Louisa May Alcott - Author of Little Women

Louisa May Alcott is known for writing  Little Women  and other childrens stories,  connections to other Transcendentalist thinkers and writers.   She was briefly a  tutor of Ellen Emerson, daughter of Ralph Waldo Emerson, nurse, and was a Civil War nurse.   She lived from November 29, 1832 to March 6, 1888. Early Life Louisa May Alcott was born in Germantown, Pennsylvania, but the family quickly moved to Massachusetts, a location with which Alcott and her father are usually associated. As was common at the time, she had little formal education, taught mainly by her father using his unconventional ideas about education. She read from the library of neighbor Ralph Waldo Emerson and learned botany from Henry David Thoreau. She associated with Nathaniel Hawthorne, Margaret Fuller, Elizabeth Peabody, Theodore Parker, Julia Ward Howe, Lydia Maria Child. The familys experience when her father founded a utopian community, Fruitlands, is satirized in Louisa May Alcotts later story, Transcendental Wild Oats. The descriptions of a flighty father and down-to-earth mother probably reflect well the family life of Louisa May Alcotts childhood. She early realized that her fathers flighty educational and philosophical ventures could not adequately support the family, and she sought ways to provide financial stability. She wrote short stories for magazines and published a collection of fables shed originally written as tutor for Ellen Emerson, Ralph Waldo Emersons daughter. Civil War During the Civil War, Louisa May Alcott tried her hand at nursing, going to Washington, DC, to work with Dorothea Dix and the U.S. Sanitary Commission. She wrote in her journal, I want new experiences, and am sure to get em if I go. She became ill with typhoid fever and was affected for the rest of her life with mercury poisoning, the result of the treatment for that illness. When she returned to Massachusetts, she published a memoir of her time as a nurse, Hospital Sketches, which was a commercial success. Becoming a Writer She published her first novel, Moods, in 1864, traveled to Europe in 1865, and in 1867 began editing a childrens magazine. In 1868, Louisa May Alcott wrote a book about four sisters, published in September as Little Women, based on an idealized version of her own family. The book was successful quickly, and Louisa followed it a few months later with a sequel, Good Wives, published as Little Women or, Meg, Jo, Beth and Amy, Part Second. The naturalism of the characterizations and the non-traditional marriage of Jo were unusual and reflected the Alcott and May families interest in Transcendentalism and social reform, including womens rights. Louisa May Alcotts other books never matched the lasting popularity of Little Women. Her Little Men not only continues the story of Jo and her husband, but also reflects the educational ideas of her father, which he was never able to communicate effectively in writing. Illness Louisa May Alcott nursed her mother through her final illness, while continuing to write short stories and some books. Louisas income financed the move from the Orchard House to the Thoreau house, more central in Concord. Her sister May died of complications of childbirth, and assigned guardianship of her child to Louisa. She also adopted her nephew John Sewell Pratt, who changed his name to Alcott. Louisa May Alcott had been ill since her Civil War nursing work, but she became worse. She hired assistants to care for her niece, and moved to Boston to be near her doctors. She wrote Jos Boys which neatly detailed the fates of her characters from her most popular fiction series. She also included the strongest feminist sentiments in this final book. By this time, Louisa had retired to a rest home. Visiting her fathers deathbed on March 4, she returned to die in her sleep on March 6. A joint funeral was held, and they were both buried in the family cemetery plot. While she is best known for her writings, and is sometimes a source of quotations, Louisa May Alcott was also a supporter of reform movements including antislavery, temperance, womens education, and womens suffrage. Also known as:  L. M. Alcott, Louisa M. Alcott, A. M. Barnard, Flora Fairchild, Flora Fairfield Family: Father: Amos Bronson Alcott, Transcendentalist, philosopher and educational experimenter, founder of Fruitlands, a utopian community which failedMother: Abigail May, relative of abolitionist Samuel MayLouisa was the second of four daughtersLouisa May Alcott never married. She was a guardian for her sisters daughter and adopted a nephew.

