Deportation Law - Free Essay Example

Sample details Pages: 5 Words: 1458 Downloads: 2 Date added: 2017/06/26 Category Law Essay Type Analytical essay Did you like this example? Yes, if Mr. Adams accepts the offer and is faced with deportation, his likelihood of success on an ineffectiveness claim would depend on how easily the average criminal defense attorney could have determined that the crime to which he pled was a deportable offense. This scenario does not state what Mr. Don’t waste time! Our writers will create an original "Deportation Law" essay for you Create order Adams is pleading guilty to. Under the immigration statute U.SC 1227(a)(2)(B)(i), states that any alien is deportable for anything related to a controlled substance unless it is for a personà ¢Ã¢â€š ¬Ã¢â€ž ¢s own use of thirty grams or less of marijuana. Mr. Adams declared that he wanted to understand the immigration consequences in order to decide whether to accept the plea. However, his attorney rejected to explain the immigration consequences himself and directed him over to an immigration clinic located in a law school where a student advises him that his crime has no deportation consequences. The reason that Mr. Adams would have success on an ineffectiveness claim due to how easily the average criminal defense attorney could have determined if the crime was deportable is because of the ruling in Padilla v. Kentucky. Padillaà ¢Ã¢â€š ¬Ã¢â€ž ¢s counsel gave the wrong advice about deportation which caused Padillaà ¢Ã¢â€š ¬Ã¢â€ž ¢s plea to automatically deport him. It was determined in the this case that Padillaà ¢Ã¢â€š ¬Ã¢â€ž ¢s attorney could have very easily confirmed that Padillaà ¢Ã¢â€š ¬Ã¢â€ž ¢s plea would automatically make him eligible for deportation by merely scanning the immigration statute on controlled substances. Likewise, in this particular case with Mr. Adams, his attorney could have simply read the same immigration statute and told Mr. Adams that his plea would automatically trigger deportation. The court in Padilla did acknowledge that immigration law is a very complex law and attorneys that are not well versed in it would perhaps not understand. Howeve r, they determined that when a law is succinct and straightforward, the responsibility and obligation to give correct advice is clear and when the law is not clear or succinct the attorney, at the bare minimum, tell their client they may face deportation consequences. As a result, Mr. Adams has a good chance of success on an ineffectiveness claim against his attorney. The attorney could have easily read the immigration statute and told Mr. Adams that his plea would trigger deportation and Mr. Adams would have chosen another option rather than accepting the plea. Even if the law was not succinct or straightforward, the attorney still had the obligation to let Mr. Adams know that there were deportation consequences. Yes, along with question number one, Mr. Adams is guaranteed to succeed on his ineffectiveness claim. Strickland v. Washington, (466 U.S. 668, 1984) states that defendants are permitted to having the effective assistance of competent counsel. The Strickland case posed that to prove ineffectiveness of counsel the defendant must show that 1) performance of counsel was objectively unreasonable and 2) prejudice in the sense that counselsà ¢Ã¢â€š ¬Ã¢â€ž ¢ errors were serious enough that the defendant would not have pled guilty if given correct advice. The fact that in question one, Mr. Adams attorney could have clearly read the immigration statute and gave his client a clear answer clearly shows that the performance was objectively unreasonable. Secondly, the fact that Mr. Adamsà ¢Ã¢â€š ¬Ã¢â€ž ¢ attorney could have conducted a brief web search of the immigration clinic and saw numerous complaints about the legal advice also shows his performance as counsel was unreasonable. When you put these two together, the counselsà ¢Ã¢â€š ¬Ã¢â€ž ¢ errors were serious enough that Mr. Adams would have never accepted the plea if he knew he would automatically be deported if he accepted it. Justice Rehnquistà ¢Ã¢â€š ¬Ã¢â€ž ¢s majority opinion rejected to extend its holding in Douglas. It was held that having a counsel appointed to a defendant is only mandatory on an appeal that is granted as of right, without needing consent of the appellate court. The court furthermore characterized the situation of a defendant at the trial and appellate stages of a proceeding. Counsel is only required when it is a matter of due process and it is the attorney for the state who is prosecuting a case. However, on appeal, the defendant is the one who is initiating the process of requesting review. The court additionally reminded that appeals are not required by due process. Furthermore, the court also affirms that there really is no need for appointed counsel during a discretionary appeal. The court explains by showing that on discretionary appeals, an indigent defendant has already had the help of a lawyer in organizing and preparing briefings during the first level of appeal. Therefore, the court says that those briefs are going to be used during the discretionary review. Secondly, the indigent defendant already has a transcript of the record in the trial court reproduced and thirdly, they could possibly have a decision recorded by the first appellate court that a greater court can use in order to review the issues at hand. With all this being said, the court says there is enough material to effectively and sufficiently guarantee that a review request by the greater court is meaningful. When it comes to the dissent in this case, Justice Douglas is joined by Justice Marshall and Justice Brennan. All three justices agree with Chief Judge Haynsworth s opinion who believes that the most meaningful review of the defendantà ¢Ã¢â€š ¬Ã¢â€ž ¢s criminal conviction would be at the North Caroline Supreme Court. Thus, counsel is essential to the process. The dissenting justices, reviewing a conviction is of utmost important when it comes to fairness and it must require counsel assistance. They believe that all the briefings from the first appeal and all of the records do not address the issue that the Supreme Court has to resolve which is whether the particular case is worthy of review. The justices also believe that appointed counsel is essential at further appeal stage because arranging a petition of certiorari is very technical in nature and a indigent defendant will be particularly incapable to negotiate. Lastly, they assert that is would be tremendously easy to have the exact same appointed counsel from the earlier appeal to remain the defendants counsel in the later stages of appeal. As a result, Justice Douglas and the other woul d have ruled that the fairness of the due process clause and equal protection equality would demand appointed counsel in discretionary appeals. Overall, if Justice Rehnquist accepted the dissentà ¢Ã¢â€š ¬Ã¢â€ž ¢s view about relative need, he would not have to overrule Douglas v. California (372 U.S. 353, 1963). It states in Ross v. Moffitt that the fourteenth amendmentsà ¢Ã¢â€š ¬Ã¢â€ž ¢ due process clause does not require North Carolina to offer the defendant with an attorney on his discretionary appeal to the State Supreme Court. The Douglas issue was whether the assistance of counsel during the first appeal of right is a fundamental right in which they decided that indigent petitioners are indeed entitled to appointed counsel at the appellate level. However, the dissent in Ross v. Moffitt, (417 U.S. 600, 1974) by Justice Douglas, Brennan and Marshall are essentially arguing that there should be a right to appointed counsel beyond the first appeal as of right. Thus, Justice Re hnquist accepting the dissent does not necessarily mean he would have to overrule Douglas v. California, (372 U.S. 353, 1963) but to go ahead and extend the ruling to having an appointed counsel beyond the first appeal as of right. The courts holding in Mr. Goodbarsà ¢Ã¢â€š ¬Ã¢â€ž ¢ case is supported by Strickland v. Washington, (466 U.S. 668, 1984). In the Strickland case, in order to achieve relief due to ineffective assistance of counsel, a criminal defendant has to pass a two prong test about his/her counselsà ¢Ã¢â€š ¬Ã¢â€ž ¢ assistance during the proceeding. The first test has to show that their counselsà ¢Ã¢â€š ¬Ã¢â€ž ¢ performance fell below an objective standard of reasonableness. The second test has to show that the counselsà ¢Ã¢â€š ¬Ã¢â€ž ¢ lacking performance gives a rational likelihood that, if counsel had performed effectively, the result of the proceeding would have been different. In this particular case, Mr. Goodbar did not show any proof of his counsel doing anything unreasonable or omitting something that should have been said or shown during the proceeding. He is merely presenting the court with a copy of a study that determined that indigents charged with non-capital murder in Philadelphia between 1994- 2005, had a lesser chance of receiving a life sentence if they were represented by a public defender than assigned counsel. Just presenting a study does not show in any way that counsel was ineffective in his/her assistance. Strickland v. Washington (466 U.S. 668, 1984) clearly states that if a defendant wants to prove an ineffectiveness claim they must have proof of counselsà ¢Ã¢â€š ¬Ã¢â€ž ¢ inadequate performance and because of that inadequacy the result would have been different. Therefore, without proof of being deprived of effective assistance to counsel, the courts holding will stand accordingly.

