Importance of organizational behavior in improving modern efficiency

Importance of organizational behavior in improving modern efficiency The main objective of drafting this document is to justify importance of organizational behavior in todays context; Organizational behavior is targeted towards studying and analyzing behavior of different people within an organization. Organizational behavior is defined as The study and understanding of individual and group behavior, and patterns of structure in order to help improve organizational performance and effectiveness (Laurie J. Mullins, 2004). Therefore studying of organizational behavior is vital to improve efficiency in establishments. Essay will emphasize on following key aspects of Organizational behavior. Leadership Group Behavior Training and development Change management Leadership can be defined as simply getting others to follow; there are many definitions to leadership. It is difficult, therefore, to generalize about leadership, but essentially it is a relationship through which one person influences the behavior or actions of other people. (Laurie J. Mullins, 2004). Leadership directly connected with motivation, interpersonal behavior and the process of communication. Leadership helps to develop team work and increase integrity within employees. Good leadership is important in the time of change; leaders should able to change peoples perception from identifying change as a threat to see it as an existing challenge (Laurie J. Mullins, 2004). The key aspects discussed above, depicts the importance of leadership within an organization. Everyone in an organization belongs to one or more Group. Work is more group based activity and if an organization to be successful, it requires good team work. A group can be defined as any number of people who (1) interact with one another; (2) are psychologically aware of one another; and (3) perceive themselves to be a group. (Laurie J. Mullins, 2004). Groups are the moral fiber of an organization and it is the key to performance. Not only members of groups should work efficient to gain organizational objectives but groups should work together with other groups to maximize the efficiency in the establishment. Teamwork is important within groups and following are some of the competencies that can be gained by teamwork;( Laurie J. Mullins, 2004). Productivity can be improved Quality of work and innovation will be maximized Technological advantages Employee motivation and commitment will be improved. Training and development is one of the most vital aspects to increase performance and motivation within employees. It is well-known that training directly affects success of any organization. Organizational training is important to keep employees up to date with technology and to be knowledgeable with relevant job that they perform. Training also assists employees in career advancement and to improve their motivation. Following are some of the advantages individuals and organizations can gain by performing training and development ;( Laurie J. Mullins, 2004). Increase motivation, confidence and commitment of the employees. Recognition and promotions Satisfaction Improve quality and skills of staff Organizations are widely get affected by the external environmental aspects. Companies should adopt these external factors to ensure success in the business. These factors can be technology, government policies, globalization etc. In order to acclimatize to these external environmental factors, it is vital to have proper change management practices in place. According to John F. Kennedy Change is the law of life and those who look only to the past or present are certain to miss the future. This also can be applied to organizations, Example: It is vital for organizations to replace their exiting outdated technology along with the latest technology available in the world in order to maintain sustainability of the business. Change also can be raised within the organization itself. Literature Review Hellriegel, Slocum and Woodman suggests that: à ¢Ã¢â€š ¬Ã‚ ¦ One way to recognize why people behave as they do at work is to view an organization as an Iceberg. What sinks ships isnt always what sailors can see, but what they cant see. Following are the key areas to be discussed during understanding organizational behavior; (Laurie J. Mullins, 2004). The behavior of people The process of management The Organizational context in which the process of management takes place. organizational processes and the execution of work; interactions with the external environment of which the organization is part From the above framework we can identify 4 main aspects influence on organizational behavior; the individual, the group, the organization and the environment. Any organization consists with individuals; individuals are main feature of any establishment. If needs of an individual and demands of the organization is incompatible, this can result in conflicts (Laurie J. Mullins, 2004). Therefore it is a responsibility of the management to integrate individual and organization to avoid frustration and conflicts. Groups are gateway to performance in any organization. It is a fact that almost every individual within an organization is a member of a group. Group has a major capability of influencing behavior of an organization; therefore it is important to understand group structure and behavior in order to maximize performance in an establishment. Individuals and groups interact by using the structure of an organization; the organization structure is defined by management to meet goals within an organization. External environment affects the organization in many different ways, for an example new technologies will lead to change in the organization. Interacting with environment will lead to opportunities and risks within the organization. Leadership There are many ways to examine leadership. Following are some of the approaches; The qualities approach The functional or group approach Styles of leadership Transformational leadership The qualities approach is more