Affirmative action = discrim. essays

Affirmative action = discrim. essays Affirmative Action Endorses Discrimination Most people agree that the discrimination is a bad thing. The word carries a negative connotation. Therefore, the government should not put any laws or quotas in place that discriminate against its citizens. Yet affirmative action does just that. How can the government rationalize a policy to officially discriminate against people by race for special treatment (Graglia 47)? When politicians first conceived the idea of affirmative action, the intention was to promote equality and ensure that race was not a concern when hiring an employee. In JoAnn Bren Guernseys words, Affirmative action is a term used to describe techniques to remedy the effects of existing and past discrimination and to end such discrimination (8). In theory, affirmative action is an outstanding policy, but in reality, it inversely shows prejudice towards deserving and qualified white males. Affirmative action hinders equality in the workplace. Affirmative action officially started gaining popularity in the early 1960s. Discrimination against blacks was still rampant in the South, and the rest of the nation wanted to change that. Guernsey states, The term affirmative action was probably first used and linked to civil rights by President John F. Kennedy shortly after he took office in 1961 (30). Kennedy created the Equal Employment Opportunity Commission, which said the construction industry should hire employees without regard to their race, creed, color, or national origin (31). This idea was widely accepted. Kennedy thought, if the government banned discrimination, it could create a level playing field (32). Several decades later, President George H. Bush was pressured to sign the Civil Rights Act of 1991 (43). He was incorrect; not all potential employees are on a level playing field. Sadly, race is slowly taking precedence over qualif...

Electrochemical Process of Anodizing Aluminum †Science Essay

Electrochemical Process of Anodizing Aluminum – Science Essay Free Online Research Papers Electrochemical Process of Anodizing Aluminum Science Essay In the 1920’s, aluminum quickly became one of the most important metals in the world due to its lightweight, strength, fabrication flexibility and durability. Shortly after, anodizing was developed to provide the alloy with an extremely hard, durable, corrosion resistant finish that was long lasting. After reading this paper, you will easily understand the anodizing process and why it makes for such a good finish on nearly all alloy metals. Anodizing also has many benefits with very few by-products and is very cost effective. You may ask yourself, what is anodizing and how is it accomplished? To simplify the process, anodizing is nothing more than an electrochemical process by which aluminum is converted into and aluminum oxide on the surface of a part. The process is fairly simple involving of an anodizing solution usually made of sulfuric acid. A cathode is placed to the negative terminal of a voltage source and placed in the solution, while an aluminum piece is connected to the positive voltage source and placed in the acidic solution. When the circuit is turned on, the oxygen in the acidic solution will be removed from the water molecules and combine with the aluminum on the part to form an aluminum oxide coating. The resultant finish increases corrosion resistance; increases wear resistance, can be colored through dying, and is also an excellent base for primer or other secondary coatings. Over the last few decades, many different types of anodizing processes have been developed, but there are three main variations used in aluminum anodizing. Chromic anodizing uses a chromic acid electrolyte to yield the thinnest coating out of the three main types of anodizing ranging from .05 to .1 millimeters thick. Chromic anodizing also reduces the fatigue strength of the aluminum less than the other three methods. Sulfuric anodizing produces a coating under 1 millimeter thick that is also more durable than a chromic finish. Sulfuric finishes produce excellent results from dyeing yielding deep and rich colors. The third common process is known as hard coat anodizing. An alloy with a hard coat finish will be the most resistant to wear and usually used in high wear situations. Anodizing is one of the few finishes that satisfy nearly all of the factors that should be considered when considering an aluminum finish. On of the most important factors is durability. Anodized products have an extremely long life span and require very little maintenance. Scars and wear marks from fabrication and handling are almost non-existent and a simple cleaning with mild soap and water usually returns the finish to its original condition. Another reason anodizing has become so popular is because of the many different ways and vibrant colors available to coat an alloy with. Coloring is typically obtained through two different methods. The first method is known as electrolytic coloring and is a two step method. After the alloy is anodized, the metal is immersed in a bath containing inorganic metal salt. Current is applied which deposits the metal salt in the base of the pores. The resultant color is dependant on the material used and the processing conditions. Commonly used metals include tin, cobalt, nickel, and copper. This process is the most versatile and the most technically advanced coloring quality. The second method, known as integral coloring, combines anodizing and coloring to simultaneously form and color the oxide cell. Integral coloring is the most expensive process since it requires significantly more electrical power to produce the same finish. Color coatings are very stable to ultraviolet rays and do not chip or peel. Currently, there are many color options and styles available with anodizing. However, anodizing offers the alloy to retain its metallic appearance unlike painting or powder coating. At first glance, anodizing may appear to be a very dangerous process. However, anodizing is very environmental friendly and relatively safe for human contact. Anodizing uses simple water-based chemicals that can be easily treated and release no harmful by-products. The liquid by-products are recycled and returned to the anodizing process. Solid by-products are separated and extracted for use in the manufacturing of aluminum, baking powder, cosmetics, newsprint, fertilizer, and water purification systems. The main by-product caused from the anodizing process composed primarily of aluminum hydroxide, some aluminum sulfate, and water. However, this by-product is harmless because it contains no significant amounts of heavy metals. Anodizing plants must be well ventilated and workers are carefully trained for acidic material use. Minimal protective equipment is needed and no expensive, heavy, safety equipment is required. Through many decades of work, anodizing has evolved into one of the best finishes available for alloy metals. It may be the durability of the finish, the unmatched adhesion, the vibrant colors, the extreme resistance to corrosion and wear, or the environmentally safe process used to obtain the finish. All of these qualities make anodizing the premier finish and sets the bar to which all other alloy finishes should be compared to. Research Papers on Electrochemical Process of Anodizing Aluminum - Science EssayIncorporating Risk and Uncertainty Factor in CapitalDefinition of Export QuotasBionic Assembly System: A New Concept of SelfOpen Architechture a white paperThe Project Managment Office SystemResearch Process Part OneGenetic EngineeringMarketing of Lifeboy Soap A Unilever ProductThree Concepts of PsychodynamicEffects of Television Violence on Children

THE (ME )IN LEADERSHIP Essay Example | Topics and Well Written Essays - 3000 words

