Enlightenment thinking Essay Example for Free

Enlightenment thinking Essay The Declaration of Independence is the basis of our government here in the United States. When the authors of this document were writing it they included many references to enlightenment theories. Of these many theories three within the document can be attributed to John Locke, Jean Jacques Rousseau, and Thomas Hobbes. John Locke was a believer in the three natural rights of man, life, liberty, and property. In the Declaration of Independence Lockes idea can be found throughout but one example is, It is the right of the people to alter or to abolish it, and to institute new government laying its foundation of such principles, and organizing its powers in such form, as to them shall seem most likely to effect their safety and happiness. This quote is exactly along the lines of Lockes thinking. He believed that a government is there to serve and protect, and if the government does not do its duty, then the people have a right to overthrow a government and start a new one. Rousseau believed that all men were free and ought to be, therefore any government must act according to the will of the people. The Declaration of Independence includes this too, A prince, whose character is thus marked by every act which may define a tyrant, is unfit to be the ruler of a free people. This quote reflects Rousseaus ideas exactly. That man is in chains by the government a must be free. Finally, Thomas Hobbes was a believer in the social contract stating that to gain rights people had to give up rights. One right which people were supposed to gain was protection by the government. This idea can be found within the Declaration of Independence, He has abdicated government here, by declaring us out of his protection and waging war against us. The Declaration of Independence contains many different enlightenment ideas. These ideas had a great impact on the founding of the United States and still do today.

The behavior in violent video games Essay Example for Free

The behavior in violent video games Essay In today’s society video games can cause many behavior problems. The violence in video games can affect children in many ways. Violent video games affect a person’s brain and health. At last, violent video games also affect the player’s personality in various ways. Acting violently and having nightmares are two ways of how violent video games affect children. Some games contain some graphic content, and may give children ideas that they do not understand. These games also make children believe that killing someone is acceptable and the reality of people dying can be compared to situations seen previously in games. Children’s learning abilities are also affected since they tend to do as they see, kind of like monkey see, monkey do. Basically, they learn to be violent so they will be violent in their life and react aggressively. The human brain is affected by violent video games in many ways. After so much playing the human brain believes the game is real. Video games stir up tension, and a feeling of fear, and this could have long term affects on the autonomic nerves. The autonomic nerves are connected with breathing and heart rate. If a person, who is playing video games, has suffered from seizures and continues playing, the chances over seizures coming back are extremely high. The video game player’s personality will be affected in many ways. For example, playing decreases prosocial behaviors, this includes activities such as giving to charity, volunteering, and overall â€Å"helping† behaviors. Some studies have proved that video game players lead to an increase in antisocial behavior. These frequently users rather isolate from others and play than socialize. When playing becomes an addiction, their personality has completely transformed into an isolated antisocial person. In conclusion, violent video games can cause many different behavior problems for children. It affects their brain, their health, and their personality. Finally, children should be careful when choosing the type of video game to play.

A Business Plan for Just In Time Caring Ltd.

