Gorilla Behavior and Human Behavior Essay Example for Free

gorilla Behavior and Human Behavior EssayGorillas be often seen in the movies and television shows are big monster that people shoot to learn to deal with in the long run. Sometimes, gorillas are portrayed as scary creatures. There are times, however, when gorillas are shown as friendly animals which are a lot like human beings. Gorillas can be described and defined in many right smarts, especi solelyy with the help of mass media. Then again, in a scientific context, here is a gorilla sincerely is The Gorillas Population There are a lot of living primates in the world, and the largest of its kind are gorillas. These are herbivores that live by dwelling on the ground. Most gorillas are imbed in Africa, peculiarly in the forests of the said country (Alverdes, 1969). Gorillas survive rattling well in subtropical or tropical forests although a lot of them thrive in mountains and in different elevations. Elevated areas where gorillas can be found are the Virunga Volcanoes in A lbertine Rift. Some gorillas thrive in the low-lyings, too, where lots of them are found in marshes, swamps and thick forests (Alverdes, 1969). Gorillas Family LifeThe family life of gorillas shows how much resembling they are to humans. Gorillas are considered social creatures who typically build harems. Harems, in this context, means that silver back male gorillas will live with its offsprings and a lot of adult womanish gorillas (Alverdes, 1969). Then again, with the gorillas that live in mountains, hardly 40% of which have various closely-related male gorillas (Alverdes, 1969). Generally, gorillas groups contain more females than males. In fact, males in the gorillas family are considered left-overs.Male gorillas go round and about the forests alone. The male gorillas, being loners themselves, be up only five to ten percent of the general population of gorillas. An all-male group of gorillas even exists, all of which are found in elevated areas. This all-male gorillas grou p is called the mountain gorillas (Alverdes, 1969). Gorilla groups come in different sizes. On the average, there are only quatern to ten members in a gorilla group. It was in the Central African Republic where the largest gorilla group was found.The largest gorillas group was made up of 52 gorillas (Alverdes, 1969). Gorilla groups have leaders, too. What, then, happens when the leader of the gorilla group dies? It is either the whole group just gets dissolved, or a gorilla takes over. Like humans, gorillas have standards, too. The only gorilla who can take over the leadership is the son of the leader who passed away. If not, then it should be the subordinate silver back male gorilla (Alverdes, 1969). These western lowland gorillas are one of the sub-species of the family of gorillas.Each group is composed of ten gorillas and sometimes only six. The leader is the strongest and the fiercest male called the silver back gorilla (Alverdes, 1969). The leaders of much(prenominal) group are challenged, too, to know who deserves to take over. Adolescent males wait until they grow big enough for the challenge and if they dont get the leadership in their lead, they can evermore leave home and be the leader of the new family he will have to build (Alverdes, 1969). Recent studies show that the 100,000 lowland gorillas in the western bulge out of Africa are no longer 100,000.Today, there may only be around 50,000 gorillas left because of the trade in ape meat (which is illegal) and also because of a disease caused by ebola virus (Alverdes, 1969). Gorillas A Lot Like Humans? Now here are some portal patterns that make gorillas and human beings similar to each other Gorillas are generally aggressive creatures. Their aggressive behaviors found in the human population are their habit of headlong charge, roaring genuinely loudly and beating their own chest (Derbyshire, 2007). With this, it goes to show that gorillas have a macho reputation like humans.However, despite this reputation, these creatures are very harming especially when it is their time to eat their meals. Researches show that they also have the habit of cleaning their faces and fingers especially when they just finished consuming their food in a untidy manner. If humans use water and soap to clean their fingers and faces, gorillas use giant leaves to replace what humans would call as napkins (Derbyshire, 2007). Dr Noelle Kumpel, a researcher from the Zoological order of London in West Africa, was surprised when he saw how gorillas used leaves as napkins.How do gorillas do this? They simply round big leaves from trees and plants. Gorillas wipe their hands and mouths after a meal. No one can deny that is a very basic human activity because before and after eating, humans really clean themselves up. They wash their hands and clean their mouths and dry themselves with a dry towel (Derbyshire, 2007). It has been mentioned awhile ago that gorillas, like humans, are social beings, too. Whatever mountain range of gorillas there is that is portrayed on the television and the cinema are not any inch close to how they are in person.Gorillas are very gentle and delicate creatures, sometimes even gentler and more delicate than human beings. Members of the Zoological Society of London in West Africa observed the behaviors of gorillas in Gabon, a chat park where lowland gorillas are found. They learned and witnessed with their very own eyes how gentle gorillas are compared to chimpanzees. They show sings of sympathy, friendship and leadership among themselves (Derbyshire, 2007). Another amazing involvement about gorillas is that, like humans, they care about their diet, too.Observers discovered that gorillas follow a vegetarian diet. They only eat whatever they see around them, but it is limited only to fruits and leaves (Derbyshire, 2007). Like human beings, gorillas care about how they look. If they see a mud, bug or a flee in another gorillas body, they take it awa y from that gorillas body. It all the way goes to show that gorillas take pride in their hair which they consider a very significant part of their family life as gorillas (Derbyshire, 2007). Another surprising behavior that gorillas have is that they are technologically minded.If their cousin chimpanzees use stones, twigs and other tools to get some food, gorillas do it differently (Derbyshire, 2007). Like humans, gorillas find better ways to make life easier and more convenient for them. Gorillas use sticks to get to the other side of the pools and swamps or in some other areas they will otherwise not reach without the help of the sticks (Derbyshire, 2007). In A Nutshell To summarize the whole study, what, in general, makes the gorillas similar to human beings? It is how they behave in a given environment and how they react to situations. It is with the way gorillas try to survive.It is with their ability to think. Not all animals will think about removing flees from another anima ls hair because only gorillas and human beings know the value of cleanliness and hygiene. The same goes with how gorillas tear giant leaves from trees and plants to clean themselves up after a meal. What makes gorillas and human beings a lot like each other is their ability to think, plan and execute the plans to come up with a result. It is basically about wanting to win the battle of survival called life which other creatures wouldnt even be aware of.Works CitedAlverdes, Friedrich. The kindly Life in the Animal World. Routledge Press, 1999. Ciochon, Russell and John Fleagle. Primate Evolution and Human Origins. Aldine Transaction Press, 1987. Derbyshire, David. 20 June 2007. How gorillas have perfect manners at meal times. passing(a) Mail. 13 May 2008 http//www. dailymail. co. uk/pages/live/articles/news/news. html? in_article_id=463365in_page_id=1770. Fossey, Dian. Gorillas in the Mist. Houghton Mifflin Books, 1988. Taylor, Andrea Beth and Michele Lynn Goldsmith. Gorillas B iology A Multidisciplinary Perspective. Cambridge University Press, 2004.

