Is Iran planning to build nuclear weapons See GI 2012, page 18, or GI Research Paper

Is Iran planning to build nuclear weapons See GI 2012, page 18, or GI 2013 page 203 - Research Paper Example This show, Iran does not aim at building the stockpile that would be dangerous and hazardous to the global peace and regional security. The original traces come forth in form of the U.S supported government that was in place in Iran in the 1950s after a coup that took place in 1953 (Dabashi, p 73)). Although at that point, the United States of America facilitated it based on the need for civilian purposes, yet with time the role and intentions towards building this stockpile grew suspiciously awkward. In the post 1979 Iranian scenario, Iran has had a mixed reaction towards the acquisition of nuclear arsenal. Considering the Islamic outlook of the government, the official policy maintained by the government stated that the actions and building of the nuclear arsenal is against the values and spirit of Islam, for it causes direct damage and destruction to humanity, it therefore was officially declared that Iran does not aim following the nuclear ambitions (Parsi, p. 144). However, time and again the indications have been such that Iran is pursuing the silent acquiring of the nuclear stock pile. This has been reported number of times in the intelligence reports that have been collected based on the evidences and other factors through the works of the intelligence agencies. The large number of nuclear power plants and some of them are underground and have not been declared publically, this fact castes aspersion over the Iran’s intentions and brings about suspicion with regard to its actual motives behind the overall nuclear conundrum created. In the presence of such large number of nuclear power plants, one of the most critical one controversial one that has raised eye brows is that of Bushehr 1 reactor which has been built in association with Russia(Cordesman and Seitz ¸p 219). It has been center of attention for the West and they suspect it is center to military

The Crucible - Abigail Essay Example for Free

The Crucible Abigail Essay The character who I would find the most interesting to play in The Crucible is Abigail. There are many ways in which Miller has made her an interesting and complex character to act as, including her change in power over the stage, her role as a cruel and merciless character, the fact you can relate her to a real historical figure and the audiences ability to see a slightly softer side to her at some points in the play and question their opinions of her. The first way in which Miller makes Abigail an interesting character to play is the way in which her control over the stage and the audience changes throughout the play. There are times when she shown as a very strong and manipulative character and has great presence, for example in the yellow bird scene where she leads all the other girls in preventing Mary Warren from telling the truth. The words are full of malice, for example when she first mentions Marys name and says Envy is a deadly sin Mary. Even though she has been lying and sinning throughout the play, the uses of the words deadly and sin show us that she is very good at manipulating the situation to her advantage by planting these malicious words into peoples heads. She is made to sound very threatening but at the same time she is saving herself, not minding getting others into trouble. However, in contrast to this, there are times in the play where Miller shows some of Abigails power slipping away from her and she is not able to play with the mind of the person she is talking to. A good example of this is where she is talking to Proctor near the beginning of the play and is trying to convince him that he still loves her. The words Miller has given her show her clutching at straws as she tries everything she knows, for example trying to be seductive when she says Give me a word John, a soft word. When this doesnt work, she is shown as getting even more desperate, finally shouting out John, pity me, pity me! These two examples show her in very different stages of power. I think this would be interesting to play as you would both be able to hold the stage at some points but also be able to play a character with some depth and show her scrabbling for any power she can when she does not get her way. Carrying on from this, another interesting part of playing Abigail would be the sheer power that she has over the audience during the play. She is almost always the centre of attention whenever she possibly can be and the audience are never completely sure whether they should be pitying her or being very suspicious of her. From the start we can see through the stage directions that Abby is meant to have a remarkable skill for dissembling, however the audience do not see this and so they go through the play wondering what to really think of her. She acts very sweet and innocent at the beginning and it would be enjoyable for the actress to play this knowing that she is in fact deceiving the audience. Later on in the play she could be played showing more twistedness, for example when she is playing the yellow bird scene and making remarks at Mary Warren whom we trust and believe isnt a witch, so by then the audiences sympathies will have moved and the actress playing Abigail can really show them how bitter her character is.

