Essay (see instruction) Example | Topics and Well Written Essays - 250 words

(see instruction) - Essay Example Therefore, there has been a constant reduction of tourists who opt for regions with low tariffs. Consequently, there is a need to set low tariffs (Hall, Smith, & Marciszewska, 2006). Second, insecurity is a major challenge affecting tourism. Unfortunately, many countries have done less about solving the problem. Consequently, this has led different nations to imposing sanctions as a way of protecting their citizens. Therefore, this has led many tourism countries to face economic losses. As a solution, governments need to invest more on security, and set up policies that would protect tourists (Okoth & Ndaloh, 2010). Third, political instability has continuously been a challenge to the tourism sector. Thus, it has subjected tourists to difficult political situations. For instance, despite claims by government that they support tourism, visa allocation has been limited. These among many others hinder tourism. Therefore, through proper leadership political stability is attainable (Some of the Major Current Issues Confronting Tourism, 2006). Hall, R. D., Smith, K. M., & Marciszewska, B. (2006). The Challenges and Opportunities of EU Enlargement. In R. D. Hall, K. M. Smith, & B. Marciszewska, Tourism in the New Europe (pp. 247-250). New York:

Effect of Middle level managers on Employee Turnover

Effect of Middle level managers on Employee Turnover Abstract Management at any organization can be classified into three levels and they are Top level, middle level and low level management. Each level of management has its roles and responsibilities to be executed for the better functioning of the organization. Middle level mangers play a key role in any organization. They are point of contact for many of the resources across the top level and low level management. There were many cases where high level management contacts the middle level mangers for several operational issues with low level management and even low level management has made the middle level managers as the single point of contact in order to resolve their issues. Usually the job profiles in middle level management differ based on the organization structure and number of employees operating in a particular division. There were many research and theoretical aspects, that has proved middle level management has nothing to do with turnover of an organization. This particular turnover is not and no where related to revenue terms and this entire discussion is based on the turnover of employees and their work done. Here, we can review an article â€Å"Effect of Middle level managers on Employee Turnover† published by Mr. Morgen S. Johansen. In this particular article author mainly concentrates on High level and middle level manager and their impact on the overall employee satisfaction that results in the turnover of the organization. This review is published in â€Å"Department of Political Science, Texas AM University†. The results and their impact are discussed in the public management literature. Introduction Public management is a vast subject and if any one is interested in studying this particular subject, the most important area to be concentrated is the relationship and level of interactions between mangers and workers, and the result of work done which is affected by their levels of interactions.(Frederickson and Smith 2003, p98 ). After much research, the most important aspect came in to light is that, maximum study of public management is concentrated on the relationship between management activities and output of work and has neglected the relationship between management and workers (Meier and OToole 2002, 2001; Goerdel 2006; Brewer and Selden 2000; Walker and Boyne 2006; Moynihan and Pandey 2005; see also Lynn, Heinrich, and Hill 2001; although see Ingraham, Joyce, and Donahue 2003). This particular negligence of management on employees has become the main drawback and is affecting the organization performance a lot. The management should understand this effect of performance on organization turnover and proper steps are required to get rid of these activities. Lack of attention on workers may definitely affect the employee performance. A deep focus on relationship between management and workers is required to understand the few aspects like whether management is effecting the employee performance or employee performance is effecting the management. To concentrate more on this, the basic management activity like Human Resource can be considered, as it is the core functionalitys of any management (Daley 2005). Typical management activities include providing better workplace needs, recruiting right resources, training them to develop their skills and finally motivating and encouraging them in many aspects (Ingraham, Joyce, and Donahue 2003). In simple words Human Capital can be considered as