Adding a Class to the School Curriculum Essay Example for Free

Adding a Class to the School Curriculum EssayDear Principal, a class that specializes in focus, prioritizing, organization and study skills is absolutely necessary for any midpoint School educatee. At my age and younger, students bring on a tendency to be dis create both physically and mentally. I run through a knack for losing and forgetting my formulation assignments and my grades suffering. I know I am non al single in this struggle against clutter and forgetfulness. Critical thinking classes provide a student with structure, study skills and the art of prioritizing. I know personally the set up of school on a student who is unprep bed and disorganized. The stress and sleepless nights can be avoided with a class dedicated to the students future. Unlike Math and Language Arts, this class would be linked with the students success in EVERY separate class. The benefits would not solitary(prenominal) pertain to students, but to the enthusiasm and effectiveness of a teach er. Is there anything more(prenominal) alpha than preparing a student for his or her future?The skills jibeed in a critical thinking class would encourage a student not only through Middle and High School. The study skills and note taking strategies would also be utilitarian and very beneficial in College and whatever career they make out to pursue in the future. A class dedicated on teaching a student to remain focused and possess accurate notes in lectures would be beneficial to all the daydreamers, doodlers and dozers who cant listen to a teacher and stay focused on the nomenclature coming out of her mouth. I know the effects all too well. As my teacher begins her daily rant, I shut my mind off and let it wander around the room. I see students respire in the corner and others doodling in their notebook or flinging notes to each other as slyly as possible. I smile at their antics in relieving the arduous boredom of a class like this.Only a handful of students are actually listening to the teacher and it is evident that they rather be anywhere else doing anything else. With lunch just ten minutes away the whole class is already leaning towards the door and staring hungrily at the wall clock. I am snapped out of my daydream by the shrill shrieking of the lunch bell above my head. Relief runs through me as the teacher dismisses us and our rumble stomachs. As quickly as I possibly can I scramble to pack up all my things and rush to the lunchroom. I dont even consider to write down the homework assignment This forgetfulness is fueled by my inability to stay focused in any class much less the nonpareil right before lunch. The night before I had stayed up all night studying for a different test this inevitably leads to me being cross and unfocused for the following days. Especially since every night seemed to be a late night and with the stress and lack of sleep I am on the verge of snapping. The next day I fail the pop quiz along with al roughly all of the students who stopped listening to the teachers lecture, five minutes in.Mr. Principal, if students knew how to labour accurate notes and focus, then the snoring in the back of the class would be brought to a minimum as well as all the other distractions in the room. Students would be more eager to learn if they understood how to do it in a way that works for them and they see the positive effects it can have on their lives. Grades overall would improve if students knew how to listen in class and study correctly. Instead of waiting until the night before a huge exam, reading words over and over until they become a jumbled mess of never ending letters and symbols, I could study one step at a time so that on the night before I can skim over the topics and be prepared to face the test. Being prepared keeps students from abstracted to ditch school in order to avoid the test as a whole or just to sleep in and catch up on some Zs.Preparation would also bring the lack of sleep and s tress to a minimum. No longer would the piles of never ending homework and study guides hover over our worn out minds, not if we knew how to work ahead and prioritize what needs to be done now and what can be done progressively. It would help to keep students fresh, awake and ready to learn every morning. Not only could grades improve, but so would the schools attendance record. Mr. Principal, students are more will to come to class if there is something to look forward to. Instead of school being boring and torturous, it could be viewed as an opportunity to cast the skills learned in their Critical intellection class to the test. There would also be less problems waking up and therefore making it to class on time. No more napping in class, instead students would be note-taking and teachers would see the increased enthusiasm in their class.The teachers would be motivated to work even harder to teach their students all they can. Why would teachers neediness to teach if they know th at the students couldnt care less? If teachers see students participating and not acting out then they would also be motivated to help the students learn even more than what is specified in the curriculum. Regular and advanced students would surpass any of the other schools. The school would work at least ten quantify more efficiently and productively. allone would be enthusiastic and successful in school. Mr. Principal if adding a class could determine whether your school is average or above average, would you take the chance? The skills learned in Middle School Critical Thinking classes would have a lasting impression in a students life forever. With the added skills, advanced teachers, and motivation that a student gains while taking a Critical Thinking class would definitely up their chances of that student staying in school not only in High School, but progressing even in the College level.This is not a simple feat and many students who just dont know how to keep their lives organized have a apportion more chances of dropping out than the student who is well prepared and ready to take on anything the class has for them. In college most if not all the classes are lectures, if this bores a student or a student knows how to keep organized notes then the classes will be a lot harder. In comparison to High School, College has a lot more temptation to go party instead of studying, or hanging out with friends in your vestibule instead of going over yesterdays notes. This can lead to dropping grades and even dropping out of school. Peer pressure to drink, smoke and not study is a LOT stronger as the years go by. In college teachers are no longer on top of their students to do their assignments and to study like the teachers in Middle School and High School. Students have more freedom and a more responsibility to keep their grades intact and the choice to worry about their academic or their social life.This responsibility may be too much for an average studen t, but for a student who has been taught and has practiced their critical thinking skills, the choice is obvious. The students who have the discipline to prioritize correctly and put their school first will be more successful time and time again over the student who picks his social life over his stupid grades. The students who stay up until midnight cramming for an exam that they knew months before will also struggle with their own problems in the future. Mr. Principal, a student who has practiced discipline, prioritizing, focusing and productivity will be prepared for anything that can come at them in the future. It is your job to prepare your students and if your students arent improving then their academics are failing. This is not something that can be fixed with MORE work, but with a class that helps kids manage their time better. Skills like these are not only useful in college though. They are useful in the students career.Discipline and respect are very useful in an office setting especially when interning. Interns are commonly put through a series of test before they are even accepted Most of the time these tests have nothing to do with what one hundred twenty thousand times fifty is, but with how to manage two or three tasks at the same time and how to be elastic in any situation. An intern who already knows how to take outline notes and schedule their days accordingly will have much more chances of succeeding in the business world over an unprepared slacker. Bosses look for organization and preparation in their employees, but above that they look for someone who looks the part. Before you even up to(p) your mouth in an interview, the only thing the employer sees is just how long you stayed up the night before preparing a last minute resume.The bags under your eyes and crumble outfit wont seem like a presentable and organized employee and the typos in your resume will stand out in comparison to the other applicant who worked on their resume for a week, reading and rereading it until it was perfection. The applicant who has her hair perfectly in place, her outfit ironed flat and fully prepared to pronounce to the employer has a lot more chances of being hired. This all goes back to you, Mr. Principal. The students ability to focus on the interview and be prepared depends fully on what opportunities YOU put in their lives when they are in your school. If Critical Thinking Classes arent offered in school then your students will be beat out in interview later interview not only for their careers, but for college and for advanced placement.This will hinder them in comparison to the students who have all the skill they taught in their Critical Thinking classes to help them through the interview and even to their promotions in work. Mr. Principal students deserve to have a class that will allow them to have an upperhand in classes, interviews and applications. Every student has the ability to have straight As and be successful, but not all of them have the skills needed to put their abilities to work and help them not only in Middle School, but for the rest of their lives.Mr.Principal you have nothing to lose and everything to gain. The admiration of both your staff and students and the incredible feeling that comes from knowing that youve do a difference in your students lives. Without a doubt, thanks to the Critical Thinking Class your school could benefit from the increased academic abilities of your students. This class will help students for generations to come, if you could go back in time wouldnt you want to be given this chance?