Factors in organisations that would influence choice of leadership styles

Factors in organisations that would influence choice of leadership styles Identify factors in organisations that would influence choice of leadership styles and explain why leadership styles are likely to positively affect team building Leadership styles are currently different across the globe, especially between Asia and America. Culture makes the way how things are done, but less so what is done. The differences of styles in different parts of world clearly reflect the stage of development of the economies, like companies of Asia. As Asian companies seek access to global capital markets, they will move toward professional managers who will employ leadership styles most likely to those now used in the United States and Europe. Mostly Asian companies rely more on professional employees, and as professional services become of more importance in Asian economies, there will be less autocratic style of leadership and more participative and even empowered style of leadership will emerge. Asian leadership will show more resemblance to that of the West. But significant cultural differences will remain unchanged causing economic and geopolitical rivalries within Asia and between Asian countries and the West will continue and perhaps grow. Family and political connections: Cultural differences are very important, For example, family leadership of business which passes by one generation to another, including in large companies, occurs in very similar ways in both parts, East and West, but is more common in Asia. Li Ka-shing ( Hong Kong-based Hutchison Whampoa and Cheung Kong holding group), for instance, runs his business closely and is planning to pass the leadership of his firms to his two sons. Similarly, in America the heads of some largest firms, both publicly held and private, belong to the families that founded the firms, but there is less freedom of action for executives and boards in America than in Asia. But in America, more commonly firms are run by professional managers who are replaced by other professional managers, either as result of retirement or of replacement by the board of directors of the firm. The better companies have much sophisticated programs for developing executives within the firm, and in most cases, choose a next chief executive officer from among them. In Asia, succession in most cases is passed on to the siblings. In Lis case, he is passing it to his sons, while Jack Welch chose to groom CEOs for General Electric. To a significant level, large American firms are at a higher stage of development than many Asian firms, they have passed from founders family leadership to professional management and to capital obtained from the capital markets rather than obtained from government directly or indirectly or from family sources, in this transition they have adopted particular styles of leadership responsive to boards often led by outside directors. It is possible, but not certain, that Asian firms as they develop, follow this evolutionary path. In Asia political connections so important for top business leaders as compared to Western countries, whether in democracies or one-party states are not unknown but are much less important in America and Europe. It is a common characteristic of Asian top executives that they have strong connections that are important to their businesses. In America, the CEOs of very large firms often have less or no direct connections to top politicians-the government is treat ed at arms length and business is done by business people. There are some off course, and there is deep political involvement, but it is much less common than in Asia. Furthermore, leadership is of three levels where team is the base of it, so as a result of this all leadership styles affect in positively towards team building. With reference a relevant leadership model, explain how an organisations working practices could be improved, by collecting feedback from others. Assumptions: Involvement of people working in organization for decision-making improves the understanding of the issues. People are more committed to actions when they have involved in the relevant decision-making. People become less competitive and more collaborative when they work on joint goals. When people make decisions together, the social commitment between them is greater and thus increases their commitment to the decision. Several brains deciding together make better decisions than on brain alone, for such situation participative leadership style is widely used. Style: A Participative Leader, instead of taking autocratic decisions, seeks to involve other people in the decision making, possibly including subordinates, colleagues, superiors and other stakeholders. Often, however, as it is within the managers control to give or deny control to his or her subordinates, most participative activity is within the immediate team. The question of how much influence others are given in the process of decision making, may vary on the managers preferences and beliefs, and a whole spectrum of participation is possible. Businesses in the world need to focus greatly on smarter working practices in order to remain competitive in the global economy and to prosper, leading experts have claimed. Most business leaders acknowledge that smarter working practices will help to improve staff wellbeing and make businesses more inclusive. In particular, experts say that it is necessary to reduce the average length of the working week in the organizations, as well as cutting down commuting time. Both of these things always lead to worker stress and ill health. Some experts also say that technology could play an important role in helping to improve working practices in the in todays worstile and sophisticated business. Recently in UK, figures from the Office for National Statistics were published which showed that broadband internet connections have helped the number of home workers increase by 18 per cent over the last nine years in this decade. Similarly, data from BT Business recently indicated that faster internet connections had helped the bosses of small businesses achieve a better work-life balance. Explain why it is so important to make effective and efficient use of your teams knowledge and skills while planning to achieve work objectives TEAM EFFECTIVENESS The importance of work teams appears to be gaining strength as jobs get long and complicated, organizational structures get more complex, and more and more companies become multi-national in scope . In todays corporate environment, it appears the team not the individual holds the key to business success. DREAM EFFECTIVENESS As companies restructure, downsize, and reinvent themselves, the new roles being created which often tend to be team-oriented. Organizations are becoming flatter, leaner, and more agile and efficient. A prominen and most commont feature of effectiveness today is satisfying customer needs. Many jobs and projects are becoming increasingly complex, less time available for completion, and global in scope