An Introduction to the History of Swimsuits

The Taj Mahal Free Essays

string(216) " is of the opinion that till such time this problem is studies in depth and suitable technologies have been found to be satisfactorily in use elsewhere the use of coal in the refinery power plant should be deferred\." Taj Mahal – The Taj – is the â€Å"King Emperor† amongst the World Wonders. The Taj is the final achievement and acme of the Mughal Art. It represents the most refined aesthetic values. We will write a custom essay sample on The Taj Mahal or any similar topic only for you Order Now It is a fantasy-like grandeur. It is the perfect culmination and artistic interplay of the architects’ skill the jewellers’ inspiration. The marble in-lay walls of the Taj are amongst the most outstanding examples of decorative workmanship. The elegant symmetry of its exterior and the aerial grace of its domes and minarets impress the beholder in a manner never to be forgotten. It stands out as one of the most priceless national monuments, of surpassing beauty and worth, a glorious tribute to man’s achievement in Architecture and Engineering. The Taj is threatened with deterioration and damage not only by the traditional causes of decay, but also by changing social and economic conditions which aggravate the situation with even more formidable phenomena of damage or destruction. A private sector preservation organization called â€Å"World Monuments Fund† (American Express Company) has published a list of 100 most endangered sites (1996) in the World. The environment of Agra is today beset with problems relating to the inadequacy of its urban infrastructure for transportation, water and electricity. Residential fuel combustion, diesel trains and buses, and back-up generators cause the densest pollution near the Taj Mahal. Constitution of the proposed Agra Ring Road and Bypass that would divert the estimated daily 6,50,000 tons of trans-India truck traffic financing. Strict controls on industrial pollution established in 1982 are being intensively enforced following a 1993 Supreme Court Order. The Asian Development Bank’s proposed $300 million loan to the Indian Government to finance infrastructure improvements would provide the opportunity to solve the chronic problems. Agra contains three World Heritage Sites, including the Taj Mahal. † According to the petitioner, the foundries, chemical/hazardous industries and the refinery at Mathura are the major sources of damages to the Taj. The Sulphur Dioxide emitted by the Mathura Refinery and the industries when combined with Oxygen – with the aid of moisture – in the atmosphere forms sulphuric acid called â€Å"Acid rain† which has a corroding effect on the gleaming white marble. Industrial/Refinery emissions, brick-kilns, vehicular traffic and generator-sets are primarily responsible for polluting the ambient air around Taj Trapezium (TTZ). The petition states that the white marble has yellowed and blackened in places. It is inside the Taj that the decay is more apparent. Yellow pallor pervades the entire monument. In places ugly brown and black spots magnify the yellow hue. Fungal deterioration is worst in the inner chamber where the original graves of Shah Jahan and Mumtaz Mahal lie. According to the petitioner the Taj – a monument of international repute – is no its way to degradation due to atmosphere pollution and it is imperative that preventive steps are taken and soon. The petitioner has finally sought appropriate directions to the authorities concerned to take immediate steps to stop air pollution in the TTZ and save the Taj. The court considered the affidavit filed by the board and directed the board to issue a public notice. Pursuant to the courts order, the board filed affidavit (5. 8. 93), wherein it stated that public notice was published in two national newspapers calling upon the industries to file their replies during the extended time. The affidavit also states that all listed industries were polluting industries and 507 out of them had not even installed any air pollution control device. The 212industries that did not respond to the notice and failed to take any steps towards installing the pollution control devices were closed by order-dated 27. 8. 93. The court was assisted in its efforts to improve air quality in the TTZ by the reports prepared by the NEERI (National Environment Engineering Research Institute), Gas Authority of India Limited (GAIL) on the supply of fuel gas to industries in the area and the study conducted by the Vardharajan Committee, which was constituted in May 1994, by the MoEF. Varadharajan Committee made, among others, the following recommendations: â€Å"Steps may be taken to ensure that no new industry including small industries or other units which can cause pollution are located north-west of the Taj Mahal. Efforts may be made to relocate the existing small industries particularly the foundries, in an area southeast of Agra beyond the Taj Mahal so that emissions from these industries will not be in the direction of the monuments. Similar considerations may apply to large industries such as Fertilizer and Petrochemicals. Such industries, which are likely to cause environmental pollution, may not be located in the neighbourhood of the refinery. The Committee further recommends that no large industry in the Agra region and its neighbourhood be