THE (ME )IN LEADERSHIP - Essay Example During the process, I learned to be more critical of myself because this was a necessary requisite of being an effective leader. I learned that â€Å"it is necessary for a â€Å"leader, who possesses a clear self-concept through private self-consciousness, to be more likely to possess a strong purpose-in-life. Having a strong purpose involves consistency in self-identity (i.e., self-concept clarity) (Campbell, 1990 :59; Frankl, 1992). This clear awareness of my â€Å"self† translates to a clearer sense of goal and purpose which will evolve as a Self-Belief. Self-belief which will improve my inner confidence therefore will succeed and overcome any obstacle to achieve the best outcomes for service improvement. I also learned that this â€Å"mirroring as the reflections of self that a group member encounters in other group members, in the group leader, or in the group as a whole (Bion, 1961) harmonizes us within and eliminates discord beginning from perception of how I observe myself through my peers. I learned that this awareness of my â€Å"Self† and environment is a necessary aptitude for leadership in addition to technical competencies. As Gardner (1983) expounds â€Å"expanding on the concepts presented in early intelligence work as well as social intelligence theory, developed a theory of multiple intelligences. ...one of the seven areas of intelligence discussed in multiple intelligence theory, personal intelligence, corresponds to earlier theories such as social intelligence†. This emotional intelligence also provided me with the competencies such as self-awareness, self-regulation, personal motivation, empathy and strong social skills that enable me to be a democratic leader; a leader that involve and commit others not only in achieving a desired result but also the process of achieving it. My belief in democratic leadership was reinforced when Lawler (2001: 16-17) argued that democracy is inevitable, even in the workplace . . . Hi erarchial organizations are simply too inflexible and rigid to compete effectively in today's business environment. They fail to attract the right human capital and to produce the right core competencies and organizational capabilities. As a result, they need to be replaced by lateral forms of organization that rely heavily on teams, information technology, networks, shared leadership, and involved employees . . . [These new organizational forms] will have flat, agile structures, open information, power that moves to expertise, and systems that create knowledge and employees throughout the organization. Democratic leadership â€Å"functions as a means of engendering compliance with dominant goals and values and harnessing staff commitment, ideas, expertise and experience to realizing these† (Woods, 2004). I preferred a democratic process in dealing and decision making because the seeming differences will make us aware of the different perspectives that may be unknown to us be fore. Therefore, better approach and solution to certain issues may crystallize after the free flow of ideas. This has to be understood because â€Å"  understanding and cooperation of superiors, peers, and subordinates, it takes time to build these relationships† (Kayser, 1973;24). In conclusion of the previous module, I learned that to effectively lead and manage others, I must lead and manage my â€Å"Self† first. To direct others, it is imperative that I must have

NEC ECC Contracts Assignment Example | Topics and Well Written Essays - 3000 words

NEC ECC Contracts - Assignment Example General Construction. Contract Principles The Housing Grants, Reconstruction and Regeneration Act 1996 (HGRRA) focuses on payments under a construction contract. Specifically, the Act states that, when a construction contract is for 45 days or more that the party to the construction contract is entitled to installment payments (HGRRA 1996 Â §109). Section 111 of the HGRRA 1996 states that a construction contract shall stipulate the dates of the payments, and when the final sum comes due. Section 112 forms the basis on when and why one party may not pay the other party. Local Democracy, Economic Development and Construction Act 2009 gives further protections to contractors. Another provision of this Act, section 142, appears to address the issue of subcontractors. Specifically, it states that any provision where payment is conditional upon performance of obligations under another contract, or a decision made by another person as to whether the obligations under another contract have been performed, is void. The terms are void, in that the time to make payment to the contractor cannot depend upon the performance of the other contract. This seems to specifically address subcontractors, and any kind of clause which might state that the general contractor will get paid if the subcontractor has performed his duties. The Design of the NEC3 ECC Contract. Main Options. The main options that would be used in this project would be Option C– the reason why Option C is appropriate in this case is because the work is only planned, and there is not an indication that there is a design in place. Option A assumes that there is a design in place, therefore the contractor would provide the works that are described in the contract. In Option B, the employer assumes the risk of the correctness of quantities, because the Contractor is the person who prices the bill of quantities and is responsible for the remeasurement of quantities if not correct. Therefore, this option is not appropriate for a design and build contract, as this contract appears to be. Option D also has a greater risk for the employer, as the target price is adjusted for changes in quantities and for compensation of events. Option E is not appropriate because it is only used when the work is not defined at the outset, and, since the pro ject is defined, this option shouldn't be used as it presents greater risks to the employer. Option F is inappropriate, because this option assumes that subcontactors do most of the work (Yuet, 1993). Option C is appropriate because, while there is a planned project in place, there is not yet a finished design. The employer can provide an activity schedule and the target price can be set according to this schedule. Moreover, costs are minimised to the employer, because the payments are made according to the actual costs that are incurred by the Contractor, and risks are shared by the Contractor and the Employer, because each party shares the burden of over-runs and each party also shares the benefits of savings. This also leads to fewer disputes. Secondary Options There are a number of secondary options which should be used, in order for disputes to be minimized. One of these is, Option P which should be negotiated, as this option provides for additional financial security should th e contractor not complete any part of the works, and other contractors have to complete the works. Option Q might be used as an incentive for the contractor to complete the work early, as Option Q provides for a bonus for early completion. This might be appropriate if the University is motivated to open the centre early for the students to enjoy, especially if this centre is going to be one of the selling points for the University. By the

Empowerment & Strategic Workforce Management Assignment

Empowerment & Strategic Workforce Management - Assignment Example An organization should make sure that the benefits that they accord to their employees are in line with their core values. For example an organization with environmental suitability as its core value should make sure that they give their employees benefits that are environmental suitability oriented. Employee reward plays a huge role in motivation of well performing employees. It makes them want to give more towards the achievement of the organization’s goals. Benefits are also very important in making the employees feel like they are appreciated by the organization and that they are part of it. As a result the organization will be in a position of improving the contribution of its employees to the achievement of the organization’s goals. Through employee development systems, an organization will have the capability of improving the performance ability of their employees. The skills and experience gained during the process would reflect in the overall productivity of an organization’s workforce. Cases when reward systems have failed to provide incentives include those that involved overspending financial resources on rewarding employee (Walker, 2002). Financial compensation is not the only form of reward that can be used in motivating employees. To avoid thi s, an organization might consider blending all the other forms of compensation and makes sure that all are in line with the organization’s goals and abilities. In a business organization, managers should make sure that they are able to strike a balance between their organization’s commitment to systems of control and to empowering employees. On way through which this can be possible is through making sure that various forms of empowerment have to be earned through employees’ performance (Oh, 2009). They can also keep the balance by making sure that they put in