The Meaning And Purpose Of Life Religion Essay

The Meaning And Purpose Of Life Religion EssayFirst of all carriage is the mostly cherished intimacy in the world, if we can call it a thing, as everything that people own, everything that they feel and experience is biography itself. Questions like what is the meaning and the aim of life are truly hard to answer straight away it takes time to think about it. Moreover it really has been the single ultimate question from the creation of earth and mankind. either individual for a moment or two in his life had to think what is the meaning and offer of life, why am I here?I think that it is hard for people to believe in any kind of purpose that we have in our lives, as people dont believe in ever-living life, why should they believe in the purpose of life? It is true that when a person is young and full of energy he doesnt really bother of cerebration about the purpose of life, and what will happen to him after his death, because he forgets about it completely. As people grow older they think of their life more and more, of what they have already done, and what is calm missing. Nobody wants to live an empty life, without reaching any goals, something that we would be proud in the end of our life. If people have a purpose of life, they have something that they want to achieve and reach, so it makes the life that oftentimes interesting and fuller. It can also show the way how to live for people, serve as a guide in the labyrinth of life. Like the great ancient Roman stoic philosopher Lucius Annaeus Seneca said Our plans miscarry because they have no aim. When a man does non know what harbor he is making for, no wind is the right wind. http//quotationsbook.com/quote/17170/ The great philosopher had a great point there, as people do need to have an aim to have some kind of a target for their life, to reach something.Another important fact of the purpose of life is spectral and spiritual side of peoples lives. All in all it was God almighty that created t he Earth and mankind, so religion and belief must exist and take a very important part in a persons life. If there were no Creator, if humans were just products and outcomes of an ordinary system, as many in the world straight off assert, there would be no purpose in life. Each individual human being would strive simply to live their life with as much pleasure and as little pain and suffering as possible. Life should be seen as an eternal process of an endless spiritual discovery and developing in the beginning stages of earthly life, the individual undergoes a period of training and education which, if it is successful, gives that person the basic intellectual and spiritual tools necessary for living his life successfully. When individuals attain physical maturity in adulthood, they become responsible for their further progress, which now depends entirely their own efforts and skills. Through the daily struggles of material existence, people step by step deepen their understandi ng of the spiritual principles underlying reality, and this helps them to relate more effectively to themselves, to others, and to God. http//www.allaboutworldview.org/Meaning-Of-Life.htmYet, different people have different purpose of life. Ones think that self-realization is the purpose of life, others think that it is memories that you leave after you die, and another group of people think that consuming and pleasure is the main purpose and goal of their life. There are still more things on the list of what do people include in the purpose of life, but some are really mistaken. Life can be compared to a school as people always learn in it, and come to this school to educate their souls. And some make an emphasis on the variation and games just like children do, while others put all their attention on the studying, and the meaning of life is so much clearer for them. Education of the soul consists of clear life-style, nervous strain to help others, to reach the set goals, and liv e in harmony with God, so that people would have as little regrets for himself near the end of his life as possible. Of rush we all know, there is no such thing as an ideal life, an all people make mistakes, and think about the past, missing to change a lot of things. But that is life, and you have to move on, perhaps trying to make up for the mistakes made in the past by mature deeds in the future. http//www.allaboutworldview.org/Meaning-Of-Life.htmBut how to rate a life, did people achieve their goal to reach the purpose of their life? The nevertheless time that a person can think back on all his deeds, and not do anything more is the moment before his death. The meaning of an activity is graded by the result of the activity itself. That same thing can be said about our life, which meaning we can view after death. If we are lost in our life, and pietism find the meaning and purpose of it, we can take a completely different perspective-death. We can look at our life if we woul d be gone now, that of course sounds creepy but it might open our eyes on many things that are there, and need to be done before we go.As for me, I am still young and questions like purpose of life, death and so on dont really bother me that much. But I do set clear goals for my life, displace them into priorities, from important to less important. And although it is very hard, but I try to put fun into a small box, that needs to be open vary rarely, only after the big boxes are emptied.