Ethics and Government - 2590 Words

Ethics and Government Angela M. Roberson SOC 120: Introduction to Ethics and Social Responsibility Professor Kay Green May 30, 2010 Ethics is defined as a set of principles of right conduct. It is also a theory or a system of moral values (Merriman/Webster online dictionary). Government Ethics is often times referred to an oxy-moron. The reason for this is that many believe that our government does not have ethics in decision making. In this paper I will attempt to analyze the links between laws and ethics and how they have a relationship with one another. I will also explain how our government and ethics have a connection and how this connection can be made better. In recent months there have been several government issues going.†¦show more content†¦The second requirement for in issue to be an applied ethical issue is that it must be a moral issue. Sensitive issues like affirmative action, don’t ask don’t tell, health care reform and energy conservation are controversial and have an important impact on society. Fieser refers to some of these issues as issues of social policy. His d efinition of social policy is to help make a given society run efficiently by devising conventions, such as traffic laws, tax laws, and zoning codes. As for moral issues, he stated that it concerns more universally obligatory practices, such as our duty to avoid lying, and are not confined to individual societies. One example that he brought up was, â€Å"some social policies forbid residents in certain neighborhoods from having yard sales. But, so long as the neighbors are not offended, there is nothing immoral in itself about a resident having a yard sale in one of these neighborhoods.† Therefore, to qualify as an applied ethical issue, the issue must be more than one of mere social policy: it must be morally relevant as well (Fieser, 2006). The ethical process helps to explore the reasons for different positions, and to evaluate them by ethical standards. The process provides opportunities for mutual understanding and learning. By integrating the more traditionalShow Mor eRelatedThe Separation Of Ethics And Government1819 Words   |  8 Pagesâ€Å"Ethics is the manner by which we try to live our lives according to a standard of right or wrong† (Ghillyer). And government ethics is â€Å"the application of ethical rules to government† (Wikimedia Foundation, Inc.). The separation of ethics and government was seen with the unraveling of Hurricane Katrina, which was a category 4 hurricane that made landfall in New Orleans on August 29, 2005. New Orleans, Louisiana was a racially segregated city occupied predominately by a black majority and had defiedRead MoreEthics in the Federal Government2761 Words   |  12 PagesAre Ethics Laws in the Federal Government a Violation of Constitutional Rights? Abstract The paper explores the United States Government’s efforts to put in place laws that guide the ethical behavior of its civil service employees. From the founding of the nation, ensuring ethical behavior by government employees has been a recurring theme, and legislation, laws, and executive orders have been implemented at each stage of our government’s growth to guide federal employees in the ethicalRead MoreEthics and Government Spending599 Words   |  2 PagesEthics and Government Spending In responding to the scenario wherein the City Commissioner is faced with the dilemma of approving the expense for a proposed annual Halloween Party among the committee staff and members, it is important to first have an understanding of the role that the City Commissioner plays as a public servant. This is to determine if indeed, as a City Commissioner can consider the situation s/he is as an ethical dilemma that conflicts with the accountability that his/her positionRead MoreThe Ethics Of The Indian Government959 Words   |  4 PagesUnited States has banned tobacco advertising for sporting events. The Indian government had enacted an initiative to ban tobacco advertising in sporting events in 2001 to help curb the appeal of tobacco use in minors. The ethical ramifications of the Indian government within this proposed ban had both support and opponents within the country. Below we will strive to determine the ethical issues of the Indian governments proposed bill, and how it was portrayed by both those opposing and supportingRead MoreThe Ethics Of The Texas Government1788 Words   |  8 PagesAfter examining the power one lobbyist can have in the Texas government, it is appropriate to look at the enormity of what a corporation who specializes in lobbying efforts is capable of. The company being examined is called Cassidy and Associates. Cassidy came into the forefront of Texas politics, when in 2006 Carol Strayhorn, the comptroller announced the state of Texas would be suspending payments to a Washington lobbying firm hired by Rick Perry, called Cassidy and Associates (Zeller 2006)Read MoreContracting Ethics in Government Acquisitions1315 Words   |  5 PagesContracting ethics in government acquisitions Government acquisition is the process through which government agencies make purchases for all goods and services. To ensure that contracting ethics and morals are observed by all the agencies there is set of rules that are to be used by all agencies, this rules govern how purchase of goods and services will be done by all the federal agencies. Federal agencies are responsible for a large array of missions and goals, to achieve them all they useRead MoreGovernment, Regulation Business Ethics2112 Words   |  9 PagesGovernment, Regulation amp; Business Ethics The issue of business relations with government has increasingly become a key issue of business ethics. Some of the many questions raised are * Is it acceptable for corporations to use their considerable power tp shape government policy? * Is the government jeopardizing its role in protecting the public interest when politicians sit on the board of corporations? The government has a crucial role to play in establishing the ‘rules of the game’Read MoreGovernment, Regulation Business Ethics2121 Words   |  9 PagesGovernment, Regulation amp; Business Ethics The issue of business relations with government has increasingly become a key issue of business ethics. Some of the many questions raised are * Is it acceptable for corporations to use their considerable power tp shape government policy? * Is the government jeopardizing its role in protecting the public interest when politicians sit on the board of corporations? The government has a crucial role to play in establishing the ‘rules of the game’ byRead MoreThe Ethics Of A Government Intelligence Contract1752 Words   |  8 Pagessoftware, etc. Also included are, other similar technology corporations watching Oracle`s next steps, the Attorney General, government officials, Department of Justice, Federal Bureau of Investigation, U.S (United States) General Services Administration, The Document Foundation, and the European Union (EU). To handle an issue, Oracle had hired lobbyists to get a government intelligence contract. Institutions Institutions are the rules of the games in a society that shape the human interactions.Read MoreThe Ethics Of The Ut Student Government878 Words   |  4 Pagesoverwhelming issue in America as a whole, and there is no question that different perspectives have escalated within the last few years concerning, which is indeed, the â€Å"most democratic†. However, in terms of a govern election for the UT student government I believe proposal three is the most sound in creating the most democratic system in that it gives candidates the same chance in the election process and restricts the personal wealth of individual candidates. In proposal three candidates can only