due to fast changing business world. All these factors collectively are making it increasing difficult for one person to perform a single job. Todays workplace uses teams as the basic work unit for example surgical units, airplane crews, research and development teams, production crews. Although teams are found everywhere in organizations but most employee related functions are individualized (e.g., selecting, training, evaluating, rewarding). Such a disconnection between an organizations need to foster effective teams and its natural tendency to focus on the individual employee can create many problems. In addition, some research suggests a key reason why some teams fail is that employees are not well prepared to make the transition from individual contributor to team member. One of the keys to develope high performing teams is to remember that successful teams do not simply happen. They take much effort and time. They take proper guidance and support from the team leader. They require an organizational culture which enables and enhance team work. To achieve a high level of team performance, we must be knowledgeable about the factors which influence team dynamics and effectiveness. To understand how teams work, many authors have proposed models of team performance. Each of these models presents several variables that the author posits influence the effectiveness of teams. Some of the models highlight group structure and interpersonal dynamics, while others tend to focus on the talent and motivation of individual team members. Still others emphasize factors external to the team itself (e.g., a companys culture). Some models were proposed more than three decades ago in 1970s; some were developed within the past few years. Identify and describe barriers to delegation in the workplace and one mechanism to support delegation in the workplace Managers often have a number of excuses for not delegating: I can do it better myself; My employees just arent capable enough; It takes too much time to explain what I want to be done. The real reason may be the manager is simply too disorganized or inflexible to delegate work effectively. Other barriers to delegation are insecurity and confusion about who is ultimately responsible for a specific task the manager or the employee. Managers cannot sidestep their responsibility to higher ups simply by delegating difficult or unpleasant tasks. They are always accountable for the actions of their employees a fact that makes some managers reluctant to take a chance on delegating. Others fear that delegating reduces their own authority. Still others feel threatened if their employees do too good a job. Some employees on the other hand, want to avoid responsibility and risk. They prefer that their managers make all the decisions. These barriers can be overcome if managers follow certain guidelines for effective delegation. Supportive elements for delegation: Factors from manager point of view: An   effective and   talented   manager   would   delegate, who   has   interest   in   developing   the   subordinates. An overload   of   work   could also   force   a   manager to delegate decision making power. The   task   may   Ã‚  recur   in   the   future or   frequently The   Tasks in   hand   are  critical for long-term success   Ã‚  and   genuinely do need your attention The   subordinates   have   the   necessary   experience, expertise   Ã‚  to handle   the   Ã‚  tasks and ability that could help manager and other higher officials . The tasks timelines and deadlines, for example. i : How much time is there available to do the job? ii: Is there time to do the job all again if its not done properly the first time? iii: What are the possible consequences of not completing the job on time? iv: Your expectations or goals for the   task(s) v: How important is it that the results generated are of the highest possible standard and quality? vi: Is an adequate result good enough? vii: Would a failure be crucial? Viii: How much would failure impact other things? FACTORS FROM   Ã‚  THE STAFF POINT of view:   Ã‚   The   Ã‚  staff has the expertise to complete the job. The delay is acceptable, if the staff cant complete. The staff is keen to take the opportunity to grow/ develop. Explain techniques that could be used to monitor the outcomes of delegation in the workplace After the process of delegation is completed then comes the measurement stage of its outcomes and mostly same techniques are used for measurement, which are often used to measure the performance at a broader level, for company performance. Same 8 step process is used for the outcomes of delegation which is most commonly used as performance measurement. To evaluate how the subordinates are performing, for this some targets are set before the delegation, as goals are set for organisation this stage is of two parts, data about the performance of subordinates and the benchmark. To control the things to ensure that subordinates are doing the right things. Today managers do not control their subordinates mechanically (measurement of time-and-motion for control as during Taylor) as couple of decades they used to, but managers still use different measures to control, while allowing some space for freedom in the workforce. Organisation create measurement systems that involve particular actions they want to be executed by branch employess. Then they want to measure the performance to see whether the employees have taken those actions. Officials need to measure behavior of individuals (subordinates in this case) then compare this performance with requirements to check who has and has not complied. Often such requirements are described only as guidelines. Do not be fooled. These guidelines are legally requirements and those requirement are designed to control the things. This measurement of meeting with these requirements is the mechanism of control. To budget the process of any kind is sometime answer to improving performance for example providing better technological equipments could improve the performance. To motivate subordinates after giving significant goals to achieve and then using measurements of performance for better outcomes. Motivation is one of three elements of performance; ability and environment. To celebrate the accomplishments keep subordinates tie together and give them a sense of their individual as well as collective relevance, celebration also helps in performance improvement because it brings attention to the goals and promotes competence and attracts resources. To promote, at broader level of company performance managers convince political superiors, stakeholders, journalists, and citizens that their company is doing good job but to monitoring the delegation outcomes this stage is used to promote the work of subordinates. To learn from the delegation is also a very important stage, this involves that how whether it has brought desired results or not. This stages data is also very useful in future decision making. To improve the things that we learned at previous stage, this means to identify places that need improvements.