established without conducting appropriate detailed studies to assess the environmental effect of such industries on the monuments. Location should be so chosen as to exclude any increase in environmental pollution in the area. †¦ The Committee wishes to record its deep concern regarding the existing level of pollution in Agra. It recommends that an appropriate authority be created which could monitor emissions by industries as well as air quality at Agra on a continuous basis. This authority should be vested with powers to direct industries causing pollution to limit the level of emission and specify such measures as are necessary to reduce the emissions whenever the pollutant level at the monuments exceeds acceptable limits. The Committee particularly desires that recommendations made in regard to reduction of existing pollution levels at Agra should be covered to a time-bound programme and should be implemented with utmost speed. The Committee also recommends that studies should be undertaken by competent agencies to explore the possibility of protecting the monuments by measures such as provision of a green belt around Agra in the region between Mathura and Agra. Even though assurances have been obtained from IOC that adequate precautions would be taken to contain the pollution on account of using coal in the power plant, the Committee is of the opinion that till such time this problem is studies in depth and suitable technologies have been found to be satisfactorily in use elsewhere the use of coal in the refinery power plant should be deferred. You read "The Taj Mahal" in category "Papers" The National Environment Engineering Research Institute (NEERI) gave an â€Å"Overview Report† regarding status of air pollution around the Taj in 1990. â€Å"The sources of pollution, including small and medium-scale industrial units, are scattered all around Taj Mahal. High air pollution load is thus pumped int o the Taj air shed. Sudden rises in concentration level are often recorded in all directions in gaseous as well as particulate pollutant depending upon the local micro climatic conditions. On four occasions during the five-year air quality monitoring, the 4 hrly average values of SO2 at Taj Mahal were observed to be higher than 300 ug/m3, i. e. 10 folds of the promulgated CPCB standard of 30 ug/m3 for sensitive areas. The values exceeded even the standard of 120-ug/m3 set for industrial zones. Statistical analysis of the recorded data indicate that 40% (cumulative percentage level) has crossed the standard set for sensitive receptors/zones. The SPM levels at Taj Mahal were invariably high (more than 200 ug/m3) and exceeded the national ambient air quality standard of 100 ug/m3 for SPM for sensitive locations barring a few days in monsoon months. Another study during 1985-87 brought to fore that the overall status of the ambient air quality within the trapezium has significantly deteriorated over this period. â€Å"The Taj Mahal marble samples analyzed by NEERI in 1993 reveal that the black soot on certain protected surfaces contains 0. 6% Calcium and traces of Sulphate. X-ray diffraction studies indicated that soot and quartz (Silicon Dioxide) and the major constituents of the black coating at Taj Mahal (Lal and Holden, ES T, April 1981). The origin of soot can be traced back to the fuel consumption around the sensitive receptor, while quartz is derived from geocrustal origin and causes surface abrasion. Soot in itself is not chemically destructive, but with tar it acts as a soiling agent. Absorption of the acidic gases is enhanced due to the presence of soot/smoky matter resulting in long-term effects. Further, the presence of soot reduces the aesthetic value of the monument. Ambient air around Taj Mahal is polluted primarily from point/line sources and has adverse impacts on building material by alteration of marble and sandstone structures at microcrystalline level. The earlier studies have revealed that the concentrations of gaseous pollutants and SPM (predominantly soot and carbon particles) are relatively high during winter months due to the frequent inversion conditions restricting vertical dispersion. During monsoon seasons, suspended particles are washed away and this cycle of pollutant builds up and subsequent removal continues exposing fresh surface of the monument to the pollutant. The period industrial development of Agra-Mathura region has resulted in acidic emissions into the atmosphere at an alarming rate. This causes serious concern on the well being of Taj Mahal. †¦ The gaseous pollutants being acidic in nature, significantly both the as well as the biotic components of the ecosystem like plants and building material like marble and red stone. The sources of pollution in Agra region as per the report of the Central Pollution Control Board are iron foundries, Ferro-alloyed industries, rubber processing, lime processing, engineering, chemical industry, brick refractory and vehicles, Mathura Refinery and Ferozabad Glass Industry. On 3 August 1995, the court formed a tentative view that polluting industries in the TTZ would have to be relocated and sought the assistance of the Union Government to device an appropriate solution. Taj, being a cultural heritage is an industry by itself. More than two million tourists visit Taj every year and this is a good source of revenue for the country. The court had