Directors file for the new production of An Inspector Calls :: Drama

Directors file for the new production of an Inspector Calls Cast List - all these people I have chosen for the following parts are because they identify with the characters as well as the reasons I have said. ====================================================================== Inspector Goole = Anthony Hopkins --------------------------------- I thought quite carefully about who would be most suitable for this part as I think it is very important that the actor playing this part can manage put out a certain impression of solidity and purposefulness have a strong and almost hypnotic power over the other characters and also the audience. The inspector is probably the hardest character to portray excellently and I think that Anthony Hopkins would suit the part perfectly as he can do the things that the inspector does, such as give a character a certain power and a mysterious feel. I imagine the inspector to be very similar to 'Hannibal Lector' from 'Silence of the Lambs, which Anthony Hopkins played. From previous parts that Anthony Hopkins has acted I know he can manage to have complete control over situations and people and brings a very unsettling feeling with him which is exactly how he would have to go about to give the presence the Inspector would. The main thing that Anthony Hopkins would have to try and do, would be to give the Inspector all these characteristics without making it look like he was even trying, and I think this is very important. The inspector always knows exactly what he's doing and uses no effort in trying to do it. Anthony Hopkins would have to speak with no emotion, almost in a monotone voice and have those cold eyes, which stare very deliberately and disconcertingly and give a very uncomfortable feeling, most of these I think Anthony.H would be able to do. He would have to speak with a posh English accent because the Inspector Arthur Birling = Jim Broadbent ------------------------------ For this part I chose Jim Broadbent partly because I have seem him act many different parts so I know he could carry off any part, but mainly because of his part in Moulin Rouge was very similar to Mr. Birling. I imagine Mr. Birling to have quite a large belly, a beard and to be very loud and jolly at the beginning but to then to change to an arrogant, proud and stubborn man. Even though Jim Broadbent matches the description he would have to work a lot harder on matching the character and personality. He would need to give Mr Birling a very loud booming voice and a very over the top exaggerated character. He would have to concentrate on making sure that Mr Birling came across