The Fear of Science :: Scientific Essays Papers

The Fear of Science My whole life I have loved science. The fact that people, mankind, has the ability to invent things that make our world better, easier, or even worse off amazes me. I am absolutely astounded by science. Every single aspect of science is fascinating, from cancer research to the periodic table of elements, all is so interesting. Why people abandon, reject or have no interest in science is a question that I propose. Is it because they purely do not care? Or maybe it is fear. Resistance to science is born of fear (Bishop 241). This quote by J. Michael Bishop is a great example of why the world often avoids science. I feel that science is something that people often take for granted. Science is very significant to me because it is my major. I want to be a nurse practitioner and that is based on anatomy and biology. These two sciences are based on the human body, which is an amazing machine. Through science we have been able to learn more about our bodies. We now know how our bodies work, why they shut down and how to help when it does. The research done based on the human body has given us medicines to live longer and have a more fulfilling life. With the study of the human body we also know what is bad for us, like smoking and drinking, and what is good for us, like exercise and a balanced diet. These things should be significant to everyone because without the knowledge, our lives would be shorter than they already are. Science has helped us in many ways. Along with studying our bodies, it has provided insight on how the world and universe works. We know why volcanoes erupt and how earthquakes happen. This knowledge is helpful to us because we can prepare for natural disasters. Another thing that science has given to our society is technology. I feel that the two go hand in hand. From electricity to cell phones, all have been developed by science. Computers are also a part of our daily life and make things much easier for us. Our society does not appreciate scienc e the way it should, rather it just raises the expectations of science. Yet despite these proud achievements, science today is increasingly mistrusted and under attack (Bishop 237). Bishops quote clearly shows that science is taken for granted.

