Incident Analysis and Development Plan Essay

In my previous assignments I have attempted to shed some light on the 3 capabilities which I have identified; which were namely the Leadership skills, Knowledge skills and the Interpersonal Management skills. Each of these 3 skills is crucial for a good manager and each holds its own significance in the building of a solid character. For the purpose of this research paper, I will be concentrating on the Leadership and Interpersonal Management skills upon which I have already talked about before. Harnessing these two characteristics would help growth on the individual level and gives an insight into a person’s overall character as viewed from some external source. Incident Analysis Leadership is a value arousing skill (Heifetz, 1994). Recalling any such moment where I have taken the mantle of leadership I would most definitely have to quote of my academic experiences. Groups and teams are a fact of life during one’s academic years and in said groups and teams there are often conflicts arising which without the presence of a team leader, lead to failed deadlines, substandard work quality and overall unpleasantness among team members (Maister, 2002). I can clearly recall the last time I was part of a group and it was in said group that I got a chance to play the role of the team leader. The decision of me being team leader arose due to my past experience in the topic and when the time came to choose the leader from amongst the team-mates I had the expertise in the subject. Even though I was not experienced much in any leadership position, I was able to do a sufficient job as the group leader and it made me appreciate the tough job that it is to lead people towards a single goal so as to make the achievement a shared vision (Purpose of Leadership, 1997). However, one thing I learned was that Leadership is never static as the role of a leader keeps changing in modern times and anybody who has a proficiency in some skill would take on the leader role when work related to his area of specialization arose. Without any leadership there would hardly be any sense of where the team was headed and it would be meaningless progressing further (Kelly, 2007). Interpersonal skills are also very important in recent times as people of every walk of life have to interact with others to get their jobs done. Previously it was the belief that some jobs required very little interaction with other individuals, such as finance related jobs and other desk jobs where the employees would have minimal socializing (Hayes, 2002). But now the field has changed with people interacting with others for the exchange of knowledge, and for socializing purposes. An incident regarding where I had to demonstrate my interpersonal skills arose when while arranging for a charity event for which friends needed help, I had to visit different markets and deal with numerous people over getting sponsors and getting arrangements done. Through the course of this excursion I had to interact with numerous people and demonstrate communication skills which involved interacting with people at all levels, such as common laborers and store owners. This feature of interacting with people at all levels is beneficial in the sense that it helps later to impress employers (Seneca, 2001). Through the course of interacting with people I was able to get some good contacts that would come in fruitful for future use while also overcoming my dread of speaking to strangers and becoming more comfortable talking to people (Hargie & Dickson, 2003). Self Assessment Measuring one’s leadership skills, one must first recognize the types of leaders that exist. There is some argument as to whether there are 6 types or 7 types of leaders but personally I prefer to side with the 7 types argument. Based on 5 criteria leaders are placed into the types of the transformational leader, the enforcer, the deal maker, the administrator, the visionary, the serial entrepreneur and the spin doctor (Taffinder). The five factors upon which leaders are determined are: impose context, have conviction, generate critical mass, challenge and change and they make and take risks. With respect to the definitions provided, I would rank myself as an Enforcer. This is due to the fact that I am risk averse when groups are concerned and tend to stick to tested and tried guidelines. I am highly confident when taking actions and try to motivate team members in a manner that they have the feeling to achieve something (Brill & Barth, 2008). Â  I avoid taking unnecessary risks since the responsibility of leading a team in my opinion does not permit one the opportunity to take risks. If the risk pays off that’s well and good, but if the risk does not, then the leader is responsible for the outcome of events. This responsibility I believe takes away the liberty that a leader should have and should make him more serious towards leading his followers to attaining the goal (Ball, 2003). Judging anyone’s interpersonal skills is not so easy as it involves feedback from external sources. When others tell one how well they are performing, then one can be any statement regarding the success or failure of it. I would say that I am sufficiently endowed with my interpersonal skills. I would come to the conclusion taking into account the success rate when dealing with others. I have often had to conduct affairs with other external groups and so far I would say that I have done a very good job in carrying out interpersonal dealings. Researchers suggested that self analyzing when related to interpersonal skills should be avoided by researchers since the judgement would always be biased and the answer would be uninfluenced in very rare case (Rubin, Palmgreen, Sypher, & Beatty, 2004). This goes back to the point mentioned that since people are unaware as to most of what they do, determining the efficiency of their success in Interpersonal Communication is very hard to do. A concept known as Self Monitoring usually leads to greater success in determining a person’s interpersonal skills. Self Monitoring is a trait exhibited by famous good public speakers, as they were very receptive of their audiences and could adapt their presentation as per the response from the audience. Many politicians such as Bill Clinton for example have been reported to have strong Self Monitoring skills. Viewing myself through outside eyes I have surmised that in the short time that I have become more pro active in interacting with others, I would say that I am quite successful in interacting with people and can easily carry forward a conversation and can entertain and communicate with others effortlessly (Corbin, Corbin, & Lindsey, 2007). Â  If compared to the extent required in the managerial world and professional world, I would have to say that the skills I possess are somewhere between acceptable and need slightly more improvement. Since leadership is a situational issue, with leadership sometimes being given and other times not, only time can tell how well one has performed. Some situations require more insight and expertise whereas others are relatively simple as all you have to do is inspire your team and it successfully finishes the task on its own (Drucker, 1995)I have usually encountered the former as I haven’t yet witnessed any intense leadership role where I’d have to make decisions which would lead to greater consequences. Interpersonal skills are essential for any business activity and comparing it to the market levels I would say that some improvement, or refinement, is needed. Even though I am not hopeless with my interpersonal skills, it is still a far away from being absolutely perfect. I believe I possess enough skills to at least get the basic jobs done. Development Plans To improve upon my interpersonal skills, I have decided to listen to the suggestions stated. Smiling more often when talking to others, being more appreciative of others comments, paying more attention to others, practicing active listening (applying stuff that I have learnt through listening to others), bringing people together, trying to resolve conflicts, communicating early, and in a humorous manner, trying to see other people’s perspectives and avoiding complaining are some measures that I plan to adopt in order to improve my interpersonal skills (All Business). Following these tips I plan to become more popular in crowds and become more receptive to others when interacting with them. These tips would help me in making a more favorable impression in front of others and become a popular and pleasurable person to talk to. And that in turn would make communicating with others more easier for me and more often. Currently what I’m lacking due to inexperience with interacting with others would be resolved if I strictly follow these mentioned tips. To develop my leadership style I must first note where I fall behind other successful leaders, and in this case, I have identified that I am highly risk averse and in return wind up hindering group from reaching its full potential. Taking more risks, but with the consent and full information being provided to the group so that they can give their feedback as well, I will try to move towards becoming a Transformational Leader who not only gets the job done, but inspires the followers to think of the goals as their goals as well and have a combined motivation towards the job as well. Conclusion Leadership and interpersonal skills are very important for today’s managers as it is the manager’s job to get the tasks done while keeping a strong healthy relationship between all levels of the employees (Koellner, 2002). Currently I am more than capable of handling the simple situations which may arise on a day to day basis, but to actually handle situations which may affect a larger scale, I need to work harder to build my skills so as to become a Transformational leader (Argyris, 1976), who is the best type of flexible leader, and to have good links which can only be forged if the interpersonal relations I have with others are good. Without strong interpersonal skills, no one can actually get the full whole hearted support from others. A person should seek external opinions to actually gauge where he is standing since these are inherent qualities and people are not qualified enough to correctly identify their skills. References All Business. (n.d.). Ten Ways to Improve Your Interpersonal Skills. Retrieved April 28, 2009, from All Business: http://www.allbusiness.com/human-resources/careers-career-development/11134-1.html Argyris, C. (1976). Increasing leadership effectiveness. R.E Krieger. Ball, J. (2003). Managing People. Retrieved April 28, 2009, from http://www.accountancy.com.pk/articles.asp?id=54 Brill, F. S., & Barth, R. (. (2008). Leading and Learning. Stenhouse Publishers. Corbin, C., Corbin, C. B., & Lindsey, R. (2007). Fitness for Life. Human Kinetics. Drucker, P. F. (1995). The Practice of Management. Harper Collins. Hargie, O., & Dickson, D. (2003). Skilled interpersonal communication. Routledge. Hayes, J. (2002). Interpersonal skills at work. Routledge.