New Play Plan Essay

1. Is the company at the point where it should be setting up a formal salary structure based on a complete job evaluation? Why? Yes, by setting up a formal salary structure is being fair to the employees because the salary being paid based on the job task rather than pay the salary based on gender. When the salary structure being fair, it leads satisfaction among the employees and as a result the turnover will be at low rate. Besides, the company also can control their financial operation by doing budget allocation planning for their business operation. Moreover, the formal salary structure will make the employees clear on the amount pay for his or her job position. Thus, it can make easier to the related manager to do a process of salary payment. 2. Is Jack Carter’s policy of paying 10% more than the prevailing rates a sound one, and how could that be determined? First of all, First of all, according to this case, carter does not make any formal surveys, it is a correct action for Carter. Carter should pay more attention to the requirements of employees for building a formal pay policy. Secondly, Carter Company should pay different salaries for different job department rather than gender. Thirdly, it can determine a job’s relative worth by job evaluation. However, Jake has no enough evidence for building a pay policy. In our opinion, Carter may choose a job evaluation commitment to ensure right pay policies. As far as we concerned, Jake Carter’s policy of paying 10% more than the prevailing rates is sensible. There are five steps for making a rational pay plan. Primarily, employer conducts informal salary survey and formal survey. Then employers use salary survey to know what others are paying. Secondly, Carter chooses job evaluation methods to determine the worth of one job. Thirdly, the company pays the similar salary for similar jobs. Fourthly, Carter can use a wage curve to help assign pay rates to each job. Then it is easy to price jobs with a wage curve. Lastly, we know Carter does not develop pay ranges. Therefore, it is important for developing pay ranges to motivate high performance employees. At the same time, Carter needs to  correct out-of line rates. In this case, we disagree that men and women have different salary, it is unfair. Thus, Carter must ensure that men and women are paid comparably for essentially the same work. Jack Carter’s policy of paying 10% more than the prevailing rates a sound one because he believes that within the higher payment he could reduce the turnover among the employee and also at the same time can fostering the employee loyalty to organization. It could be determined by providing facts that Jack pays the 10% more to the worker. Besides, it’s very much better, if the payment done to the workers that are showing the loyalty to the organization. 3. Similarly, is Carter’s male-female differential wise? If not, why not? Our opinion, the answer is no, Carter’s shop does not have male-female differential wise. And they are also equal to their employees. Because Carter Cleaning Centers do not make a formal and legal wage structure to their employees, and at the same time Carte Cleaning Centers also does not use a good compensable factors to their employees, it will cause some bad effects to their employees and it also bring about different treatment. Wages rates are based mostly on those prevailing in the surrounding community. According to the Equal Pay Act of 1963, it requires that men and women who do the same job in the same organization should receive the same pay. The term `same pay` refer to no difference is acceptable. In addition the law, also defines that one consider as doing the same level of job if they are equal in term of skills, effort, responsibility and working condition. However, the Equal Pay Act of 1963 includes four exceptions that allow employers to pay another gender more than another. Some of those exceptions are like more seniority, better job performance, greater quantity or quality of production and lastly certain other factors like paying extra to employees that working the night shift. Back to this case study, there is no such exceptions includes in the reason provided by the Jack as to justify why he decided to pay 20% more than woman to men workers. The reason provided by him is they are stronger and can work hard for longer hours and also they all have family to support. This justification is the one that can’t be acceptable at all if refer to the law  and it also show discrimination towards the female worker. This is because, according to Equal Pay Act 1963, rather than the four exceptions as mention above, female and male workers should receive the same amount of payment if they hold the same job that are substantially equal. In addition, this unwise decision of Jack Carter’s policy will result in many negative effects such as increase in turnover among female worker, job dissatisfaction. Besides, there will be also more arguments in order to get an equal pay rate and lastly it will lead to an unproductively result to the organization. Question 4: Specifically, what would you suggest Jennifer do now with respect to her company’s pay plan? For the development of the company, there are several suggestions from us to Jennifer do now with respect to her company’s pay plan. More details about the suggestion will be discussed in the following paragraph. First, in the question 1, we had mentioned this point, setting up a formal salary structure. Based on this point, for the employees, they will feel more fair and unambiguous about how much they can get and it also makes the managing easier and more clearly for managers, there are strict certain structure to avoid the unfair things happen. Second, make a necessary formal survey in order to determining the amount that company should pay at what type of job responsibilities in order to avoid the mistake such as imbalances of salary payment. No matter what careful we are, we also would make some errors, so recheck the results are very necessary and important. In the case, the company conducts informal surveys among friends and cleaners trade associates. By doing this, it would reduce the cost and it is good for getting vast and direct information. But the independent information source could give great risks to the company in the future. Therefore a formal survey to the employees is more effective rather than informal survey in order to get feedbacks from employees regarding the pay system. Third, about the policy of paying 10% more than the prevailing rates, as a company, profit is the first thing. Although, this policy can foster employee loyalty, but to the long-term, the employees will accustom this situation and cannot motivated them to do better. Changing the policy like rewarding the outstanding employees with this policy, not all, this not only can reduce the cost, but also can motivate employees to get the higher prevailing rates. Fourth, abolish the policy of paying men about 20% more than women for the same job. Although her father’s explained that men are stronger and can work harder for longer hours, and besides they all have families to support, this policy considered bias to the men employees and of course it can course dissatisfaction to the women employees and they will feel unfairly treated. In pay system, it is better to have an official approved procedure on determining the right employees who’s qualify to be rewarded on the bonuses or salary increment and it should be based on the employees work performance. Don’t do like that, regarding somebody who work hard and better is effective method.