Should the Congress Raised the Driving Limited to 21 Free Essays

should the congress raised the driving limited to 21? The legal driving age has been a constant debate and every few years another log is thrown onto the fire. Should we really raise the legal age to drive? Would it save lives? Today the driving age is 17 or ever younger . In my opinion is should be raise at least to 21 it could be a good idea to rise the driving age because young driver are the main cause of road death and injuries. We will write a custom essay sample on Should the Congress Raised the Driving Limited to 21? or any similar topic only for you Order Now Also young drivers drink and drive at the same time. If the driving age is 21 deaths would happen and roads would be safer. What do you think should it be raised in this essay I would tell you why it should be raised to age 21. The Highest death rate for driver is among the age 17. Although 4. 4% of drivers are under the age of 25, but they will cause 13% of fatal crashes People aged 16-19 holding a license was at 41% then went down to 26% Also 16-19 years old per 100,000 driving licenses had rise from 9. 76 death to 19. 23 deaths. People taking driving tests being taken is on increase. It often teenagers driving late at night when most accident occur. According to the survey accomplished in 2005, twelve teens from sixteen to nineteen years old died every day from motor vehicle accident. Around 6,000 teenage drivers are killed in auto accidents each year. They are four times more likely to be killed in car accidents than any other age group. Some good news would be that it will reduce obesity. Driving encourage the population to be come lazy and obese if you cant drive it will forced to walk instead of being in the car and getting bigger. That is not the case many teen get busy these are three main distractions: visual (taking one’s eyes off the road), manual (taking one’s hands off the wheel), and (takings one’s mind away from the driving task) decisions and not taking seriously. In conclusion it should be raised it not safe. A lot of people died each years and the causes are teen are being on their cellphone†¦ etc Altogether it could be good to raise the driving age to 21 because the roads would be safer and 21 years old are more mature than 17 year old. The death rate would decrease and the road would safer How to cite Should the Congress Raised the Driving Limited to 21?, Papers