Rewards Influence Comparison Older And Younger Management Essay

Rewards Influence Comparison Older And Younger Management Essay Abstract Due to the increasing lifespan and lower birth rates, the world is facing a new challenging era in regard to managing the labor force. Many organizations are in a process of developing new and strategic policies in retaining and motivating the aging work population. Currently, the largest working generation comprises of Baby Boomers who will retire in the following 10 to 15 year. The increasing amount of older people in the labor market causes a shift in the motivation tools that upper management of any organization makes use of. This research paper focuses on how intrinsic and extrinsic rewards influence the motivation of elderly employees in comparison to younger. Key words: aging workforce, intrinsic and extrinsic rewards, job satisfaction, job motivation, Baby Boomers generation, Xers generation, generational differences. Introduction The issues related to the global aging workforce are growing significantly in the past few years. Research shows that in the next decade, half of the world workforce will consist of above 55 year old employees (Kanfer Ackerman, 2004; Arnone, 2006; Streb, C. K, Voelpel, S. C., Leibold, M. 2008). The current aging generation of Baby Boomers consists of people who are well educated and trained but also they outnumber the following Xers generation. This fact affects the labor market and will force organizations (Arnone, 2006) to employ new strategies when meeting the expectations of their personnel. Research shows that the larger the number of elderly workers the more implications companies will face (Ng, Thomas W. H., Feldman, Daniel C., 2008). The main threats for managers in the knowledge based economies are the rising organizational costs, lack of well trained young personnel and difficulties to support the older employees (Goss, 2001). Preserving the older employees is an asset to an organization due to their knowledge and experience. To maintain and stimulate this group of people, on other hand is a difficult and costly task for the upper management. Rewards are perceived to motivate employees but little is known which type of reward most likely affects the performance of an older employee compared to a younger one (Giancola, 2008). According to Lord Farrington (2006) the retention and level of productivity of an employee is the result of how effectivelly the individual is motivated. Most of the researchers in this field focus on the factors which motivate personnel in general but age is often not taken into account. Little research has been conducted on age differences and factors that stimulate motivation (Lord Farrington, 2006). There is a substantial amount of academic literature which examines the perceived link between employees job expectations and the actual exchanged rewards in return. According to Wallace (2006) the exchanged rewards are highly correlated with job motivation. There are two main types of rewards intrinsic and extrinsic (ODriscoll, Michael P., Randall, Donna M. 1999). Both types reflect the degree of motivation of an employee. In order to improve the resource strategies, companies and researchers will have to test the relationship between employees perception of rewards, motivation and their age (Lord Farrington, 2006). It is assumed that people belonging to different work generations have also diverse rewards preferences. Therefore, the goal of this research is to investigate whether rewards that trigger job motivation among older workers are different to those that stimulate younger employees. Research gap An issue which arises from the current ageing workforce (Baby Boomers) in the world is the relatively lower percentage of younger specialists (generation X) in variety of business fields (Wallace, 2006). This fact leads to the overall shift in the organizational strategies and structures to retain older people longer on their job positions. It also implies further complications such as knowledge transfer and the retirement process of the Baby Boomers generation. Thus, successful retaining of these employees is strongly connected to motivation and rewards. There is an extensive research conducted on topics such as job motivation and job rewards. However, relatively little attention has been given to understand the impact of worker age on factors that affect worker motivation (Lord Farrington, 2006). There is a substantial empirical gap in studying the influence of aging on work motivation (Kanfer Ackerman, 2004). Job motivators differ between people from the two main working generations Baby Boomers and Xers (Wallace, 2006). The latter has a severe impact on the organizational strategies since the global workforce is ageing and there is immense necessity of retaining older people. Current literature focuses on four main topics: The effect of the global aging workforce on organizational structures and strategies The factors which stimulate job motivation Types of motivation Existing rewards and rewards systems employed by organization This paper deals with describing the effects of rewards on the job motivation in regard to the two working generations mentioned above. The research carried out focuses on the possible differences between rewards preferences of aging personnel. The nowadays average baby boomer is 55 years old while the average Xers is 38 years old. This age difference might influence the affiliation of different job rewards which stimulate the work motivation among both groups. The presented research gap leads to the following research question and conceptual model. Research question and Conceptual Model The main research question addressed in this paper is: What type of rewards influence job motivation among older employees in contract to younger? Who is considered an old and young employee? What are the main age-related working groups? What kind of rewards exists? How is motivation stimulated among employees? Which rewards stimulate the different work generations? Are there any differences between reward preferences of older and younger workers? The conceptual model describes the relationship between rewards and performance. As mentioned before, rewards create satisfaction which increases the job motivation (Herzberg F. , 1987). Rewards are seen as an independent variable and job motivation is the dependent variable. The moderator presented in this model is the age. It is argued that older and younger employees are motivated by different rewards. Consequently, age influences rewards which positively affect the job motivation. In this paper, the addressed questions are analyzed and answered by the use of a literature. Type of rewards and job motivation are further discussed and described in the literature review. By the use of this literature several hypotheses are constructed and a plan how to test these relations is presented in the methodology. Theory Aging population and workforce generations Developed countries all over the world are currently dealing with an exceptional change towards a new era of ageing work population. Research shows that the effect of aging will lead to a smaller ratio of the population being employed in the years after 2010 / 2020 (Kunà ©, 2009). In Europe, old-age dependency ratios are expected to reach 50 per cent by 2050 and the projection for the rest of the industrial countries worldwide has similar estimations (Kunà © 2009, Arnone 2006). For example, in America in 1977, 37% of the workforce was under age 30 compared with only 21% in 2002, and only 38% was 40 or older in 1977 versus 56% in 2002 (Perry, Lance S. 2010; Bond, Thompson, Galinsky, et al, 2003). Research shows that by the next two decades the aging population will double and around 80% of the Baby Boomers will remain professionally active even when they reach 65 years of age (Moberg, 2001). The projected demographic situation will create serious complications in the scope of the or ganizational polices, retirement plans, retaining personnel and knowledge transfer. Baby boomers generation comprise a large percentage of the knowledge-based labor market (those people born between 1946 and 1964) (Head, Baker, Bagwell, Moon, 2006) and since this group ages and retires it is the Xers generation (those people born between 1964 -1981) who will be expected to fill these positions (Wallace, 2006). However, this generation is much fewer in numbers than the previous generation and they are described as being more concerned about work-life balance. The most essential generation differences are related to the role that work plays in ones life (Kennedy, 2003) and as a result, Gen Xers are viewed as less loyal and committed to work, their careers and their employers compared to the Baby Boomers (Wallace, 2006). The latter generation is qualified as being open to challenges and pressure, performance driven and workaholic behavior (Lamm Meeks, 2009). On the other hand, Xers are described as the people who are creative but also like the fun and informality; Fo r them work is a complex challenge and they overcome it with demands for more free time (Lamm Meeks, 2009). Rewards and Motivation Some forty years ago, Hertzberg suggested that suggested that two types of rewards, intrinsic and extrinsic, may be used to motivate workers (Herzberg, 1966;1987). Use of rewards