concern about the persons, not the job itself. It suggests that attention should give to select leaders than training them. Qualities or traits approach depicts that Leaders are born and not made. The functional (Group) approach focuses not on the personality, but on the functions and contents of leadership. Unlike The qualities approach, functional approach believes that leadership could be learnt and developed. Leadership style is the way in which the functions of leadership are carried out, the way in which the manager typically behaves towards members of the group. (Laurie J. Mullins, 2004). Styles of managerial leadership can be categorized into three broader classifications; The Authoritarian style: Power is with the manager. All the interactions are made via the manager. Manager is making the decisions and less opportunity for group members to take decisions. The Democratic style: Power is more within the group. Leadership functions and decisions are made within the group and the manager is a member of the group. Laissez-faire style: Manager is basically observing the members of the group working on their own. This is also called genuine style. Group members are given with freedom to make their own decisions and to do what they think is best. However leader must be readily available for any help needed. Transformational leadership is more concern about how leaders revitalize or transform organizations. Transformational leadership is scattering higher level of motivation and commitments among followers. Transformational leadership consists with four basic components; Idealized influence: Personality of the leader and the respect of the followers. Inspirational motivation: the behavior of the leader which provides meaning and challenge to the work of the followers. Intellectual stimulation: leaders who are innovative in finding new approaches for problem solving. Individualized consideration: Leaders who put attention on developments of subordinates. Group Behavior There can be two types of groups within an organization; Formal Groups Formal Groups are part of organizational structure. Main objective of structuring formal groups within an organization is to achieve division of work and organizational objectives. Example: grouping employees with specific skills into a one group. Furthermore individuals with same status within an organization could form a formal group, i.e. Managers within an establishment can form separate formal group. Informal Groups There can be groups within an organization with informal structure. These groups are formed with social relationships and individual relationships. Objective of informal groups are to satisfy physiological needs and social needs. Informal groups consists with people from different parts of the organization and different status levels. Following are the reasons to form groups within an establishment, (Laurie J. Mullins, 2004). If specific task cannot be completed without relating multiple individuals. To avoid conflicts within members, example: by sharing unpopular tasks. Individuals to feel belonging to a group within an organization. To follow correct behavior in an ambiguous situation Protect their self from outside pressure and threats. Cohesive groups will always generate benefits for the organization. Following are some of the factors affecting group performance and cohesiveness. (Laurie J. Mullins, 2004). Membership: When groups are too large it is difficult to maintain the cohesiveness. It is always best to have manageable amount of members in a group. Work environment: Individuals with similar job descriptions, sharing a common task with facing common problem will increase cohesiveness within an organization. Furthermore facilitating proper communication in the work environment directly affects the performance and cohesiveness of an organization. Organizational factors: Factors like how manager encourage group will directly affects on group behavior. Group development and maturity: Cohesiveness of a group also depends on how groups carryout task in each stage before executing the real one. Training and Development Training should consider as an investment in employees (Laurie J. Mullins, 2004). It is crucial to have a proper plan to gain maximum advantages over training. Therefore planned and systematic approach in training plays a key role in any organization. Planned and systematic approach Following are some of the key points involved in planned and systematic approach (Laurie J. Mullins, 2004); There should be a commitment from entire organization for training. Assessment of training needs to be evaluated. Staff should feel the involvement. A clear set of objectives and policy should define for the training. Carefully plan the training program Select most appropriate method of training Link external courses and training programs for the system. There should be an effective and proper system for review and evaluation. Evaluation should be related to objectives. Change Management It is a well known fact that people do not accept change easily. Therefore managers should clearly identify reasons for resistant and initiate change by adopting appropriate strategy. According to Christensen and Overdorf , there are three main factors affect organizational responses to change; (Laurie J. Mullins, 2004). Resources: Access to high quality resources increases chances of people to accept change. Processes: The pattern of communication, interaction, coordination and decision making to transform resources into products and services. Values: Standards how employee set priorities. There are three main ways managers could use to adopt with organizational change; (Laurie J. Mullins, 2004). Create new organizational structure Split new organizational from the existing one and define new processes and values. Gain access to a new organization whose processes and values are similar to required change. Furthermore Kotter and Cohn suggests following eight steps for successful change; (Laurie J. Mullins, 2004). Create sense of urgency Build a guiding team Create visions