monitored this petition for over three years with the objective of preventing and protecting the Taj from deterioration and damage due to atmosphere and environmental pollution. It cannot be disputed that the use of coal/coke by the industries emits pollution in the ambient air. The objective behind this litigation is to stop pollution while encouraging development of the industries. The old concept that development and ecology cannot go hand in hand is no longer acceptable. The development of the industries is essential but not at the cost of the environment. Orders passed by the court time to time indicate that the relocation of the industries from TTZ is to be resorted to only if the Natural Gas, which has been brought at the doorstep of TTZ is not acceptable/ available by/to the industries as a substitute for coal/coke. The GAIL has already invited the industries in the TTZ to apply for gas connections and industries operating in TTZ with the gas connections need not relocate. The atmospheric pollution in the TTZ has to be eliminated at any cost as it’s not just the preservation of monument, which is essential, but also the human life. In August 1999, the Supreme Court struck again, ordering the closure of 53 iron foundries and 107 other factories in Agra that had not cleaned up their act. The order has become a call to arms for foundry owners, workers, trade union representatives and small-scale industry. However, industry is buying time: it filed a review petition through the Uttar Pradesh State government and obtained a reprieve on the court order’s implementation. The matter comes again before the Supreme Court this summer. In the meantime, Agra’s Iron Founders’ Association is building up their case. They argue that 3,000 cottage and engineering units depend on the foundries, and that they directly or indirectly employ about 300,000 workers. They hold that the technology for using natural gas in their industries is not yet ready. Taj trapezium project’s phase II gets green signal Buoyed by a decline in the pollution levels around the Taj trapezium with the successful implementation of the first phase of the afforestation project, the state administration has okayed the Rs 15. 0-crore second phase. The success of the plantation scheme assumes significance since a report prepared by the National Environmental Engineering Research Institute (NEERI), Nagpur, had pointed out how â€Å"pollution inventory of Agra reflected high concentration of NO2, SO2 and CO2†. Apart from a vigorous re-run of the plantation campaign in the Taj city, this phase envisages greening of â€Å"sensitive receptors† of pollution like the heritage monuments and the 42-hectare land strip along the NH-2 (Delhi-Agra-Kanpur), NH-3 (Delhi-Agra-Mumbai) and NH-11 (Jaipur-Agra) highways. A 3 How to cite The Taj Mahal, Papers

Strength and Weakness of IKEA-Free-Samples-Myassignmenthelp.com

Question: Discuss two Strength and two Weakness of IKEA in Singapore. Answer: Strength of IKEA The strength of the lies in the variety of products that are manufactured and designed by the company. The products of the company are famous among the customers and also the products that are introduced by the company are cost effective. Customers get value for money and also high ROI on the money they spend on the furniture. Ikea is one of the strong global brands which attract the consumer groups towards the products offered by the company. The company promises the same quality and range of well designed, functional products at low prices globally. The quality of the product that is offered by the company is the major strength of the company (UA little Rock, 2017). Weakness of IKEA IKEA requires good communication with its consumers and also with the stakeholders about the environmental activities. The size of the business creates difficulty for the company. There are various environmental concerns that are related to the operations of the company. IKEA goes through various challenges in communicating the policies to the customers and shareholders. With the motive of profit maximization, the company at times focuses on the cost leadership that gives adverse impact on the quality of the products that are offered by the company. By taking into consideration the recent scenario, it is seen that the company face difficulty to maintain the quality of the products in context with the enhancement of the cost (Pratap, 2016). References Pratap.A. (2016). IKEA SWOT Analysis. Viewed on 17th November 2017. https://www.cheshnotes.com/2016/09/ikea-swot-analysis-2016/. UA little Rock.(2017). Strength, weakness, opportunities and threats. Viewed on 17th November 2017. https://ualr.edu/about/home/strategicplan/chancellor/planning-environment/7-strengths-weaknesses-opportunities-threats /

Is the attempt to manage employees cultural values and emotions perfectly reasonable or a step too far