A Business Plan for Just In Time Caring Ltd. CONTENTS Executive Summary Objectives Mission Keys to Success Organization Summary Company Ownership Location and Facilities Services Management Summary Market Analysis Target Market Other Service Providers Contact US EXECUTIVE SUMMARY JUST IN TIME CARING LTD is Health and Safety Consultancy designed to help reduce accidents at work, increase productivity, enhance employee morale and help businesses to retain high quality employees. Proper Risk Management is about practical steps to protect people from real harm, not bureaucratic back covering. JITCL keeping in mind the need of work place health and safety in United Kingdom, will offer professional services to every size of business no matter from a small shop to corporate clients. OBJECTIVES The objectives of JITCL are: †¢Establish healthy and safe systems of work for employees. †¢Increase revenue, by expanding the Target Market to nearby areas in quarter 4 of Year 1. †¢Increase client base, by getting efficient and effective Marketing Strategy. †¢Implement new advertising campaign. †¢To generate sufficient profit to finance future growth and to provide the resources needed to achieve the other objectives of the company and its owner. †¢To grow the business at a rate that is both challenging and manageable, leading the market with innovation and adaptability MISSION The short term objective is to start this company quickly and inexpensively, with a minimum of debt. The long term objective is to grow the company into a stable and profitable entity that the owner can easily and comfortably manage. KEYS TO SUCCESS JITCL’s keys to success and critical factors for the next three years are: Development and implementation of a successful marketing strategy/plan to employers. Recruitment of experienced medical and administrative talent. Commitment to continuously improve the quality of service. Demonstrate a financial return on investment. Commitment from Senior Management ORGANISATION SUMMARY JUST IN TIME CARING LTD is committed to providing customized services to meet the occupational health and safety needs of area businesses and industries in its target market. JITCL is based on the belief that healthy employees are more productive and efficient. For this reason, it provides wellness strategies and programs to businesses. This combines promotion of total healthbody, mind and spiritdesigned to facilitate positive lifestyle changes of a companys work force. COMPANY OWNERSHIP JUST IN TIME CARING LTD was established in February 2014. The company is located in Slough and was established by Mr Mohammad Atiq. Mr Mohammad Atiq is an active director and 100% shareholder in the company. He is entitled Occupational Health Adviser. Mr Atiq holds a degree in Occupational Health and Safety from Cardiff Metropolitan University. Being a graduate and having experience in this field, he has an aptitude to deliver remarkable skills in his diverse field to make a space for himself and his company. LOCATION AND FACILITIES JITCL provides services between 9-5 7 days a week. The office hours are 9am to 5pm Monday to Friday. JITCL will look to offer Health and Safety programs at the employers’ workplace, once the minimum employee participation requirements are met. JITCL’s Head Office is currently located at 150 WELLINGTON STREET, SLOUGH, SL1 1RP. The Company will work from the customers’ workplace, depending on the need of the customer. SERVICES JITCL is convinced that the well-being of client/company is imperative to the health of our community. JITCL understands that accidents, illnesses, and sick days directly affect business efficiency, morale and profit. Maintaining healthy employees translates into a more productive work force. JITCL exists to encourage employees to set personal health improvement goals while reinforcing good principles. We will develop a strategy with each customer so that it best suits the needs of each individual employer. The program will be designed to facilitate positive lifestyle changes in a company’s employees. Our services will include (but are not limited to) the following: Inspection of workplace areas to ensure compliance with health and safety legislation. Preparing health and safety policies and procedure. Assessing the work environment. Managing Risk at the workplace. Managing Major Industrial Accidents. Managing Occupational Accidents. Assessing the workplace safety and reporting to management with recommendation on reducing risk at workplace. Our program will aim to help companies achieve the following goals: Reduce employee healthcare costs. Improve health and safety in the workplace. Increase productivity. Enhance employee morale. Retain high quality employees. Create a positive return on investment. MANAGEMENT SUMMARY The management team will initially consist ofMr. Mohammad Atiq who is a Cardiff Metropolitan MSC Occupational Health and Safety graduate. MARKET ANALYSIS Companies are generally categorized in the following manner: Home Office Businesses – consisting 1-5 employees. Small Businesses – 5-50 employees Medium Businesses – 50 – 500 employees Large Businesses -500+ employees All employers, whatever the size of the business, must have the health and safety policy in place and it’s a continuous cycle that requires further improvements and implementation of new regulations of Health and Safety Law. The below cycle best describes it; Ref: http://www.snh.org.uk/uplandpathmanagement/3.1.shtml TARGET MARKET Currently the target market for JITCL will be the Small Businesses or the Home Office Businesses. The Reason for this being that most such business do not recognize that they have the need for our services yet, or are just starting out and need a service such as ours. After a couple of years and having built a client base, JITCL can then look to approaching Medium and large businesses and tailoring our marketing and sales strategy for this. OTHER SERVICE PROVIDERS Currently, there seems to be only few other companies that are providing the same services within a 10 mile radius. This means that there is ample opportunity to grow as there is lack of competition. The other companies under the Health Safety Consultancy are searched over the internet and listed below; Our Rivals in the business: Health Grace 10 Canada Rd, Slough, Berkshire, SL1 1SE Tel: 07865 988957 New Linc Healthcare Services 335a High St, Slough, Berkshire, SL1 1TX Tel: 01753 535921 Anntara Management Ltd P.O Box 3563, Slough, Berkshire, SL3 3BT Tel: 07831 512528 Aline Associates 28 Fairfield Rd, Burnham, Slough, Berkshire, SL1 8AH Tel: 01628 663722 Prisma Associates Ltd Woodfield Taplow Common Rd, Burnham, Slough, Berkshire, SL1 8LP Tel: 01628 602791 REFERENCE: http://www.yell.com/ucs/UcsSearchAction.do?keywords=health++safety+consultantslocation=SL1+1RPscrambleSeed=89257880searchType=M=bandedclarifyResults=ssm=1autocomplete=kw