Communicate the vision and strategy Empower action and remove obstacles Produce Short-term wins to create credibility Dont let up but maintain the momentum Make change stick Relevance in todays context Leadership in todays context Yesterdays idea of the boss, who became the boss because he or she knew more than the person working for them, is yesterdays manager. Tomorrows person leads through a vision, a shared set of values, and a shared objective. Jack Welch Leadership is essential in any organization to boost team work and integrity within individuals. Todays Establishments are focuses on discovering more leaders than appointing managers to maintain sustainability of the business. Organizations should emphasis to scatter many leaders across the establishment than suggesting one leader on the top of the hierarchy. In todays scenario companies are more concern about discovering leaders than trying to train individuals without any leadership qualities, i.e. qualities approach of leadership has become the trend of todays organizations. However identifying leaders within an organization has become a major challenge in todays context. To overcome this challenge organizations are trying various methods to discover true leaders, one of the best examples from todays context is Apples Store Leader Program, where people will given with leadership opportunities after 24 month operational program covering all the aspects of managing and operating an Apple Store. (Apple Jobs at Apple Apple Store Leader Program (us). 2011) Ray Croc quoted that The quality of a leader is reflected in the standards they set for themselves. A good leader should continue to amplify his/her knowledge by experience and training. Group behavior in todays context Today organizations are captivating many advantages over forming formal groups within their establishments. By providing structure of division of work and responsibilities within the company, employees are with clear agreement between them on their duties and responsibilities. This will lead to achieve company objectives more efficiently. Furthermore individuals with specific expert knowledge can be added into one group to gain more productivity end of the day. Another advantage of grouping employees is that unpopular tasks can be shared among persons, this leads to employee motivation. In todays context this strategy is widely used within organizations to maximize productivity and motivate employees. Todays organizations are keener into forming Strategic Business Units (SBU) within their establishments. SBU can be defined as Autonomous  division  or  organizational unit, small enough to be  flexible  and large enough to  exercise  control  over most of the  factors  affecting its  long-term  performance. Because SBUs are more agile (and usually have  independent missions  and  objectives), they  allow  the owning conglomerate  to respond quickly to changing  economic  or market  situations. (Strategic business unit (SBU) definition. 2011.). Therefore each SBU is treated as a one group within the company with different objectives. Example: Tacony Corporation is today organized into four strategic business units: Sewing, Home Floor Care, Commercial Floor Care and Ceiling Fans Lighting.( Tacony Corporation: Strategic Business Units) Todays Training and Development Most of the organizations are treating their employees as the most valuable asset. Therefore employers are more concern about personal development of each and every employee. Every organization allocate significant amount of money for employee training programs. Following graph illustrate Sonys Employee Training Programs in Japan in Fiscal Year 2009 (Sony Global Personnel Development. 2011) However for organizations to get maximum return out of an employee training program, it is essential to follow a Planned and Systematic approach for each training program. Training needs can be identified within the organization by introducing a Training Requisition form, which can be made available to every employee of the company. Filled Training requisition forms will be evaluated by employees line manager and forward it to HR department. Alternatively, organizations can identify required training programs and maintain Annual Training Calendar to keep track of each program. Every employee can be given with a feedback form to fill and submit to HR department to accomplish evaluation and review process. Change Management in Todays context Change Management is one of the most widely discussed topics in todays context. In order to successfully implement change within an organization, appropriate change management practices are very essential. Following are some of the challenges organizations face before, during and after implementing of change; Resistant to change by employees Insufficient time Economical difficulties Etc Most of the organizations perform change due to new technologies, limited staff participation, limited resources etc. Todays organizations are using strategy of creating new culture within company to successfully implement change. Furthermore organizations are keener into providing high quality resources along with the change. Subsequently, employee resistant to change will reduce by significant percentage. Implementation of change should happen gradually within organizations. Following graph illustrate the gradual implementation of change in todays organizational context; If the change is large scale, most of the todays organizations are outsourcing the change management process to a consulting agency. These agencies are with subject matter experts to cater client requirement from the initiation to the post implementation of the project. Example; Accenture US. Conclusion For an organization to be successful, all the above discussed key aspects of organizational behavior should utilized within the establishment. Studying of organizational behavior has become one of the most essential topics in todays context. Organizational behavior helps managers to understand individuals better so they can improve productivity of the organization.