Mobile Technology for Knowledge Management

Question: Discuss about the Mobile Technology for Knowledge Management. Answer: Introduction Knowledge Management refers to the process of getting the right knowledge to the right person at the right time. To accomplish this, an organization needs to have a clear understanding about the area where knowledge exists and the form in which it exists. Then the knowledge management system identifies where the knowledge has to be sent and how to send it. Knowledge management also involves the creation of new knowledge. The overall aim of this mechanism is to create value, leverage and refine the knowledge assets of the organization in order to meet its goals (Pari, 2012). The purpose of this report is to analyze the role of mobile technology in the process of knowledge management in Polish manufacturing companies. The techniques and areas where mobile technology can be incorporated are identified and its efficiency is reviewed. Mobile technology provides the workers in the Polish industry with real time insight into the business activities of the organization no matter where they are. According to Chituc, Americo and Cesar various organizations are transforming their business concepts from traditional to modern methods using mobile technology, especially smartphones. The most important change has been seen in the adaption of e-business on a large scale in the recent times. The report revolves around the ways in which Polish manufacturing industry is using mobile technology to support knowledge transfer and how effective and ineffective the methodology is (ASEAN Foundation, 2008). Review of relevant literature on the theme you have selected According to Ko et al knowledge transfer consists of two sub processed which are sending and receiving knowledge. This implies that knowledge Management is a two way process. Knowledge can be generally categorized as a tactic or explicit. Tactic knowledge transfer requires recreation of knowledge, whereas in case of explicit knowledge the transfer of knowledge can be done using verbal explanation, documentation or information systems. Explicit inter organizational knowledge in a polish manufacturing company is in the form of procedures, database and policies. On the other, tactic inter-organizational knowledge is present in research excellence, organizational culture and management know-how of the organization (Bajpai, 2017)s. After identifying the form of knowledge, it is important to figure out the best ways to transfer it to the right kind of people at the right time. According to Albino et al, the factors that positively affect the knowledge transfer are the actors in the knowledge, the context of the transfer process, the content and the media. In case of manufacturing industries like Polish manufacturing, managers are the actors of knowledge transfer; the context of the process is to increase the success rate of the projects and the medium of transfer used here is mobile technology. In the process of using mobile technology in transferring knowledge; organizational and managerial competencies, technical competencies and behavioral competencies play a key role. Firstly, managers in manufacturing companies use mobile technologies across different processes according to their competencies and those competences influence the type of knowledge that is transferred (Derballa Pousttchi, 2011). Secondly, man agers in manufacturing companies use mobile technologies across different processes according to their competencies and those competences have a different influence on tacit and explicit knowledge transfer. Lastly the use of mobile technologies by managers in manufacturing companies influences the efficiency of knowledge transfer that can be understood via an improvement in the number of successful projects. Managers need to know why and how the knowledge can influence positive on business performance. There are a number of other factors that will influence the knowledge management system in an organization. Some major factors include Strategy, Organizational Culture, Organizational Processes, Management and Leadership, Technology and Politics. The strategy developed by any organization to manage knowledge should be dependent on the organizations corporate and business strategy. The aim behind this strategy development should be managing, creating and sharing the relevant knowledge assets will assist in acquiring tactical and strategic knowledge. The organization culture also has an impact on the manner in which workers interact with each other, the context in which the knowledge is created, the degree ad way in which people will resist particular changes and lastly the way people share or do not prefer to share the knowledge. Similarly, the organizational processes imply what kind of processes, systems and environment should be used in order to support knowledge management in the organization. Additionally, knowledge management demands competent and experienced leaders manage knowledge in the right manner in the organization. The organization might want to appoint knowledge managers and knowledge brokers separately to manage the process of knowledge management. The technological advancement also plays an important role in knowledge Management (Zhang Shuzhen, 2014). For instance, in the case study the success of mobile technology in the Polish manufacturing industry for the purpose of knowledge management is discussed. Lastly, the degree of work politics prevailing in the organization also influences knowledge management. This process requires long-term support to implement and retain the changes made during knowledge management. Also, due to extensive politics the workers or management might get discouraged to take initiatives regarding knowledge management. Review of the KMS This section analyses the usefulness of mobile technology in knowledge management in Polish manufacturing industry. The method used to measure this was qualitative research in which, surveys were conducted in several Polish manufacturing companies. The companies surveyed included several manufacturing types like: industry 90 companies (74.2%), construction 19 companies (14%) and others 18 companies (13.4%). Out of the respondents, 82% were managers and 18% were the chief executive officers of the organizations (Derballa, 2008). The factors that define the qualities of managers to transfer knowledge in a Polish manufacturing company were decided on the basis of the feedback surveys and their sources which were divided into the following categories: The result of the surveys was determined using a correlation and regression method so that the effect of mobile technologies used by management in order to transfer the knowledge can be estimated (Maliszewksa, 2015). The data contained was analyzed in the context of the linearity, equality of variance and normality. Based on this, it was observed that there were no major deviations. The correlation analysis of the use of mobile technologies by managers of manufacturing companies, according to their competencies, on the efficiency of explicit and tacit knowledge transfer was determined by observing the increase or decrease