biggest asset of any organization. Short Literature Review As per the previous discussion, Human Resource can be considered as the biggest asset of any organization and maintaining it effectively will always result a positive impact on both employee and organization performance (Ingraham, Joyce, and Donahue 2003;Daley 2005). According to Author, for better understanding of relationship between management and work outcomes, one should concentrate on the missing term i.e. Workers. Thus, in determining how management matters, the question becomes, what effect does management have on workers? In order answer these questions, author mainly concentrated on the effect of management on the turnover of street level. Turnover has a major role in building the organization performance. As per author, turnover is directly related to work satisfaction and this particular work satisfaction from workers side is essential for any organization for its effective operations and performance. Workers may not perform well and in some cases, they may leave the org anization, if the work or job satisfaction is not up to the level. All these factors make turnover as a bad thing for any organization and should be managed properly (Mobley 1982). Consequences and causes of Turnover As per author reviews, high turnover always poses a negative impact on organization performance (Meier and Hicklin 2008; Brill and McCartney 2008). Turnover has much importance, as it could be considered as the main factor that affects the costs in many aspects like lost recruiting, interviewing, training, and socialization investments (Mobley 1982). Apart from all these factors, turnover can also affect the morality of any company (Rainey 2003) and can cause a huge of scope of disturbance is in the smooth flow of the organization like social and communication platforms (Mobley 1982). Economy, inflation and labor force composition can be considered as external cause, that cant be controlled with in management. Several organization factors also effects the turnover and few of them are size of organization and each department, work pressures and salary (Mobley 1982). The compensation workers receive is a strong predictor of turnover (Mobley 1982; Moynihan and Pandey 2008; Selden and M oynihan 2000; Theobald 1990). Workers should be at a satisfaction level of their pay. This particular satisfaction can be measured with respective to their cost of living and the work place conditions. Even the fiscal resources of the organization affect the turnover. The fiscal resources of an organization matter because an organization with more resources is more likely to provide supplies, training, and other resources that better enable workers to do their jobs. Apart from these, there were many individual factors that effect the turnover and one among them is the work satisfaction (Nigro, Nigro, and Kellough 2007 ), for all these managers are responsible for building up the confidence levels and turnover too. Methodologies and drawbacks The basic methodology implemented by author is to study the relationship between management and workers and their total effect on the turnover. He has collected data from many aspects and concluded that middle level management poses a negative impact on the turnover. Turnover and Management Turnover is something that must be managed (Mobley 1982). The impact study of Human resource management can be considered as the best among the methodologies used by author to explain the turnover. HR management is directly related to job satisfaction and it strongly influences the organization performance (Mobley 1982; Riccucci 2005). In simple words, management can impact the job satisfaction, as mangers are the key persons who can make the workers not to dissatisfy (Riccucci 2005). Job satisfaction can be considered as a typical measurement factor, that how an organization body behaves and treats the employees (Mobley 1982; Morrell, Loan-Clarke, and Wilkinson 2001). Hiring the right persons, who can adjust to the organization environment and worker, is the primary task of any manager. Moreover, the support workers have from management (Parker 2002; Moynihan and Pandey 2008) also matters. Apart from HR management, budgeting also effects the job satisfaction of employees (Donahue et al. 2004). As per author methodology, there is a very tight relation between pay of the organization and turnover (Mobley 1982; Moynihan and Pandey 2008; Selden and Moynihan 2000; Theobald 1990). Managers are responsible here because, they were the key persons t decide the word on budgeting and many other aspects like distributing the available budget to several departments, employee salaries and reserves etc (Gulick 1937; Mintzberg 1979; Donahue et al. 2004). Drawbacks and un-answered questions on this methodology Author has given an excellent discussion, on the relationship between mangers and covered all important aspects of management