Remote Electronic Voting: A Simple, Safe, and Accurate Voting System Es

Remote Electronic Voting: A Simple, Safe, and Accurate Voting System Does it not seem obvious that the United States should be voting over the Internet by now? Considering all the vitally important monetary and information-related transactions that occur over the Internet every day, one would think this could and would have happened already. However, Remote Electronic Voting, especially on a national scale, presents us with some possibly troubling implications and problems. These implications and problems, especially those concerning security, have prevented the U.S. from employing such Internet voting in a national election so far. Is such a system in our future? Many experts believe so. But as of yet, the risks seem to outweigh the rewards. Before going any farther, it is important to clarify the difference between Internet voting and Remote Electronic Voting. Internet voting already occurs in many places. It refers merely to voting from a computer that is under the control of election officials, usually in a specific precinct’s polling place. On the other hand, Remote Electronic Voting is the new prospect of voting over the Internet from a remote, unsupervised location (Alvarez 4, Rubin). This new prospect has sure advantages but many likely drawbacks as well. The greatest advantage that Remote Electronic Voting could provide would be ease of voting. The weather, waiting in line, and being confused about where one’s polling place is would no longer be issues. Also, Remote Electronic Voting would practically eliminate the need for absentee ballots, which often are not counted. In fact, in the 2000 and 1996 presidential elections, it is estimated that about 40% of oversea... ...r the fairness of the system. It is probably just as crucial that issues concerning the â€Å"Digital Divide† and coercion be resolved as issues concerning security. The last thing the U.S. should want is a simple, safe, accurate, and grossly unfair voting system. WORKS CITED Alvarez, R. Michael, and Thad E. Hall. Point, Click, and Vote: The Future of Internet Voting. Washington, D.C., Brookings Institution Press, 2004. Hardy, Michael. â€Å"Pentagon Nixes Internet Voting, Questions About Security Linger.† 23 February, 2004. Federal Computer Week.com Online Magazine. http://www.fcw.com/fcw/articles/2004/0223/pol-pentagon-02-23-04.asp Rubin, Aviel D. â€Å"Security Considerations for Remote Electronic Voting over the Internet.† Florham Park, NJ, A&T Labs – Research, with Internet Policy Institute e-voting workshop. Online. http://avirubin.com/e-voting.security.html

Power Influence in the Workplace Essay

The concept of organizational power is a highly important concept in defining the scope of the functionality in the organizational activities. By its definition, power is the probability with which a person within the context of an institution has the ability of doing his/her will despite any form of resistance from the environment. This is to imply that, power provides the basic ability with which a person secures the basic compliance provided by other people.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Within an organization, the source of power is broadly classified into three facets. The coercive power implies the use of force by whoever is in power to those under his/her capacity so that such could comply with his/her wishes. Perhaps, a case of a prison provides a god example for this source of power. Either, utilitarian power may be a basic source of organizational power. This is where an organization use a system of power in which the use of punishment or even rewards ensures the functionality of the organization. This could be through the use of rises in basic payments, dismissal threats, promotions and motivations for the different workers of the organization. Elsewhere, informative power is the power belief that the various members within such an organization have the powers in exercising the rights of governing their different behavioral dispensation. This is perhaps functional and application in religious dimensions. (Wilf, 2007)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Essentially, the choice of utilitarian power within an organization would perhaps be an essential tool of creating basic adequate functionality of an organization. This is from the basic view that, the behavior of a person defines the scope of the reward or elsewhere punishment of such an individual. Due to the basic implication of this power, individual tend to develop the most adaptable organizational behavior which could provide them with rewards and abstain from what could lead to punishments. Due to the crave for reward benefits, the functional status of the business is brought out to stronger defense for a standard that proclaims organizational comparative advantage.   Utilitarian power tends to provide a positive challenge in developing positive organizational behavior as well as increasing the productivity of the organizational output.   (Wilf, 2007) Reference. Wilf, H (2007) Organizational Power. Retrieved on 12th April 2008 from, http://www.geocities.com/athens/forum/1650/htmlpower.html