Dramatic devices Essay

Arthur Miller wrote â€Å"The Crucible† for his beliefs in McCarthyism, rampant at that time. He was against it – being a hunt of the communist figures, no matter how questionable they being communist in the slightest. It was sparked by a fear that Russia was going to take over the world. Making people scared and suspicious, Miller had to be subtle in expressing his anti McCarthyist views, so he used an allegory – a play. This play used the Salem witch hunt, similar because of the unsupported accusations, the people encouraged to denounce their friends, and fear and suspicion. The Salem witch hunt was more brutal, with the â€Å"witches† being killed, with only people’s accusations as evidence. Miller had to recontextualize the story, to stop accusations against him. The first words spoken being â€Å"My Betty be hearty soon?†. The title is fitting as a crucible is a container where metals are purified after heating. It reflects how Proctor has been heated by his ordeal and came through to die, his conscience clear – purified. I will explore the techniques used in creating the play, to create various moods in the mind of the audience, in Act I. In Act I we find Parris’s and Mrs. Put’m’s children – Betty and Ruth, inanimate on their beds. People are jumping to the Devil and Parris is putting that off, scared for his name in the village. We find that Abigail and friends had been dancing in the woods. We do get clues that the girls are faking their illness, as Betty wakes up when Parris leaves the room, we find Abigail quickly becomes the leader; an expert is called in – Mr. Hale. Abigail takes the chance to talk to John Proctor, who becomes the main character. Tituba. Parris’s slave, as usual is blamed for witching the two children in the woods. This cause a lot of the girls to say they saw each other with the Devil. In terms of this plot tension is created within the audience. The secrecy and mistrust creates this. Talking behind people’s backs and the ducking and diving which takes place is the cause. How the plot thickens so quickly would make the audience more uneasy. The dramatic irony with the talking behind each others backs creates tension, and involves them more; they want to see what happens. The techniques used to create meaning for the reader, is the overture and the prose on the characters. The reader trusts the prose and they give information on the characters, they are there because there can be no nuances or subtext in the speech, creating a fast story, the prose slows it down, getting the reader more involved.  An audience wouldn’t have these to guide them, it would be up to the actors to read the prose and interpret them in their acting. The play was performed when McCarthyism was at its peak, so it would be blindingly obvious to the American audience what it was about. The allegory would mean the audience would relate to it, creating tension when they think it’s about 1 thing, then realize it’s about something else. The time the story is set in is a somber time, spooky because of the black garments and archaic speech, immediately making the audience uneasy, the first words spoken being â€Å"My Betty be hearty soon?† This inverted language makes it seem more Biblical and legal, heightening the impact they have as does the syntax. The older time distances us, making the characters seem austere and quite oppressive. The double-negative furthers the tension by adding confusion, making it more farcical, which further distances us. Claustrophobia, furthers the tension as there is no escape for the characters, they are trapped which makes the audience feel trapped as well. The first thing we find is that Parris’s room is small, with narrow windows and leaded panes like a prison – this creates claustrophobia. Parris is trapped, making the audience more susceptible to panic. He is also kneeling – he is suppressed by God, it bears down on him. Laws and limitations create claustrophobia as well. â€Å"Not have permitted anyone to read a novel† This shows how small minded the laws were, consequently making the people small minded. Not being able to explore themselves and their emotions, making them bland with no escape from reality. â€Å"Their creed forbade †¦ vain enjoyment† Shows how religiously they stuck to their beliefs, making their lives bland and boring, and possibly more excitable over the out-of-the-ordinary. â€Å"The edge of the wilderness was close by† The wilderness was the Devils land, they were locked in their town nothing else existed. â€Å"It stood dark and threatening† How they were held in place, scared to go further. â€Å"They believed†¦they held†¦the candle that would light the world† Shows how small minded they were; the Devils land was irrelevant. Parris makes the audience feel angry and frustrated by the fact that he is supposed to be a leader. He is pompous – â€Å"then the Doctor must search on†, unpopular and paranoid – â€Å"a faction to drive me from pulpit†, unjust – â€Å"Out of my sight!†, ambitious – â€Å"do not preach for children†, cowardly – â€Å"they will hound me out of Salem†, greedy – â€Å"not used to this poverty†, hypocritical – in defense of Abigail he calls others witches, overly pious – â€Å"send for Reverend Hale†, dishonest and vain in covering truth – â€Å"Uncle the rumour of witchcraft is all about†. So he is not a particularly pleasant person. If he denies witchcraft in his own home it could seem dishonorable and suspicious so he doesn’t. Even so the audience would realize his difficult position, and give him room to breathe. Abigail is a big character, she schemes her way to becoming the leader of the witches – â€Å"Now look you, all of you†. She is fearful of her name in the village – â€Å"Not I, sir – Tituba and Ruth† This gives her a good position, she can scheme to save herself and being manipulative – â€Å"Now if they be questioning us†¦Ã¢â‚¬ . The audience can relate to her to an extent, everyone can be a leader and scheme; this also makes her the â€Å"baddie† the audience will be interested in knowing what happens to her. Proctor is the character to which we can relate to, the main one. Through Proctor we have a medium in which we can see something and consider ideas. As does Hale, it put us in their shoes. Proctor sees Abigail as a child, strengthening our bond with him. He also sees through Parris, who we find being very greedy with his fire – wood money. Also Giles sued him and he paid up although Giles just misheard him – â€Å"I’ve paid you for it† Proctor is very honest and just wants to get on with his life. The audience will have an affinity with Proctor. Conflicts between characters – Abigail and Elizabeth both love Proctor, Proctor and Parris: Parris isn’t godly and is a hypocrite etc. these conflicts are like smaller plots in their own way and add to the audience’s excitement, also annoying us when they don’t resolve, theocracy religion says the you cant, but they want to.  The structure is broken up with the overture and prose which the actors interpret and use the instructions to show it to the audience. This adds an extra dimension to the play, incorporating the prose, with its history and explanations. Intertextualism, the themes that link Salem and McCarthyism, spark questions – it is years since the Salem trials but we still haven’t learnt, human character prevails. The questions – dramatic devices that go unanswered, especially at the end with Proctor being hung, should he have been? He doesn’t want to go back to the same society that tried to hang him – a dramatic device, people are ready to persecute when that is what they are trying to escape – irony. The irony, people went to America to escape and be free, supposed to have got better – satiring the American Dream. These themes mean more to a 1950’s audience, with the exact same one present.

WITH REFERENCE TO TWO AREAS OF KNOWLEDGE DISCUSS THE WAY IN WHICH Essay

WITH REFERENCE TO TWO AREAS OF KNOWLEDGE DISCUSS THE WAY IN WHICH SHARED KNOWLEDGE CAN SHAPE PERSONAL KNOWLEDGE - Essay Example Shared knowledge is structured and systematic in its nature and it is an outcome of more than one individual. Shared knowledge is bound together in more or less distinct sections of knowledge, for instance, familiar groups of subjects studied in undergraduate program. Whereas individuals contribute to the distinct areas, shared knowledge does not depend only upon the contributions of a given individual. There are chances for other individuals to check and implement individual contributions and add to the body of knowledge that already occurs. For, instance, Chemistry is a subject with knowledge that is shared. Many individuals have access to it and can contribute proficiently to it. Teams of people, building on existing knowledge, undertake the great work. Despite the individual contribution to the body of knowledge, their work is subject to group processes such as review and replication of results of experimental results before it becomes the final paper. The building of computer al so requires shared knowledge. It is surprising to have individual who has the knowledge of constructing a compute from scratch. That is, not assembling it from pre-constructed components. Though we know how to assemble computers. The product of computer is because of a complex worldwide cooperative effort. Shared knowledge evolves over time due to the continued applications of the methods of inquiry; all processes covered by the framework of knowledge. For instance, applying the methodology that belongs to an area of knowledge changes the existing idea that we know. The changes might be slow or incremental; the areas of knowledge contain certain stability over a given duration. The changes might also be sudden or dramatic; revolutionary swing in knowledge because an area of knowledge responds to new experimental results. Therefore, shared knowledge allows

Construction Safety in the uses of Lifting Appliance (LA) and Lifting Term Paper

Construction Safety in the uses of Lifting Appliance (LA) and Lifting Gears (LG) for Foundation Works - Term Paper Example Violation of these rules may lead to accidents and injuries, especially when dealing with lifting appliances and lifting gear for foundation works. The main activities pertaining to safety in construction are: the proper organization of the construction and operations; organized storage of materials and components: the organization of the site and passes, ensuring the normal operation and emergency lighting of the working area, the organization of technical supervision of the state mechanisms, crane tracks, proper functioning of all construction equipment; a systematic coaching staff; compulsory fencing of areas and stairs, as well as rotating and moving parts of the crane, compliance with the rules of operation of the crane in accordance with the Instructions for installation and operation of lifting devices, use of alarm accordance with the rules pertaining international construction safety laws, and last but not the least, ensuring electrical safety. (Prichard, 2001) One of the mo st important documents that provide trouble-free maintenance works in construction is a project of work organization.  This project takes into account all safety measures that are indicated in the document, including heavy mechanization and labor-intensive work on horizontal and vertical transportation of materials, types of used construction materials and their placement on the site, and the inventory of the forest, scaffolding. Storage of construction materials is allowed only in areas of projected work organization .Indiscriminate storage of materials, products and equipment is prohibited.  Gaps between warehouses and piles are installed in accordance with the requirements of fire-fighting equipment. (Opfer, 2008) At the construction site, pointers driveways and walkways must be installed.  Walkways and driveways for working machines must be free: blockage of materials or waste is not allowed. The width of driveways for one-way traffic shall be not less than 4 m. Aisles bet ween stacks of building materials should be at least 1 meter in each pile should be kept only homogeneous elements. There is serious risk when using lifting gear (LG) or lifting appliances (LA), which can lead to accidents.  Therefore, the zone within which the working crane is dangerous and must be fenced. Since the handling of lifting appliances and lifting gears is a dangerous activity and can be fatal in case of an accident, safety measures concerning their management must be taken into consideration. In this paper, we will talk about Safety concern in Reversed Circulation Drilling, Crane Rotator, the risk assessment and hazards associated with LA and LG. (Prichard, 2001) Controlling LA and LG The main objective of controlling an LA or an LG is to ensure the safe movement and precise stop load-bearing body at a given height, and, if appropriate device, to ascertain the smooth supply of goods into the building. The Hoist driver manages to land the keypad, a 5 to 30 m from the b ase of the lift (depending on the height of the building), or auxiliary control panel located at a carrying a lift. (Opfer, 2008) The driver of the lifting appliance or

Technical description of the Slvador Dali painting metamorphose de Essay

Technical description of the Slvador Dali painting metamorphose de narcisse - Essay Example The essay "Salvador Dali - Metamorphose de Narcisse" explores the painting of Salvador Dali, Metamorphose de Narcisse. He deliberately cultivated delusions similar to those of paranoiacs in the cause of wresting hallucinatory images from his conscious mind. Dali's images - his bent watches, his figures, halfhuman, half chest of drawers – have made him the most famous of all Surrealist painters†. Typically painting images he saw in dreams or nightmares and consistently pushing the envelope in terms of subject matter, Dali had a wide range of interests that became reflected in his artwork. These characteristics can be more fully understood by examining one of his better-known paintings such as â€Å"Metamorphose de Narcisse† which translates to â€Å"Metamorphosis of Narcissus† in English. Created in 1937, this painting falls without question into the Surrealist style. Part of the definition of Surrealism relies upon a heavy fantasy content, typically as it i s revealed through the images of the subconscious, as well as an established connection with the world of which we are all aware. â€Å"The Surrealists tried to create a new art mythology by fusing conscious with unconscious levels of the mind". Through this terminology, it becomes immediately apparent that the work of Sigmund Freud, who had but recently published his ideas regarding the three-tiered nature of the human mind, was tremendously important to the creation of Surrealist art. As the above definition indicates, most artists, including Dali.