Introduction This paper is aimed at showing that in most cases, the management of employees’ emotions and cultural values is ineffective and unethical even despite the fact that this idea appeals to many business administrators. In order to elaborate this argument, it is first necessary to discuss the concept of organizational culture and explain how the values of employees are formed.Advertising We will write a custom essay sample on Is the attempt to manage employees’ cultural values and emotions perfectly reasonable or a step too far? specifically for you for only $16.05 $11/page Learn More In particular, I will try to demonstrate that people’s attitudes toward an organization depend mostly on the nature of their work and their long-term experiences with the company. Moreover, they are dependent on their cultural background. The main task is to show that they cannot be shaped through a planned initiative. These issues will be disc ussed in Section One. Furthermore, in Section Two, I will try to show that the management of workers’ values and emotions can result in conformist thinking in the organization and inability to critique other people. Finally, Section Three will be aimed at examining the ethical aspects of managing cultural values and emotions of employees. In particular, I will try to demonstrate such attempts can encroach on the ethical integrity of a person. These are the issues that I would like to address in this paper. Factors influencing cultural values and emotions of employees Overall, organizational culture is one of the first concepts that should be discussed. In their article, Shahzad et al. (2012) provide several definitions of this notion. First, they define culture as a set of assumptions or values that differentiate a particular organization (Shahzad et al. 2012, p. 976). Moreover, in this context, this term can be understood as beliefs and feelings that employees have about the ir job, the company in which they work, its goals, and its principles (Shahzad et al. 2012, p. 976). These attitudes depend on a variety of factors, for instance, the nature of work, the rewards that employees receive, the relations between managers and employees, career prospects and the social status that a person receive due to his/her work.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Therefore, a manager who strives to change organizational culture will have to manipulate these factors. The problem is that this task is hardly possible. This person would have to change the compensational policies of the company, its structure, and probably the attitude of the community toward a certain profession. For example, the study carried out by Stephen Ackroyd and Phillip Crowdy (1990) shows that the values and behaviour of workers often depend not on organizational, but occupational culture ( p. 4). These authors examined the behaviour of those people who worked in slaughter houses (Ackroyd Crowdy 1990, p. 3). Many of these people viewed their job as a necessary evil, but they did not take much pride in it (Ackroyd Crowdy 1990, p. 3). This example is important because it illustrates that the values and emotions of workers are not dependent on the actions of managers. In some cases, their attempts to manage the values and emotions of workers are not feasible. The advocates of cultural management can say that in some companies workers identify themselves with the organization, for instance, one can mention such corporations as Honda or Toyota (Wilmott 1993, p. 545). Nevertheless, one should take into account that this loyalty to the group can be explained by social and cultural development of Japanese society (Wilmott 1993, p. 545). It cannot be fully attributed to the actions of managers. These are some of the objections to the management of a person’s values or emotions in the workplace. The second issue that should be discussed is how to demonstrate that the change in cultural values has really been made. The first argument that scholars put forward is that there is no theory that describe the construction of personal or group values (Fitzgerald 1988, p. 5). Additionally, Thomas Fitzgerald points out that it is necessary to explain how the values of employees can be replaced or modified and how this change can be measured (1988, p. 9). Yet, this question still has not been examined by psychologists or social scientists. Secondly, managers have to compare old cultural values or emotions of employees with new ones.Advertising We will write a custom essay sample on Is the attempt to manage employees’ cultural values and emotions perfectly reasonable or a step too far? specifically for you for only $16.05 $11/page Learn More In order to do it, a person should conduct a serious of interviews with employees for several times. Even if a company chooses to conduct such interviews, it is quite possible that workers will give responses that management expects from them. In other words, one cannot ensure the validity of such results. Again the problem of measuring values and attitudes can undermine the very idea of managing the employees’ values, feelings, or emotions. Admittedly, there are some ways in which managers can change the attitudes of workers. For instance, in those companies where leaders encourage workers to take in decision-making, people are more likely to have positive experiences. However, these experiences are the result of long-term effort of the leaders. They cannot be attributed to a short-term planned initiative. For instance, in his article, Michael Rosen (1988) describes a Christmas party that was organized to improve the relations among employees (p. 478). Yet, one cannot ensure that such parties can improve the atmosphere in the workplace. Thus, administrato rs cannot always provide convincing empirical evidence proving that they did change the worker’s values and that this change positively affected the productivity of the company. This methodology has not been fully developed. Apart from that, one can refer to the research conducted by Emmanuel Ogbonna and Barry Wilkninson (2003) who demonstrated that the so-called cultural shift in many companies can be better explained by structural changes, job insecurity, or the threat of punishment (p. 1151). Studies suggest that in most cases, culture change initiatives do not help to internalize the values advocated by the management (Ogbonna Harris, 1998, p. 286). In other words, they may follow the principles or rules that are imposed on them, but they do not see them as internal obligations.