Auditing Standards, Increased Accounting Disclosure Essays

Auditing Standards, Increased Accounting Disclosure Essays Auditing Standards, Increased Accounting Disclosure Essay Auditing Standards, Increased Accounting Disclosure Essay Auditing Standards, Increased Accounting Disclosure, and Information Asymmetry: Evidence from an Emerging Market A Proposal December 2003 Auditing Standards, Increased Accounting Disclosure and Information Asymmetry : Evidence from an Emerging Market The interest in accounting disclosure and audit quality by academics, practitioners, and regulators heightened following the various financial reporting scandals, and subsequent legislative and professional response to these scandals (e. G. , ASS Corporate Governance Guide 2003; Serbians-Solely Act 2002). An important question hat has been on the minds of many is whether the implementation of stricter auditing standards such as those mandated by the U. S. Serbians-Solely Act would improve the information environment of firms whose shares are publicly traded. In this paper, I investigate the link between information asymmetry, measured by bid- ask spread, and increased accounting disclosures following the adoption of new auditing standards in China?an environment in which disclosure hitherto was relatively low. Level (1988) asserts that accounting regulation should reduce and Overreached (2000) argue that increased accounting disclosures should reduce information asymmetry not only between firms and stockholders but also among investors. 2 Currently, most empirical results on the economic link between increased disclosure and information asymmetry are based on samples of U. S. Firms. However, these firms have a rich information environment, making it difficult to observe economic conse quences of increased disclosures (Callahan et al. 1997, Healy and Pale 2001; Core 2001; Else and Overreached 2000). An emerging market environment, which is characterized by higher level of ex ante information asymmetry, may provide a potentially more powerful setting for detecting the effects f increased disclosure on market liquidity (Overreached 2001). Unlike developed capital markets, accounting disclosures in Chinese capital markets have been characterized as low in quantity and quality (Ixia et al. 2004; Abdul-Chalk et al. 1999; Lie and Ghana 1996). Over the period 1996 to 1997, accounting regulators and professionals in China implemented a series of auditing standards, modeled after the International Auditing Standards. The new auditing standards address a wide range of issues, such as audits of financial statements, audit evidence, audit reports, fraud and errors, internal controls, and audit risk. All domestic auditors are required to comply with the new standards in the conduct of financial statement audits. In addition, the Chinese Securities Regulatory Commission (CARS) and the Chinese Institute of Certified Public Accountants (CPA) are required to impose costly penalties on auditors who fail to comply with the new auditing standards (Defend et al. 2000). For example, the Quantifying scandal in 1996 resulted in the suspension of the CPA firm from practice for six months. Further, the Chinese High Court issued Document No. 56 in 1996 emphasizing auditors legal liabilities at the national level (Gull et al. 003). The intent of the changes in auditing standardization, government enforcement, and litigation environment is to make auditors more independent than they used to be. If that is so, then disclosure behavior of firms should receive more supervision and control, yielding significant increases in the quantity and quality of firms disclosures and decreases in information asymmetry. Thus, after adopting these standards, Chinese firms should expect narrower bid-ask spreads, an economic benefit from increased disclosure suggested by Level (1988). In this paper, I extend prior research in several ways. First, I examine the role of auditing regulations in reducing information asymmetry. Only few studies have directly investigated whether audit quality enhances disclosure quality, reducing both information asymmetry and cost of capital in the U. S. (see Searcher 2003). 5 A plausible reason for the paucity of research in this area might be that the rich disclosure environment of U. S. Firms limits the incremental impact of audit quality on accounting disclosure quality (Healy and Pale 2001). In contrast, the disclosure level in the Chinese emerging market is relatively low, thus audit opinions could envoy useful information to the market about the quality of a firms accounting information. Empirical studies on Chinese capital markets have documented links between auditing regulations and audit qualifications (Defend et al. 2000), and between audit qualifications and market return (Gull et al. 2003). I extend this line of research by investigating the impact of increased auditing regulation on firms accounting disclosure on information asymmetry (e. G. , see Yon 1998). As noted by Callahan et al. (1997), these studies focus only on the short-run information symmetry risk faced by dealers and investors rather than the long-run information asymmetry risk, which is of much concern to policy-makers and regulators. 6 In this study, I examine the long-term information asymmetry between the informed and uninformed traders caused by the structural differences in the access to information (Callahan et al. 997, 57). Finally, the Chinese emerging market implemented a series of auditing standards within a short period. The incremental effects of increased accounting disclosure on information asymmetry in such an environment should be much more significant than in a rich disclosure environment f developed markets (Overreached 2001). In addition, this study is also the first to explicitly stud y economic link between increased accounting disclosures on information asymmetry in an emerging market. I compare an experimental group of firms not previously audited under any auditing standards to a control group of firms previously audited under the international auditing standards. 7 1 will investigate whether the experimental firms bid-ask spreads declined significantly subsequent to the adoption of the new auditing standards (controlling for other known bid-ask spreads determinants). Further, I will conduct time-series intervention analyses to examine the experimental groups spread reductions are significant and permanent and whether there is a significant decline in control groups bid-ask spread. The results of this paper could have implications for policy-makers and regulators, and in particular, those in emerging economies. Policy-makers and regulators usually state that high quality accounting and/or auditing standards result in greater investor confidence, which improves liquidity, reduces capital cost, and makes market prices possible (Levity 1998, 81). A good effort on accounting/auditing policy-making and regulation should help the emerging economies improve information environment and market liquidity. The results suggest that auditing standards enhance disclosure quality, and that regulators in emerging economies should focus on auditing regulations to enhance audit quality in addition to their efforts to improve corporate accounting disclosure. 8 The remainder of the paper will be organized as follows. Section two will present the motivations for the study and the institutional settings of the Chinese emerging market. Overviews of prior research and hypothesis placement are to be presented in section three. Section four will describe the research design, and section five will present the empirical results.