Health IT to improve the quality and safety of medication management Essay

Health IT to improve the quality and safety of medication management - Essay Example The purpose of this study is to explore the type of health IT that has been integrated in health centers to improve the quality of health care offered to the patients. It is also aimed at investigating the impacts of IT on medication prescription. The study will cover two case studies, one in the USA and the other in Australia. Admittedly, good health is vital requirement for every living being. From the medical point of view, human health is considered as a key area that deserves a lot of care and attention. Seriousness should be a driving force for all doctors and other medical practitioners. Bad health poses deathly risks to people; many fatal cases have come to be due to access to poor health facilities. Studies have shown that over the last fewer decades before the incorporation of computing and other modern technologies, many errors have been occurring in the field of medicine. A compelling example is the data got from the US and Australia. Information technology is among other things that have led to tremendous transition in medicine. Information technology has transformed the world greatly leading to better life assurance to patients. All health related issue need the integration of IT in order to mitigate some errors that are currently evident in the field of medicine. The integration of IT in health related issue should be handled with great care or seriousness that is deserved. If integrated as expected, IT can effectively help to save the lives of many. This study will demonstrate important things that need to be done to see to it that improvement has been achieved in safety and quality of treatment using IT. This chapter consists of five sections that are the background of the study, research questions, significant of the study, limitation of the study and its scope. Background of the study The usage of health IT has emerged with the increasing advancement in technology. Health IT refers to the use or practice of information and communication techn ology in health centers to provide health care to patients and the population. Health IT encompasses many activities such as results reporting, health documentation, order communication and care planning, among others. There are quite a number of platforms that can be used in health IT applications. Some of these platforms include cellular phones, touch screen kiosks, personal digital assistants (PDDAs) and desktop computer applications. There are different types of Health IT applications but the widely used include personal health records (PHR), Electronic heath records (EHR) Electronic medical records (EMR), computer provider order entry, telemedicine, alerts and reminders in clinics, computerized systems of clinical decision support, electronic exchange of health information and consumer health informatics applications. The used of health IT has been designed to the delivery of health care services to patients and t

General Motors - Business Model and Direction Research Paper

General Motors - Business Model and Direction - Research Paper Example GM has been operating for over 100 years and has produced about 450 million vehicles globally, and operates in nearly every nation worldwide. Research has demonstrated that a firm, such as, GM adopts an internationalization strategy to gain access to new customers, attain lower costs via economies of scale and increased purchasing power, further exploit its competencies, to gain access to the capabilities and resources located in international markets, and spread its business risks across a wider market base. In the next five years, GM is focusing on restructuring its brands whilst focusing on its core business with Chevrolet, Cadillac and Buick remaining at the core of the business. A corporate strategy, as found out by Abraham (2012), is carried out at the corporate head office and defines the scope of the business in relation to the markets and industries that it competes. It consists of new ventures, vertical integration, decisions about diversification, acquisitions, and allocation of scarce resources between units. At the corporate level, GM aims at maintaining its customers as long as possible. GM’s goals shape the manner in which it invests in brands across the globe to inspire loyalty and passion. The corporate level strategy also entails translating breakthrough technologies into experiences as well as automobiles that customers like. Proceeding further, the corporate strategy motivates GM’s entire team to serve and enhance the society where it operates worldwide. In conclusion, the corporate strategy is geared towards building the General Motors into the globes most valued car manufacturing firm (General Motors, 2015b). The firm’s corporate level executives attend to the overall performance of the company. They also pursue opportunities to leverage cross-business value chain relationships together with strategic fit into competitive advantage. In this regard, GM has a competitive value

Wal-Marts Globalization Strategy Essay Example | Topics and Well Written Essays - 750 words

Wal-Marts Globalization Strategy - Essay Example Market entry strategy being critical in entering a new market, Wal-Mart employed joint ventures and acquisition of strong market partners. Through acquiring of strong local market partners, Walmart was in a position to performance higher as a result of adequate scale and high brand awareness level.Location characteristics were very crucial in determining the mode of entry to be employed by Wal-Mart. Due to the high rate of competition in the foreign market, more developed markets like Japan, South Korea and Canada entered through acquiring strong local market partners to counteract the high rate of competition hence was employed as a mode of entry by Wal-Mart, making its operations a success. It is easy to enter an into an underdeveloped market because the competition and market space are properly defined, however, if it is a culturally and geographically distant, then challenges are posted since the core aim is to put in place a global strategy which was the main objective of Wal-Ma rt. This made Wal-Mart seek for strong local market partners hence their success.Entry of Wal-Mart into a joint venture with Bharti Enterprises in India was a good idea simply because India had a fast-growing retail market. As a result, Partnership with Bharti enterprises formed part of Wal-Mart successful strategy of gaining entry of market in India. This is because Bharti was well familiarized with the local market know-how, recognition of the brand, political strategies involved with entry and customer preferences.

Consider the impact Essay Example for Free

Consider the impact Essay In the poem Afternoons by Philip Larkin the closing lines are an effective conclusion top the poem as a whole. The closing lines conclude the fact that young mothers are being repressed by society and that they are being forced into a dull joyless life. Afternoons is based around young mothers looking after their children. The pressures of society have forced them into marrying young and having children. Due to this they have lost all the joy in their lives and are settling down into a dull meaningless life. The closing lines of afternoons state that Something is pushing them To the side of their own lives This effectively concludes the poem as it refers closely to the poems main theme which is developed throughout the poem. The last lines sum up the fact that the pressures of society have forced the mothers into the dull lives that they are currently living. The idea that the young mothers have lost their lives is developed through the whole of the poem. It is effectively introduced in the opening lines of the poem where the poet states Summer is fading Leaves fall in ones and twos, from Trees bordering the recreation ground Summer is a metaphor for the lives of the young mothers which are fading away. Summer is the high point in the mothers lives which is quickly becoming merely a memory. The leaves are symbolic of the mothers. They have lost all colour and vitality in their lives and are fading away just like a leaf when it falls off a tree. The idea that the mothers are living a dull life is continued when the poet says In the hollows of afternoons Young mothers assemble At swing and Sandpit Setting free their children The fact that the afternoons are hollow to the mothers tells us how empty their lives have become. The word Assemble suggests that the young mothers dont enjoy what they are doing. Taking their children to the play park is a chore to the mothers and they have little joy doing so. The fact that they are setting free their children shows us that they are focusing entirely on them. They are not wanting the childrens lives to turn out like theirs did. They are giving them some joy in their lives. The idea that the mothers are expected to look after their children is clarified when the poet says Behind them at intervals Stand husbands in skilled trades The fact that their husbands are standing behind them tells us that they are not wanting to get involved with the children. The husbands are leaving the job of looking after their children on the mothers. The husbands expect the young mothers to look after the children entirely on their own. The play is set in the 60s in a time where young mothers were expected to devote all their attention to their husbands and children and forget about themselves. Society expected this of them and so do the husbands. The fact that the husbands are in skilled trades highlights that they themselves live relatively interesting lives. This is in sharp contrast to the dull, joyless lives that their wives have and helps emphasise the powers of the expectations of society. The main point that the mothers lives have changed is further shown when the poet says that the albums labelled Our Wedding are lying near the television . The juxtaposition between the wedding albums, symbolising the best day of the mothers lives and the fact that they are lying near the television symbolising passiveness and routine helps emphasise the extent in which the young mothers lives have changed. Their lives have clearly gone downhill form the wedding day and they are stuck in their boring, monotonous lives with little hope of things changing. The theme that the young womens lives have changed for the worse is finalised when the poet says Before them the wind is ruining their courting places, that are still courting places but the lovers are all in school The wind is symbolic of a force for change which in this case is the pressures of society. The fact that the courting places have been ruined helps highlight how the mothers lives have changed in a relatively short time. The idea that they are still occupied helps show the cycle within the era of women leaving school marrying and having children at as young age. This helps highlight the pressure of society that are forever bearing. The children are following the same path that the young mothers led and will soon turn out just like them. As you can clearly see the final lines something is pushing them to the side of their own lives is a very effective conclusion to the passage as a whole. The closing lines help clarify that the main reason for the mothers unhappiness is due to the expectation of society that have forced them into marrying young and having a family. The main ideas of the poem are effectively conveyed throughout and are very effectively concluded with the ending lines.