Pressure Pulse Production of Train Passing to Adjacent Line

Pressure Pulse Production of Train Passing to Adjacent LineThis topic concerns the pressure caprice produced by one train on another being passed on an adjacent line.Although studies of this phenomenon had been underinterpreted for research and development purposes during the 1970s, a need to quantify the magnitude of the military group for existing and future high gear speed service routes arose in the late 1980s due to adverse comments from train users. The comments were relatively rare, but mainly centred just about passengers being startled by the banging of doors ( crossly of external sliding doors used on some types of Multiple Unit) and windowpanes (particularly hopper windows) when passed by other trains at high speeds. In addition, coffee and other drinks resting on tables on the side adjacent to the Fast line, mainly in other HSTs, were regularly spilt by passing HSTs. This was caused by a rapid displacement of the coach w each(prenominal) against which the tables reste d.Although the events could not be called serious, it was evident that a criterion was needed for the design of new trains for thei) Door and window mounts and for the structural side-wall stiffness of vehicles likely to be run on high speed routesii) Future high speed train nose shapes, (as it was known that it was the aerodynamic shaping, as well as speed, of the source train that sized the impetus magnitude).Subsequently, tests were undertaken by the look for Division of BRB in 1988 to assess the magnitude of the largest pressure pulses produced by service trains at that time. Tests were undertaken on ECML with a test vehicle being passed, during both static and moving tests, by a number of service trains. Of particular interest was HST, as it was often the offending train and was operating at speeds up to 125 mi/h on tracks at a nominal phrase spacing of 3.4m. In some places, track spacing was known to be less than this and, of course, considerably more than this in other p laces.In addition, the Class 91 loco was being produced and it was necessary to choose a criterion bearing in mind future operation of the IC225 train (also on ECML). In that event, it was trenchant during discussions between the senior managements of the Research Division and the IC225 Project Team that IC225 operation at 225 km/h should form the delimitateing condition for defining the pulse limit. At that time, prior to tests being undertaken with Class 91, it had been assumed that the pulse characteristics generated by the nose shape of the Class 91 would be similar to HST, and therefore that a criterion based on an HST result scaled up from 125 mi/h to 225 km/h (140mi/h) should be adopted.Results from the tests produced a mean value, (taken everywhere several passes at different track spacings and speeds of both trains), for the HST normalised to 3.4 m nominal track interval, which was given by the non-dimensional parameter, CP = 0.6. At 225 km/h, this equated to 1.44 kPa pe ak-to-peak amplitude.Subsequent tests with IC225 showed the Class 91 to have slightly better characteristics than HST, but the 1.44 kPa value was adopted for future project design purposes. An indication of this is given in the attached garner involving a proposed lC250 development for WCML operation written by the Technical Director (Research) of British Rail Research to the Project Director IC225.It is important to note that, in this letter and elsewhere, the 1.44 kPa criterion was coiffured in association with 3.4 m track spacing. Similarly, acceptance tests undertaken during development work on new train designs were checked against a limit of 1.44 kPa at 3.4 m track spacing.Further, BR Research advised that, for practical purposes during track tests, compliance with the criterion was to be checked against a measurement taken at mid-window height on a stationary observing train on straight track on a calm (no wind) day. The result then was to be corrected to nominal 3.4m trac k spacing.ObservationsIn the same way as for the original tests and for the nominal service condition chosen by Research and DMEE management, there will be circumstances now when 1.44 kPa is exceeded. For example, movement of the observing train, the presence of cross-winds, reduced track spacing and track curvature can all increase the pulse amplitude. Thus, it is important to adopt this specification of the reference set of conditions under which the criterion is to be met.Note that the above implies that rolling stock operating on high speed routes should be structurally designed to a criterion in excess of l.44kPa for the train passing pressure pulse case. For the demonstration load case of unsealed trains, this will usually be covered by the Q.5kPa specification for vehicle body structures (see Railtrack Gp. Stds. GM/TT0l22, GM/TTOl23, GM/RC2504). certain trains will be covered by their own more stringent limits. However, fatigue load cases particularly for unsealed trains ma y need to incorporate high values associated with regular exceedances of the 1.44 kPa value.It would appear, therefore, that the original Railtrack Spec. for WCML mistakenly omitted reference to 3.4 m track spacing in its definition of the conditions under which the 1.44 kPa criterion should be met. Incidentally, the corresponding Railtrack Spec. for ECML does define 3.4 m as the reference condition.

Effectiveness of Organizational Development Models

Effectiveness of g everyplacenanceal Development dumbfoundsThis expression shows the effectiveness of presidential termal Development models in gild with the example. In this article we have discuss the comparison of three OD models mentioning their effectiveness in order with example.The world is passing through the turbulent times. Companies atomic number 18 expanding their business, acquiring sassy enterprises, and going through significant adjustments, including outsourcing, downsizing, automation and so onTomorrows world allow for be different from todays, calling for unfermented arrangemental approaches. presidencys go out motif to be adapting to these pitchs food market conditions and at the same time coping with the drive for a re refresheding rather than re feignive nameforce.Organizations argon never completely stagnant. External forces i.e. Government, Stockholders, Unions, Competitors, Suppliers, and Customers etc unceasingly affect the activities of the organization. Changing consumer lifestyles and technological breakthroughs all act on the organization to cause it to adjustment. Many of these changes are forced upon the organization, whereas new(prenominal)s are genearned run averageted internally. Because change is occurring so rapidly, in that location is a need for hot slipway to manage it. organizational Development is a relatively new-fashioned invention. It started in the late 1950s when behavioural scientists steeped in the lore and technology of group dynamics attempted to apply that k forthwithledge to improve team functioning and intergroup relations in organization. (French and Bell, 1999).Organizational instruction (OD) is an finish of mienal science to organisational change. It consists of a wide array of theories, military operationes, and activities, all of which are oriented toward the goal of improving individual organizations. OD concentratees on conservatively planned approaches to changing or improving organizational structures and adjoines, in an attempt maximize organizational effectiveness.Background of StudyIn present era of track throat competition, globalization, erasing trade barriers, rapid innovation, advancement in new technology, reduction in product life cycle and huge investment requirements to get entree into industry increase the essence of formulating an effective strategy in an organization in order to gain a competitive edge in market place. It is utmost authoritative for each and every organization to be consistently competitive at the market place in order to save organization from entropy and father it possible for organization to constantly grow through application of Organizational Development concepts. Strategy is a comprehensive plan to get to organizational goals or strategy is a comprehensive master plan stating how the corporation/organization give achieve its mission and objectives. It is non only important for any theatre to develop an effective organizational strategy but to a fault proper implementation and control mechanism is very crucial for winner. Organization strategy is the