activities. Apart from the positive aspects, there were many aspects author could not cover and few questions that were un-answered, and few of them are discussed below †¢ Author has missed to clearly explain the exact level of management that was affecting the turnover and job satisfaction. He always refers that it the responsibility of management, but no where he mentioned that middle level mangers are responsible and this does not fit as per the article title. †¢ Human resource management is directly focused in this article. Even there were many cases, where HR is not morally responsible for job satisfaction. The best example could be, even there exists a separate policy to motivation and job satisfaction, the attitude of any single employee can effect the entire division. †¢ There were no special case studies included, where the author can support that budgeting can effect the job satisfaction. Even a good budget can meet the requirements of workers. Multi-level management The second methodology considered by author is the important aspect and is Multi-level management. In a multinational organization, there could be always a scope for multi levels of management. At each level there are different managers with their own roles and responsibilities (Riccucci 2005; Lynn, Heinrich, and Hill 2001). Thus, to really determine if management affects workers, we need to look at managers at more than one level and their effect on street level bureaucrats. So, they can directly effect the salaries and the respective job satisfaction with respective to the pay outs. Organization goals are also set by top level management and as per first hypothesis of author â€Å"Hypothesis 1: Upper level managers will have an impact on turnover†. Apart from Upper level manger, middle level mangers are also responsible for many factors that directly affect the turnover. This is because; middle level mangers are the key persons, with whom the low level managers and workers are in contact (Mintzberg 1979; Barnard 1938). As middle level managers are close to workers, all the issues related to worker job satisfaction are directly influenced by middle level managers and thus author concludes his second hypothesis as â€Å"Hypothesis 2: Middle level managers will have an impact on turnover †. Drawbacks and un-answered questions on this methodology Author has justified the classification of levels in management in an organization and their respective impact on the job satisfaction and turnover. Apart from these, there were many points that were missed and few of them are highlighted below: †¢ Author could have classified the roles and responsibilities of different management levels, but failed to explain their respective level of impact on the overall job satisfaction. †¢ There was no percentages sort of things, like what percentage of upper management affects the turnover when compared to middle level management. †¢ Again the focus has been divided among upper and middle level mangers, but there is no special theory that could explain the view of author, that only middle level management has imposed negative effect on turnover. Organization size The third and most important methodology considered by author is the Organization size. Organization size badly affects the turnover of any organization and this is due to the reasons that big organizations are designed in a critical and more complicated manner (Rainey 2003). Considering all these reviews, author concludes that smaller organization pose more negative results on turnover when compared to larger organizations and came up with his third hypothesis on this as â€Å"Hypothesis 3: Management will have an impact on turnover in smaller organizations but not in larger organizations.† But when inner details are considered and also in ideal cases, even there exists many issues that effect the turnover with HR managers and this does not support the third hypothesis and author has came up with his fourth hypothesis as â€Å"Hypothesis 4a: In large organizations, upper level management will have an impact on turnover †. As already discusses by author, upper level ma nagers are always responsible in setting high level standards like budgeting and financial issues. But if a smaller organization is considered, both the upper level and middle level managers are responsible and author came up with newer version of his hypothesis as â€Å"Hypothesis 4b: In small organizations, upper level and middle level management will have an impact on turnover †. Drawbacks and un-answered questions on this methodology In this particular methodology, author has came with good hypothesis on the organization size and its relation with upper and middle level management, apart from these, there are many issues with his and few of them are discusses below †¢ As per author, organization size effects the turnover and here he could not explain the how the organization size is