Biology Sensitivity Lab Report

To investigate the effect of skin sensitivity In response to cold temperature in different parts of the body by timing the maximum amount of time in which Ice-pack can be held to that area. Hypothesis: If the layer of skin Is relatively thin, the nerve response to cold will be the fastest, Increasing the skin's sensitivity. This therefore means that the fastest responses to cold will be in the face, and specifically the nose.The skin consists of 3 main layers; the epidermis, dermis and hypodermic (also known as the subcutaneous). The epidermis consists of dead and nearly dead skin cells which protects us from injury, infections, fluid loss†¦ Acting as a barrier. The Dermis is the skin layer which contains most of the nerve cells, hair follicles, sweat glands and many others. The Hypodermic layer is not really a skin layer, it attaches the skin to everything else; it contains the fat layer.The layer of fat in the nose's hypodermic is very thin in relation to other parts of the bo dy which will make the nerves detect the change in temperature on the surface the fastest, therefore bringing upon the response In less time. Variables: Independent variable: The part of the body (area of skin). Dependent variable: The maximum amount of time the ice-pack can be held to the skin (Using a stopwatch).Controlled variables: * The same height group (1 55-CACM) * The same weight group (45-keg) * The same age group (15-20) * The same sex (female) * The same temperature of the Ice-pack (placed In the freezer for 5 hours) * The same surrounding temperature (20-ICC) The same body temperature (3709 ; The same material used in the icepack( plastic and gel) ; The same size and thickness of the icepack (medium sized) Fair test: This experiment is considered to be a fair test because I think that most of the rabbles that can manipulate the results in any way other than the variable which I want to manipulate which is area of skin being tested, for example the height group and age g roup are controlled which ensures that the layer of fat in different people is similar due to these characteristics. Materials: * 3 ice-packs of the same temperature * Stopwatch * Thermometer * A long table Method: 1 . Place 3 identical icepacks in the freezer for 2 hours before starting the 3. Take their temperature making sure it is around ICC (If not change one of the people to one with all the requirements including temperature). 4. Make the person lay on the table on her back. 5.Take out one of the icepacks from the freezer. 6. Place the icepack on the thigh and time the time needed for the person to reach his limits with the cold. 7. Repeat the above step for the other body parts (Upper arm, belly, forearm, forehead and nose). 8. Replace the ice pack in the freezer again and take out another one. 9. Repeat the experiment on the same person another time. 10. Replace the second ice pack and repeat the step above with the third icepack. 11. Replace the ice pack in the freezer. 12 . Wait for an hour to regulate the temperature of the ice packs in the freezer. 13. Repeat steps 3-10 for the second female. 14. Record the result throughout the whole process. 15.The results are not completely constant though since the belly normally has more fat than the upper arm, but since the belly was covered with a shirt beforehand this led to tampering in the reliability of the experiment which is noninsured a source of error. The thermo receptors face's skin is the most responsive to temperature changes; the forehead had an average response time of 17 seconds. I came up with an average for each person's tree trials first, and then I came up with a final set of data for the average of all 6 trials on the two people. I came up with the final average by adding up all the 6 results from the several trials and divide them by 6 giving us a final result that we can work with to draw conclusions about our results and their reliability. Data presentation: Conclusion:My main conclusi on from this experiment about skin sensitivity in different areas in response to cold temperature changes is that the skin on the nose is the most affected. This is because of two things, the main reason being the layer of fat on the nose is a lot thinner than the layer of fat on other parts of the body like the thigh and the second reason being that thermo receptors which are the nerve cells which respond to temperature changes in the surrounding are highly concentrated in the face area so the fastest responses would therefore surely be from the face, explaining the fastest two reactions; nose (an average of 9 seconds) and forehead (an average of 17 seconds). This supports my hypothesis since that was my initial thought regarding the experiments' results due to scientific research.My results are highly valid since they make sense and are backed up with concrete scientific reasoning. The face brought upon the fastest responses followed by the belly and the arm. The belly has a thick er layer of fat than the arm; this is where my results got a bit mixed up since the people tested were wearing shirts which warmed them up fore starting which brought a faster response due to the bigger gap in change of temperature. The thigh had the slowest response time of an average of 163, which is logical since the thigh has the thickest layer of fat between the areas tested. Evaluation: In general I think my method was pretty valid since I controlled all the factors and explained the method in which I did.In my method I also showed steps of finding the average for the data collected which makes my results more reliable since they become more accurate. I also made the person getting tested to lie on a flat surface o that the icepack would be even on her body and won't move or fall down. Sources of error: 1 . The skin temperature was not constant all over the body since the belly for example was covered with a shirt. 2. The Ice-pack got warmer, so the last tests were less reliab le. 3. The pressure applied to the ice-pack was altered and not completely constant. 4. The difference between the reaction time of the forehead Improvements: 1 . The test should only be performed on parts of the body exposed completely, not the ones covered with clothes.