systems would be expected to lead to better organizational results. Later in the years, many researchers concluded that job rewards and motivation are strongly and positively related. Intrinsic rewards are those that exist in the job itself (Herzberg, 1987a). Examples are achievement, variety, challenge, autonomy, responsibility, and personal and professional growth (ODriscoll Randall, 1999; Mahaney, 2006). They also include status, recognition, praise from superiors and co-workers, personal satisfaction, and feelings of self-esteem (ODriscoll Randall, 1999). Employees are thought to be motivated to work hard to produce quality results when they have pride in their work, they enjoy their jobs, they believe their efforts are important to the success of the project, and their jobs are fun, challenging, and r ewarding (ODriscoll Randall, 1999). According to Herzberg, the job satisfaction resulting from these rewards is the source of employee motivation (Bassett-Jones, 2005). On the other hand, extrinsic rewards are external to the job itself. The comprise elements such as pay, fringe benefits, job security, promotions, private office space, and the social climate (Herzberg, 1987; ODriscoll Randall, 1999). Other examples include competitive salaries, pay raises, merit bonuses, retirement plans, and such indirect forms of payment as vacation and compensatory time off, (ODriscoll Randall, 1999). Employees are trained to be motivated to work hard to produce quality results when extrinsic rewards are present and provided because the failure to receive those rewards disappoints them. In other words, extrinsic rewards are not direct motivators but the lack of them causes people being disincentive (Herzberg F. , 1987). However, both types of rewards, intrinsic and extrinsic, have been shown to have positive effects on motivation (Wiersma, 1991). In relation to intrinsic and extrinsic rewards, motivation can be described in the same manner: intrinsic motivation shows the relationship between employees and their job itself (Hui, 2000) (Hui and Lee 2000), and is developed from the individuals perceptions and needs (Sansone Harackiewicz, 2000); and extrinsic motivation refers to the relationship between individuals and external compensations such as salary (Komaki, 1982) Rewards, motivation and age As mentioned earlier there is a limited research done on the interrelations between rewards, motivation and age. A few researchers paid more attention to this issue by discussing the different trends in the values among Baby Boomers and Xers. According to Wallace (2006), Xers value more their flexibility and autonomy to work on their own, while Boomers are strongly committed and attached to the organization they work at. Smola Sutton (2002) describe Xers as being creative and innovative, technically savvy and multi-tasking orientated, while Boomers are seen as hard workers, long office hours and loyal to their employers. Managers are concerned that Xers have a lower level of work ethics and do not find work as significant as the Boomers (Wallace, 2006). Kanfer and Ackerman, (2004) argue that younger employees are more motivated by performance-contingent incentives, such as salary and are strongly motivated by structured supervision. In contrast, older employees value the structured supervision which eliminates effort demands. Jurkiewicz (2000) states that Baby Boomers demand more benefits in regard to their retirment plans, while Xers are interested in child care support. 401(k) retirement plans are mainly employer-sponsored and boomers are stimulated by them; in contrast, Xers could not care less (Jurkiewicz, 2000). Research shows that money is seen as the main extrinsic motivator for any generation (Sansone Harackiewicz, 2000). However, only money is not enough for most of the employees. Other age related differences in motivating employees is the example that Boomers are genuinely more concerned with their quality of time than money and Xers are willing to trade their financial benefits for more leisure time (Jurkiewicz, 2000). Yet, according to Jurkiewicz (2000), younger adults are more concerned about financial compensation than the older workers. According to Giancola (2008), there are most-valued rewards at work for each age group. Baby Boomers for instance, consider flexible retirement plans and assistance, job training and sabbaticals as the most valued rewards (Giancola, 2008). In comparison, Xers find rewards such as flexible working arrangements, skills development, real-time feedback, work-life balance and tangible, immediate rewards as the most important motivators. In addition, Reynolds (2005) argues that management stimulates Boomers by creating a sense that they are needed in the organization and that their contribution is of a vital importance. Xers, are inspired by direct feedback as stating that results are imporant, not the actual time spent on a task; or indications of how well they perform and what skills they can develop (Reynolds, 2005 ). Based on the current literature findings the following hypotheses are generated: H1: There is a significate relationship between employees age and reward preferences. H2: There is a significant difference in the importance of types of job rewards for what? between younger and older knowledge workers. H3: Intrinsic rewards are more strongly related to job motivation for Xers generation compared to Baby Boomers. H4: There is no difference in the level of job motivation between younger and older workers in their current jobs. I would skip this one, and concentrate on the relations between varaibels and not go into descriptions of situations H5: Satisfaction obtained from each reward is the same for Xers as it is for Boomers. In relation to H5 but also a more general remark: there is a difference between satisfaction and motivation. Your model is focusing on motivation, stick with that. Moreover, the relation between satisfaction and motivation is not clear. Some research states that they are positively related with satisfaction leiding up to motivation, some research indicates a relationship that is reverse, and some research states that they are negatively related with a higher dissatisfaction leading up to a higher motivation to act. Methodology The primary method to obtain information and insight regarding job rewards, motivation and older employees is by using secondary data. This data is collected from articles published in academic journals. The main research engine used to collect data is Business Source Premium. The information extracted from the literature found will be applied in constructing surveys and interviews. Please make a concrete plan to collect and analyse primary data with: questionnaire items and scales to measure the variables (stated all explicitly in an appendix), an indication of the sample (number of respondents and how the sample is determined), a description of the statistical analytical techniques that will be used. Parts you already have stated here but add and elaborate when necessary. These tools will be used to collect primary data. A sample of 150 well will be taken across different organization across West European countries. No random sampling will be used, due to the specific of the measur ement criteria. The companies which are meant to participate in this research should employ people from two main age groups and with no less than 50 employees. The age groups consist of employees between 29 and 46 (generation X) and 47+ (Baby Boomers) years of age. The reason why 47 is limitation age is because the youngest Baby Boomers at the moment are 47 years old. The selection of employees will not be random and there will be an equal distribution between participants who belong to either of the mentioned aged groups. These boundaries are set so that motivation versus rewards can be investigated where people have multiple hierarchical levels, age diversity and where decision making is done by more than one person. The reason why well educated people are the primary focus of this research is because skilled jobs are more jeopardized by the aging workforce. Thus, a loss of experienced and well educated employees will occur in the future. The participants in the undertaken research will be either surveyed or interviewed. The time limit for performing these actions will be between four to six months. It is assumed that this is a sufficient time to collect the data. The opinions gathered will be from members of both age groups so that comparison can be made. The survey will consist of open and close ended questions. The purpose of that is to collect ordinal and ratio data which will allow the researcher to perform future correlation and regression analysis. The program used to analyze the data will be SPSS. The last step of this research will be to use both primary and secondary data. This information will allow the researcher to analyze and summarize all the findings. These findings will be included in the Findings and Analysis chapter. The latter will be used to draw conclusions and recommendations. Findings and Analysis This chapter deals with the outcomes of the primary research. Conclusion This chapter presents all the results and conclusions drawn from the literature and primary research. Discussion This chapter describes any additional questions that can be research in the future.