Training And Development Play An Important Role Management Essay

Training And Development Play An Important Role Management Essay Training and development is a system, a set of activities or process designed to help expand and improve a persons skills and knowledge which are related to his or her job scope. It is also a good way to help to improve the attitudes and competencies of employees. Training focuses more on current and present jobs, whereas development emphasizes more on long term and future jobs. Training and development programs can enhance the capabilities of employees to achieve organizational goals and effectiveness and efficiency of the operations within the organization. Trainings make better for business development and help the company to become more competitive and profitable. Training and development plays an important role in human resources management. One of the reasons is due to the significant changes of technologies in this modern era, where some business functions are becoming older and outdated. If the organization does not introduce new methods of accomplishing tasks and make changes to its existing business functions, the organization will fade out from its market eventually. Therefore, it is of paramount importance for an organization to implement training and development strategies to ascertain that the employees possess the skills and knowledge needed to operate the latest technologies. In addition, training and development programs will help to save cost for a company in the long run. An organization can launch training and development program to train and improve the skills of existing employees instead of hiring new employees to handle a project as the cost of training existing employees will be cheaper than hiring a new employee. Besides reducing the turnover rate of employees, effective training programs will help to increase job satisfaction, motivation and morale of employees. This is because employees will feel that the company cares for their welfare and appreciates their contributions, thus they will be loyal and work for the company for a long period of time. When a company gives its employees an opportunity to learn and develop new skills, they will feel that they have value in the company and try their best to contribute in building a stronger and more competitive organization. In short, training and development programs are essential for increasing pro ductivity, effectiveness and efficiency of an organization besides enhancing the image of the company. The major aim and objective of training and development is to add value to a firms human assets. These programs raise the capacity level of the company and help the company to overcome the rapid changes of technology in the globalized business world. Furthermore, it tends to increase the power of a company to compete with its competitors in the global market. Training and development programs also act as motivational tools to boost the enthusiasm of employees in performing their jobs. This will reduce the requirement for close supervisions and improve the effectiveness, efficiencies and performance of employees in the organization. Content Theories and Concepts Training and development is a set of planned programs and procedures aimed to improve employees capacity and organizational performance. The performance of employees in terms of ones attitude, behavior, skills and knowledge can be improved through the training programs implemented by an organization. Therefore, training and development programs can effectively improve the overall performance of the business. Trainings are normally targeted at technical staff, lower level management, middle and also senior level management. Normally, when programs are applied to lower and middle level management, they are known as trainings whereas when applied to senior level management, they are called development programs. Some general purposes of training and development are to enhance employees growth, improve the quality of workforce, bridge the gap between planning and implementation and help new comers. There are few relevant theories which are associated with training and development, namely the sensory stimulation theory, the reinforcement theory, the action theory, the experiential learning and the adult learning. Sensory theory states that when multi-sensory stimulation effect is great, learning takes place. In order words, efficient training will occur when the senses are inspired or stimulated. Some research found that 75% adults knowledge is learned by seeing, hearing and the other 13% is by other senses like smell, taste as well as touch. Reinforcement theory can be further classified as positive reinforcement and negative reinforcement. In positive reinforcement, trainee will repeat the desired behaviour; in negative reinforcement, trainee can strengthen behaviour when a negative condition is stopped. This theory focuses on the significance of experience, meaning, the development of insight and problem-solving skills. For instance, many trainers believe that trainees will develop problem-solving abilities when they are exposed to various situations and varied experiences. Action learning is a dynamic process that involves a group of people solving real-life problems. But at the same time, they must concentrate on what they are learning and how the learning can benefit the group members, the group itself as well as the organization as a whole. Nowadays, action learning becomes one of the key training and problem-solving tools for some large companies such as Nokia, Motorola, British Airways, US Department of Agriculture and Marriott. (Michael, 2004) Experiential learning defines learning as a process of creating the trainees knowledge via the transformation of experience. There are four stages in experiential learning. Firstly, the experiential learning is through concrete experience, which is putting something into practice. Secondly, it is through observation and reflection, in which one objectively analyzes the outcome. Thirdly, it is through abstract conceptualization, in which one review your conceptual understanding. Lastly, it is through active experimentation, which is experimenting to find solution. The diagram below shows the experiential learning cycle and the basic learning styles. stage.jpg Lastly, adult learning is a theory that holds six assumptions about how adults learn and this theory emphasizes on the value of the process of learning. There are six assumptions of adult learning, which are adults need to know why they need learning, readiness to learn, self-concept, motivation to learn, orientation to learning and learners experience. This approach is problem-based and collaborative rather than precept and also focus on more equality between the trainer and trainee. (Benefits and Problems, n.d.) In addition, there are two dimensions of training and development processes, which are the degree of formality and the balance between self-directed as well as other-directed learning. These two choices of the dimensions result in 4 overall methods. For instance, one can take a formal training to self-directed or other directed learning, likewise one can take informal training to self-directed or other directed learning. Trainers make decision about what approach to be taken into training depending on several factors, such as the amount of money which can be invested for training, timeliness of training needed, specificity and complexity of the skills and knowledge needed as well as capacity and motivation of the learner. Undeniably, formal and other-directed learning and development programs are more expensive than other approaches. However, through this approach learner can achieve the desired skills and knowledge in a timely basis. This form of learning is mostly used in colleges, universities and training centres, which normally grants diplomas and certificates. Employee development plans is another form of formal and other-directed training. Employee development plans help to identify performance goals, the ways to achieve the goals, by when and whom to verify their result. Besides, in formal and self-directed training, learner should set his or her own learning goals, methods and means to verify the accomplishment. For example, supervisors and employees work together to achieve formal and self-directed learning in the workplace, at the same time they collaborate to accomplish continuous learning for continued productivity and learning. Informal training and development is more casual and incidental. Normally, there are no specific training goals and ways to evaluate their level of accomplishment of goals. Make an example of informal and other-directed training, supervisors send their employees to training regarding sexual harassment in the workplace. Informal and self-directed learning can be very low cost and this training approach may take longer time than other-directed forms. However, the learner must have the capacity and motivation to pursue their own training. For example, there are informal discussions among employees on a certain topic or organizations sending their employees to attend talks by famous speakers, as long as the learners select the activities and topics by themselves. (Carter Mcnamara, n.d.) Contributions and Significance Training and development programs can contribute to an organization by helping it to save cost. Normally, a successor will be trained by someone who is an expert in a particular field to refill a position if there is a sudden vacancy within the organization. This can help the company to save recruiting cost, training cost, and keep the organization operating smoothly. By this way, the company need not hire someone outside the company to train since the training is easily attainable by present employees. Training the successors is better than recruiting people from outside of the organization. In addition, recruiting professional with high skills is much more expensive than training current employee to acquire those skills. Secondly, training and development can improve the relationship between bosses and subordinates. Training programs will involve different levels of employees in an organization and this increases communication among each other. When the communication breakdown between bosses and subordinates, the business will suffer, the tension will increase and cause other negative consequences to happen. Through training and development process, they can understand their jobs better; therefore some accidents and misunderstanding can be avoided. At the same time, productivity of employees may increase. Thirdly, training and development will lead to an increased profitability and more positive attitude towards an organizations goals. These can be done by enhancing employees knowledge and polishing their skills at all levels within an organization. When the satisfactions of customers are fulfilled by well-trained employees, this will increase the number of repeated business. At the same time, the reputation of the company is also enhanced because of good services performed by the employees. Therefore, training and development helps an organization to achieve competitive advantage over others in the industry. Case Development Companys Background Resorts World Sdn Bhd was a private limited company established in year 1980. In year 1989, the company was listed into the Kuala Lumpur Stock Exchange market to become a public listed company on 14 July. It was subsequently renamed as Resorts World Bhd, in which this company name had been used from year 1989 to 2009. Resorts World Bhd then changed its name again to Genting Malaysia Berhad on 18 June 2009 and this name has been used until today. As everyone knows Resorts World Genting is built in the high mountain areas; the cool and refreshing air is an indispensable factor in attracting visitors. Besides, Resorts World Genting excels in offering full-of-fun entertainment attractions and the luxurious international class destination, in order to satisfy different cultures and needs of tourists. Generally, Resorts World Genting has established six hotels, namely the First World Hotel, the Theme Park Hotel, the Awana Hotel, the Maxims Genting, the Resort Hotel and the Highlands Hotel. The First World Hotel with a total of 6,118 rooms was the Worlds Largest Hotel according to Guinness World Records (Knowles, 2011). In addition, Resorts World Genting also offers close to 200 distinctive dining outlets and shopping stores, business convention facilities and mega shows. The most attractive features of the company are the two theme parks with more than 40 rides and non-stop entertainment. Adult Bumper Car, Flying Dragon, 4D Motion Master, Ride de Paris and other entertainment facilities are provided in indoor theme parks. Moreover, outdoor theme parks provide more fun rides than indoor, such as Pirate Ship, Spinner, Flying Coaster, Corkscrew, Boating, Dinosaur land and Rodeo Rider, which have successfully attracted visitors from all walks of life. Resorts World Genting also monopolizes the legal gambling market in Malaysia as it operates the one and only casino in Malaysia. Many locals frequent the casino to gamble. The casino offers international gambling games such as Tai Sai, Baccarat, Roulette, Blackjack, slots and Pokers. Resort World Genting not only operates the entertainment facilities but also the longest cable car system in Southeast Asia, named as Genting Skyway. The cable cars are crossing 3.38km from the hillside to Highlands Hotel at the peak. Therefore, it is obvious that Resorts World Berhad focuses its businesses in entertainment and tourism industry. Training and Development Practices, Advantages and Disadvantages of the Practices Resorts World Genting supports and promotes employee development and organizational effectiveness by pursuing personnel policies in training and development, which is in line with the organizational culture, mission and vision. The organization has been actively involved in providing high quality trainings, development programs and opportunities for career development of individual workers. In fact, Resorts World Genting recorded more than 8,500 employees attending internal and external training programs in year 2009. The various training programs carried out to produce competent workers include etiquette, grooming and personal impact, customer service and service delivery aimed at front-line employees and consistent departmental team-building activities. To improve productivity and effectiveness within the organization, Resorts World Genting offers internal trainings such as on-the-job training and job rotation from time to time. As an effort to support the Skim Latihan 1Malaysia (SL1M) launched by the Prime Minister in year 2011, Resorts World Genting has gone all out to provide on-the-job placements to unemployed or underemployed graduates with appropriate qualifications. This scheme requires candidates to achieve a minimum CGPA of 2.5 for a degree from any recognized tertiary institution and possess the ability to converse in Bahasa Malaysia and English. Shortlisted trainees will be given 2 to 3 months soft skill trainings and 9 to 10 months on-the-job training. During the training period, trainees will assist in organizational projects and departmental functions and involve in departmental or organization-wide planning and decision making. Subsequently, trainees are evaluated on their suitability for vacancies in Resorts World Ge nting. There are several advantages that can be yield through the on-the-job training. Resorts World Gentings effort has actually helped to enhance the employability of unemployed graduates to compete for jobs that match their qualifications. Through SL1M, trainees acquire necessary soft skills such as communication skills, critical thinking and organizational adaptability to increase their competency in the job market. As the organization usually customizes the learning