A Critique on the Article: Avoiding Ethical Danger Zones Essay

According to the Business Roundtable Institute for Corporate Ethics (â€Å"BRICE†) business leaders of the 21st century face a number of difficult and complex challenges that greatly affect their businesses as well as the various stakeholders (Messick, Bazerman, & Stewart, 2006). This is nothing new considering the fallout of the recent global financial crisis as well as the events preceding which can be summarized by unethical business practices perpetuated by giant corporations like Enron, WorldCom, Tyco and many more (Kiviat, 2008). However, these three companies only represent the tip of the iceberg when it comes to unethical business practices. There are many firms with secrets that are kept hidden but not for long. In this regard BRICE suggested that the problems related to business ethics can be remedied by going to the root of the matter which is the process of making decisions. BRICE asserted that there are â€Å"ethical danger zones† that a leader must learn to avoid when making crucial decisions. Furthermore, BRICE added that this can be achieved by focusing on three areas: quality, breadth, and honesty. This paper will analyze how these principles can be applied in the real world. Quality   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   According to BRICE the quality of the decision making process is determined by the collection and consideration of all meaningful facts regarding a decision’s consequences (Messick, Bazerman, & Stewart, 2006). This is a good idea but the question is how will the leader know that nothing was left out? According to the said resource this can be done by identifying danger zones such as ethnocentrism, stereotypes, inability to perceive the correct cause of a problem, sin of omission, and the inability to focus on people.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The authors were doing just fine up until they added the concept of sin of omission and the inability to focus on people. It is easy to understand why they pinpointed ethnocentrism, stereotypes and wrong perception of causes as pitfalls in achieving quality in decision making. This is due to the fact that ethnocentrism automatically creates a biased worldview. The leader automatically has this false sense of security, that his or her system of beliefs and values are the best and he or she need not adapt to a rapidly changing world. The same thing can be said about using stereotypes especially in a global economy where the headquarters of a particular firm can be found in the United States but its factories are located in China.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The ability to know for certain the root cause of a problem is also a useful skill in decision making but when the authors added the need to focus on people and to watch out for the sin of omission the discussion suddenly went off course. There should have been more discussion in clarifying the three aforementioned principles to help explain in detail how to improve the quality of the decision making process because the authors stated clearly in the very beginning that quality can only be achieved by considering and collecting pertinent information. But the added sub-topic immediately went to the details of how to solve a particular problem.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The authors should have clarified the reason why leaders make assumptions. In other words they should have added more explanation and illustrations why leaders are unable to collect and consider necessary information to help them in making accurate judgments and creating solutions to their problems. It was too early to go into specifics, and more importantly, the authors were only able to scratch the surface when they attempted to go in-depth when it comes to the discussion of perception of causes. If they are not willing to develop the discussion even further they should have stayed with generalizations and not start off with a quest that they could not complete. Breadth   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   According to the authors, another way to improve the decision making process is to consider the potential effects of a particular decision on all stakeholders (Messick, Bazerman, & Stewart, 2006). They even contended that leaders must utilize their imagination to determine possible moral implications of their decisions that could impact other stakeholders; these are stakeholders that may lie outside their sphere of responsibility. This is a good point. Clearly the leaders of Enron, WorldCom, and Tyco did not consider the impact of their unethical behavior (Thomas, 2006). However, the authors did not clarify the boundaries for this principle to work effectively.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   If there are no limitations then corporate leaders will be hard presses to please everyone. In a global economy it is impossible to know the exact implication of a corporate decision. This should make CEOs extra cautious when it comes to making crucial decisions but an objective assessment of the market will lead to the conclusion that it is impossible to consider the opinion of everyone. More importantly nothing has been said when it comes to priorities. It is nice to hear that a company is doing its best to be produce environmentally friendly products so that it can lessen its impact on the environment and therefore create positive impact for future generations, however, their number one priority should be the investors and the stockholders of the company.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   No one is foolish enough to make an investment without making a reasonable profit in return. Although the authors clarified that a leader must have a realistic worldview, nothing was said regarding the firm’s bottom line. These statements are even harder to accept if it turns out that the authors never had any experience when it comes to making decisions in the corporate level or at least as an entrepreneur. They may have no idea what it feels like to put everything on the line only to find out that the business venture is losing money.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   It is important to have leaders that think beyond dollars and cents and perform in such a way that they are not only thinking about the wishes and commands of investors and shareholders. On the other hand it must be made clear that a firm has to have revenues and increase its value or else it will cease to exist. Examining every decision made in light of moral and ethical principles is the best way to do business; nevertheless the primary commitment of the company is not with outsiders but the shareholders and the employees. The CEO must keep in mind that the moment the company is no longer making profit then employees will no longer have jobs and those who come to depend upon their products and services will be greatly inconvenienced.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The authors were correct in saying that it is unwise to assume that the public may never find out. But there is really no need to devote much space regarding this topic. It is an important topic by the way; nevertheless, it does not seem to fit the target audience of BRICE. The message makes sense but it is not what top corporate leaders are interested in reading. In the foreword the authors stated that BRICE has come into partnership with Business Roundtable – an association of chief executive officers of leading corporations with a combined workforce of more than ten million people and $4 trillion in revenues (Messick, Bazerman, & Stewart, 2006). These are the type of leaders that will read this document and they will never assume that the general public will never find out.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The authors may have been trying to say that even if the fall of greedy corporate executives such as the former CEOs of Enron and Tyco are well known there are still leaders who are not afraid to walk the same path and so they assumed that these leaders are not conscious of the fact that their actions will never be made public. There could be a better way to discuss this issue and it is to find out why CEOs are sometimes forced to ignore the low-probability events and other waning signs. It is because they are under tremendous pressure to perform, to make money for the firm. Corporate leaders managing multinational companies with a global presence will never assume that the general public will never find out. The authors should have explained why some CEOs are willing to walk near the edge when they know that they are courting disaster. The authors should have delved deeper into the psychology behind bending the rules for the sake of profit. There is an explanation why CEOs find it hard to resist the temptation to use a scheme that will guarantee a sudden increase in profit even if they knew that somehow they had to break a few rules. If the authors focused on this angle instead of giving generalizations then the article could have been an interesting read for CEOs leading multi-million dollar companies. The authors should have focused more on the tension that exists when leaders are pulled into different directions – the company’s bottom line is pulling the company that way while business ethics is pulling the other way. The authors should have elaborated more on what Mulcahy the CEO of Xerox said regarding the proper way to manage this tension and it can be truncated into this one statement: The company will pay for performance but the company will hire, promote, and fire based on values; employees will have to deliver the top line and the bottom line and do it in the most ethical manner (Messick, Bazerman, & Stewart, 2006). The authors should have expounded more on this. Honesty   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The last portion of the article dealt with the concept of honesty, integrity, and overconfidence. It is easy to see that the last word does not belong to the previous statement. Honesty, integrity and moral compass are like complimentary objects and deserve to be grouped together. The question remains why overconfidence was a sub-topic that was used to elucidate the meaning of honesty. The authors linked honesty and overconfidence by stating that a leader must be honest about his or her overconfidence. With great effort this premise will work but there is a less strenuous way to get the point across. There is a much better way to communicate without forcing the reader to perform some extreme mental calisthenics. Quite frankly there is really nothing wrong with the said statement but it just does not sound right and it is confusing for those whose who may not have time to go through the document more than one time.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Those who are expected to read this document are CEOs, and although they appreciate statistics and factual reporting they also like simplicity in the presentation of ideas. By using tough to digest words like ethical danger zones and not provide a clear explanation of what it is all about can frustrate many of them and they will never finish reading the whole article. The article can be seen as an assemblage of disjointed parts. Conclusion   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The authors started out strong by stating that there are ethical danger zones that corporate leaders should avoid especially during these difficult and challenging times. However, they were unable to give new information that would be of great help to leaders of multinational corporations. Instead they settled with generalizations and used oft-repeated statements that are already well-known in the international business community. It can be argued that members of the Business Roundtable came into partnership with BRICE to learn more about business ethics. They surely did not expect an article or a manifesto telling them something that they know already. These leaders are aware of the dangers that exist when an organization ignores business ethics. What they need to understand is how to balance the need for profit and the need to perform at the highest levels without compromising the organization’s core values. References Kiviat, B. (2008). â€Å"Reassessing Risk.† Retrieved 03 August 2010 from   http://www.time.com/ time/magazine/article/0,9171,1856998,00.html Messick, D., M. Bazerman, & L. Stewart. (2006). Avoiding Ethical Danger Zones. Business Rountable Institute for Corporate Ethics. Retrieved from http://www.corporate-ethics.org/pdf/danger_zones.pdf Thomas, C. (2006). â€Å"The Enron Effect.† Accessed 03 August 2010 from http://www.time.com/time/magazine/article/0,9171,1198917,00.html