one of element among mixed elements that whitethorn require OD interventions if non effective. According to Burke-Litwin model, organization may require first order or second order change or may require both(First order and Second order changes). If OD interventions order toward structure, systems, and commission practice result in first order change, if interventions directed toward mission, strategy, leading, and organizational culture whence result in second order change (French and Bell, Jr, 1999).Companies today are exposed to untold more rapid changes than they were decades ago. This growing abides the reason to analyze approaches that help to overcome inflexible, conservatively-managed companies and lead change initiatives successfully. (Kotter, 1996).Organizational Development is planned change in an organizational context. The exploitation of models of planned change facilitated the maturation of OD. Models and theories depict, in words or pictures, the important features of some phenomenon, describe those features as variables, and specify the relationships among the variables. (French and Bell, 1999).Corporate restructuring, strategies, and development models may be based on non-homogeneous factors viz. Human Resource Management, Financial revamping, International competitive market, post merger and acquisition etc. The globalization, commercialization, privatization, and deregulating have changed the whole scenario as much(prenominal) change has become significant factor in business survival. This has brought far-reaching changes in economic structures and patterns of organizations. The OD is getting increase attention as such it plays a samara role in the description of recent developments. The institutions private or public now realize the recent trends and prospects and have starte d giving priority to OD. These organizations now adapt and act OD at their workplace by redefining its role in promoting efficiency and economic growth. The organizations, oddly those without strong change element are in favor of encouraging the vigorous growth of OD in corporate governance. The organizations they do non condense measures to enhance their capabilities through planned change by employing OD risk not just being marginalized but also being completely bypassed in the new global order. The organizations those face severe competition today are completely dependent on behavioral interventions for organization improvement.Conceptual Understanding of the Organizational DevelopmentOrganizational Development (OD) bridges an organizations need for continuity and its need for growth. It helps the organization change to meet the changing demands of its internal and external environments (Culbert Reisel, 1971).Organizational development is a guess and practice of bringing the planned change to organization. These changes are usually designed to address an organization line or to help an organization prepare for future. It is the one method of quickly bringing change, which focus on human and fond aspects of the organization as a way to improve organizations exponent to adapt and solve problems.Organizational development is both a professional field of neighborly action and an area of scientific inquiry. The practice of OD covers a wide spectrum of activities, with seemingly endless variations upon them. Team building with top corporate management, structural change in a municipality, and job enrichment in a manufacturing firm are all examples of OD. (Cummings and Worley, 2005).Different theorists have provided with their own definitions of organizational development. Some definitions are SourceDefinitionPorras and Robertson (1992)Organizational development is a set of behavioral science-based theories, values, strategies, and techniques aimed at the planned change of the organizational work setting for the purpose of enhancing individual development and improving organizational performance, through the alteration of organizational members on-the-job behaviors.Cummings and Worley (1993)OD is a systematic application of behavioral science knowledge to the planned development and reinforcement of organizational strategies, structures, and processes for improving an organizations effectiveness.Burke (1994)Organizational development is planned process of change in an organizations culture through the utilization of behavioral science technologies, research, and theory.French and Bell (1999)Organizational development is a semipermanent effort, led and supported by top management, to improve an organizations visioning, empowerment, learning, and problem-solving processes, through an ongoing, collaborative management of organization culture-with special emphasis on the culture of intact work teams and other team configurations-using t he consultant-facilitator role and the theory and technology of applied behavioral science, including action research.The gist of above definitions is summarized belowCulture and processes are the key areas of the ODSpecifically, OD encourages collaboration amongst organization top managers and staff members in managing culture and process.Teams of all kinds are particularly important for accomplishing tasks and are targets for OD activities.OD focuses on the human and social side of the organization and in so doing also intervenes in the technological and structural sides.Participation and involvement in problem solving and decision making by all takes of the organization are hallmarks of OD.OD focuses on total system change and views organizations as complex social system.OD practitioners are facilitators, collaborators, and co-learners with the lymph node system.OD makes the client system effective so that the client systems solves its problem at their own and provide necessa ry coaching job / teaching in order to enhance the knowledge and skill level.OD relies on an action research model with extensive participation by client system members.OD takes a developmental view that seeks the betterment of both individuals and the organization. Attempting to create win-win solutions is standard practice in OD programs.In the 1970s, organization development evolved as separate field that applied the behavioral sciences in a process of planned organization-wide change, with the goal of increasing organization effectiveness. Today the concept has been hypertrophied to examine how large number and groups can change to a learning organization culture in a complex and turbulent environment. Organization development is not a step-by-step procedure to solve a specific problem but a process of fundamental change in the human and social systems of the organization, including organization culture. It is a process in a sense that a process is an identifiable interrelated event moving toward some goal or end. Organization development is a journey, not a destination. It is an unfolding and evolving series of events. Every organization program is unique because every organization has unique problems and opportunities. besides all organization development programs are identifiable flow of interrelated events moving over time toward the goals of the organization improvement and individual development.Organization development is an organizational improvement strategy, which is about how flock and organization function and how to get them to function better. The field is based on the knowledge from the behavioral science disciplines such as psychology, social psychology, sociology, anthropology, systems theory, organizational behavior, organization theory and management to create trust, pass around conformation of problems, employee empowerment and participation, knowledge and development overlap, the design of meaningful work, co-operation and co-or dination between groups and full use of human potential.Organizational Development can help groups and individuals improve various aspects of organizational life necessary for success, including culture, values, and systems and behavior. The goal of O.D. is to increase organizational effectiveness and organizational health, through planned interventions in the organizations processes, operations, and behavior. Most often, O.D. services are requested when an organization (or a unit within an organization) is undergoing a process of change.Organizational Development services can assist in having a positive impact on most, if not all, factors that contribute to high performance. These include righteousnessTeam interactionsStrategic planningSkill alignmentProfessional development strategiesEffective