to fit business purposes, trainees will be well-prepared to perform real job tasks because they will be taught to master the tools needed to perform their specific roles. Therefore, SL1M improves the quality and helps fresh graduates to be more marketable in the labor market. On the contrary, there are also certain drawbacks towards Resorts World Genting through the implementation of SL1M on-the-job training. This scheme lacks of consistency as the training is closely dependent on experienced senior workers to give out instructions that are purported to be essential in completing a task efficiently and effectively. As the instructions vary with each trainer, there is no standardized learning carried out across the organization. It is also insufficient for a trainee to learn the skills and knowledge from only a trainer. Besides, when there is no structured guidance on training lessons, trainees will only learn about the routines and solve daily problems that arise in the normal course of working. They will face difficulties and feel humiliated in the future when they are confronted with complex and rare problems which are not taught during the SL1M scheme. Under close supervision by a trainer, the trainee can be easily influenced by the trainers habits and attitudes towards various aspects of the job such as management and interaction techniques. They can quickly adopt lazy habits and take shortcuts in performing their tasks, which in return will bring unfavorable consequences towards Resorts World Genting. Resorts World Genting also offers Management Trainee Program which provides job rotation opportunities to potential employees. Its purpose is to discover and develop the next generation of leaders to hold higher managerial positions in the future by equipping them with the required skills, judgment and qualities of an effective manager. Under the Management Trainee Program of Resorts World Genting, trainees will be given the chance to conduct cross-functional assignments and special projects to develop leadership skills. The 18-24 months program allows trainees to explore different areas of the corporation such as Casino Operations, Theme Park Operation, Theme Park Technical and Human Resource. Successful trainees will be posted to Senior Executive or Assistant Manager positions. According to the official website of Resorts World Genting, 19 management trainees successfully graduated and recruited as permanent employees in year 2009. The Management Trainee Program has benefited Resorts World Gentings employees in many ways. Selected trainees will have good prospects in their career advancement as they are exposed to all facets of the business, from marketing to customer service, to human resource and operations. Thus, they can be easily promoted to a managerial position once a vacancy comes up within the organization. Besides, the program helps to identify and develop potential talents as a means of providing a good succession planning and enhancing morale in the organization. It helps to foster teamwork within the organization, promote good camaraderie and improve communication among teams because trainees usually collaborate with different team members at different levels. A major disadvantage of the Management Trainee Program is that successful trainees tend to be more self-centered and expect preferential treatment such as higher compensation and benefits from the organization. They might think high of themselves with the qualifications possessed. As the management trainees undergo job rotation, there is a tendency that the trainees could not master the operations and have an in-depth understanding of the functions in a department before switching to another department in just a few months. Consequently, they will become Jack of all trades and a master of none. The result might be harmful to the organization as these future-to-be managers might not be good managers. In addition, off-the-job learning is conducted by Resorts World Genting. Scholarships were awarded to 21 high-performing employees in the year 2009. Deserving employees received scholarships to further their studies at MAHTEC, Kolej Antarabangsa Genting Inti and Institute of Chartered Accountants in England and Wales (ICAEW). In year 2011, 22 scholarships worth RM1.7 million were awarded under the Genting Malaysia Education Fund to outstanding employees and other external recipients. Moreover, the organization partners with colleges and universities and professional associations such as Genting INTI International College (GIIC), ACCA, CIMA and ICAEW to provide the opportunity for employees to enhance their qualifications. For instance, Resorts World Gentings Finance Department has been recognized by professional accountancy bodies such as ACCA, CIMA and ICAEW to provide trainings to accounting fields employees to become qualified accountants. One of the advantages of Resorts World Genting offering further studies opportunities is that the employees with higher qualifications and professionalism can contribute more to the organization in various aspects of the organization. These professionals such as accountants, risk management experts and investment analysts can make better planning, professional evaluations and decisions for the organization in the business dealings. This will in turn help Resorts World Genting to minimize cost, maximize profits and penetrate into more profitable markets in various countries. When the organization has a good reputation of offering scholarships to high-performers, there will be a larger pool of qualified unsolicited candidates for the organization to make selection for a vacancy. Therefore, Resorts World Genting is less likely to face the problem of lack of qualified candidates for selection process. However, offering scholarships might be costly to Resorts World Genting as the organization has to fork out a whopping amount to support the increasing cost of living and tuition fees of scholarship recipients. This is much more expensive compared to other internal training programs. The organization also faces the risk that it might lose its high-quality employees after they have finished their studies. This is because when the high-performers have completed their duration of work as stipulated in the scholarship agreement, they might be poached by Resorts World Gentings competitors by being offered a higher compensation and more benefits. Furthermore, Resorts World Genting has also organized many seminars and conferences to help develop the professionalism of the senior management. For example, in October 2011, the organization carried out the 23rd Genting Malaysia Senior Managers Conference in Awana Kijal, Terengganu to encourage workers to be passionately committed to achieving the organizations goals and core values. Last but not least, besides organizing departmental team-building activities, Resorts World Genting emphasizes on work-life balance programs which improve employees wellbeing. To highlight holistic development of all levels of employees, the organization has also organized sports events and self-improvement activities. Some of the programs involved in inculcating team-spirit and lifelong learning include Coaching Leadership A Future for Women in Leadership, Sexual Harassment in the Workplace, Labour Day celebration and Genting Employee Carnival. The conferences organized by Resorts World Genting have benefited the organization as the senior managers and top management have the chance to exchange various viewpoints regarding the course of businesses run by the organization. This encourages communication and collaboration among all levels of managers of different departments within the organization instead of emphasizing on only one department. As a grand decision made by one department affects another, it is essential that all departments involved discuss and analyze a matter before making a final decision. Besides, the programs and activities carried out help to drive the behaviors and personal goals of employees to be in line with the organizational purpose, which in turn contributes to a highly-productive working environment. These activities are effective motivators for the employees to perform better and achieve organizational objectives. In contrast, attending various seminars and programs may be a loss of productivity and a waste of time for the employees of Resorts World Genting. Discouraged workers tend to take these activities as distractions to escape from work. There are also times that the information presented during seminars or the activities organized do not interest a particular individual. Moreover, the information presented by external parties may be incorrect, flawed and biased. The information cannot appeal to all the needs of the employees from different departments in the organization and it may be just a reiteration of what the employees have known. What the speakers provide are mostly theoretical and these theories cannot be applied in real-life situations due to various factors. The above are the human resource practices implemented by Resorts World Genting to ensure the effectiveness and efficiency of the employees. There are advantages and disadvantages for each activity organized by the organization. The top managers should look into the boon and bane of a practice before implementing it to maximize productivity within the organization. Critiques of Practices on the Effectiveness of the Company There are several critiques on the effectiveness of training and development practices implemented by Resorts World Genting on the normal course of business. The first method used by Resorts World Genting is on-the-job training, which is Skim Latihan 1Malaysia (SL1M). This method mainly helps the unemployed or fresh graduates to brush up their qualifications so that they have the capacity to meet the skills and knowledge needed by the jobs. This scheme is actually less effective to the operations of the organization as there is no structured and detailed handbook or guidelines to follow. Since this scheme has so many disadvantages such as inconsistency in training, too subjective and only dependent on one senior worker for each trainee, it would be cost-consuming to retain workers which are not well-trained. In long-term, this method will reduce the productivity of the company. Therefore, SL1M might be useful in decreasing the unemployment rate in the country but this scheme is unfavorable towards Resorts World Genting as it reduces the effectiveness of the organization. The second method applied by Resorts World Genting is job-rotation trainings that are offered to train potential employees to hold managerial positions in the future. Overall, the management trainee program increases the productivity and effectiveness of the organization. The disadvantages of the management trainee program are minor as they can be easily eliminated through some modifications of the program. This program usually has a higher requirement from its trainees as the trainees must be able to work under high pressure. Since they will be exposed to the functioning of every department within Resorts World Genting, they will be able to master all the operations when they have completed their training. Thus, the high-performing and well-trained employees will be able to manage high positions effectively and meet the organizational goals. In addition, Resorts World Genting also provides off-the-job learning by offering scholarships and opportunities to further studies to high-performing employees. This will be cost-saving in a way that the actual amount spent on scholarships is much lower than the cost of recruiting and selecting a new employee. The organization will have low turnover rate as this increases the job satisfaction of the employees. It will also be able to retain its pool of talents, and this human asset will provide comparative advantage to the organization to compete with other competitors. Professionals trained by the organization could make better professional analysis and decisions which in turn will increases the effectiveness in the business dealings. Therefore, off-the-job training increases the effectiveness and efficiency of Resorts World Genting in the long-run. Seminars and talks organized by Resorts World Genting appear to be less effective in training the employees as majority of these seminars involve only theoretical presentation. It is also not cheap to invite external speakers to give talks to the employees which will then be considered as a waste of time. As it is difficult to control human behavior, the company also cannot avoid the fact that some lazy employees take this chance to escape work. In short, organizing seminars and talks would decrease the effectiveness and productivity of the operations in Resorts World Genting. Recommendation There are some recommendations for Resorts World Genting to improve their training and development programs. First and foremost, there are few recommendations to increase the efficiency and effectiveness of on-the-job training, which is Skim Latihan 1Malaysia (SL1M) implemented by Resorts World Genting. The organization can set a standardized and structured on-the-job training scheme, alongside with clear and detailed handbook for every trainer and trainee. Trainers can follow the scheme and handbook which detail all workplace procedures to train the new employees and make sure that the trainees fully understand their jobs. Besides, Resorts World Genting has to choose the trainers carefully. Trainers must achieve the level of qualification required to train the new employees and the organization must make sure that they do not show bad habits or examples. This is because a good trainer will influence a trainee to become a good employee in the future. Besides teaching the trainees on how to solve their daily problems, the experienced trainers should also emphasize on rare and potential probl ems that might happen in the future, or at least the trainees are taught about these problems using theories. Furthermore, Resorts World Genting can assign more supervisors to observe how trainers and trainees work in their positions and require weekly report from the trainers. Trainers and trainees will then concentrate and pay more effort on their jobs because they do not wish to obtain bad comments in their report. Secondly, there are some recommendations for Management Trainee Program. Resorts World Genting can first try to observe the characteristics of potential employees and then decide which department is suitable for the individuals. Besides, managers can also interview the potential employees and tests their abilities in each and every sector. This can help to enhance the skills and knowledge that the management trainee lacks in a particular sector. Furthermore, Resorts World Genting also can set the period of job rotation longer. Potential employees can learn and discover more on a post before they change to another position if the job rotation duration is longer. Since these potential employees are going to handle managerial positions in the future, it is important for them to practice job ethics. Therefore, Resorts World Genting should show their employees that the organization emphasizes ethical ways of doing jobs. This will influence the employees and may change their decisions and actions to become more ethical in performing their job. In addition, to achieve cost-effectiveness, Resorts World Genting can offer their employees scholarships to further studies in local educational institutions instead of overseas. The tuition fees in local educational institutions are much cheaper compared to those abroad. Furthermore, the cost of living is also lower than staying overseas. Resorts World Genting can also plan to set up their own educational institution instead of partnering with other colleges. By taking this initiative, Resorts World Genting can save much cost for scholarships and attract more students to study in