Maximizing Profits as the Main Goal Essay -- Economics Business Manage

Maximizing Profits as the Main Goal The traditional theory (neoclassical) assumes that firm’s primary objective is to maximize profits. That is if the firm is owner controlled. This assumption is based on that firms makes the output and price decisions. Also, that firm takes all necessary actions to earn the greatest profit possible. The managerial theory assumes firms do not necessarily act in order to maximize profits. The basic tenet behind this is the separation of ownership from management, complexity of the organisation and the firm’s manager maximizes his own utility and growth rather than profits. The reason for this is that managers may be judged by the level of sales revenue. I will be providing supporting arguments for and against this assumption â€Å"that the firm’s main motivation is to maximise profits† and draw a conclusion by analysing the firms behaviour as well as further discussing the theories of firms. Profit maximising assumption is based on two premises, firstly that owner is in control of day-to-day management of the firm and secondly that the main desire of owners is to make a higher profit then the amount they invested in the firm. Since this assumption is based on two assumptions, therefore if these two premises don’t hold is it understandable to believe that firms goals is not to maximize profits. Well, this will depend on the motivation of individual firms. If a firm’s ownership and control are in the hands of a single person or small groups of people, then it’s reasonable to assume that the firm’s owners’ goal is to maximize profits. But most of today’s firms are owned by shareholders and other large cooperation, but day-to-day control of the firm is under management. Therefore, the objectives of managements may differ from the shareholders and conflicts may arise. â€Å"For example Baumal (1959) suggest that the manager-controlled firm is likely to have sales revenue maximization, as its main goal than profit maximization favoured by shareholders† (Applied Economics 7th ed. p54). Also, studies of 177 firms between 1985 and 1990 by Conyon and Gregg (1994) found that the pay of top executive of large firms in UK was mostly related to sales growth. Other studies have found that profit was the most important determinant of executive income. For example â€Å"A survey by Management Today in 1990 asse... ..., argued that regardless of how actual firms may behave and constraints on rationality they may be subject to, the surviving firms are those who attained high profits. Due to the strength of these arguments, we tend to accept profits maximization theories are justifiable. Bibliography Alchian, A (1950), â€Å"Uncertaintity. Evolution, and Economic Theory†, Journal Of Political Economy. 58(3), 211-221. Buzzel, R, & Gale, B. (1987). The PIMPS Priciples, Strategic Planning Insitute. Conyon, M & Gregg, P. (1994). Pay at the top: a study of the sensitivity of top director remuneration to company specific shocks, National Institute Economic Review, August. Friedman, Milton (1953), Essay in Positive Economics, Chicago: Chicago University Press. Griffith, Alan & Wall, Stuart (1997). Applied Economics: An Introductory Course. 7th Ed. Lipsey & Chrystal (1999). Priciples of Economics. 9th Ed. Marris, R. (1964) The Economic Theory of Managerial Italism, Macmillan. Sloman, J (2003).†Economics†. Prentice Hall. 5th ed William, K. â€Å"Objectives†. Can be found on: http://william-king.www.drexel.edu/top/prin/txt/MPch/firm2.html. Accessed 4th of February 2005.

Malcolm X Views on Racism

Malcolm X views on Racism† English II Ms. Taylor June 18, 2009 Malcolm Little (aka Malcolm X) viewed racism in America as dehumanizing to African Americans and that African Americans were treated with indifference and discrimination. During his lifetime, Malcolm X experienced firsthand how racism affected the lives of African Americans including himself, his family and friends. With some of his first encounters with whites being so terrifying and horrific the firsthand experience was the beginning of his views on how America allowed such treatment to exist. Malcolm X lived during a period in American history when racism and civil rights were at the forefront. This essay will explain what led to his views of racism in America and how his views changed. It will also explain why he embraced the Nation of Islam Muslim organization which works toward the change for the better of African Americans in an array of areas, including spiritual, financial, and social. I will argue why he left the Nation of Islam after he helped strengthen the Nation of Islam membership. Malcolm lost his father Earl Little when he was six years old. Earl Little was viciously beaten by a white mob and run over by a trolley in Lansing, Michigan (Bloom, 2008). The death of his father divided his family. After the father’s death, Malcolm’s mother, Louise Little, struggled to raise him and his seven siblings. The pressure of trying to raise eight children on welfare and the horrific death of her husband, Louise Little eventually had a nervous breakdown and was ultimately institutionalized. Malcolm and his siblings were then separated and placed in orphanages. For Malcolm, the role the state agency plays in breaking up his family became symbolic of how deeply racism is ingrained in society and its institutions. He stated â€Å"I truly believe that if ever a state social agency destroyed a family, it destroyed ours. We wanted and tried to stay together. Our home didn’t have to be destroyed. † (Bloom, 2008). From this point racist social barriers and Malcolm’s own sense of rebellion threw Malcolm into the criminal world as he became partially, broken by imperialism (Wood, 1992). The aforementioned encounters began molding Malcolm’s views on racism in America. As a youth Malcolm was sent to a detention home in Mason, Michigan the home was run by a white family the Swerlins. He had expected the worst due to his past experiences with whites but he was surprised to find that they were kind and generous. Malcolm then started feeling as though he was there mascot. The Swerlins and their friends would talk freely about â€Å"niggers,† using hurtful language, as though he wasn’t there. From here he went to another detention home. Once he was released he went to go live with his sister Ella where he continued to hang around people who were a bad influence on him. It wasn’t before long Malcolm was back in jail his one last hustle with two white women and a friend landed him back in jail for burglary. â€Å"His court appointed lawyer was appalled to see white women being lured into crime by black men and told him he had no business messing around with white girls! †(Helfer, 2006). While in prison Malcolm was introduced to the Nation of Islam (NOI) by his brother Reginald who visited him often. During his time in prison he recalled all the white people he’d encountered. â€Å"In one way or another he felt they all used blacks to better their own lives leaving blacks living under the same or worse conditions as before†(Helfer, 2006). Malcolm began to read a variety of books morning and night, he felt that knowledge was the ammuniton needed to fight the battle against the white devil whom he blamed for his wasted years. Malcolm also developed a relationship with the Honorable Elijah Muhammad through mail correspondence. After corresponding back and forth for a considerable length of time, Elijah Muhammad provided Malcolm with instructions of how he could enter into the Nation Of Islam. Malcolm commited himself whole heartedly to the Nation Of Islam and was welcomed into the brotherhood. â€Å"The teachings of the Nation of Islam that he receives in prison effect a further change in both Malcolm's character and his view of white people. He simultaneously abandons his wild past and embraces a systematic hatred of whites† (Bloom, 2008). After his release from prison Malcolm continued to embrace the Nation of Islam which worked toward the improvement of African Americans in an array of areas including spiritual guidance, financial independence, and social skills. At this time Malcolm was given the X to replace his last name because Elijah Muhammad believed that Little was a slave name. Malcolm seen the Nation of Islam as a place that gave his life purpose and a sense of pride for African Americans. Soon after Malcolm’s last name changing he became a minister for the Nation of Islam. He would become very well known for his eloquent speeches and his ability to persuade others. During the time of his ministry, some of Malcolm’s close friends were murdered at mosques in Louisiana and New York that were apparently raided by white police officers for no reason. These unjust and tragic events angered Malcolm. This tragic act caused Malcolm’s first disagreement with the Nation Of Islam, because he felt that the Nation Of Islam should defend itself more aggressively over this tragedy. After this, Malcolm began to question the beliefs and philosophy of the Nation of Islam. His faith was soon crushed after he discovered that the Honorable Elijah Muhammad, whom he believed was a prophet, was secretly having relations with as many as six women whom were members of the Nation of Islam. Malcolm was so devastated by this deception and blatant hypocrisy he soon terminated his membership in the Nation Of Islam and founded the Muslim Mosque, Inc. After establishing his own Muslim organization, Malcolm took a pilgrimage to Mecca, Saudi Arabia which changed his opinion about whites. Malcolm greatly expanded his views on race in America by integrating the wisdom he gained from his travel to Mecca. The trip opened Malcolm’s eyes to see that Muslim’s come in all different races and genders. The trip proved life altering, as Malcolm met â€Å"blonde-haired, blued-eyed men I could call my brothers†(Wood, 1992). He returned to the United States with a new outlook on integration and a profound truth that all white people weren’t racist and evil people. After my research it validated my prior assumptions about Malcolm X himself being racist while under the teachings of Elijah Muhammad. His views changed about racism in America that he could also call a white man his brother as well as a black man. He realized you should judge the individual not an entire race of people as a whole but only the individuals that display or encourage acts of racism. References Alkalimat, A. (1999). ed. , Malcolm X: A Research Site: University of Toledo and Twenty-first Century Books) http://www. brothermalcolm. net Bloom, H. (2008). Bloom’s Guides Comprehensive Research & Study Guides: Alex Haley’s The Autobiography of Malcolm X Hefler, A. (2006). A Graphic Biography Malcolm X Wood, J. (1992). Malcolm X In Our own Image