effecting the job satisfaction of employees. †¢ Author has mixed his hypothesis with the previous methodologies and could not justify the hypothesis as it was done in the previous case. †¢ Again upper level and middle level management were brought into picture, but no justification was done how, only middle level managers are responsible for turnover of employees. Review and critics on methodologies followed When the employee turnover does become complicated? Author could not to able to explain the intensity of effect caused by the employee turnover. As per the review of author, he could not explain the range of turnover tolerable in any organization. There were cases, where employee turnover can positively affect the organization performance and author could not cover the positive side of this article. (http://www.cipd.co.uk/subjects/hrpract/turnover/empturnretent.htm) How to measure employee turnover? Author is successful in explaining the levels of management and their effect on turnover, but failed to explain the methodologies adopted to measure the employee turnover. The best way to measure this employee turnover is as below (Total number of leavers over period/Average total number employed over period) * 100 (http://www.cipd.co.uk/subjects/hrpract/turnover/empturnretent.htm) Author could not justify the reasons for which the employees leaving the organization and special definition is derived for this. How employee turnover does effects the cost to organization? Author could not explain the effects of employee turnover on the cost perspective of any organization. As per this article, middle level mangers are posing negative employee turnover rates, and let us the actual ones as below The following are the cost terms to be measured †¢ recruiting costs †¢ training cost †¢ administrative costs †¢ induction costs If one can observe these cost factors, all these are related to middle level managers and at the same time, cost cutting activities are no where related to middle level management and directly related to upper level of mangers, as they are responsible for budgeting issues. Thus even HR activities and their impact on employee turnover are related to upper level management indirectly and could not justify the authors review discussion. (http://www.cipd.co.uk/subjects/hrpract/turnover/empturnretent.htm) Why do people leave organization? Usually employees resign, to the job because of many reasons like getting a good offer and may be due to many personal reasons. All these are missing in authors discussion, where he just concentrated on the management defects. How to retain employees? Author is successful in explaining the bad affects of employee turnover, and failed to give methods to retain the employees. When coming to management side, even they are responsible to retain the employees and this part is completely missed in authors review of the article. (http://www.cipd.co.uk/subjects/hrpract/turnover/empturnretent.htm) Lack of any survey reports Author has missed the practical implementation of things. He could have managed to explain the hypothesis derived by him, and failed to submit any practical reports on his discussions. The actual survey reports may not be in synch with authors discussion and few of them can be downloaded from the below referred URL (http://www.cipd.co.uk/subjects/hrpract/turnover/empturnretent.htm) How to prevent turnover? Author could not explain and suggest any preventive mechanisms for low employee turnover rate and few of them can be found under (http://en.wikipedia.org/wiki/Turnover_(employment)) Arent Middle level managers employees in an organization? Author has concluded that middle level managers are more responsible for high employee turnover. Here, he has just failed to explain, if the job satisfaction of middle level mangers is low, even there are chances, where they may skip the organization and he could not suggested how upper level managers are responsible in retaining the middle level employees. Conclusion Employee turnover, which is rate of gaining or loosing the employees in an organization (http://en.wikipedia.org/wiki/Turnover_(employment)) has become major disadvantage for many organizations and there were many factors to cause this. The most important aspects to be considered are the management issues (Riccucci 2005). Different levels of organization have their own impact on employee turnover these days. As per discussion on the review part, it the middle level mangers, who effect the employee turnover of the organization. There were multi-level organization and each of them has their own standards to measure the turnover. Upper level management is responsible for high end activities like budgeting and designing organization size. Middle level management is mainly responsible for typical HR acts like hiring, training and development. The main focus is done middle level managers as per the title of the article, but