Learning ,development- education Essay Example | Topics and Well Written Essays - 1000 words

Learning ,development- education - Essay Example But as she reached the level of grade 6 her problems started. She started showing apathy for learning or in studies for that matter. From her own version it came to be known that she finds the instructional material difficult. Her inability to understand the learning material could be considered the actual cause of this gradual recoiling from studies. At this stage the main point of concern is the cause of Jenny’s decreasing grasping power or academic receptivity. Previous record shows that Jenny has no intelligence deficit or learning disability symptoms. So it is assumed that she is suffering from acute loss of motivation. At this point the transition to grade 6 or a comparatively higher educational grade has played a significant role in unnerving her. Being promoted to the senior class along with facing a new and qualitative standard of study material has probably created a mental block and as a result she has become demoralized and self-doubting. Her position can best be described as having lack of academic resilience (Martin, 2002). In education academic resilience among students is essential in persistently maintaining a standard because as one climbs to higher grades the standard of education increases and so does expectation from students. According to the expectancy value theory, students look for both motivation for success and the ‘incentive value of the goal’ (Hootstein, 1994). Jenny is facing this typical problem and as she cannot come out of it she is gradually getting de-motivated. From this point of view it could be said that Jenny has little academic resilience (Martin, 2002). Firstly she cannot understand that such a mental block and thereby loss of focus is natural and it is curable. Secondly Jenny has to develop resilience to accept failure and fight back with renewed energy. The promising part of Jenny’s case is that she has only lost her motivation that requires to be regained with proper care and guidance