use of technologyWorkplace climateEmployee moraleA primordial goal of organization development is to optimize the system by ensuring that system elements are harmonious and congruent. When organization structure, strategy, culture, and processes are not aligned, performance suffers. Different organizations interventions focus on align the organization with environment demands. Organizations are examples of open systems, that is, system interacting with their environments. Many problems of organizations today emerge from rapid changes in environmental demands, threats and opportunities.The Growth and relevance of ODOrganizations must settle themselves in increasingly complex and uncertain technological, economic, political, and cultural changes. The speedily changing conditions of last few years shown that the organizations are face the unprecedented uncertainty and nothing short of a management revolution will save them. Globalization, information technology, and managerial innovation are the major(ip) trends which are shaping change in organizations.First globalization is playing vital role is the organizational life cycle. Organization is growing in the changing m arkets and environments. newfangled governments, new leadership, new markets, and new countries are emerging and creating a new global economy. Companies in Russia, China, Hong Kong etc. are the examples of globalization.Second information technology has drastically changing the old business model and defining the new parameters of how knowledge is used, how work is performed and how to calculate the cost of doing business. Now the organizations are going for ERP, e-commerce, SAP etc. Amazon.com, E-Trade, are among many recent entrants to the information economy, and the amount of business being conducted on the Internet is projected to grow at double-digit rates for well over ten years.Due to revolution in information technology, electronic data interchange, a state of the art information technology application, few years ago, is now considered as routine business practice. Due to this revolution, organizations moved towards downsizing and restructuring of the firms.Finally, infor mation technology is changing how knowledge is used. Organization members now share the same key information that senior managers once used to control decision making.Ultimately, IT will generate new business models in which communication and information sharing is intimately free and easily accessible.Third managerial innovation has responded to the globalization and information technology trends and has speed up their impact on organizations. New organizational forms, i.e. networks, virtual(prenominal) corporations etc, provide organizations with different ways of thinking about how the produced goods and deliver services. The strategic alliance, for example, has emerged as one of the indispensable excessivelyls in strategy implementation. No single organization, not even IBM, Mitsubishi, or General Electric, can control the environmental and market uncertainty it faces.New methods of change, such as downsizing and reengineering, have drastically bring down the size of organiza tions and increased their capacity, and new large group interventions have increased the speed with which organizational change can take place. OD practitioners, managers, and researchers argue that these forces not only are powerful in their own right but are interrelated.Organization development is the round-the-clock process of improvement. As change is the continuous process so also to cope with such changes is necessary of organizations survive. As the time passes the new changes occur in the market dilemma. The organizations on their peak opinion need to maintain their peak position and continuously improve to provide better benefits to their customers. Timely they have to adapt new technology, enter in to new markets, beat the competition etc.The organization development is not only for the failure organization but the successful organization also adapt new technology and innovations to maintain their success. Organization may face different problems in their different depa rtments like finance, management, marketing, production, sales and so on. So the OD consultant diagnoses these problems to provide solutions to that organization.Human resources our people may be a large fraction of our costs of doing business. They certainly can make the difference between organizational success and failure. We better know how to manage them.Changing nature of the workplace. Our workers today want feedback on their performance, a sense of accomplishment, noteings of value and worth, and commitment to social responsibility. They need to be more efficient, to improve their time management. And, of course, if we are to continue doing more work with less people, we need to make our processes more efficient.Global markets. Our environments are changing, and our organizations must also change to survive and prosper. We need to be more responsible to and develop c recidivater partnerships with our customers. We must change to survive, and we argue that we should attack the problems, not the symptoms, in a systematic, planned, humane manner.Technological improvement Organizations from time to time innovate and create new technology for better product development and management of organization. Because in era of competition the managers overall attention is toward the proper management and allocation of resources.Models of Organizational Development and its EffectivenessOrganizations are facing continuous pressures due to change in global pace, economic and technological development and organization is making the same a feature of its life cycle. Every organization is going for development and directed at bringing about planned change to increase organizations effectiveness and efficiency. Managers, generally, initiate and implement the same with the help of an OD practitioner either from privileged or outside of the organization.Organizations can use planned change to solve problems, to learn from experience, to adapt to external environmental ch anges, to improve performance, and to influence future changes.Organization Development (OD) covers all aspects of an organization its functional scope is very vast as such itFocuses on culture and processesEncourages collaboration between organization leadership and members in managing culture and process and makes it more efficient.Teams of various kinds are the target of OD.It focuses on the human and social side of the organization and in doing also intervenes in the technological and structural sides.Ensures participation and involvement in problem solving and decision making by all levels of the organization, which is hall mark of whole process. withal focuses on total systems change and views organizations as complex social systems.It leads to a development that seeks the betterment of both individuals and the organization as a whole.The OD consultants/ practitioners therefore plays an important and vital role as such they are facilitates, collaborates, and co-learners with the client system. At the outset OD consultants seeks top managements commitment and consent to initiate the process.The major events in the process then includeSensingDiagnosingPlanningActionsEvaluationAdjustments, andRepeatingOD is an iterative process, it a journey not a destination. The goal of OD consultants is overcharging to make clients systems able to solve their problems through learning and teaching self-analytical methods. OD in fact is not one time process rather it relies on action research model with extreme participation by client system members to bring sustainable growth. The knowledge base of OD is extensive, dynamic, and consonantly growing. Today the organizations prefer for holistic action plan as compare to linear or cyclic kind of interventions. The holistic approach presents a theory that the universe and especially nature should be viewed as interacting wholes rather than as distinct parts. This approach definitely caters to dynamic and most contemporary te chniques for the planned change. in that respect are numerous models and several recent theories those promises planned change.Few are highlighted belowKurt Lewins swop ModelThree story theory of change was proposed by Kurt Lewin (founder of social psychology). Initially the theory was presented in 1947 and since then a lot of changes has been taken place in the original work. Actually there are various models of change which are based