in the rate of successful projects in the organization. The analysis also stated that the Polish manufacturing companies with highly competent managers were only benefitting from mobile technology in the transfer of explicit knowledge. The managers used mobile technology to develop policies, plans and procedures that would help in successful management of knowledge. Even though these companies were using mobile technologies across different departments and processes, yet it was most successfully used in transferring explicit knowledge. Another observation revealed that the interaction of managers in the context of transferring tactic knowledge was very less. All these observations clearly identified that in the Polish manufacturing industries, the mobile technology was being highly supportive in transferring explicit knowledge, while it lagged behind in managing tactic knowledge which was seen as a huge drawback in the knowledge management system overall (Robinson, et al., 2014). The research also shows that in Polish manufacturing organizations, managers used mobile technologies extensively to share and transmit reports and statements which enabled using real time data to make major future decisions. This further added to the success rate of the organizational projects. The efficiency of explicit knowledge transfers witnessed a hike when managers switched to using mobile technologies in the organization for the purpose of sharing knowledge within the organization. Additionally, the results show that there is a positive relationship between the behavioral competencies of managers in a manufacturing company who use mobile technologies and the transfer of policies (Kumar, et al., 2011). Critical discussion Based on the result of the surveys, it can be clearly stated that the use of mobile technologies in Polish manufacturing industries is highly influenced by the competencies of the managers and their overall understanding of the knowledge management system. It can hence be derived that the efficiency of inter-organizational knowledge transfer depends on the organizational and managerial competencies of managers plus the technical competencies of managers plus the behavioral competencies of the managers who use mobile technologies. The result is pretty justified since it can be clearly observed that for an organization to become a complete knowledge- oriented company, the managers and leaders play a key role. However, it can also be witnessed that the managers competencies can only have an impact on the explicit knowledge transfer while the tactic knowledge transfer remains unaffected by it (Brdulak, 2013). Finally the results reveal that the use of the mobile technologies in Polish manufacturing companies can only be successful when it comes to transmitting short messages and amendments in the existing policies of the company. In order to create and transfer new knowledge, a face to face interaction is the best method. Depending on mobile technology for the creation of new technology and its acceptance among workers will not be successful. People need to be communicated about the new knowledge and how they can benefit from it. Mobile technology can be a very hostile method to do this which could eventually result in high resistance from the end of with workers. Mobile technology can help in providing real time data that could be used for the creation new knowledge, but its transmissions should be done more personally. Hence, the organizations that aim to increase the number of their successful projects, should only use mobile technologies in the process of transferring knowledge that c onsists of changes in existing policies, strategies and procedures. For the transfer of tactic knowledge, other methods like web blogs, face to face meetings, coffee break interactions should be used. Conclusion To conclude, I would say, it has been evident from the case study and the research that even though mobile technology is gaining popularity in the manufacturing industries to manage knowledge, it is not capable of dealing with every aspect of the knowledge management system. The transfer component can use mobile technology, but when it comes to creating knowledge and sustaining it, mobile technology will not prove to be very effective. The study also shows that the manufacturing industries can only benefit from the mobile technology only if the managers of these organizations possess technological and behavioral competencies along with organizational competencies. The organization should hire knowledge managing personnel carefully based on their knowledge and experience. Also, the role and responsibilities of these managers should be clearly defined by the organization, so that the managers know what is expected from them. The Polish manufacturing industry should additionally use other methods and tools to manage the tactical knowledge. Since the research shows that mobile technology is not very effective in this category of knowledge management, the organization should try and test other methods like web blogging to create and transmit tactic knowledge. Overall, due to high technological advancement, there are a lot of opportunities for manufacturing industries to exploit for enabling smooth working of their organization. The organization should just be careful about picking the right tools for the right kind of work. References ASEAN Foundation, 2008. Introduction to Knowledge Management, Available at: https://www.aseanfoundation.org/documents/knowledge_management_book.pdf Bajpai, B., 2017. M-LEARNING MOBILE KNOWLEDGE MANAGEMENT:emerging new stages of e-learning knowledge management. pp. 1-10, Available at: https://www.academia.edu/322439/M-LEARNING_and_MOBILE_KNOWLEDGE_MANAGEMENT_emerging_new_stages_of_e-learning_and_knowledge_management Brdulak, J., 2013. Knowledge management in polish companies. International Journal of Business and Management Studies,, 2(2), p. 369378. Derballa, V., 2008. Mobile Technology for Knowledge Management, Available at: https://www.igi-global.com/chapter/mobile-technology-knowledge-management/25205?camid=4v1a Derballa, V. Pousttchi, K., 2011. Mobile Technology for Knowledge Management, Available at: https://www.irma-international.org/viewtitle/49062/ Kumar, R., Dey, S. Rao, K., 2011. Investigation of mobile Knowledge Management: Developing and Integrating Enterprise App Store with existing Knowledge Management System. International Journal of Computer, Volume 1, pp. 6-11. Maliszewksa, P., 2015. The effect of the use of mobile technologies by management in polish manufacturing enterprises on the efficiency of knowledge transfer within a company. Foundations of Management, Volume 7, pp. 159-168. Pari, G., 2012. Introducing Knowledge Management, Available at: https://www.cs.unibo.it/~gaspari/www/teaching/slides_KM1a.pdf Robinson, A., Campo, K. Isaac, W., 2014. Virtual Outreach: Use Of Mobile Technologies For Knowledge Management And Extension Services In Rural Communities, Available at: https://ideas.repec.org/p/ags/cfcs13/253574.html Zhang, Z. Shuzhen, C., 2014. A New Trend of Knowledge Management: A Study of Mobile Knowledge Management. Management Science and Engineering, 8(4), pp. 1-5.