Phenemenology, Ethnography, and Grounded Theory

In the field of marketing, qualitative methods had to strive to gain a foothold against quantitative methods. Qualitative methods have had the disadvantage of being considered less objective and non-systematic. Such views urged researchers to establish methodologies apt to reflect the integrity of qualitative methods.This paper will discuss three methodologies utilized in the field of marketing: phenomenology, ethnography, and grounded theory. Each of these will be identified and later compared with each of the others. In doing so, a better understanding of the scope and application of these methodologies is hoped to be attained.Key Characteristics of the Three MethodsPhenomenologyPhenomenology is a critical reflection on immediate experience and attempts to uncover the features of such (Goulding 2005). It therefore discounts subconscious underpinnings of conscious experiences and attempts to deconstruct the meaning of such experiences at face value.The view is that what we take as l atent meanings are actually reflected in manifest experiences as our realities are in actuality constructed (Schipper 1999). What phenomenology attempts to grasp in its study is the deeper meaning of the lived experience in terms of the individual's relationship with time, space, and personal history (Goulding 2005).Phenomenology gains basis on several assumptions. First, is assumed that persons approach life with stored knowledge which engenders familiarity with given situations (Goulding 2005). However, this knowledge is always incomplete and thus constantly open-ended. Individuals have the capacity however to communicate their experiences with others.Here we come to the second assumption, that language, being the medium of communicating meaning, already establishes a relationship between the individual experience and the object of experience (Goulding 2005).As a result, the common meanings of words are taken as regards what are actually pertained to. Considering that experiences are always open-ended there is an infinite stream of words and concepts that may be used to define particular situations.This allows for the putting aside of the subconscious analysis of text. In the analysis of such data on face value another premise emerges as support, that of a level of commonality among persons thereby affirming the stability of language constructs as communicated to others (Goulding 2005).Should it be the case that present language no longer serves to reflect the lived out experience, individuals may always draw on novel words or metaphors (Schipper 1999).The process of sampling in phenomenology is purposive as data is deemed to be collected from only one source, individuals who have actually gone through the subject experience in the study. Upon collection of the data gathered, texts are read through as a whole or in full (Goulding 2005).After gaining a sense of the holistic portrayal of the text, patterns and differences are sought in the different accounts, a process called intertextuality.The strategy is utilized in order to broaden the analysis to include a wider range of considerations that aid the researcher to form a comprehensive interpretation.Generalizations at a theoretical level are not attempted by phenomenologists as they do not consider themselves theorists. However, recontextualisation is practiced through the sensitisation of previous works as a result of writing and rewriting thus providing the researcher with more universal insights as to established theories.EthnographyEthnography has its roots in cultural anthropology. It is the full or partial description of a group as a means of identifying commonalities (Goulding 2005). The driving philosophy behind ethnography is a concern for the nature, construction and maintenance of culture (Goulding 2005).The detached researcher is thus dispelled by such methodology as the researcher is forced to immerse himself in the field and is required to accommodate the native understa nding with his own scientific background (Stanton 2005).The aim of ethnographers is to surpass what people say and to look at the culture itself. The application necessarily entails prolonged interaction with member of the particular group being studied in order to find holistic explanations.The process of ethnography focuses on field work as it is necessary that group members be observed in their natural setting. Of importance is the attainment of the genuine narrative of natives to a particular culture. Such data is the ultimate objective of ethnography in a given locality.The reflexive nature of ethnography, while constraining it to adapt to the changes undergone in cultural settings, enables it to utilize different media of recording data. Yet ethnography holds no presumptions regarding the face value of data collected. All data need to be verified and tested for validity as they are taken as mere inferences from which patterns of hypotheses may be identified (Goulding 2005).The process is delineated from the starting point of content analysis. Content analysis is the process of scrutinizing a text and labeling parts of the same based on established concepts (Goulding 2005).There are two perspectives which may be applied in the analysis of data. The emic perspective is from the insider viewpoint and is considered the very heart of the culture while the etic perspective is the outsider view drawing from scientific perspectives (Goulding 2005).An ethnographer may be said to have comprehended the subject of the study when he is able to provide the emic perspective from the data gathered. It is assumed that the language of scientific researcher is not sufficient to communicate the experience of the subjects of study (Stanton 2005).After analysis, synthesis is then made through the pooling of the data and the integration of the constructed categories. Given that the established concepts thus far are largely context relative, recontextualisation is needed and is the last step of the process.This final step provides for the abstraction of conclusions to such a level that they are externally valid and generalizable thus producing new or expanded theories (Stanton 2005).