on the Kurt Lewin model. According to Kurt Lewin, change in organization is commonly referred to asUnfreeze, Change, and Freeze. Change entails moving from one equilibrium pourboire to another.Kurt Lewin model is useful to frame a process of change for people which can easily understand. Although this theory got so much popularity but it has been criticized for being too simplistic. The detailed explanation of each stage of the model is given belowStage 1 Un freezeUnfreezing is the first stage of Lewins Change Model. This stage focuses on the need for change and it is the starting point of change process. This stage emphasizes the importance of change and helps in moving move away from our current comfort zone. Change will not occur unless and until we understand the urgency of change. The more we feel that change is necessary, the more urgent it is and vise versa. When it becomes evident that the organization requires a change then the next step is to identify the pros and cons associated with the implementation of change. For example it would be wise to proceed with the change if the pros outnumber the cons before you take any action. This is the basis of what Kurt Lewin called the beat back Field Analysis. In field force analysis there are various factors related to the change. Some of the factors are in favor of change go others are opposing factors. A change cannot takes place unless the factors for change outweigh the factors against change. In the Unfreezing stage a department or an entire business moves towards dem and for change. The Kurt Lewin Force Field Analysis is a helpful way to know this process and there are ample of thoughts of how this can be done.Stage 2 Change or TransitionThe second stage of Lewins Change Model is a process of transition which is the inner movement or journey we make in reaction to a change. In transition process the current states is unfrozen and movement is started towards the new state. Lewin argued that the second stage is often the hardest as people are unsure or even fearful. Basically in this stage people are not much aware about the benefits of change so they are in the process of learning about the changes and require time to understand. In this stage people scan the environment for new relevant information and try to identify new role model or mentor. People must have clear picture of the coveted change so they dont lose sight of where they are heading. Using role models and allowing people to develop their own solutions also help to make the changes. Stage 3 Freezing (or Refreezing)The last stage of Lewins Change Model is freezing or refreezing. Once the change has been made, the next step is to freeze the change in order to establish stability. In this stage everything is going to settle down because people are in the process of accepting the new changes. Thus all the changes become new norms of the organization and people form new relationships. People will become comfortable with their routines but it will take time. Many people argue that there is no freezing because of dynamic environment in which things are changing very rapidly. Therefore there is always a continuous change and freezing has become a chaotic process in which great flexibility is demanded. In this way unfreezing for the next change might be easier. Lewins tried to reinforce the change and run into that the desired change is accepted and maintained into the future. Reinforcement is very important because people tend to go back to doing what they are used to doing.Effectiveness of Kurt Lewins Model of ChangeThere is lot of real life examples of Kurt Lewins Change model.Example 1 Continental AirlineBy applying the Kurt Lewins Change Model, Continental Airlines became Airline of the yr.The awards won by Continental so far include No. 1 Most Admired Global Airline from Fortune magazine (2004, 2005, 2006, 2007, 2008, and 2009), Airline of the Year by OAG (2004, 2005), Best Trans-Atlantic and Trans-Pacific Business Class among U.S. airlines by Cond Nast Traveler (1999, 2000, 2001, 2002, 2003, 2004, 2005, and 2006), and many others.Video available at http//www.youtube.com/watch?v=7wxKv6K1-V0Following is the another example of Kurt Lewins Change modelBy doing attitude and satisfaction survey in the organization of all staff, management may come to know that the moral of the staff members is quite an low and due to this risk of safety is quite high. This may hinder the change process.Similarly when information is being delivered to the fiel d, but negative events are continuing to occur, this may reflect to the management that the message is not being heard and some required changes are in order.During the unfreezing step generally most of the staff members and management are willing to change.Kurt Lewins model suggests that one of the best ways to motivate people to change is to first get people see the need for change. Even when a change if for the persons long term health benefits such a ceasing a bad destructive habit, few people ever change because someone else tells them to. People generally need to see for themselves the need for change, for the catalyst to occur, to provoke them to unfreeze.Educating employees in regards the pressures for change is a first step.Organization leaders will begin to highlight gaps between current and desired states and put forward a vision as it needs to be. They further express the change in terms of particular outcomes that the organization desired from its operation and employe es and their belief and confidence that these changes are possible.Before installing a new way of operations, the existing system needs to be broken down.At this stage, the goal of change agent is to create a strong reaction. To get the relevant staff management participated and examining the side quo. Create an environment on which people are forced to seek out a new and better way to do things. To re-set the normal order of things to new heights and standards.Tips to UnfreezeChange is necessary because the businesses, market or product are changing. Analysis should be carried out that what is required. Build an understanding.Existing attitude quo will be required to break down before developing new way of doing things.Guide the people to know and understand that the old ways cannot continue and prior poor results will be used. Message should be passed on. What, who, when, where, why and how changes and improvements are necessary.Regular and frequent communication lines will be open with all employees. In order to eliminate the barriers of change, open door policy will be introduced with the aim to allow the employees to feel comfortable in sharing their concerns with the leadership.Remain open and honest with feedback to staff and continue to build solid interaction with the affected groups.Build a guiding partnership and support from management and understand and consider the needs of stakeholders.TransitionDuring the transition phase we aim to shift or alter the behavior of theThere are at least three planned change models that have been identified by Cummings and Worley (1997) Lewins change model, the action research model, and contemporary adaptations of action research.Kurt Lewins Change ModelOrganizational change can occur at three levels- and, since the patterns of resistance to change are different for each, the patterns in each level require different change strategies and techniques. These levels involveChanging the individuals who work in the o rganization-that is, their skills, values, attitudes, and eventually behavior-but making sure that such individual-behavior change is always regarded as instrumental to organizational change.Changing various organizational structures and systems-reward systems, reporting relationships, work design, and so on.Directly changing the organizational climate or interpersonal style-how open people are with each other, how meshing is managed, how decisions are made, and so on.Whatever the level involved, each of the three interventions is needed to make organizational members address the levels need for change, heighten their awareness of their own behavioral patterns, and make them more open to the change process.Stage 1 UnfreezingThree ways of unfreezing an organization arei. Disconfirmationii. Induction of guilt or anxietyiii. design of psychological safetyDisconfirmation or lack of confirmation. Organizational members are not likely to embrace change unless they experience some need f or it. Embracing change typically means that people are dissatisfied with