accounting. The mathematician believed in the importance of keeping financial statements to make better decisions and went on to publish the first ever book on financial accounting’ ‘Summa de Arithmetica, Geometria, Proportioni et Proportionalita.’ And for the first time, accounting wisdom could easily be passed from one region to another through text which eliminated the limitations of using word of mouth. This act basically ensured that accounting techniques could both be taught across all areas of Europe and the Western world with ease. Consequently, the world first official bank also was established in Siena, one of the Roman cities of old. The Monte de Paschi di Siena was built in 1942 to cater to the financial needs of the city of Siena, and the success of this institution became the benchmark for financial and accounting institutes across the western world. Through the stated examples, one can clearly see the influence of ancient Roman financial practices approximately 2000 years ago and the far-reaching effects these practices had on setting a financial, educational and accounting basis for future generations to come. So here we are at the end of the second tutorial of the dissertation on accounting and finance topics written for your benefit. For further reading, do not hesitate to check these articles containing ten facts for a dissertation on finance and accounting as well as receive tips on writing a dissertation on finance and accounting. References: Accounting and Business Research. Special issue on: â€Å"The Societal Relevance of Management Accounting†. (2012). The British Accounting Review, 44(2), p.130. Ezeudu, M. (2016). Fighting Financial Crime in the Global Economic Crisis. Kings Law Journal, 27(2), pp.279-281. DvoÃ…â„¢kov, D. (2009). Historical Costs versus Fair Value Measurement in Financial Accounting. European Financial and Accounting Journal, pg.6-18. Sunder, S. (2016). Rethinking Financial Reporting: Standards, Norms and Institutions. Foundations and Trends ® in Accounting, 11(1-2), pp.1-118. Ã…  oljakov, L. (2012). Strategic Management Accounting Development during Last 30 Years. European Financial and Accounting Journal, 2012(2), pp.24-35. Pomeranz, F. (1997). The Accounting and Auditing Organization for Islamic Financial Institutions: An important regulatory debut. Journal of International Accounting, Auditing and Taxation, 6(1), pp.123-130. Zhang, X. and Chen, D. (2013). The Influence of Financial Industry Cluster on Economic Growth: Three Economic Zones in China. Accounting and Finance Research, 2(4).

The History of Guam and Why It Is a US Territory Research Paper

The History of Guam and Why It Is a US Territory - Research Paper Example 1. Chamorro people were the first settlers on the island. According to Cunningham & Beaty (2001), they immigrated from Indonesia or Philippines to the Island and brought their culture and language with them. 3. The latte was  «stone pillars » that served as a building material for Chamorro dwellings according to Cunningham & Beaty (2001). Today scientists pay specific attention to late to learn more about Chamorro culture. 3. When the war was over, USA increased its influence on the territory of Guam. Guam Organic Act signed in 1950 declared Guam to be  «organized territory of the USA » with its local government (Rogers, 1995). 4. There were several referendums held on the Island to determine its future as Guam had a right for self-determination (Ruffatto, 1993). Local people could choose whether they wanted to be with the USA or develop independently. 49% of voters expressed their will to stay together with the USA in 1982 as stated by Rogers (1988). I. Summary: Guam has a long history; it was ruled by local Chamorro peoples, colonized by Spain and occupied by Japan. It became a part of the USA not so long ago and this decision was confirmed by referendum in 1982. All in all, Guams history makes this place unique and outstanding. Ruffatto, P. (1993). US action in Micronesia as a norm of customary international law: The effectuation of the right to self-determination for Guam and other non-self-governing territories.  

Major Project Coursework Example | Topics and Well Written Essays - 2000 words

Major Project - Coursework Example In addition, it affects businesses and government ministries across all countries in the world. Increased competition, which has been on the rise thanks to globalization and technological advancements, has led to increased employee turnover (Ucho, Mkavga & Onyishi, 2012). Globalization has increased demands on companies and for an organization to survive these pressures; it has to follow the best practices that ensure that its human resource is nurtured well. When the human resource is satisfied, chances are high that employee turnover would be reduced. It is worth noting that organizations must aim to trim down costs at all times and these include work force training as well as technological costs. Following increased employee turnover, it is impossible to cut the labor training costs because the organization would be on the lookout for new employees at all times. To replace an employee, an organization has to spend more than a third of the new employee’s salary according to United States Department of Labor. This leads to increased costs, which could be eliminated by reducing employee turnover (Chawla & Sondhi, 2011). According to Coomber & Barriball (2007), employee turnover is not an issue that affects the private sector alone; it also affects government ministries across the world. In Britain, National Health Service reports that the number of nurses who voluntarily leave their jobs per year is worrying. In 2003, nursing staff turnover was 9.4% in the country. Nurses play a critical role in the health of the public in any given country. Following the increasing number of people with chronic diseases, long life expectancy and advance in medical technology, the number of needed nurses is increasing every day. When the turnover is high, the remaining staff members are pressurized to cover the posts left vacant by the departed colleagues and this increases stress on the remaining staff. This in the end,