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Therefore, people who claim to produce a cultural change in an organization will have to provide evidence showing that this goal has really been achieved. Currently, psychology or social sciences cannot provide methods for measuring the achievement of this goal. This is one of the main issues that business administrators should take into account. Groupthink and Conformism Many business administrators regard the management of employee’s culture as a positive phenomenon. They believe that this strategy can increase workers’ loyalty to the company, and its goals. Assuming that this goal can be attained, there are many potential problems, and one of them is conformist thinking (Won-Woo 2000, p. 873). It should be noted that very often managers attempt to make workers think and act in a similar way. In their opinion, the adherence to the rules of the company has to be the top priority for an employee. In many cases, such a requirement is quite understandable; moreover, good coordination is necessary for any organization. However, business administrators should remember about the dangers of groupthink. This is a situation when employees cannot critique or question the decisions of top management only because they take their opinion of these managers for granted (Won-Woo 2000, p. 882). Corporate leaders should put more value in individuality to ensure the diversity of opinions in the workplace. Without this diversity of opinion, they companies can become stagnated. As it has been said before the very concept of organizational culture suggest that employees have a shared set of beliefs, feelings, and emotions. Thus, managers attach more importance to collectivism and attachment to the group. This strategy can include to some of the following outcomes: 1) self-censorship or unwillingness to contradict the group; 2) the belief in the infallibility of the group; 3) lack of attention to the details which contradict the dominant views; 4) failure to evaluate and critique the decisions of the organization; 5) poor assessment of risks (Won-Woo 2000, p. 882). Therefore, business administrators should remember that decision-making in their organizations can decline because of their attempts to manage the emotions and cultural values of workers. They can reach a situation when employees will be unwilling or unable to think critically. One can easily assume that the performance of such a company may soon decline. This is the risks that managers should be aware of. Ethical aspects of managing cultural values and emotions Another issue that should be discussed is the ethical aspects of emotions and cultural values of workers. Even it is possible to manipulate the values and emotions of a worker, one can still ask a question whether this activity can be acceptable from an ethical point of view. The thing is that every employee is a unique individual who has a distinct set of goals, beliefs, or principles. In his article, Hugh Willmott (1993) arg ues that companies that try to manipulate the values and emotions of workers closely resemble totalitarian societies (p. 523). He points out that these attempts completely contradict some liberal values of freedom of expression or privacy (Willmott 1993, p. 523). Moreover, a worker might be reduced to a mere cog in the machine. This is one way of looking at this problem and it does not support the idea of creating specific cultural values that should be shared by every employee. Additionally, employees themselves can reject any attempt to influence his/her emotions or values. The problem is that many managers want their employees to be completely loyal to the company. Its needs and goals have to be the top-most priority for them. However, these goals can be achieved in different ways, and some of them may not be ethical. Thus, a question arises as to how an employee should act when the strategies of the company contradict his/her ethical principles. In companies, in which the loyalt y to group is viewed as an obligation, a person can be afraid of acting in an ethical way (Maharaj 2008, p 68). The thing is that in the long-term, this lack of moral independence can eventually produce catastrophic effects on a company. Many of the corporate scandals that broke out during the last decade can be explained by the fact that many people did not try to evaluate the morality of the decisions taken by corporate leaders. For example, one can refer to the well-known Enron scandal which can be partly explained by the firm belief in the morality of the group (Gini 2004, p. 9). Thus, managers should consider how the management of cultural values or emotions can eventually affect the