fewer topics were covered to explain the same, as per author. Proper set of standards while hiring the employees can be the best solution for this situation. The quality in training and motivation to employees can stop them in jumping here and there. Good development opportunities and job satisfaction for employees can make middle level managers more confident in reducing their part in turnover aspects. If author could have covered inner details of management, this article could be the best. Author has given excellent justifications for many aspects like, level of management and organization size and their effect on turnover. All the methodologies covered by him are much qualitative approaches and could have suggested methods for less employee turnover rate. Examples could have helped for better understanding of the article. References Aldrich, Howard and Ellen R. Austere. 1986. â€Å"Even Dwarfs Started Small: Liabilities of Age and Size and Their Strategic Implications.† Research in Organizational Behavior 8: 165-198. Bamboo, Thomas, William R. Clark, and Matt Gilder. 2006. â€Å"Understanding Interaction Models: Improving Empirical Analyses.† Political Analysis 14: 63-82. Brewer, Gene A. and Sally Coleman Selden. 2000. â€Å"Why Elephants Gallop: Assessing and Predicting Organizational Performance in Federal Agencies.† Journal of Public Administration Research and Theory 10(4): 685-711. Brill, Sam and Abby McCartney. 2008. â€Å"Stopping the Revolving Door: Increasing Teacher Retention.† Politics and Policy 36(5): 750-74. Daley, Dennis M. 2006. â€Å"Strategic Human Resources Management.† In Public Personnel Management: Current Concerns, Future Challenges, 4thed. Ed. Norma M. Riccucci. New York: Pearson Education. Donahue, Amy K., Willow S. Jacobson, Mark D. Robbins, Ellen V. Rubin, and Sally C. Selden. 2004. â€Å"Management and Performance Outcomes in State Government. † In The Art of Governance, Patricia W. Ingraham and Laurence E. Lynn, Eds. Georgetown University Press. Ehrenberg, Ronald G., Richard P. Chaykowski, and Randy A. Ehrenberg. 1988. â€Å"Determinants of the Compensation and Mobility of School Superintendents.† Industrial and Labor Relations Review 41: 386-401. Frederickson, H. George and Kevin B. Smith. 2003. The Public Administration Theory Primer. Boulder, CO: Westview Press. Goerdel, Holly. 2006. â€Å"Taking Initiative: Proactive Management and Organizational Performance in Networked Environments.† Journal of Public Administration Research and Theory 16(3): 351-67. Hayes, William. 2004. So You Want to be a Principal? Lanham, MD: Rowman Littlefield. Ingraham, Patricia W., Philip G. Joyce, and Amy Kneedler Donahue. 2003. Government Performance: Why Management Matters. Baltimore, MD: Johns Hopkins University Press. Jencks, Christopher and Meredith Phillips. 1998. The Black-White Test Score Gap. Washington, DC: Brookings Institution. Johansen, Morgen S. 2008. â€Å"Measuring Middle Manager Quality and Its Effect on Organizational Performance.† Paper presented at the Third Conference on Empirical Studies of Organizations and Public Management, College Station, TX, May 2-3. Meier, Kenneth J. and Alisa Hicklin. â€Å"Employee Turnover and Organizational Performance: Testing a Hypothesis from Classical Public Administration.† Journal of Public Administration Research and Theory 18(4): 573-90. Meier, Kenneth J. and Laurence OToole, Jr. 2002. â€Å"Public Management and Organizational Performance: The Effect of Managerial Quality.† Journal of Policy Analysis and Management 21(4): 629-43. - 2001. â€Å"Managerial Strategies and Behavior in Networks: A Model with Evidence from U.S. Public Education.† Journal of Public Administration Research and Theory 11(3): 271-93. Mobley, William H. 1982. Employee Turnover: Causes, Consequences, and Control. Reading, MA: Addison-Wesley. Moynihan, Donald P. and Sanjay K. Pandey. 2008. â€Å"The Ties that Bind: Social Networks, Person-Organization Value Fit, and Turnover Intention.† Journal of Public Administration Research and Theory 18(2): 205-228. Nigro, Lloyd, Felix Nigro, and J. Edward Kellough. 2007. The New Public Personnel Administration. 6thed. Belmont, CA: Thomson Wadwsorth. Parker, Victoria A. 2002. â€Å"Connecting Relational Work and Workgroup Context in Caregiving Organizations.† Journal of Applied Behavioral Science 38: 276-97. Rainey, Hal G. 2003. Understanding and Managing Public Organizations. 3rded. San Francisco, CA: Jossey-Bass. Riccucci, Norma. 2005. How Management Matters: Street Level Bureaucrats and Welfare Reform. Washington, DC: Georgetown University Press. Selden, Sally C. and Donald P. Moynihan. 2000. â€Å"A Model of Voluntary Turnover in State Government.† Review of Public Personnel Administration 20(2): 63-74. Theobald, Neil D. 1990. â€Å"An Examination of the Influence of Personal, Professional, and School District Characteristics on Public School Teacher Retention.† Economics of Education Review 9(3): 241-50.