Analysis of Tomtom free essay sample

Analysis of TomTom Several years ago, it was so difficult for people to reach a place that they never got. The traditional paper maps were the useful tools for people travel. However, it is so dangerous for drivers look at the map while they drive. Also, if the road is being fixed, it is hard to plan another way to destinations. Over the society develops, there are more and more new technologies coming out. A great innovation gets into our life—the personal GPS. It gives many conveniences to us. In this assignment, we will launch the analysis of a well-known GPS company with the management knowledge. In this paper, we will discuss TomTom in the following topics: the summary of TomTom base on the case, the problems of TomTom face in the market, the SWOT of TomTom have, the recommendation of TomTom in my opinions, and the questions of TomTom’s presentation team. We will write a custom essay sample on Analysis of Tomtom or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Summary of the TomTom’s Case By reading the case â€Å"TomTom New Competition Everywhere! † by Alan N. Hoffman, it discusses TomTom in several topics. First of all, it briefly discusses about TomTom. It tells us that TomTom is an Amsterdam-Based company that majorly produces navigation services and devices. TomTom Go and TomTom One for cars, TomTom Rider for bikes, TomTom Navigator (digital maps), and TomTom for iPhone are their major product’s lines. It has a large market share in U. S. and European markets. Next, it talks about what TomTom recently did such as acquisition of Tele Atlas. After that, Hoffman explains TomTom’s five major products in details. Then, he states TomTom’s background such as its history, customers’ groups, resources and capabilities. He highlights the acquisition of Tele Atlas, which is a digital mapping company. In addition, Hoffman points out that the competitions of TomTom. He divides those competitions in the two groups, which are the new and traditional competitions. And the new competitions are majorly from cell phones, ATT Navigator, Online Navigation App, Build-in car navigation, and physical maps. Another section is TomTom’s Internal Environment. There are three aspects he mentions. They are finance, marketing and human resources. Finally, he indicates the issues that TomTom concerns. Problems of TomTom faced Based on the case, even through TomTom is one of the most successful GPS companies in the world, there are several problems TomTom has to face. First of all, the demand of personal navigation systems gets saturated. In the past few years, many people have got their personal GPSs in American and European markets. It causes that sales growth rate declines. In the management views, the personal navigation system industry has got into mature stage, which the market is saturated, demand is limited to replacement demand, and growth is low or zero. As the case states, TomTom’s sale growth rate has decreased since 2008. Furthermore, by researching, the revenue of TomTom falls to 1,273,217 from 1,521,083 in Euro dollars by the end of 2011. From the annual report, we can find that 74% of revenue was contributed by EMEA region (2010: 70%) while North America and Rest of World (mainly Asia Pacific) accounted for 20% (2010: 25%) and 6% (2010: 5%) respectively. Compared to 2010, revenue in the EMEA region and North America decreased by â‚ ¬133 million and â‚ ¬124 million respectively. Second, as mention above, TomTom is at the maturity phase within its industry. Competition for market share develops, Garmin, which has 45% of the market share while TomTom only has 24%, and Magellan has 15% of the market share. These two major competitors have their own superiorities to against TomTom, and drive TomTom has to work better and increase its cost to maintain or develop its market share. Therefore, the threat of competitive rivalry within the current industry is very high. In addition to new technology, there are more and more drivers have the navigation function. As the case states, cell phones are one of new competition for PND. Most cell phones especially smart phones can be used as a GPS. The telecommunication services companies such as ATamp;T, also provide the navigation services. Furthermore, we can get the navigation service from other ways such as Google maps, and the car manufacturers have put GPS into their vehicles. They lead the high threat of substitutes. Third, the uncertain issues in the legal area, which mean that PNDs might be limited or restricted to use in the future. As the case mentions, the NPD will be banned by legislation because it has the negative effects on driving safety. The reason of legislative banning of PND on the automobiles is the navigational systems make drivers distractive during they are driving. Some ountries such as Australia are worried about the effects of GPS on driving increasingly, so it has a high possibility that navigational systems is banned by law in the future. Another legal issue caused by GPS is using navigational devices as tracking tools inappropriately. The other issue TomTom faces is their satellites need to be replaced or fixed before they have problems but it is uncontrollable for TomTom. Therefore, these legal issues that TomTom have to face might lead TomTom changes their business strategies or develops the new technologies in the future. In short, by reading he case, there are three major issues TomTom has to face. They are decrease in sales growth rate, high threat from substitutes and current competitive rivalry, and uncertain issues in the legal area. SWOT Analysis of TomTom Strengths Based on the case, TomTom is one of the largest PND companies in the world. It has large market share in both of European and American market within the navigational industry. As a market leader, TomTom has a powerful customer and technology base. It does well in distribution. Also, TomTom has an outstanding brand image and recognition. As Hoffman highlights, the acquisition of Tele Atlas had significant improvements of TomTom. It made TomTom different from its major competitor, Garmin, which its executives decided to have a long-term partnership with its supplies rather than acquiring Tele Atlas because they thought the acquisition of Tele Atlas was too expense. By acquiring Tele Atlas, TomTom decreased its dependency on supplier. TomTom could control the producing process more easily. In the corporate-level strategy, TomTom chose the strategy of vertical integration. It helped the TomTom in enhancing product quality and improved scheduling. Moreover, the powerful workforce of 3300 employees from 40 countries gives TomTom has more opportunities and competitive power in global market. The case points out that the revenues of TomTom have grown from â‚ ¬8 million in 2002 to â‚ ¬1. 674 billion in 2008. And then, TomTom has multiple products lines that have a wide coverage to meet customers’ needs of navigational hardware and services. It keeps developing on not only the traditional navigational devices, nut also the application on other devices, such as cell phones and tablets. It does well in monitoring the movement of market and reacting on time. As people increase the demand of all-in-one devices, TomTom makes their navigational software as applications that can be compatible with other devices. As Corinne Vigreux, Managing Director of TomTom, said, With TomTom for iPhone, millions of iPhone users can now benefit from the same easy- to-use and intuitive interface, turn-by-turn spoken navigation and unique routing technology that our 30 million portable navigation device users rely on every day. In addition, Hoffman mentioned there were three unique resources of TomTom by 2008. They were routing algorithms, digital mapping technology, and automotive partnerships. Today, TomTom have more strength. For example, it extended its relationships with its existing partners Renault, Fiat and Mazda. It means that TomTom became a supplier of built-in navigational system for these manufacturers. TomTom provided the modified navigational systems to meet these car manu facturers. Weaknesses Even though there were many benefits from the acquisition of Tele Atlas, it had some negative effects. For example, long-term debt, TomTom had enough cash in account before the acquisition of Tele Atlas. In order to acquiring Tele Atlas, TomTom had to release of new shares as well as long term debt, which was a borrowing of â‚ ¬ 1. 2 billion. It was not good for financial structure. It increased the operating risks. Since TomTom choose the strategy of vertical integration, disadvantages that arise when demand is unpredictable. In TomTom’s case, sales revenue decreased by 3. 7% and the net income decreased by l36% in 2008. The acquisition of Tele Atlas increased cost structure. The high operating expense decreased operating margin. As the case states, it came down to 13% by the end of 2008 compared to 26% in 2006. Opportunities Since TomTom stands second in the market share of America, it has a large potential sales growth rate. Also, as the increased demand in vehicles in developing countries, such as China, it is a great opportunities for TomTom to extent its business in those areas. The large demand in those countries can make TomTom more profitable. Within the navigational industry, TomTom, as one of dominant player, has large amounts of resources to invest in the developing country. It helps TomTom build the block for the potential new entries, so creating digital maps for developing countries and creating navigational services can be a great opportunity for TomTom. Then, the increasing demands on the applications of navigation on the iOS and Android platforms, it also is a opportunity for TomTom. In the current market, customers trend to use their own mobile phones as a navigational device. Since TomTom has launch Tom-Tom for iPhone on 2009, it has a great experience on this type of application, it allows TomTom to develop application on other platforms. Another opportunity is to diversify its business structure that based on its current business. For example, they entered the car lease industry. TomTom provides the services, which are called TomTom Business Solutions, can help protecting environment based on the driver’s driving behavior and fuel efficiency, then giving suggestion to drivers. This is the opportunity for TomTom move their business from a navigational devices manufacturer to a navigational relevant service. Threats In Hoffman’s views, the threats for TomTom are majorly from two ways. The first threat is from the legal restriction. For example, Egypt, which restricted the usage of GPS since 2003, was worried about the security problems. Since security and terrorism concerns are increasing in the world, the navigational devices can be used as a tool for terrorists. In the global market, there are more and more countries limit or restricted the navigational devices. Otherwise, some countries, such as China, is limited the navigational relevant information for foreign companies due to the security concerns or countries’ secrets. It is hard for TomTom get into such those kinds of countries. How the policies change in global market can be a threat for TomTom. Moreover, the environmental protection is also a threat for TomTom. In fact, it affects on not only TomTom, but also the navigational industry as a whole. It is a trend that to encourage reducing to use of vehicles in order to reducing the CO2 emissions. The public transmissions will be more popular. It means that the demand of PNDs trends to decrease in the future. Recommendation By reading the case and doing further researches, TomTom is a great navigational devices manufacturer, but there are issues TomTom has to face. In my opinion, I recommend TomTom should invest in more areas other than navigational manufacturing industry. As I mentioned before, the navigational industry has got into mature stage in American and European market, so there is a little space for TomTom expanding. Based on this, I think TomTom should move its business to providing navigational service. For example, providing navigational information for people how they can get the public transmissions. Next, to against the other two major competitors, TomTom should be focus on the customers’ groups who will replace their PND soon. As the new features come out and the navigational information updates, customers who have had their GPSs for a while plan to change their current one. Therefore, TomTom should spend more resources on Ramp;D to find out what this group of customers’ needs in order to gaining the market shares. For example, the real-road view, it likes the Google street view. Driver can see the real street view within 0. 1 miles. It can help drivers avoid accidents. The third recommendation is to avoid uncertain issues from legal areas. TomTom should make a good prediction. TomTom should pay attention on the movement of policy changes and make correct reaction on time. Questions for Presentation Team of TomTom 1. How will TomTom change its business strategies in the future? 2. What are kind of business strategies suitable for TomTom in the future? 3. How does TomTom avoid the potential adverse legislation and restrictions?