Kot Task 1

Running Head: Active Leadership 1 Active Leadership in The Interdisciplinary Team KOT 1 Task 1 November 18, 2012 Running Head: Active Leadership 2 Leadership Strategies It is a fact that in order to produce a favorable client outcome, we seek guidance from our leaders. There are times when a nurse assumes a leadership role while not formally possessing that title. Two strategies for a nurse on an interdisciplinary team to exhibit are assuming a leadership attitude and acting as a mentor. Assuming a leadership attitude involves effective communication.To gain respect in an interdisciplinary group, one must give it as well. Feedback should be encouraged to allow fellow members to feel connected to the group. Leadership attitude involves setting the tone for teamwork to evolve. Respecting and valuing other team member’s opinions impacts their contribution to the goal at hand. When problems arise, it is essential that interdisciplinary groups work as a unit. Team members respect t hose individuals that exhibit a sense of mentorship. Mentors play an important role as they contribute both knowledge and experience.Mentors serve as good resources when issues and concerns need to be addressed. Running Head: Active Leadership Active Involvement 3 Clients benefit when interdisciplinary teams interact. Nurses must be actively involved to ensure that specific goals are met. In patient care, there are many types of staff involved. Every team member plays a vital role and must be respected. A nurse’s role in the plan of care is important. The nurse presents data like lab work, diagnostic tests and nursing assessments. This information is important in acquiring a common goal.Contributing Position Nurses often find themselves in a position where they can actively contribute in an interdisciplinary team. Two ways they can contribute are as patient advocates and educators. There are times when nurses may enlighten other team members to specific items such as lab work and diagnostic tests. A good example of patient advocacy is during a surgical procedure. While a client is under general anesthesia, the nurse serves as the clients advocate and care giver because they cannot fend for themselves.These contributions are vital in adding to the plan of care formulated by the interdisciplinary group. Running Head: Active Leadership 4 Culture of Safety Unfortunately, mistakes in healthcare can and will continue to occur. Healthcare providers may obtain a level of reduction in mistakes by contributing to a â€Å"culture of safety†, as indicated by J. Roughton (July 02, 2008). There are many examples of the idea of promoting a safetyinfluenced environment in a healthcare setting. One example comes to mind while considering the four characteristics of a culture of safety as indicated by A. Frankel and M.Leonard (2011). During a surgical procedure an operating room attendant notices that a sharps container is full. His job description does not entail the disposal of sharps. He decides that the issueat-hand must be addressed. He knows that because of active leadership, there is an air of comfort in expressing his concerns. Fear is reduced as his concerns are received openly and respectfully because of the psychological safety. Recourse is eliminated, as fairness is present in the system. Because of transparency, other team members will utilize the information to improve the decision making process.Running Head: Active Leadership 5 References Frankel, A. MD, Principal, Pascal Metrics Inc. Institute for Healthcare Improvement. Lesson ! : The Power of speaking up. PS 106: Introduction to the Culture of Safety p. 4 (2011). Michael, L. MD, Principal, Clinical Group, Pascal Metrics Inc. Institute for Healthcare Improvement. Lesson ! : The Power of speaking up. PS 106: Introduction to the Culture of Safety p. 4 (2011). Roughton, J (July 2, 2008). Characteristics of a Culture of Safety [web blog]. Retrieved from http://www. emeetingplac e. com/safetyblog/2008/07/02