Rational Choice versus Cognitive Dissonance Essay -- Terrorism, Suici

Rational Choice versus Cognitive Dissonance Introduction Rational choice theory can sufficiently explain terrorism, suicide bombing, and genocide by simply arguing that each act is the result of an individual making a choice to commit said acts simply because the benefits outweigh the costs. Rational choice theory, however, has a harder time explaining altruism without altering the definition of altruism itself. Cognitive dissonance can also explain terrorism, suicide bombing and genocide because it argues that an individual can reduce dissonance created by these acts in a variety of ways I will discuss later. Cognitive dissonance though, like rational choice, cannot effectively explain altruism. I will argue that cognitive dissonance is the stronger theory in explaining the terrorism, suicide bombings and genocide. Theory Review Rational choice theory is the argues that patterns of behavior in societies are caused by the choices made by individuals as they try and maximize their benefits, while at the same time, minimize their costs. Rational choice theory contends that people make rational choices based on their goals which in turn controls behavior. The theory assumes that individuals are motivated purely by self-interest and the desire to maximize their interests. A key in rational choice decision-making is that individuals have perfect information before making a decision. Cognitive dissonance, originally coined by Leon Festinger, refers to the anxiety that arises when a person holds opposing ideas at the same time. The theory maintains that people are motivated to reduce dissonance and do so by either changing their attitudes, actions and beliefs or by justifying, denying and blaming. Review of Ev... ...nfortunately, I can find no evidence that the theory of cognitive dissonance can explain altruism. In fact, I cannot find any evidence at all that any theory can explain altruism accurately. In my research I did not come across any psychological theories that explain altruism. The closest explanation I can find had to do biology and evolution -- an area that does not have a place within this paper. In conclusion, after careful examination of both rational choice theory and cognitive dissonance I find that cognitive dissonance appears to be more sound in its explanation of an individual’s participation in genocide, terrorism, and suicide bombings. Cognitive dissonance focuses primarily at the individual level for explaining why individuals participate in said act whereas rational choice theory often had to resort to examining actions at an organizational level.

Grade graduation speech

You know, I never expected to be standing up here but here I m, giving this speech and probably doing a terrible Job at It because If you couldn't tell, I'm pretty nervous. But thanks to NAMES, It pushed me out of my comfort zone and onto this stage In front of all you wonderful people. Succeeding from middle school Is no easy task, looking back It surprises me that I even made It this far. A famous author, Theodore Roosevelt, once said, â€Å"A man who has never gone to school may steal from a freight car; but If he has a collage education he may steal the whole rally road. Even though we have a while to get a collage education, we've made It here, to the end of 8th grade. Just like a rail road the train has to be set on a good track, just like our education. So far for this 8th grade class, our tracks have been fantastic ever since we first started our journey. Our first stop was 6th grade. New building, new people, and it were a whole new environment. New fears emerged and I reme mber feeling like a fish out of the sea.The year went by and our next stop was 7th grade, which the teachers have been preparing us for. We came back much more confident than the year before. We looked down at the 6th graders and asked ourselves, â€Å"Were we that short just last year? And by the end of 7th grade, we were on our way to 8th grade. The year started off at a sprint and it seems to have left many of us still trying to catch our breath but 8th grade is also the year we start becoming independent and learn to let go of our guardian's hands.From the moment we stepped foot into this building till the moment we walk out, this Journey has definitely been an unforgettable one for all of us. On this Journey, we have laughed, we have cried, we have argued, we have learned, and we are about to enter into another mile of our journey in a new place. Some of us will go one way, and others another, but at the ND of the Journey we will always have the memories of here, of this schoo l, the memories of our NAMES pride and traditions.As we say goodbye on the last day we sit together as NAMES students, we reflect on what has happened the past 3 years, but also look forward to yet another Journey coming up, high school. 