Free Essays on Washington D.C. - A First Hand Experience

Washington D.C. – One Student’s First Hand Experience Nothing can compare with the experience I had in Washington D.C. Within the first week of my arrival I learned more than any number of years behind a school desk could teach me. There are invaluable lessons learned through experience that simply cannot be replicated in the classroom. For instance, speaking to people who have actually â€Å"been there†. Not only did I read about refugees in my texts, I spoke with one as well. Not only did I read about Corporate Social Responsibility, I spoke with an expert in USAID on the topic. Where learning in the classroom gives concepts, experience provides students with the opportunity to apply these concepts. My experience in Washington D.C. provided me with a concrete foundation for the knowledge I have learned at college. I will attempt to explain the value of my experience in D.C. by writing about a few of the first-hand experiences I had in our nation’s capital. The Protest As part of my experience in Washington D.C. with the Lutheran College Washington Consortium, I was required to attend a protest. Thousands of people showed up September 29th in Freedom Plaza across from where I worked at the Ronald Reagan building. The streets were filled with all sorts of people from all different kinds of backgrounds to join in together to protest racism and the war in Afghanistan. At this point after September 11th, popular sentiment in the nation was leaning toward bombing the country of Afghanistan off the face of the earth. President Bush spoke of the â€Å"evil† enemy. The press portrayed pictures of Arabic people burning the United States’ flag. When combined together with the emotional loss felt after September 11th, this created a need for vengeance amongst the collective conscience, and the need for a viable scapegoat. It seemed at the time that Arabic people were taking the role as the scapegoat for all the ... Free Essays on Washington D.C. - A First Hand Experience Free Essays on Washington D.C. - A First Hand Experience Washington D.C. – One Student’s First Hand Experience Nothing can compare with the experience I had in Washington D.C. Within the first week of my arrival I learned more than any number of years behind a school desk could teach me. There are invaluable lessons learned through experience that simply cannot be replicated in the classroom. For instance, speaking to people who have actually â€Å"been there†. Not only did I read about refugees in my texts, I spoke with one as well. Not only did I read about Corporate Social Responsibility, I spoke with an expert in USAID on the topic. Where learning in the classroom gives concepts, experience provides students with the opportunity to apply these concepts. My experience in Washington D.C. provided me with a concrete foundation for the knowledge I have learned at college. I will attempt to explain the value of my experience in D.C. by writing about a few of the first-hand experiences I had in our nation’s capital. The Protest As part of my experience in Washington D.C. with the Lutheran College Washington Consortium, I was required to attend a protest. Thousands of people showed up September 29th in Freedom Plaza across from where I worked at the Ronald Reagan building. The streets were filled with all sorts of people from all different kinds of backgrounds to join in together to protest racism and the war in Afghanistan. At this point after September 11th, popular sentiment in the nation was leaning toward bombing the country of Afghanistan off the face of the earth. President Bush spoke of the â€Å"evil† enemy. The press portrayed pictures of Arabic people burning the United States’ flag. When combined together with the emotional loss felt after September 11th, this created a need for vengeance amongst the collective conscience, and the need for a viable scapegoat. It seemed at the time that Arabic people were taking the role as the scapegoat for all the ...