reputation of the company and its public image. Moreover, these initiatives can create a gap between corporate leaders and workers who will believe that they are manipulated. Conclusion Overall, these examples show that the attempts to manage cultural values and emotions of workers can be questione d from ethical and scientific points of view. As it has been shown there is not clear method explaining how business administrators can actually affect the attitudes, goals, feelings, or principles of employees. One of the main problems is that there are no theoretical frameworks that can accurately describe the process of changing or influencing the emotions and values of workers. Secondly, it has been shown that the attitudes of an employee are dependent on many factors like the nature of work, cultural background, his/her social status, and so forth. Not all of these factors can be manipulated or altered by the organization. Additionally, managers should remember that these attempts can compromise ethical principles within the company and impoverish its decision-making. Managers or corporate leaders may like the idea that they can affect employees’ inner world, but at this point this task cannot be done. References Ackroyd, S. Crowdy P 1990 ‘Can Culture be Managed? Working with â€Å"Raw’ Material: The Case of the English Slaughtermen†, Personnel Review, vol. 19 no. 5, pp.3 – 13. Fitzgerald, T 1988, ‘Can Change in Organizational Culture Really Be Managed?’, Organizational Dynamics, vol. 17 no. 2, pp. 5-15. Gini, A 2004, ‘Business, Ethics, and Leadership in a Post Enron Era’, Journal Of Leadership Organizational Studies, vol. 11 no. 1, pp. 9-15. Maharaj, R 2008, ‘Corporate governance, groupthink and bullies in the boardroom’, International Journal Of Disclosure Governance, vol. 5 no. 1, pp. 68-92. Ogbonna, E, Harris, L 1998, ‘Managing Organizational Culture: Compliance or Genuine Change?’, British Journal Of Management, vol. 9 no. 4, p. 273-288. Ogbonna, E, Wilkinson, B 2003, ‘The False Promise of Organizational Culture Change: A Case Study of Middle Managers in Grocery Retailing’, Journal Of Management Studies, vol. 40 no. 5, pp. 1151-1178. Rosen, M 1988, ‘You Asked for It: Christmas at the Bosses’ Expense’, Journal of Management Studies, vol. 25 no. 5, pp. 465-480. Shahzad, F, Luqman, R, Khan, A, Shabbir, L 2012, ‘Impact of Organizational Culture on Organizational Performance: An Overview’, Interdisciplinary Journal Of Contemporary Research In Business, vol. 3 no. 9, pp. 975-985. Won-Woo, P 2000, ‘A comprehensive empirical investigation of the relationships among variables of the groupthink..’, Journal Of Organizational Behavior, vol. 21 no 8, pp. 873-887. Wilmott, H 1993, ‘Strength Is Ignorance; Slavery Is Freedom: Managing Culture in Modern Organizations’, Journal of Management Studies, vol. 30 no. 4, pp. 515-552. This essay on Is the attempt to manage employees’ cultural values and emotions perfectly reasonable or a step too far? was written and submitted by user Kristen Knight to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

mbar to atm - Converting Millibars to Atmospheres

mbar to atm - Converting Millibars to Atmospheres This example problem demonstrates how to convert the pressure units millibar (mbar) to atmospheres (atm). Atmosphere originally was a unit related to the air pressure at sea level. It was later defined as 1.01325 x 105 pascals. A bar is a pressure unit defined as 100 kilopascals and 1 millibar is 1/1000 bar. Combining these factors gives a conversion factor of 1 atm 1013.25 mbar. Key Takeaways: Millibars to Atmospheres Pressure Conversion Millibars (mbar) and atmospheres (atm) are two common units of pressure.You can use either of two conversion formulas to convert between millibars and atmospheres.1 millibar 9.869x10-4 atm1 atm 1013.25 mbarRemember, the number in mbar will be about a thousand times larger than the equivalent value in atm. Alternatively, converting from mbar to atm will yield a number about a thousand times smaller.When performing unit conversions, check your answer to make sure it makes sense, convert it to scientific notation if practical, and use the same number of significant digits as the original value. mbar to atm Conversion Problem #1 The air pressure outside a cruising jetliner is approximately 230 mbar. What is this pressure in atmospheres? Solution: 1 atm 1013.25 mbarSet up the conversion so the desired unit will be canceled out. In this case, we want atm to be the remaining unit.pressure in atm (pressure in mbar) x (1 atm/1013.25 mbar)pressure in atm (230/1013.25) atmpressure in atm 0.227 atmAnswer: The air pressure at cruising altitude is 0.227 atm. mbar to atm Conversion Problem #2 A gauge reads 4500 mbar. Convert this pressure into atm. Solution: Again, use the conversion: 1 atm 1013.25 mbar Set up the equation to cancel out the mbar units, leaving atm: pressure in atm (pressure in mbar) x (1 atm/1013.25 mbar)pressure in atm (4500/1013.25) atmpressure 4.44 atm mbar to atm Conversion Problem #3 Of course, you can use the millibar to atmosphere conversion, too: 1 mbar 0.000986923267 atm This may also be written using scientific notation: 1 mbar 9.869 x 10-4 atm Convert 3.98 x 105 mbar into atm. Solution: Set up the problem to cancel out the millibar units, leaving the answer in atmospheres: pressure in atm pressure in mbar x 9.869 x 10-4 atm/mbarpressure