8th grade graduation speech By Maintain-Tastes have been able to accomplish this much without their help. So today, in honor of all am, giving this speech and probably doing a terrible Job at it because if you couldn't tell, I'm pretty nervous. But thanks to NAMES, it pushed me out of my comfort zone and onto this stage in front of all you wonderful people.Succeeding from middle school is no easy task, looking back it surprises me that I even made it this far. A famous steal from a freight car; but if he has a collage education he may steal the whole rail road. † Even though we have a while to get a collage education, we've made it here, to the end of 8th grade. Just like a rail road the train has to be set on a good track, Just since we first started our Journey. Our first stop was 6th grade. New building, new we that short Just last year? † And by the end of 7th grade, we were on our way to 8th

Follow the Rabbit Proof Fence

‘This free-spirited girl knew that she and her sisters must escape from this place’. What characteristics did Molly display which enabled the sisters to escape and return to their families? Not only is this book about how three little aboriginal girls travelled across half of Australia but is also teaches us how the aboriginals were treated. Throughout Doris Pilkington’s and Nugi Garimara’s novel, the protagonist Molly, has a set of characteristics that help her and her two cousins escape from the re-education camp for half-casts, she is strong mentally when she was bullied, she is knowledgeable because she was able to cross half of Australia with no map or compass, and she is very loyal and emotionally attached to her land. When Molly was only about four years, she was constantly bullied because she was a half-cast, but besides these constant insults, she was strong and kept positive. Because she was neither a Mardu nor wudgebulla and was regarded as a mongrel dog and wasn’t liked by the aboriginal children so she threw â€Å"handfuls of sand or stones and threw them at her tormentors, and sometimes she chased them with a stick. † But as she got older she â€Å"became used to the insults, and although they still hurt, she didn’t show it. † This shows Molly’s mental strength against her bullies and tried to stay positive even though she â€Å"Wished that she didn’t have light skin so that she didn’t have to play by herself. She is also mentally strong because for three young girls to travel from Perth to Jigalong, she needs to be in the right mindset and be positive because she was determined to get back because she needed to see her family. Not many people could and would be able to do this but these girls especially Molly were brave and persistent and kept their head up. So it can be said that Molly is mentally st rong because she is able to beat her bullies and go back home to Jigalong. When Molly and her two cousins escape the camp, she is faced with an enormous walk without a compass or map, but Molly has grown up in this land and knows what to do and where to go. She â€Å"had no fear because the wilderness was her kin. † This means that the wilderness is her family which â€Å"always provided shelter, food and sustenance. † She also memorised which was they travelled so she knew to head north and to follow the rabbit-proof fence. With her developed bushcraft skills and survival techniques she was able to lead her two cousins through traitorous terrain and back home and also lead the tracker and constable Rigs to the wrong places. Therefore it can be said that throughout the novel, Molly uses her knowledge of the land to get back home safely with her cousins and remove their tracks. Throughout the novel, we see that Molly is very loyal and emotionally attached to her land. We see this when Molly and Gracie were walking through the country when they were almost home and they are pointing out special places to each other, for Molly it was a â€Å"Quick trip down memory’s landscape† which â€Å"A feeling of nostalgia brought tears to her eyes. † This shows how much she missed and appreciates the land she grew up in and shows us how loyal she is to it. It means so much to her and like in the movie ‘Kanyini’ without it she is nothing. So it can be said that Molly is loyal and emotionally attached to her land especially when it gets taken away from her. Throughout the novel written by Doris Pilkington and Nugi Garimara, Molly has a set of traits which help her and her cousins escape the re-education camp, travel a substantial distance and get back to Jigalong safely. It was her inner strength, her knowledge of her land and her emotional attachment to her land. We can also learn from this book that someone cannot take from others even if they think it is the right decision. Doris Pilkington and Nugi Garimara tell us just one of many stories that has happened to many of the stolen generation and it makes us think about it.