We Must Not Treat Muslims as We Treated the Japanese Essay example --

We Must Not Treat Muslims as We Treated the Japanese The terrorist attacks on 9-11 have frequently been analogized to Pearl Harbor. In many ways, the analogy is apt. Just as that attack launched us into World War II, the attacks on the World Trade Center and the Pentagon have launched us into a new kind of war, against terrorism. But waging this sort of borderless war poses great risks, not only to the soldiers commanded to fight but also to core American values. In this way, Pearl Harbor raises other disturbing memories, those of the internment. Like the recent explosions on the East Coast, the bombing of Pearl Harbor on 12-7, shattered our feeling of national security. How could this have happened? Ordinary individuals, prominent journalists, and government officials soon started pointing the finger at the Japanese in America. Viewing these "Orientals" as incurably foreign, speaking foreign languages, perpetuating foreign cultures, practicing foreign religions (Shinto, Buddhism), American society could not distinguish between the Empire of Japan and Americans of Japanese descent. As General DeWitt, in charge of the Western Defense Command, put it, "A Jap's a Jap." In testimony, he elaborated: "[R]racial affinities are not severed by migration. The Japanese race is an enemy race and while many second and third generation Japanese born on United States soil, possessed of United States citizenship have become 'Americanized' the racial strains are undiluted." As government reports rushed to the conclusion that Japanese American s aided and abetted the attack, the wheels of the internment machinery began turning. On February 19, 1942, President Franklin Roosevelt issued Executive Order 9066, which a... ...l happen if we make such mistakes today? Consider another analogy with the internment. In Hirabayashi, the Court noted that because American society had discriminated against the Japanese legally, politically, and economically, they had been kept from assimilating and integrating into mainstream society. Exactly right. But then, the Court went on the explain-in an entirely rational but still disturbing way-that therefore the Japanese posed a greater national security risk. This presents a horrible Catch-22: Because America has treated you badly, you have reason to be disloyal; therefore, America has reason to treat you still more badly, by restricting your civil rights. In our public and private response to the horrors of 9-11, will we force another group of Americans into the same impossible situation? I hope that by learning the lessons of 12-7 we will not.

Youth Violence Essay -- Papers Children Child Violent

Youth Violence Violence is a learned behavior. Children often experience violence for the first time in their lives in their homes or in the community. This first taste of violence may include their parents, family members or their friends. Studies have shown that children who witness violent acts, either as a victim or as a victimizer, are more likely to grow up to become involved in violence. During our second weekend class, we talked specifically about violence and youth. For many young people who have already developed a pattern of violent behavior, the probability that this way of life will endure into their adult lives is very likely. I believe that aggression is often learned very early in a child's life. For the growing trend in youth violence to subside, I assert that parents and many others must make every attempt to educate themselves and to implement methods that will reduce and ultimately prevent much of this violent behavior. Parents most often play the greatest positive role in a child's life by raising them in homes where they feel safe, secure and loved...

Fleas Essays -- essays research papers

Fleas are very small insects. They are all flightless and do not have eyes, although two ocelli may be present. Their antennaes are short and their mouthparts are adapted for piercing and sucking. The female flea lays a few eggs daily that total up to 300 to 400 in its lifetime. The eggs are laid usually on animals and most drop off where they spend most of their time. Bedding, floor crevices, carpeting, along baseboards and areas near their favorite sleeping and napping sites are especially likely places where eggs will be found. These eggs hatch into larvae, which are baby fleas. The larvae spin a cocoon and, depending on environmental conditions, emerge as adults in as few as five days. The adult fleas then mate after a blood meal and then lay eggs. The life cycle is then repeated--until control measures break the cycle. The total life cycle can last from 25 days to several months. The bodies of both adults and young fleas have many backward pointing hairs and powerful leg muscle s. Fleas can jump 80 times their own height and 150 times their body length. Fleas have many mites and parasites and can have up to 150 living in them at one time. Adult fleas can cause medical problems including flea allergy dermatitis (FAD), tapeworms, secondary skin irritations and, in extreme cases, anemia. Some people may have a severe reaction, such as a general rash or inflammation, which can result in secondary infections caused by scratching the irritated skin area. Fleas may transmit bu...