Arts Criticism and Cultural & Historical Perspectives on-line Assignment

Arts Criticism and Cultural & Historical Perspectives on-line explorations - Assignment Example Time remains valuable to the human race, and when it passes when one has not accomplished set goals it causes regret or sadness (Heilbrunn Timeline of Art History). Fireflies Over the Uji River by Moonlight is an 18th century painting by Suzuki Shonen based on Japanese culture. The painting signifies a secluded place or a dark neighbourhood that appears threatening for a passer-by. In essence, this Japanese painting basis its theme on the life of a Buddhist who lives in an isolated location such that a passer-by cannot hear music coming from area because of the night rain (Heilbrunn Timeline of Art History). The big idea from the painting invokes a murky situation that leads to feelings of somberness. The heavy rain and mist shows an environment of darkness and dullness (Heilbrunn Timeline of Art History). The General View of the Burial Chamber of Neferkhewet before the Commencement of Clearing represents the 20th century painting of Harry Burton. This Egyptian work shows the tomb of Neferkhewet and family that was found in 1935. The tomb appeared tattered, crumbled and collapsed in many areas leaving it exposed (Heilbrunn Timeline of Art History). The big idea from the painting reflects dumbness and somberness in how the tomb appears ruined. The image shows that the dampness led to the breakdown of most of the organic matter in the tomb. In this way, it leaves a feeling of dullness and grimness for the destruction of human remains that should be protected (Heilbrunn Timeline of Art History). This visual arts website provides information on the history of transportation from ancient to modern day machines. The site offers important timeline information from 3500 BC wheels on carts were the main source of transport and later years of horses, wheelbarrows and hot air balloons. The 18th century saw the first road vehicle, 19th century cable car, and 20th century airplanes as well as

Should companies routinely google applicants or look at their facebook Assignment

Should companies routinely google applicants or look at their facebook page as part of reference check before hiring - Assignment Example In this regard, social networking sites can be used to establish job networks and forums that aim at enriching members with new opportunities. A background check describes the act by an employer to review both personal and public information in a bid to investigate a person’s history. Most employers’ reckon that about 40% of resumes contain false information, which necessitates the use of background checks to confirm resume claims. This is done as part of the hiring process, furthermore, in most cases requires the subject’s consent to proceed. In addition, it seeks to establish whether the job applicant’s character reveals plausible elements, which may be of benefit to the organization. In the wake technological advancements, employers have turned to the global village as a tool for performing background checks. This entails the use of social networking sites in search of information, which sheds light on their potential employees. It is, therefore, crucial to assess and analyze the pros and cons of googling or checking the facebook pages as part of reference before hiring. This paper seeks to demonstrate the effects of using social sites to perform such background checks. The rise of social media sites has seen potential employers tear through the sites in search of information on their potential employees. According to a survey conducted by CareerBuilder, nearly half of employers who participated indicated they use social sites to research on potential hires (Innovative Employee Solutions, n.d). This raises the question of ethics and whether the information obtained is applicable in the hiring process. The act of accessing social sites in the sense of performing a background check is seen as a violation of privacy, which contrary set regulations concerning such checks. It is regarded unethical behavior to violate a person’s privacy