Battle of Wilsons Creek - Civil War - Missouri

Battle of Wilsons Creek - Civil War - Missouri Battle of Wilsons Creek - Conflict Date: The Battle of Wilsons Creek was fought August 10, 1861, during the American Civil War (1861-1865). Armies Commanders Union Brigadier General Nathaniel LyonColonel Franz Sigelapprox. 5,400 men Confederate Brigadier General Benjamin McCullochMajor General Sterling Priceapprox. 12,000 men Battle of Wilsons Creek - Background: As the secession crisis gripped the United States in the winter and spring of 1861, Missouri increasingly found itself caught between the two sides. With the attack on Fort Sumter in April, the state attempted to maintain a neutral stance. Despite this, each side began organizing a military presence in the state. That same month, Southern-leaning Governor Claiborne F. Jackson covertly sent a request to Confederate President Jefferson Davis for heavy artillery with which to attack the Union-held St. Louis Arsenal. This was granted and four guns and 500 rifles secretly arrived on May 9. Met at St. Louis by officials of the Missouri Volunteer Militia, these munitions were transported to the militias base at Camp Jackson outside the city. Learning of the artillerys arrival, Captain Nathaniel Lyon moved against Camp Jackson the next day with 6,000 Union soldiers. Compelling the militias surrender, Lyon marched those militiamen who would not take an oath of allegiance through the streets of St. Louis before paroling them. This action inflamed the local population and several days of rioting ensued. On May 11, the Missouri General Assembly formed the Missouri State Guard to defend the state and appointed Mexican-American War veteran Sterling Price as its major general. Though initially against secession, Price turned to the Southern cause after Lyons actions at Camp Jackson. Increasingly concerned that the state would join the Confederacy, Brigadier General William Harney, commander of the US Armys Department of the West, concluded the Price-Harney Truce on May 21. This stated that Federal forces would hold St. Louis while state troops would be responsible for maintaining peace elsewhere in Missouri. Battle of Wilsons Creek - Change of Command: Harneys actions quickly drew the ire of Missouris leading Unionists, including Representative Francis P. Blair, who saw it as a surrender to the Southern cause. Reports soon began reaching the city that Union supporters in countryside were being harassed by pro-Southern forces. Learning of the situation, an angry President Abraham Lincoln directed that Harney be removed and replaced with Lyon who was to be promoted to brigadier general. Following the change of command on May 30, the truce effectively ended. Though Lyon met with Jackson and Price on June 11, the latter two were unwilling to submit to Federal authority. In the wake of the meeting, Jackson and Price withdrew to Jefferson City to concentrate Missouri State Guard forces. Pursued by Lyon, they were compelled to cede the state capital and retreated into the southwestern part of the state. Battle of Wilsons Creek - Fighting Begins: On July 13, Lyons 6,000-man Army of the West encamped near Springfield. Consisting of four brigades, it was comprised of troops from Missouri, Kansas, and Iowa as well as contained contingents of US Regular infantry, cavalry, and artillery. Seventy-five miles to the southwest, Prices State Guard soon grew as it was reinforced by Confederate forces led by Brigadier General Benjamin McCulloch and Brigadier General N. Bart Pearces Arkansas militia. This combined force numbered around 12,000 and overall command fell to McCulloch. Moving north, the Confederates sought to attack Lyons position at Springfield. This plan soon unraveled as the Union army departed the town on August 1. Advancing, Lyon, took the offensive with the goal of surprising the enemy. An initial skirmish at Dug Springs the next day saw Union forces victorious, but Lyon learned that he was badly outnumbered. Battle of Wilsons Creek - The Union Plan: Assessing the situation, Lyon made plans to fall back to Rolla, but first decided to mount a spoiling attack on McCulloch, who was encamped at Wilsons Creek, to delay the Confederate pursuit. In planning the strike, one of Lyons brigade commanders, Colonel Franz Sigel, proposed an audacious pincer movement which called for splitting the already smaller Union force. Agreeing, Lyon directed Sigel to take 1,200 men and swing to the east to strike McCullochs rear while Lyon attacked from the north. Departing Springfield on the night of August 9, he sought to commence the assault at first light. Battle of Wilsons Creek - Early Success: Reaching Wilsons Creek on schedule, Lyons men deployed before dawn. Advancing with the sun, his troops took McCullochs cavalry by surprise and drove them from their camps along a ridge which became known as Bloody Hill. Pushing on, the Union advance was soon checked by Pulaskis Arkansas Battery. Intense fire from these guns gave Prices Missourians time to rally and form lines to the south of the hill. Consolidating his position on Bloody Hill, Lyon attempted to restart the advance but with little success. As fighting intensified, each side mounted attacks but failed to gain ground. Like Lyon, Sigels initial efforts achieved their goal. Scattering Confederate cavalry at Sharps Farm with artillery, his brigade pushed forward to Skeggs Branch before halting at the stream (Map). Battle of Wilsons Creek - The Tide Turns: Having halted, Sigel failed to post skirmishers on his left flank. Recovering from the shock of the Union attack, McCulloch began directing forces against Sigels position. Striking the Union left, he drove the enemy back. Losing four guns, Sigels line soon collapsed and his men began retreating from the field. To the north, a bloody stalemate continued between Lyon and Price. As the fighting raged, Lyon was wounded twice and had his horse killed. Around 9:30 AM, Lyon fell dead when he was shot in the heart while leading a charge forward. With his death and the wounding of Brigadier General Thomas Sweeny, command fell to Major Samuel D. Sturgis. At 11:00 AM, having repulsed a third major enemy assault and with ammunition dwindling, Sturgis ordered Union forces to withdraw towards Springfield. Battle of Wilsons Creek - Aftermath: In the fighting at Wilsons Creek, Union forces suffered 258 killed, 873 wounded, and 186 missing while the Confederates incurred 277 killed, 945 wounded, and around 10 missing. In the wake of the battle, McCulloch elected not to pursue the retreating enemy as he was concerned about the length of his supply lines and the quality of Prices troops. Instead, he withdrew back into Arkansas while Price embarked on a campaign in northern Missouri. The first major battle in the West, Wilsons Creek was likened to Brigadier General Irvin McDowells defeat the previous month at the First Battle of Bull Run. During the fall, Union troops effectively drove Price from Missouri. Pursuing him into northern Arkansas, Union forces won a key victory at the Battle of Pea Ridge in March 1862 which effectively secured Missouri for the North. Selected Sources Civil War Trust: Battle of Wilsons CreekNPS: Wilsons Creek National Battlefield CWSAC Battle Summaries: Wilsons Creek