Chris Peterson at DSS Consulting Essay

This case discussed the events that occurred during a change in DSS Consulting’s organizational structure. Three retired school district administrators established DSS Consulting during the late 1990’s. The company offered administrative support to small school districts located within the mid-west and mountain west region. They specialized in handling the negotiating of labor agreements as well as implementation of permanent system solutions designed to enable those organizations to run efficiently. The firm experienced a significant degree of success during their early years, which was primarily attributed to the founder’s personal relationships within each school district that utilized their services. The demand for the services offered by DSS grew quickly given the changing dynamic of challenges faced by each district. Some of those challenges related to reductions in budgets and subsequent reduction of administrative staff. The firm structured themselves to accommodate the change in services needs of their customers. As a result, DSS designed an organizational structure that consisted of the four areas of specialization: Procurement and Systems, Information Technology, Contract Negotiation and Facilities Planning. By the mid-2000’s, DSS experienced some significant changes in their organizational structure and their customer base. It was during this time that the founders of the company reduced the amount of time they were spending in client engagement and relying upon the expertise of the management teams for each specialized area. As a result, a gap was created surfacing the need for a strategy for attracting and retaining new business. This would require adapting their service offerings to meet the demands of rapidly changing market base. These factors led to a halt in the firm’s growth and forced the company to redefine the organizational structure to remain a competitor. The key issues of this case involved successfully redesigning the firm’s strategy, implementation of those changes while  maintaining their level of success. The firm would need to realign their management structure and create functional teams to design, develop and implement product offerings that would appeal to an expanded market (i.e. larger school districts). A major consideration for the firm was how to achieve this goal and maintain the level of commitment from employee’s as change in any form can be a daunting task. A new management structure was determined and Meg Cooke was appointed the Chief Operating Officer of DSS. Ms. Cooke and the Board of Directors made the decision to adopt a new structure that created cross-functional teams each assigned to a specific region for which they would design and create products for customers specific to their region that could potentially be marketed to additional regions with similar demands. Based on my review of the case, the major issues identified can be categorized as communication, leadership, organizational culture and organizational change. Communication The manner in which the new strategy was communicated at all levels of the organization appeared to lack a clear concise message which defined the redesigned strategy, new organizational structure and a detailed implementation plan to achieve the desired results. The communication of these changes wasn’t handled in the most efficient manner and subsequently not received by all employees in a favourable manner. Study results that have been published by the University of Pittsburgh’s Katz Business School have indicated that effective communication skills have become one of the most important factors when recruiter’s are screening candidates for potential managerial positions. Both Ms. Cooke and Ms. Peterson failed to communicate in all phases of the organizational change. Although it appeared that Ms. Cooke met regularly with other department leaders, she and Ms. Peterson never had regularly scheduled planning meetings or informal weekly check-ins to ensure that sh e and her team were on target for successfully delivering the team’s objectives. Although, Ms. Peterson communicated and fostered open, collaborative conversations with her team, she failed to communicate with her manager to ensure that she understood expectations for herself as the leader and for her team. Successful communication is only achieved when the sender and receiver of information  have the same understanding of the information presented. (See Figure 1) For example, when Chris Peterson was assigned to lead her team in delivering new products that would appeal to larger districts within and outside of her designated region. She received the message as â€Å" create/design new product offerings that would appeal to districts within the southwest region. Leadership The style of leadership varies with every individual. It has been stated that today’s successful leaders have created in their organizations an atmosphere where every employee believes in management, their strategy and the importance of their individual contributions in achieving the organizations goal. Blake Mouton’s Managerial Grid is a model using in identifying leadership style that is based on the concept that there are two behavioural dimensions: concern for people which can be defined as the degree to which leaders are aware of and consider the needs of their staff, their skill sets and development potential when making decisions about specific tasks to be completed. The second dimension is concern for production and is defined as the degree to which leaders place importance on objectives, efficiency and production specifically what it takes to meet the desired result. Based on these definitions, I would classify Ms. Cooke’s driving leadership behaviour dimension to be in the latter category of concern for production and Ms. Peterson’s as concern for people. It was evident that Ms. Cooke’s leadership style resulted in a disorganized and poorly motivated organization. Her lack of leadership to Ms. Peterson resulted in the team being led in the direction of focusing their efforts on a project that would not be approved. Ms. Peterson clearly valued the skills of each team member as well as taking extensive steps to ensure that a collaborative, innovative environment existed for her team to design and develop a new product offering for the districts in the southwest region that would meet their needs. Organizational Culture and Organizational Change The culture that exists within any organization plays a vital role in the behaviour and actions of employees. Organizational culture as defined McLean and Marshall is a collection of traditions, values, policies, beliefs  and attitudes that constitute a pervasive context for everything we do and think in an organization. Based on this definition, DSS’s original organizational structure could be classified as so-called Power Culture (Handy, 1993). This culture is typical for small entrepreneurial organizations similar to DSS, where the founders had a strong influence and played a central role in managing the company and securing contracts from their school district contacts. These types of cultures rely heavily on trust, personal communication and empathy. The structure is very informal and there are few rules and guidelines in this culture. However, the changes implemented at DSS to redefine their strategy forced a culture change as well. The organizational structure changed from functional to a more structured matrix type. The appointment of the COO position shifted the organizational culture from the personal interactive environment to one of project and task oriented nature. This shift made implementation of the new strategy increasingly more difficult as this was new to everyone at all levels of the organization.