Introduction to Sacred Geometry

Introduction to Sacred Geometry By Arthur Simoes Introduction      Ã‚   in keeping with historic cultures, outstanding scientists, brilliant minds of philosophy and religion. knows geometry is aware of the universe, it is a language that governs all laws and rules of the cosmos. The introduction of many traditions describes the universe because the paintings of an Architect who makes use of sacred geometry to create out the dimensions of the universe, wisely designing every element of it, and controlling by means of just proportions evidenced in the geometric shapes of nature. The complete Universe (which include our solar device, as well as atoms, DNA, and beings) cover the secrets of stability, rhythm, share and harmony in range, the fractal connections of pieces with each different and the complete. This agreement is expressed with the help out some key numbers. Over the entrance to Platos academy became wrote down the word: Let none enter here who are ignorant of geometry Through time many were the number of scientists and philosophers who speaks about Sacred Geometry. Galileo, Plato, Pythagoras, St. Augustine , Johannes Kepler and others. Numbers are the thoughts of God. (St. Augustine) Mathematics is the alphabet with which God has written the universe. (Galileo) Geometry existed before the creation. It is co-eternal with the mind of GodGeometry provided God with a model for the Creation (Johannes Kepler). The sacred geometry can teach us the relationship between man and the universe as Hermes Trismegistus once said : That which is Below corresponds to that which is Above, and that which is Above, corresponds to that which is Below, to accomplish the miracles of the One Thing. What is Sacred Geometry ? In nature, we discover styles, designs, and systems from minuscule particles, to expressions of existence great through human eyes, to the greater cosmos. those necessarily follow geometrical archetypes, which reveal to us the nature of each form and its vibrations. theyre also symbolic of the basic spiritual rule of the inseparable courting of the element to the whole. its far this principle of oneness basic all geometry that fills the architecture of all shape in its countless range. This principle of connectedness inseparability and agreement gives us with a continuous reminder of our close to the entire, a blueprint for the mind to the sacred foundation of all things created.The basic concept is that geometry and mathematical ratios, harmonics, share are also found in songs, calm, cosmology. This price is visible as commonly even in prehistory, a cultural body of the human circumstance. its far considered basic to constructing sacred structures which include temples, mosques, megaliths, monuments and churches. Many forms in observed in nature may be associated with geometry. for instance, honeybees assemble hexagonal cells to avoid their honey. Sacred geometry can be understood as a worldview of pattern popularity, a complicated system of spiritual symbols and structures related to space, time and form. consistent with this view the simple patterns of lifestyles are visible as sacred. by using connecting with those, a believer expects the first-rate Mysteries and the extremely good blueprint. Sacred geometry has existed in lots of paperwork throughout the ages it is regularly mistakenly said that geometry started with the Greeks, however, earlier than they had been the Minoans, the Egyptians, Sumerians, Indus valley, Chinese, Phoenicians and of direction, megaliths all of whom left clear geometric fingerprints in their finest constructions. The Greeks may additionally properly have been the primary to have supplied geometry to the general public at massive, but they were by no means the first to comprehend it. Golden Ratio The Golden ratio is a special number found by dividing a line into two parts so that the longer part divided by the smaller part is also equal to the whole length divided by the longer part. This is also symbolized as phi, after the 21st letter of the Greek alphabet. In an equation that looks like this: a/b = (a+b)/a = 1.6180339887498948420 à ¢Ã¢â€š ¬Ã‚ ¦ As with pi (the ratio of the circumference of a circle to its diameter), the digits pass on and on to infinity. Phi is usually round off to 1.618. This number has been caught on and rediscovered oftentimes that is why theyve so many names to it, Golden section, divine proportion, Golden mean, and so on In records, this wide variety can be seen in an awful lot architecture of many historical creations, Pyramid Of Giza, Parthenon. on the Pyramid Of Giza, the period of every side of the base is 756 ft with a height of 481 ft. The ratio of the base to the height is 1.5717, close to the Golden ratio. Phidias (500 B.C. 432 B.C.) turned into a Greek sculptor and mathematician who is thought to have applied phi to the layout of sculptures for the Parthenon. Plato (428 B.C. 347 B.C.) taken into consideration the Golden ratio to be the most universally required of mathematical relationships. Later, Euclid (365 B.C. three hundred B.C.) related the Golden ratio to the development of a pentagram. around 1200, mathematician Leonardo Fibonacci determined the homes of the Fibonacci series. This collection is so much like the Golden Ratio because if you take two successive wide variety from the Fibonacci sequence the ratio is very near. because the numbers get larger the get in the direction of 1.618 as an instance, the ratio of 3 to five is 1.666. however, the ratio of 13 to 21 is 1.625. Getting even better, the ratio of one hundred forty-four to 233 is 1.618. The Golden Ratio can be determined in well-known artwork and sculptures from the Renaissance. In 1509, Luca Pacioli wrote a book that refers to the range because the Divine proportion, which became illustrated by Leonardo DA Vinci. Da Vinci, later himself referred to as the book Sectio Aurea or The Golden segment. Da Vinci used the Golden Ratio to demonstrate all his proportions on his painting Last Supper, in particular at the proportions of the desk on the and historical past. Golden ratio additionally appears in DA Vincis Vitruvian man and the Mona Lisa. other artists who used the Golden ratio consist of Michelangelo, Raphael, Rembrandt, Seurat, and Salvador Dali. Phi is greater than a difficult to understand time period located in mathematics and physics. It seems round us in our daily lives, even in our creative views. research have proven while taking a look at topics views random faces, the ones they believe most attractive are those with solid parallels to the Golden ratio. F aces judged because of the maximum attractive display Golden ratio proportions between the width of the face and the width of the eyes, nostril, and eyebrows. The test topics werent mathematicians and physicists educated with phi they had been just common human beings, and the Golden ratio introduced out an instinctual reaction. Fibonacci and Sequence The Fibonacci is a series of numbers is observed by using adding numbers earlier than it. beginning with zero and 1, the series is going 0,1,1,2,3,5,8,23,21,34 so forth. This sequence is called after one of the best mathematicians, Fibonacci also called Leonardo Of Pisa or Leonardo Pisano. Fibonacci turned into born round 1175 to Guglielmo Bonacci, a rich Italian service provider and, through some debts, the consul for Pisa. Guglielmo directed a trading submit in Bugia North Africa. Fibonacci as a young boy traveled with him, during this time he discovered approximately the Hindu-Arabic numeral system. Fibonacci traveled at the Mediterranean coast assembly many merchants alongside the way getting to know approximately their systems of doing mathematics. He quickly found out the benefits of the Hindu-Arabic arithmetic. afterward, in 1202 he completed writing a book called Liber Abaci which confirmed the Hindu-Arabic mathematics to the Latin-speaking countries. If you havent heard of the Fibonacci spiral Let me explain: a Fibonacci spiral is a fixed of connected quarter-circles drawn internal a group of squares with Fibonacci numbers for dimensions. The squares in shape flawlessly together due to nature of the collection, wherein the following variety is same to the sum of the 2 earlier than it. Any successive numbers have a ratio near the Golden ratio, thats kind of 1.618034. the larger the Fibonacci numbers are, the nearer it gets. The spiral ensuing are known as the Golden Ratio. The Golden Ratio represented by using the Greek letter Phi. Greek architects used the ratio for plenty well-known designs and systems inclusive of the Parthenon in Athens. Sacred Geometry in the Universe We humans beings are constantly looking at nature and its beauty, with its proportions and patterns which brings attention to our eyes. We experience this in many different structures, plants, animals, and paintings. Such as the Pyramid of Giza, The Last Supper by Da vinci, a shell