Legalize Marijuana Essays - Drug Control Law, Drug Culture

Legalize Marijuana Essays - Drug Control Law, Drug Culture Legalize Marijuana The legalization of marijuana will reduce crime, narcotic drug use, and create a utopian society. Marijuana's effect on society is greatly over exaggerated in that marijuana acts as a scapegoat for many of society's problems. Marijuana is blamed today for being a gateway drug; this means that consumption of marijuana will lead to use of narcotic drugs, this claim has never been proven, the only grounds for it is that marijuana is a more widespread and more sampled drug. Furthermore, the legalization of marijuana would create potential tax revenue that would flow from a regulated market in marijuana. Marijuana grows throughout temperate regions, with more potent varieties produced in dry, hot, upland climates. Marijuana is defined as a cannabis plant; and or a preparation made from the dried flower clusters and leaves of the cannabis plant, smoked or eaten to induce euphoria (marijuana, 827, Webster's). Euphoria is a feeling of great happiness or well being (euphoria, 468). Chronic marijuana users may develop a motivational syndrome characterized by passivity, decreased motivation, and preoccupation with taking drugs. The relationship of this syndrome to marijuana use, however, has not been established. Like alcohol intoxication, marijuana intoxication impairs judgment, comprehension, memory, speech, problem-solving ability, and reaction time. The effect of long-term use on the intellect is unknown. There is no evidence that marijuana induces or causes brain damage (marijuana 2, Microsoft). The Drug Enforcement Agency estimates that we presently have 20 million regular users of marijuana in the United States (Heerema 130). The inclusion of drug users within society is in turn based on the premise that the desire to alter consciousness is a normal human trait, a drive as deep as the need for food, shelter and love (Siegel 1989). Humans perceive the use of marijuana to alter their state of consciousness as being a basic instinct that seems harmless and natural. Prohibition creates crime; it does not solve crime. It creates a tension within society that society cannot long bear. However, because some members of society are more tolerant of drug use than others, the attempt at prohibition inevitably tears society apart. It seems to work, for a while, but sooner or later the prohibition approach becomes untenable if society is to grow rather than stagnate. In the long run, society gradually adapts to the changes made necessary by the failure of the War on Drugs; and the new drugs appear, and then the cycle starts over (Aldrich 548). Therefore, if society wants to continue to grow, we must allow its inhabitants to alter their state of consciousness by using marijuana. A legal, regulated drug supply (as alcohol, tobacco, coffee, tea, and prescription drugs) encourages people both socially and personally to use the smallest dosage and the lowest potency that will be effective. It encourages normalization and control of drug use, and discourages abuse. It accepts a certain social cost in that the use of these drugs will cause problems for some members of society; but it does not deny that drug use is human, and instead works through the problems presented by drug use in such a way as to minimize their harm. In exactly opposite fashion, the criminal approach to drug use encourages drug abuse, by attempting to cut off supply. This policy restriction makes the desired commodity scarce and difficult to obtain. In turn, the user wants as much as possible, in the highest possible potency, for hoarding as well as immediate use. This policy ignores the basic human urge to get high, discourages the controlled use of drugs, and offers no normal socialization, no internal or external controls, and no possibility of harm reduction. It puts even the casual or experimental user into the illicit drug subculture where abuse is more likely; and any attempt to encourage self-control, that is, showing people how to use drugs intelligently and in the least harmful way, is seen as condoning abuse (Weil and Rosen 1983). Therefore, the illicit drug scene, created by drug prohibition laws, encourages high-dose, high-potency drug seeking, and discourages moderation and self-regulation. The process of dilution is possible when drugs are legally regulated; but not when they are criminally distributed. In fact, dilution of strength is the basis for mass marketing of legal drugs;

Financial Report on Crimson PLC Essay Example | Topics and Well Written Essays - 1000 words

Financial Report on Crimson PLC - Essay Example The cash flow statement is omitted from the financial statements due to the lack of classification data. The Income Statement does not present comparative information because of the lack of prior period data. Crimson Plc did not prepare a balance sheet or accumulate its accounting records in a general ledger due to the turbulence of the period. The opening balances for the 22 Balance Sheet accounts were compiled from a pro forma Balance Sheet drawn up as of the last day of the financial year 31 December 2005. It is possible that amendments to the Balance Sheet may be called for if and when new information emerges. The 22 financial transactions presented in the Balance Sheet and Income Statement were processed using double entry accounting but without a general ledger system. The following accounting principles have been applied consistently during the period with respect to items that are considered material in relation to Crimson’s financial statements. The financial statements have been prepared under the going concern concept. The going concern concept has been defined as follows: "the enterprise will continue in operational existence for the foreseeable future. This means in particular that the income statement and balance sheet assume no intention or necessity to liquidate or curtail significantly the scale of the operation." The financial statements are presented on a fair value basis for financial assets and liabilities falling within the scope of IAS 39, except those for which a reliable measure of fair value is not available. For those assets not falling within the scope of IAS 39, the principal of historical cost is adopted on initial recognition. Adopting IAS 18 clause revenues are recognised when earned and expenses when incurred. Expenses are recognized in the Income statement on the basis of a direct association between the costs incurred and the earnings of specific items of income(matching).However, here the application of the matching concept does not allow

WorldCulture Research paper Example | Topics and Well Written Essays - 1500 words