International law Assignment Example | Topics and Well Written Essays - 1500 words - 1

International law - Assignment Example A case in point is the International Criminal Court (ICC) that, as Jones argue, has in most instances failed to deliver justice to victims of genocide, atrocities, war crimes, and serious cases of human rights violations (Jones 1). The ICC, formed in 2002, is a watchdog against the violation of human rights, because the United Nations (UN) founded it to punish crimes against humanity (Balasco 48). Because it is an international body, the court should serve the whole world without fear or biased approaches to delivering verdicts. The paper presents an argument suggesting the flaws in the judicial system at ICC that seems to derail justice to victims. Through the argument, the paper justifies whether victims get justice in the process or not. It presents recommendations on the most appropriate strategies that are viable to promote effectiveness of the ICC. In justification, the paper reflects on some of the events in the history of the court to establish whether victims of genocide, atrocities, war crimes, and serious cases of human rights violations had justice. During spring in 1994, there was genocide in Rwanda that led to the killing of nearly 10 percent of its population. The outbreak of the genocide relates to the ethnic clashes with established roots in the existence of a tension-filled political arena. At the time, there was tension following the disappearance of the Rwandese president of the Hutu community. The events that followed led to the mass killings that lasted about six months. The killings did not happen incidentally but were results of well draw plans to eliminate one community in the country. The six months led to other crimes against humanity similar to the events of 1993 in Europe in the reign of the former Yugoslavian rule (Barnett 1). The events in Rwanda prompted the UN to form a tribunal that would seek justice for the people affected by the Rwandese genocide.

Management by culture is another way of exercising control in Essay

Management by culture is another way of exercising control in organizations. Critically discuss this statement with reference to issues of power and resistance - Essay Example This study will also focus on the issues of power and resistance as they pertain to management by culture. Journal articles, online research, and textbook readings are used to help define organizational culture, power and resistance within organizational culture, and exercising control using organizational culture. Examples from the real time functioning organizations will be used to provide insight into how management by culture can be successfully used to meet mission goals. Organizations develop a culture all their own whether or not the organizational leadership wants it. But, organizational leadership can help develop a culture among workers that works to the organization's advantage. Management by culture does just that. Management can incorporate symbols, stories, heroes, slogans, or ceremonies to create an environment that encourages positive operations within the organization. The organization identifies what it considers positive attributes, abilities, or behaviours that need to be rewarded within the organization. The ultimate goal of management by culture is to accomplish the mission of the organization. Management by culture reduces friction between management and staff by directly addressing resistance within the organization. Organizational culture or corporate culture is defined as "The values, customs, rituals, attitudes, and norms shared by members of an organization, which have to be learnt and accepted by new members of the organization."1 Organizational culture can be further subdivided into integrative culture, differentiated culture, and fragmentation culture. It is important to note that an organization's culture can have positive attributes and negative attributes. Obviously, an organization will want to support the positive culture that develops and discourage any negative culture that develops. Integrative culture includes an agreement on what should be adopted and what should not. Integration provides "unity, predictability, and clarity to work assignments".2 Differentiated culture consists of subcultures that may develop that do not share the common goals and objectives of the organization. This encourages inconsistencies in the organization that are not wanted by management. Fragmentation culture consists of multiple definitions of organizational values and assumptions within the organization. This happens when an organization grows too quickly, has a very diverse work force, or enters the global marketplace. 3. Building a Positive Corporate Culture/ Management by Culture The challenge of any organization is to create, and nurture, a positive corporate culture that includes all that work for, or lead, the organization. Management at this level works to reward desired behaviours among its employees. Positive reinforcement of desired behaviours lowers the incidences of power struggles and resistance. In short, people like to be recognized and rewarded rather than punished or fired. Management by culture requires the organization to put into place set standards and practices. The organization will be better able to recognize high performance with set standards and practices. The task environment and internal environment need to be clearly identified. The cultural environment needs to be clearly ide