The Time and Fate of Ragnarok Essay -- Literary Analysis

The Norse tale of Ragnarok presents an interesting example of apocalyptic literature as it presents both an end and a notable new beginning. The world which rises from the cosmic rubble is essentially equivalent to that which was destroyed, possessing the same creatures, features and Gods of times past. Thus through the themes of time and fate Snorri challenges the concepts of what was, is and will be by providing a framework which allows for the potential reiteration of history. By reviewing the Prose Edda’s telling of the the events before, during and after Ragnarok, the relationship between fate, time and history becomes clear. The Prose Edda begins by introducing several key concepts to the later work, beginning with Snorri’s connection of the Christian Genesis to Norse mythology. He cites the northern migration of man away from his origins as the cause of the slow loss of the name of the Abrahamic God. Snorri uses this loss as the primary reason for the need for alternate explanations of natural phenomena and thus the evolution of Nordic mythology (Snorri, 3). Typical exampl...

Essay --

There are numerous aspects of Let the Right On In that show it to be traditional and yet untraditional when one considers vampire mythology—in essence a hybrid. As Jules Zanger describes modern vampires, it is easy to identify the how many traits of the story’s vampire, Eli, to be modern, and the story in general to be modernized. Despite the subtle references to Dracula, this movie desexualizes the vampire, accepting friendship as opposed to leading a solitary life, and shows her to be sympathetic and possible even gaining the audience’s (and Oskar’s) approval of her existence. The sexual overtones of many vampire stories, including recent ones, in which the vampire bite serves as a stand-in or metaphor for penetration, undergo a radical shift in Let the Right One In. She appears to be young, barefoot, and showing a pale complexion with modest green eyes with dark rings under them. She does not seem to have been living as for centuries as our classic vampires seems to, but rather, she is stuck in this girl’s body. Let the Right One In is absolutely not about sex even if the movie’s primary relationship is romantic. Considering vampire folklore revolves around sex or some form of sexual aura, Let the Right One In completely deviates from this. The vampire in this story, Eli, is not sexualized at all, but rather de-sexualized. There is nothing â€Å"sexually appealing† about an ostensibly asexual girl stuck in a 12-year old body. Important as well is their budding affection that encompasses physical closeness but is emphatically not sexu al. On one level, this exchange illustrates what ‘going steady’ means to 12 year-olds: it is an affirmation of friendship and loyalty quite disconnected from overt sexuality. In one scene, Oscar and ... ...ive friendship and allowing a tender love-friendship grow between Oskar and Eli. A third way that Eli is parallel to classic vampires, say Dracula, is that Eli is cut off from human society in a profound way. Though she is not immediately identified as a vampire, her appearance and behaviour mark her as an outsider. Just as Dracula is visually and audibly coded as an ‘immigrant’ or ‘foreign’, Eli is set apart from clean-cut, blonde Swedish types by her tousled, dark hair and unkempt, waif-like appearance. Her divergence is particularly striking because, with one exception, all other characters in the film are ethnic Swedes. Like classic vampire films, Eli is an outside figure and is invariably menacing, becoming a manifestation of the audience’s deepest fears, while simultaneously feeling compassion and understanding for her alienation, exclusion, and difference.

Assigment Manufacturing Process

FACULTI OF MECHANICAL ENGINEERING UNIVERSITI MALAYSIA PAHANG BMM3643 (Sem II 2012/13) Assignment #4 1. a) What distinguishes machining from other manufacturing processes? b) What is a machining center? c) How important is the control of cutting-fluid temperature in operations performed in machining centers? Explain. (8 marks) 2. a) What are the primary considerations in tool selection? b) What is the advantage of a helical-tooth cutter over a straighttooth cutter for slab milling? c) What are the consequences if a cutting tool chips? (8 marks) 3. ) Why might it be desirable to use a heavy depth of cut and a light feed at a given speed in turning? b) Explain the reasoning behind the various design guidelines for turning. c) In drilling, the deeper the hole, the greater the torque. Why? (8 marks) 4. a) For producing flat surfaces in mass production machining,how does face milling differ basically from peripheral milling? b) Why is end milling such an important versatile process? c) Why is grain spacing important in grinding wheels? Explain the relationship between grit size and surface finish. (8 marks) 5. ) Why has the wire-EDM process become so widely used in industry, especially in tool and die manufacturing? Explain. e) What is meant by the term overcut in electric discharge machining? f) What is the nature of the surface obtained by electro discharge machining? (8 marks) 6. g) Estimate the time required for face milling an 20. 32 cm-long, 7. 62 cm-wide brass block using a 2032 cm-diameter cutter with 12 HSS teeth. (Given: Using the high-speed-steel tool, let’s take a recommended cutting speed for brass (a copper alloy) at 90 m/min = 1. 5 m/sand the maximum feed per tooth as 0. mm) h) In a surface grinding operation performed on hardened plain carbon steel, the grinding wheel has a diameter = 200 mm and width = 25 mm. The wheel rotates at 2400 rev/min, with a depth of cut (infeed) = 0. 05 mm/pass and a crossfeed = 3. 50 mm. The reciprocating speed of t he work is 6 m/min, and the operation is performed dry. Determine ; i) the length of contact between the wheel and the work, ii) the volume rate of metal removed. iii) If there are 64 active grits/cm2 of wheel surface, estimate the number of chips formed per unit time. (10 marks)