Concepts of Atheism

Concepts of Atheism Introduction Atheism entails the belief that there are no deities or supreme beings. It is the opposite of theism which is the belief in the existence of at least one Supreme Being or deity. In simple terms, it can be said to be the belief that there is no God or gods. Religion is a very broad and controversial aspect as it entails the inner belief in regard to the existence, nature and power of God.Advertising We will write a custom essay sample on Concepts of Atheism specifically for you for only $16.05 $11/page Learn More Different people have different stands in relation to religion and what they believe in and hence the existence of a variety of religions all with different doctrines and beliefs. Christianity and Islam are the most common religions (Baggini 5). This paper discusses the various aspects associated with Atheism with much emphasis being on the negative side or why atheism is not right. Variation in Atheism Atheism is not very common or well known and has some variations for instance the strong, positive, critical and explicit atheism which refers to the individuals who assert the non existence of God positively. Weak, negative or implicit atheism on the other hand involves the individuals who lack a belief in God basing their argument that the existence of God has not been proven to them and meaning that in the event of being proven they would change their mind. Militant atheism also known as antitheism constitute of atheists who view the belief in God to be wrong and superstitious hence find ways of doing away with it. Some of the basic principles underlying the belief of atheism include; that there is neither the existence of God nor that of the devil, there is no sin that can be accrued to the violation of God’s will and teachings, there exist no supernatural realm, that the universe is generally materialistic and measurable and so should God be, that evolution is entirely scientific with no any spiritual as pect, that man is material and also that the idea of ethics and morals is relative and therefore should not be adhered to strictly among other life perceptions (Slick 1). Critics of Atheism Atheism is a concept that has received a lot of critics most of it being negative. People think that atheists not only believe in the absence of God but also that there is no morality; no meaning to life and also that there is no human goodness. This is however not true as some atheists only have a problem in the existence of God and other gods but are usually positive in regard to other aspects of life. Atheists’ belief of the nothingness of God is followed directly by the negative response of any transcendental (or supernatural) belief. Some of the issues that the atheists differ with most of the other religions include, the belief in life after death, that there is no atonement, no resurrection, no deity, no virgin birth, no existence of miracles, the inexistence of immortal souls and s upernatural powers, that man is not made in the image of God and ghosts among other aspects (Share faith 1).Advertising Looking for essay on religion theology? Let's see if we can help you! Get your first paper with 15% OFF Learn More There are different arguments that have been put forth in support of Atheism and also against it. The arguments against atheism try to explain or bring to our understanding the existence of God. Here is the supporting evidence that God exist hence the disqualification of the atheists’ belief. God is thereby viewed as the maker and designer of all the things (visible and invisible). The argument of causality also proves the existence of God as the happenings of everything has to have a cause which is God. The ontological argument has also been put forth and explains that there is the existence of God in every individual’s mind including that of the atheists. This alone shows that there is a cause and explains that there is a wonderful mind that is inspirational to the world. Argument on morality also tries to show god’s existence. It is usually natural to tend to do well and avoid evil and that explains why there exist laws and rules. The atheist view of morality is therefore incompatible with moral obligation pertaining to an individual’s life and hence it is wrong since moral obligation can not originate from the mind of a lay human being but rather from a supernatural being who is God. Atheists are usually attached to logic, philosophy and empiricism especially when it comes to arguments which are not adequate as the disciplines contain only a small percentage of reality. Spirituality for instance is a very strong basis of arguments in terms of reality and the atheists only object it with the reason that it is irrelevant (Markham 13). I consider atheism to be infeasible and always a negative position no matter the arguments put forth in its support. There are also no signific ant and sufficient proof or evidence that God does not exist. Other religions specifically Christianity have got viable and adequate justifications that God surely does exist for instance some biblical prophecies that have already been fulfilled or experienced, the resurrection of Jesus Christ among other practical evidences. The atheists’ argument that God does not possess the omniscient, omnibenevolent and omnipotent qualities is an irrelevant argument since even if this was true, the absence of the qualities does not mean that He does not exist. The argument that if God exist he should be more involved in the human activities especially physically is also not viable as some things just exist irrespective of their visibility. Good examples to back up this statement is the fact that air which we all breath cannot be either physically felt, seen through the eyes, heard, or even tasted and yet we all believe that it exists. The force of gravity, values, beliefs and even emotio ns are also other aspects that cannot be experienced through our senses and yet we all know that they exist. This therefore does not justify the atheists’ argument that the impossibility of experiencing God through the five senses means that God does not exist.Advertising We will write a custom essay sample on Concepts of Atheism specifically for you for only $16.05 $11/page Learn More The reality part of it is that God is non material and supernatural and can be seen indirectly for instance through nature or creation, morality and conscience which is the sense of what is right or wrong and responsible for the control of a person’s thoughts specifically directing him or her towards doing the right thing as opposed to evil among other manifestations (Solomon and Higgins 67). There are various reasons and benefits that can be linked in believing in the existence of God or a supreme being. For instance it helps people live positively bearing in m ind that there is some rewards that await them in terms of life after death once they conquer or live in accordance to God’s will. The belief that there is a powerful being who is in control of our lives is also a motivational factor that help individuals to be hopeful and have confidence in their undertakings having the belief that they are being protected at all times and that since we are a creation from God, He cannot forsake us. It is also the belief that God exist that help people have a purpose in life in that God created us for a reason and that we should live to fulfill God’s purpose in our lives. This help individuals live in peace with one another and try as much as possible to avoid evil and do good making the world a better place as opposed to where people would not care for one another or mind the consequences of their actions. Conclusion Although every person has a right to believe in what he or she feels it is right, it is evident that the arguments giv en by the other religions, for example, the Christians in the support of the idea that God exists are far justifiable as compared to the arguments asserted by the atheists for their support of the idea that there is no existence of God or any other deity. The Christian source of confidence, for instance, is the faith in God and the Holy bible with the combination of the practical things that happen and the manifestation of Jesus Christ and also the Holy Spirit. Baggini, Julian. Atheism. New York: Sterling Publishing Company, Inc., 2009.Advertising Looking for essay on religion theology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Markham S. Ian. Against Atheism: Why Dawkins, Hitchens, and Harris Are Fundamentally Wrong. USA: Wiley and Sons, 2010. Share faith. â€Å"Christian Arguments against Atheism†. Faith clipart, 2011. Mar 9 201. sharefaith.com/guide/christian-apologetics/christian-arguments-against-atheism.html Slick, Matt. â€Å"What is atheism?† CARM. 2010. Mar 9 2011. https://carm.org/atheism/what-is-atheism Solomon, Roberts and Higgins, Kathleen. The Big Questions: A Short Introduction to Philosophy.8th Ed. New York: Cengage Learning, 2009.