in atm 3.98 x 105  mbar x 9.869 x 10-4 atm/mbarpressure in atm 3.9279 x 102 atmpressure in atm 39.28 atm or pressure in atm pressure in mbar x 0.000986923267  atm/mbarpressure in atm 398000 x 0.000986923267 atm/mbarpressure in atm 39.28 atm Need to work the conversion the other way? Here is how to convert atm to mbar About Pressure Conversions Pressure unit conversions are one of the most common types of conversions because barometers (the instruments used to measure pressure) use any of a number of units, depending on their country of manufacture, the  method used to measure pressure, and intended use. Beside mbar and atm, units you may encounter include torr (1/760 atm), millimeters of mercury (mm Hg), centimeters of water (cm H2O), bars, foot sea water (FSW), meter sea water (MSW), Pascal (Pa), newtons per square meter (which is also a Pascal), hectopascal (hPa), ounce-force, pound-force, and pounds per square inch (PSI). A system that is under pressure has the ability to do work, so another way to express pressure is in terms of stored potential energy per unit volume. Thus, there are also units of pressure relating to energy density, such as joules per cubic meter. The formula for pressure is force per area: P F/A where P is pressure, F is force, and A is area. Pressure is a scalar quantity, meaning it has a magnitude, but not a direction. Make Your Own Homemade Barometer Sources Giancoli, Douglas G. (2004). Physics: principles with applications. Upper Saddle River, N.J.: Pearson Education. ISBN 978-0-13-060620-4.International Bureau of Weights and Measures (2006). The International System of Units (SI), 8th ed. p. 127. ISBN 92-822-2213-6.Klein, Herbert Arthur. (1988).  The Science of Measurement: a Historical Survey. Mineola, NY: Dover Publications 0-4862-5839-4.McNaught, A. D.; Wilkinson, A.; Nic, M.; Jirat, J.; Kosata, B.; Jenkins, A. (2014). IUPAC. Compendium of Chemical Terminology, 2nd ed. (the Gold Book). 2.3.3. Oxford: Blackwell Scientific Publications. doi:10.1351/goldbook.P04819Resnick, Robert; Halliday, David (1960).  Physics for Students of Science and Engineering Part 1. New York: Wiley. p.  364.

F.B.I. Says Records Demands Are Curbed Essay Example | Topics and Well Written Essays - 1250 words

F.B.I. Says Records Demands Are Curbed - Essay Example Among its many extraordinary provisions, the law canceled habeas corpus rights for non-citizens (which amounted to twenty million people in the United States). According to the New York Times article, "The Federal Bureau of Investigation improperly obtained personal information on Americans in numerous terrorism investigations in 2006, but internal practices put in place since then appear to have helped curtail the problems, Bush administration officials said Wednesday. The US government was unable to identify and to directly attack the enemies. Because of the strengthened paranoia of terrorist attacks, every person is considered a potential suspect. With the goal of ending international terrorism, civilians are also affected. The ethical issue that may be considered relevant to the topic is terrorism and double standards My concern is that if we don't have a good answer we may not have a justification to accept, or even promote, one country's "war on terrorism" while rejecting another's. And nobody likes double-standards when it comes to the justification of international policies.. There was no assurance that there should be no detention-without-trial, no suppression of free speech and there should be increased checks or evaluations on police power. There should be no double-standards and all countries will receive equal treatment. This means Pakistan and Ira... Military troops should be sent to both countries in search for these alleged terrorists. There should be no hesitation with investigating Pakistan regardless of Pakistan's exportation of nuclear technology in North Korea. There should also be no indecision with challenging the sovereignty of Pakistan as well as with Iraq. It isn't surprising, then, that one wonders whether "terrorism" names a definite and identifiable kind of act, or if it is a politically charged term used selectively to capture an arbitrary set of events. In the Fatosphere, Big Is In, or at Least Accepted By RONI CARYN RABIN Published: January 22, 2008 Recent studies show that the consumers have also considered skipping fast-food eating for this can be a reason for gaining more calories due to the fat content as well as less availability of healthier food options. Almost every magazine or book that talks about losing weight or maintaining healthy lifestyle advice readers to eat at home instead of eating at fast-food restaurants for this can give them the opportunity to prepare nutritious and healthy meals for the family as well as save money. There have been some notions that fast-food meal tends to have more fat than home-cooked meal and that you can gain more calories just by eating out. Dining at fast-foods can be healthy as long as we prepare ahead as to what food we want to order and consider its nutritional value as well. In the book entitled Competitive Advantage by Jaynie Smith, she stated that there is an increasing need for Americans to eat healthy food. Since fast-foods are their usual first option for getting access to ready food, the fast foods have to think of new ways and strategies to offer healthy