Comment The Five Minds of a Manager Essay

The Five Minds of a Manager the five aspects of the managerial mind—has proved not only powerful in the classroom but insightful in practice, as we hope to demonstrate in this article. We’ll first explain how we came up with the five managerial mind-sets, then we’ll discuss each in some depth before concluding with the case for interweaving the five. The Five Managerial Mind-Sets Jonathan Gosling is the director of the Centre for Leadership Studies at the University of Exeter in Exeter, England. Henry Mintzberg is the Cleghorn Professor of Management Studies at McGill University in Montreal and the author of the forthcoming book Managers Not MBAs from Berrett-Koehler. The International Federation of Red Cross and Red Crescent Societies, headquartered in Geneva, has a management development concern. It worries that it may be drifting too far toward a fast-action culture. It knows that it must act quickly in responding to disasters everywhere—earthquakes and wars, floods and famines—but it also sees the need to engage in the slower, more delicate task of building a capacity for action that is careful, thoughtful, and tailored to local conditions and needs. Many business organizations face a similar problem—they know how to execute, but they are not so adept at stepping back to reflect on their situations. Others face the opposite predicament: They get so mired in thinking about their problems that they can’t get things done fast enough. We all know bureaucracies that are great at planning and organizing but slow to respond to market forces, just as we’re all acquainted with the nimble companies that react to every stimulus, but sloppily, and have to be constantly fixing things. And then, of course, there are those that suffer from both afflictions—for example, firms whose marketing departments are absorbed with grand positioning statements while their sales forces chase every possible deal. Those two aspects establish the bounds of management: Everything that every effective manager does is sandwiched between action on the ground and reflection in the abstract. Action without reflection is thoughtless; reflection without action is passive. Every manager has to find a way to combine these two mindsets—to function at the point where reflective thinking meets practical doing. But action and reflection about what? One obvious answer is: about collaboration, about getting things done cooperatively with other people—in negotiations, for example, where a manager cannot act alone. Another answer is that action, reflection, and collaboration have to be rooted in a deep appreciation of reality harvard business review †¢ november 2003 in all its facets. We call this mind-set worldly, which the Oxford English Dictionary defines as â€Å"experienced in life, sophisticated, practical. † Finally, action, reflection, and collaboration, as well as worldliness, must subscribe to a certain rationality or logic; they rely on an analytic mind-set, too. So we have five sets of the managerial mind, five ways in which managers interpret and deal with the world around them. Each has a dominant subject, or target, of its own. For reflection, the subject is the self; there can be no insight without self-knowledge. Collaboration takes the subject beyond the self, into the manager’s network of relationships. Analysis goes a step beyond that, to the organization; organizations depend on the systematic decomposition of activities, and that’s what analysis is all about. Beyond the organization lies what we consider the subject of the worldly mind-set, namely context—the worlds around the organization. Finally, the action mind-set pulls everything together through the process of change—in self, relationships, organization, and context. The practice of managing, then, involves five perspectives, which correspond to the five modules of our program: †¢ Managing self: the reflective mind-set †¢ Managing organizations: the analytic mind-set †¢ Managing context: the worldly mind-set †¢ Managing relationships: the collaborative mind-set †¢ Managing change: the action mind-set If you are a manager, this is your world! Let us make clear several characteristics of this set of sets. First, we make no claim that our framework is either scientific or comprehensive. It simply has proved useful in our work with managers, including in our master’s program. (For more on the program, see the sidebar â€Å"Mind-Sets for Management Development. †) Second, we ask you to consider each of these managerial mind-sets as an attitude, a frame of mind that opens new vistas. Unless you get into a reflective frame of mind, for example, you cannot open yourself to new ideas. You might not even notice such ideas in the first place without a worldly frame of mind. And, of course, you cannot appreciate the buzz, the vistas, and the opportunities of actions unless you engage in them. Third, a word on our word â€Å"mind-sets. † We page 2 The Five Minds of a Manager do not use it to set any manager’s mind. All of us have had more than enough of that. Rather, we use the word in the spirit of a fortune one of us happened to pull out of a Chinese cookie recently: â€Å"Get your mind set. Confidence will lead you on. † We ask you to get your mind set around five key ideas. Then, not just confidence but coherence can lead you on. Think, too, of these mind-sets as mind-sights—perspectives. But be aware that, improperly used, they can also be mine sites. Too much of any of them—obsessive analyzing or compulsive collaborating, for instance—and the mind-set can blow up in your face. Managing Self: The Reflective Mind-Set Managers who are sent off to development courses these days often find themselves being welcomed to â€Å"boot camp. † This is no country club, they are warned; you’ll have to work hard. But this is wrongheaded. While managers certainly don’t need a country club atmosphere for development, neither do they need boot camp. Most managers we know already live boot camp every day. Besides, in real boot camps, soldiers learn to march and obey, not to stop and think. These days, what managers desperately need is to stop and think, to step back and reflect thoughtfully on their experiences. Indeed, in his book Rules for Radicals, Saul Alinsky makes the interesting point that events, or â€Å"happenings,† become experience only after they have been reflected upon thoughtfully: â€Å"Most people do not accumulate a body of experience. Most people go through life undergoing a series of happenings, which pass through their systems undigested. Happenings become experiences when they are digested, when they are reflected on, related to general patterns, and synthesized. † Unless the meaning is understood, managing is mindless. Hence we take reflection to be that space suspended between experience and explanation, where the mind makes the connections. Imagine yourself in a meeting when someone suddenly erupts with a personal rant. You’re tempted to ignore or dismiss the outburst—you’ve heard, after all, that the person is having problems at home. But why not use it to reflect on your own reaction—whether em- Mind-Sets for Management Development In 1996, when we founded the International Masters Program in Practicing Management with colleagues from around the world, we developed the managerial mind-sets as a new way to structure management education and development. Managers are sent to the IMPM by their companies, preferably in groups of four or five. They stay on the job, coming into our classrooms for five modules of two weeks each, one for each of the mindsets, over a period of 16 months. We open with a module on the reflective mind-set. The module is located at Lancaster University in the reflective atmosphere of northern England—the nearby hills and lakes inspire reflection on the purpose of life and work. Then it is on to McGill University in Montreal, where the grid-like regularity of the city reflects the energy and order of the analytic mind-set. The worldly mind-set on context comes alive at the Indian Institute of Management in Bangalore, where new technologies jostle ancient traditions on the crowded streets. Then comes the collabora- harvard business review †¢ november 2003 tive mind-set, hosted by faculty in Japan, where collaboration has been the key to managerial innovations, and Korea, where alliances and partnerships have become the basis for business growth. Last is the action mind-set module, located at Insead in France, where emerging trends from around the world convert into lessons for managerial action. So our locations not only teach the mindsets but also encourage the participating managers to live them. And so have we, in the very conception of the program. Our approach to management development is fundamentally reflective. We believe managers need to step back from the pressures of their jobs and reflect thoughtfully on their experiences. We as faculty members bring concepts; the participants bring experience. Learning occurs where these meet—in individual heads, small groups, and all together. Our 50-50 rule says that half the classroom time should be turned over to the participants, on their agendas. The program is fully collaborative all around. There is no lead school; much of the organizational responsibility is distributed. Likewise, the faculty’s relationship with the participants is collaborative. And faculty members work closely with the participating companies, which over the past eight years have included Alcan, BT, EDF Group and Gaz de France, Fujitsu, the International Red Cross Federation, LG, Lufthansa, Matsushita, Motorola, Royal Bank of Canada, and Zeneca. We think of our setting as being especially worldly, because the participating managers and faculty host their colleagues at home, in their own cultures, and are guests abroad. We also believe that the program’s reflective orientation allows us to probe into analysis more deeply than in regular education and work. Finally, our own purpose is action: We seek fundamental change in management education worldwide—to help change business schools into true schools of management. page 3 The Five Minds of a Manager These days, what managers desperately need is to stop and think—to step back and reflect thoughtfully on their experiences. barrassment, anger, or frustration—and so recognize some comparable feelings in yourself? Your own reaction now becomes a learning experience for you: You have opened a space for imagination, between your experience and your explanation. It can make all the difference. Organizations may not need â€Å"mirror people,† who see in everything only reflections of their own behavior. But neither do they need â€Å"window people,† who cannot see beyond the images in front of them. They need managers who see both ways—in a sense, ones who look out the window at dawn, to see through their own reflections to the awakening world outside. â€Å"Reflect† in Latin means to refold, which suggests that attention turns inward so that it can be turned outward. This means going beyond introspection. It means looking in so that you can better see out in order to perceive a familiar thing in a different way—a product as a service, maybe, or a customer as a partner. Does that not describe the thinking of the really successful managers, the Andy Groves of the world? Compare such people with the Messiers and Lays, who dazzle with great mergers and grand strategies before burning out their companies. Likewise, reflective managers are able to see behind in order to look ahead. Successful â€Å"visions† are not immaculately conceived; they are painted, stroke by stroke, out of the experiences of the past. Reflective managers, in other words, have a healthy respect for history—not just the grand history of deals and disasters but also the everyday history of all the little actions that make organizations work. Consider in this regard Kofi Annan’s deep personal understanding of the United Nations, a comprehension that has been the source of his ability to help move that complex body to a different and better place. You must appreciate the past if you wish to use the present to get to a better future.

Immanuel Kant Metaphysics of Morals Essay

Kant argued that moral requirements are based on a standard of rationality he dubbed the â€Å"Categorical Imperative† (CI). Immorality thus involves a violation of the CI and is thereby irrational. This argument was based on his striking doctrine that a rational will must be regarded as autonomous, or free in the sense of being the author of the law that binds it. The fundamental principle of morality ? the CI ? is none other than this law of an autonomous will. Thus, at the heart of Kant’s moral philosophy is a conception of reason whose reach in practical affairs goes well beyond that of a Humean ?slave’ to the passions. Moreover, it is the presence of this self-governing reason in each person that Kant thought offered decisive grounds for viewing each as possessed of equal worth and deserving of equal respect. In Kant’s terms, a good will is a will whose decisions are wholly determined by moral demands or as he refers to this, by the Moral Law Kant’s analysis of commonsense ideas begins with the thought that the only thing good without qualification is a ? good will’. While the phrases ? he’s good hearted’, ? she’s good natured’ and ? she means well’ are common, ? the good will’ as Kant thinks of it is not the same as any of these ordinary notions. The idea of a good will is closer to the idea of a ? good person’, or, more archaically, a ? person of good will’ The basic idea is that what makes a good person good is his possession of a will that is in a certain way ? determined’ by, or makes its decisions on the basis of, the moral law The idea of a good will is supposed to be the idea of one who only makes decisions that she holds to be morally worthy, taking moral considerations in themselves to be conclusive reasons for guiding her behavior. This sort of disposition or character is something we all highly value. Kant believes we value it without limitation or qualification. First, unlike anything else, there is no conceivable circumstance in which we regard our own moral goodness as worth forfeiting simply in order to obtain some desirable object Second, as a consequence, possessing and maintaining one’s moral goodness is the very condition under which anything else is worth having or pursuing. Intelligence and even pleasure are worth having only on the condition that they do not require giving up a commitment to honor one’s fundamental moral convictions In Kant’s terms, a good will is a will whose decisions are wholly determined by moral demands or as he refers to this, by the Moral Law A holy ordivine will, if it exists, though good, would not be good because it is motivated by thoughts of duty. argues that a dutiful action from any of these motives, however praiseworthy it may be, does not express a good will and other outcomes of lawful behavior. Indeed, we respect these laws to the degree, but only to the degree, that they do not violate values, laws or principles we hold more dear. Yet Kant thinks in acting from duty that we are not at all motivated by a prospective outcome or some other extrinsic feature of our conduct. We are motivated by the mere conformity of our will to law as such Kant holds that the fundamental principle at the basis of all of our moral duties is a categoricalimperative. It is an imperative because it is a command (e. g. , â€Å"Leave the gun. Take the cannoli.†) More precisely, it commands us to exercise our wills in a particular way, not to perform some action or other. It is categorical in virtue of applying to us unconditionally, or simply because we possesses rational wills, without reference to any ends that we might or might not have. It does not, in other words, apply to us on the condition that we have antecedently adopted some goal for ourselves. Kant’s first formulation of the CI states that you are to â€Å"act only in accordance with that maxim through which you can at the same time will that it become a universal law. † First, formulate a maxim that enshrines your reason for acting as you propose. Second, recast that maxim as a universal law of nature governing all rational agents, and so as holding that all must, by natural law, act as you yourself propose to act in these circumstances. Third, consider whether your maxim is even conceivable in a world governed by this law of nature. If it is, then, fourth, ask yourself whether you would, or could, rationally will to act on your maxim in such a world. If you could, then your action is morally permissible. Kant held that ordinary moral thought recognized moral duties toward ourselves as well as toward others. Hence, together with the distinction between perfect and imperfect duties, we recognize four categories of duties: perfect duties toward ourselves, perfect duties toward others, imperfect duties toward ourselves and imperfect duties toward others Kant’s example of a perfect duty to others concerns a promise you might consider making but have no intention of keeping in order to get needed money At the heart of Kant’s moral theory is the position that rational human wills are.