The Black Death Essay Example | Topics and Well Written Essays - 1500 words

The Black Death - Essay Example 3 Not so the pneumonic plague, which attacked the respiratory system and killed virtually 100 percent of its victims within 2 or 3 days.4 A more rare form, the septicemic, also killed virtually 100 percent of its victims, killing them within hours.5 A large number of people died during these two years, and that death rate cut across population and socioeconomic boundaries. It spread by human contact with remarkable speed - "whenever those suffering from it mixed with people who were still unaffected, it would rush upon these with the speed of a fire racing through dry or oily substances that happened to be placed within its reach....it also seemed to transfer the sickness to anyone touching the clothes or other objects which had been handled or used by victims."6 With the speed and ease of transmission that was shown by this pestilence, the disease was an equal opportunity killer. One of the striking aspects of the plague was its effect as a kind of leveler between the peasant and ruling classes. Because the plague swept across socioeconomic boundaries, taking both consumers and producers, peasants commanded more of a wage while manorial incomes went down. This is in evidenced in the fact that labor laws were put into place to try to halt the trend of paying serfs more, stating that Lords who payed higher wages and the serfs who accepted them would be punished, as sign that "the new market forces created by the Black Death were so irresistible that only more draconian measures could halt them.†7 The economic necessities that the Black Death imposed include such progressive ideas as "emancipation higher wages and living standards, greater land-holdings, and the labor-saving devices that became available."8 Giovanni Boccaccio, a literary figure, described the servants who remained as greedy, stating that they were "in short supply

To what extent do the educated or enlightened bear responsibility for Essay

To what extent do the educated or enlightened bear responsibility for enacting change in the world - Essay Example Similarly, enlightenment does not simply come about with truth itself but also with the entire process of discovering the truth and then transforming it into a powerful force. As in the â€Å"Allegory of the Cave,† what liberated the cave man was not only the light itself but also the painful process of becoming accustomed to the light. Therefore, it is incorrect for leaders to merely impose their beliefs or directly exhort their beliefs on the ignorant. This does not enlighten people; it only changes the shackles of the ignorant into the domination of the enlightened, which also corrupts and blinds leaders on the power of knowledge. Leaders should pave an encouraging pathway for the ignorant to discover the truth, leaving them to make the decision. By undergoing this, the ignorant become truly enlightened and empowered. Summary of Plato’s Claim from â€Å"Allegory of the Cave† Plato’s famous â€Å"Allegory of the Cave† generally defines education e quating it with enlightenment, as it is the knowledge of truth. Since truth is what sets man free from the darkness of ignorance, education is therefore liberating. Hence, an educated man who has acquired the knowledge of truth is compelled to educate the uneducated in order to change the world. ... However, as Plato explained, not everyone possesses the courage to leave the cave. There arises a possibility that while trying to liberate them by telling them truths that are beyond their grasp, they may conclude that you are corrupted by the light. Therefore, in order to liberate them, one must not impose the truth on them, but instead guide them towards discovering the truth themselves. Additionally, the allegory criticizes man’s ignorance of reality. The world is certainly not what we directly see. Plato claimed that defining reality according to the sense of perception is similar to the prisoners in the cave whose perceptual sense of reality mistook shadows as real objects. Paradoxically, reality is imperceptible; rather, it belongs to a higher realm that requires understanding of the mind. As in the allegory of the cave, it was only when one of the prisoners was dug out to the light that he started understanding how shadows were only reflections of reality. By identifyi ng the form that causes the shadow, one is able to move closer to reality. Moreover, forms are not simple concepts or ideas; rather they are as real as the objects they reflect (Gracyk 2). Furthermore, Plato equated goodness with the form of the good. He explains that goodness varies in different things. What is qualified as good differs in each case (for example, good table or a good chair), not all things are visually alike. What links them together is their form of goodness. Hence, the form of goodness is the only thing good and to understand goodness itself is to comprehend the unchanging form of goodness. Rationale of Thesis from Three Texts Freedom from ignorance is a matter of choice. It is impossible to set oneself free unless one