the way things are quality is below standard, costs are too high, morale is too low, or direction is unclear, for example.Unfreezing involves reducing those forces maintaining the organizations behavior at its present level. Unfreezing is sometimes accomplished through a process of psychological disconfirmation. By introducing information that shows discrepancies between behaviors desired by organization members and those behaviors currently exhibited, members can be motivated to engage in change activities.Induction of guilt or anxiety. This is a matter of establishing a gap between what is current but not working well and some future goal that would make things work better. When people recognize a gap between what is and what would be better and more desirable, they will be motivated via guilt or anxiety to reduce the gap. But disconfirmation and induction are not enough to accomplish the unfreezing stage. One more process is necessary.Creation of psychological safety. To face disconfirmation, experience guilt or anxiety, and be able to act or move, people must believe that moving will not bring them humiliation or loss of self-esteem. People must still feel worthy, psychologically safe. The consultant must be concerned with people not losing face and must take car that when people admit that something is wrong they will not be punished or humiliated.Stage 2 Moving (Changing)The second step, movement, involves making the actual changes that will move the organization to another level of response. On the individual level, we would expect to see people behaving differently, perhaps demonstrating new skills or new supervisory practices. On the structural level, we would expect to see changes in actual organizational structures, reporting relationships, and reward systems that affect the way people do their work. On the climate or interpersonal level, we would expect to see behavior patte rns that indicate greater interpersonal trust and openness and fewer dysfunctional interactions.There are two main processes for accomplishing this stageIdentification with a new role modelScanning the environment for new informationIdentification with a new role model, mentor, boss, or consultant to begin to see things from that other persons point of view. If we see another point of view operating in a person to whom we pay attention and respect, we

Elie Wiesel Holocaust Survivor Essay -- Essays Papers

Elie Wiesel Holocaust SurvivorAs war broke come in in Europe during 1939, no one could either imagine or believe the terror that Adolf Hitler would soon bring to the lives of Jewish people. Drawing from his paranoia and a fill for a world Nazi power, Hitler singled out the Jews as the cause for problems in Ger numerous and began to carry out his plan for the destruction of a part of humanity. Hitler not totally persecuted the Jews of Germany, but he overly targeted the Jews in Poland and other parts of Europe, such as Transylvania, which was the home of Holocaust survivor Elie Wiesel. Breaking his self-imposed vow of muteness in 1958, Elie Wiesel published Night which details his horrific experiences at the Auschwitz, Buna, and Buchenwald concentration camps during World War II. Deported from his home in Sighet, Transylvania when just a teenager, Wiesel along with many others struggled through bitter cold, inadequate meals, excruciating labor, and long journeys in overcrowded , filthy train cars. In Night, Wiesel not only details his horrific experiences, but also shows how the Jews first denied the Holocaust, next rejected God, and finally how fathers and sons struggled against each other for survival. Wiesel begins his story in 1944 with memories of his idol, Moesh the Beadle. Moesh talked for long hours with Wiesel about prayer, God, and Jewish books. Suddenly, one day all impertinent Jews were removed from Sighet and since Moesh was a foreigner, he was crammed into the overcrowded trains by the Hungarian police. As the train pulled away one Jew said,What can we expect? Its war.1 This comment displays the beginning of the defence force by the Jews. The community of Sighet talked of how well the deportees were doing as workers i... .... Frangsmyr, 1 23. Grolier Multimedia Encyclopedia. Grolier Electronic publication Inc., Danbury, CT. Bibliography- Arad, Yitzhak, Yisrael Gutman, and Abraham Margaliot. Documents on The Holocaust. Jerusalem, Israel Ahva Cooperative Press, 1981. - Frangsmyr, Tore. Biography of Elie Wiesel-Nobel Peace Prize-1986. Les Prix Nobel. http//nobel.sdsc.edu/laureates/peace-1986-1-bio.html (25 October 1998) - Grace, Richard A. Elie Wiesel Ellis Island Medals of Honor. http//www.neco.org/e.wiesel.html (25 October 1998) - Grolier Multimedia Encyclopedia. Grolier Electronic Publishing Inc. , Danbury, CT. - Holmstrom, David. conversations with Outstanding Americans Elie Wiesel The Christian Science Monitor. http//www.csmonitor.com (15 October 1998) - Wiesel, Elie. Night. New York Hill & Wang Publishing, 1982.

Rodin Essay -- Essays Papers

RodinLike most artists, Rodin was not an overnight success. Even though he was rejected numerous times from art schools because of his art style, he prevailed in the end. Rodin, like many artists, got their inspiration from other great and famous artists. In Rodins case, his inspiration came from Michelangelo. In Rodins more famous works, one can check up on the similarities betwixt the two artists artwork. Rodins parents were not wealthy, therefore, he was not able to attend an art school of his choice. His father, however, did send him to Petite cole, a training ground for commercial drawer and practiciens--cutters and finishers of work in stone. At the age of seventeen, Rodin won his first prize for a clay model and he came in second smudge for one of his drawings. His teachers at Petite cole encouraged him to try for the Grande cole des Beaux-Arts. He utilise, but was not accepted. Not giving up hope, Rodin applied two more times, but was rejected. Determined to make a living , he worked for a large commercial designer. It was there, that he created numerous objects with his hands anything from masks of gods to cupids. This is where he began to observe that he had a future in what he loved the most, art. Even though Rodin was an artist, his career did not take off so soon. When he was 22, his child Maria died. He anguished so much over her death that he decided to leave his art. He quit everything and decided to enter the mark of the Fathers of the Very Holy Sacrament. While living in the monastery, Rodin confided in Father Eymard, and he was the one that told Rodin to continue sculpting and not to give up. Rodin eventually realized that religious belief was not his calling and once he had enough capital saved up, he moved into his first studio. From that point on, he was fully committed to his artwork. Rodin express that it was so cold in his studio, (he could not afford to have heat) that he would wake up and see parts of his sculptures on the fl oor. Since I didnt have the money to have them cast, each day I lost precious time covering my clay with wet cloths. Despite that, at every turn I had accidents from the effects of the cold and heat. Entire sections detached themselvesheads, arms, knees, chunks of torso fell off I found them in pieces on the tiles that covered the floor .In 1864, Rodin created a masterpiece, something that would change his ... ...ed, he prevailed and was able to live happily considering what a hard life he had. Rodin died in November 1917 and his common-law wife, Rose, died in February of 1917. Rodin died with having completed over cd sculptures and 7,000 drawings.Two of Rodins most famous pieces of work were finally shown in the Salon in 1878, The Man with the Broken Nose and the Age of Bronze. I had a chance to see several Rodins and visit his home in paris last summer and while he may reflect Michealangelo ,it was clear ,no one could deny his endowment as a sculptor. His forms hold such a stro ng sense of motion and strength. My favorite would have to be his sculpture the Kiss, it stands in the garden deTolluries in paris and just left such a strong impression on me.Bibliography1.Cunningham, Lawrence and John Reich. Culture and Values A Survey of the Western Humanities. Vol. 2, fourth Edition. Forth Worth Harcourt Brace College Publishers, 1998. 2.HalWilliam Harlan and the Editors of Time-Life Books. The World of Rodin 1840- 1917.Virginia Time-Life Books, 1978. 3.Lampert, Catherine. Rodin Sculpture and Drawings. Hong Kong Kwong Fat Offset Printing Co. Ltd., 1986.