International Peacekeeping essays

International Peacekeeping essays Peacekeeping is more than you really think. When you think of peacekeeping, you think of everyone getting along, with no problems. It is more than that, much more. People die to keep the peace. People spend their lives trying to keep the peace. This entire country tries to keep the peace, but yet it is still not all there, and there is nothing we can do except to continue what we have done in the past. The United States is the most powerful country in the world, and we basically decide what goes on in it. With this kind of power, the U.S. can do whatever they need to do to keep the peace and this is what they do, and there is no other country in the world that can interfere with it, or we will crush them. I chose to write this research paper on the most intricate peacekeeping mission that I could find, and where the U.S. military does what I believe they should do. These missions, which began in April 1991, play a very important role in the Middle Eastern and American relations in these countries. The mission is rightfully titled UNIKOM, or United Nations Iraq Kuwait Observation Mission. UNIKOM was established by Security Council resolution 689 and forced the withdrawal of Iraqi forces from the territory of Kuwait. (UNIKOM) At the time, Iraq had invaded Kuwait, and was trying to completely take over the territory, but the U.S, allies to Kuwait, decided to interfere, hoping that this would stop the small war and bring peace to the Middle East. (Encarta) The main reason that this debate has arisen is because Iraq and the Iraqi people are ruled by a brutal dictator that does not show compassion for the people, and that the people of Iraq have not had enough good scene to overthrow him, allowing him to continue his path of terror. When he decided to invade Kuwait his people obeyed. The various groups in the remnants of Yugoslavia did not spend the last decade killing each other with such enthusiasm because they...

Marketing Concepts Essays

Marketing Concepts Essays Marketing Concepts Essay Marketing Concepts Essay 1- Consumer Behaviour. One of the most challenging concept in marketing deals with understanding why consumers behave in a certain way or do what they do (or don’t do). Two major psychological concepts are often used to explain and understand the consumer’s behaviour. The first is the so called in psychology the cognitive psychology in which the focus of the study is the mental behaviour i. e. the internal influence such as perception, memory, attention, attitude, beliefs, values, personality and buying motives. The second psychological concept is the social psychology in which the phenomenon of consumer behaviour is completely influenced by the external forces, i. e. social and referenced groups. There is no doubt that the consumer behaviour is extremely complex due to the nature of human beings differences in all the levels. Nevertheless, a common definition of consumer behaviour is the study of individuals, groups, or organizations and the processes of the buying units and the exchange processes involved in acquiring, consuming, and disposing of goods, services, experiences, and ideas. But such knowledge is critical for marketers since having a strong understanding of buyer behaviour will help shed light on what is important to the customer and also suggest the important influences on customer decision-making. Using this information, marketers can create marketing programs that they believe will be of interest to customers. 2- Consumer Decision making Consumer decision making is explained and viewed as a complex process that is conducted in steps in which consumers identify their needs, collect information, evaluate alternatives, and make the purchase decision. Some refer this process as problem solving phenomena. These actions are determined by psychological and economical factors, and are influenced by environmental factors such as cultural, group, and social values. Consumer’s decision making differ in many ways, just as problem solving to certain issues is done; the same is in the case of consumer buying decision. For example some buying results from the consumer’s need for fun, to create fantasies, obtain emotions, and feelings. Some others are because of strong environmental forces that propel consumers to make purchases without necessarily first developing strong feelings or beliefs about the product. Some buying is done on the basis of innovation, some on the basis of the so called impulse purchase, some of the basis of discount purchase or sale purchase. As you can see there is huge variety of examples that reflect buyer’s decision other than necessity. Thus, mmarketers have successfully influenced the consumer’s decision making by understating the consumer behaviour and adapting and improving their marketing strategies and hence creating attractive messages through smart and effective advertising propagandas that effectively reached the consumers. -What influences purchases There are many factors that can affect this process as a person works through the purchase decision. The number of potential influences on consumer behaviour is limitless. However, marketers are well served to understand the Key influences. By doing so they may be in a position to tailor their marketing efforts to take advantage of these influences in a way that will satisfy the consumer and th e marketer (this is a key part of the definition of marketing). There are three main factors that influence purchasing: Internal, External and Marketing. The internal factors consist of attitude, life-style, knowledge, personality, role, involvement and perception. The external factors consist of culture, groups, and situations. The Marketing factors embrace the following: product, price, promotions, distribution and service. For the most part the influences are not mutually exclusive. Instead, they are all interconnected and work together to form who we are and how we behave and what influence our purchases.