WorldCulture - Research Paper Example The Middle Ages have been regarded as the time of severe punishments and intense torture for committing criminal activities. The harsh criminal justice system of the age went through several stages and was influenced by different cultures, civilizations and people. Since early medieval England had a monarchical or feudal system governing the people, law of that particular era was much rigid and brutal than the later era. The powerful kings, lords, barons and priests had the hold of all judicial matters and they resolved the matters the way which best suited their authorities1. William the Conqueror, crowned in 1066, believed in making an example of the ones who dared to disobey by maiming him for the rest of his life rather than simply executing them. He introduced three goals to make change in the crime and justice scenario. The first one was to firmly establish his power as England ruler, second was the restoration of peace and stability within the Kingdom and the third was getting support for the crown through taxes collection. He also introduced ten decrees for the welfare of the English people and established Christianity as state religion2. The people were given right to justice according to their status; slaves and poor were the ultimate victims of this system. Due to serfdom, the poor people were the most down-trodden and were harshly treated by the landlords; therefore, theft was the most common crime committed to get hold of the basic necessities of life in those times. Theft, on the other hand, was the most condemned crime of the era since honesty was regarded as the basic aspect of male honour3. The first written law for the English people was brought forward in Anglo-Saxon era which included crimes as petty as â€Å"seizing a man by the hair† to the hideous crime of murder and accordingly punishments were described for each relative crime. Though these jurisdictions were harsh but it is also a fact that they the Anglo

Managing Diversity and Equal Opportunity Essay Example | Topics and Well Written Essays - 1250 words

Managing Diversity and Equal Opportunity - Essay Example The female literacy and economic empowerment is crucial not only for development but also for the children in the country. It is emphasized in the millennium development goals that child health and literacy levels in a nation show the quality of future population. Thus, at this epoch, management diversity with the provision of equal opportunity is a must to stimulate the economic growth of a country. The Sex Discrimination Act 1975 The parliament of United Kingdom had passed another gender related Act in 1975. The name of this Act was Sex Discrimination Act. This Act attempted to eradicate the discriminations on the grounds of sex and marriage in United Kingdom. The Equal Opportunities Commission (EOC) was established under the regime of this Act in U.K. The major concern of this Act was to create equal opportunities for both men and women in the workplaces. It was believed by the government of U.K., that progress of the nation would be just impossible without the support of gender u nbiased features in the economy (NCJRS, 1979). Equal Pay Act 1970 The parliament of United Kingdom (U.K.) in 1970 had established the Equal Pay Act that was related to gender issues in the economy. This Act primarily concentrated in reducing the unequal treatments between genders regarding factors like pay and employment opportunities. The Act was incorporated in the country after five years in 1975. The Act considered the factors like pensions, top wages, and leaves which are allotted equally to both the gender in the workplaces. However, the employers protecting their pay rights under the norms of this Act were supposed to consider that the work done by a competitor (whose salary the employers claims) should be same to the work executed by the employer. This Act made it sure that the salaries of two employees are same when the work load is alike. Differentials in pay would be gender neutral (EEOC, 2013). Case Studies Dr Bhal is an African black woman who lived in United Kingdom si nce she was 9 years old. This was the phase of time when the government of U.K. was demanding for equal opportunities for both men and women the country. So as a representative of the Commerce and Industry group in 1990, Dr Bhal was elected as one of the members of Council of Law Society in U.K. In 1993, she became the chairman of the EOC (Bailii, 2006). Dr Bhal had adopted active measures to improve the condition of women in U.K. Her work was appreciated by many officials in the U.K.’s government body. However, traces of her arrogance and rude behaviour were reported in 1998. Jean Johnson the director of the Human Resources claimed that Dr Bhal spoke to him very rudely over official calls (Xperthr, n.d.). The Director of Corporate Management also commented that Dr Bhals attitude in the business affairs were not good at all. It was very difficult to comment on the actual reason for such claims; it could take place due to gender discriminations or could also occur because Dr B hal became egotistical in her attitude. Ultimately the Law Society made Dr Bhal resign on such grounds. Dr Bhal claimed that this was done because the Law Society was gender biased in U.K. and filed a case against the organization in this ground. Dr Bhal’s strong comments to the media claimed that the Law Society had inherent â€Å"fossilised bureaucracy† and was â€Å"full of champagne-sipping racists†. On one hand, the staffs claimed that Kamlesh Bhal’s attitude was shrewd and unprofessional. On the other hand, Dr Bhal has claimed that alpha

Reward Management To Motivate Employees Commerce Essay

Reward Management To Motivate Employees Commerce Essay From the inception of organisational science, pay has been considered an important reward to motivate the behaviours of employees (Taylor Vest, 1992). A consistent literature on rewards has been that to influence performance, pay level must not only be high enough in the absolute sense, but must also be adequately different to reflect the differences in contribution, human capital and efforts that exist within an organisation (livernash, 1957:143). For this reason, Hamilton and Macy (1923:15) maintain that differences in pay must reward excess ability, knowledge, skills, training, diligence possessed by its recipient over the common labourer. In addition, Lawler and Jenkins (1992), also agree that the impact of reward systems cannot be discussed without considering what behaviours they affect in an organisation. They argue that a number of factors influence reward system and this in turn influences organisational effectiveness. Research has shown that the attraction and retention of workers in an organisation is influenced by the kind, and level of rewards an organisation offers (Mobley, 1982; Mobley, Hand, Meglino Griffeth, 1979). Thus Lawler (1971) posits that organisations which give the most reward would attract and retain the most people, as individuals satisfied with their jobs would want to stay within the same organisation. According to Alan Price (2007), the term reward management covers both the strategy and the practice of pay systems. Traditionally, human resource or personnel sections have been concerned with levels and schemes of payment whereas the process of paying employees the payroll function has been the responsibility of finance departments. There is a trend towards integrating the two, driven by new computerised packages offering a range of facilities. Financial rewards normally come in the form of monthly salary or hourly wages (Bratton Gold, 1999). Most employees that work in organisations or company that have professional human resource management in the UK will attend appraisal which will allow both employees and employers to discuss about their current pay and if it should be increased. According to Allen Kilmann, (2001) his studies has shown that assumption is not always true because solid evidences have confirmed that employees earning less than  £25,000 per year can be motivated with the use of financial reward, while those who earn more than  £25,000 per year are willing to stay with one job and do their best if they have high level of job satisfaction. This shows the more money an employer pays his or her employee the more job satisfaction expected by the employee in order to stay in the job leading to more reward management. Reward Management Research studies have shown that organisations have an interest in reward management because of two reasons. Cost effectiveness and profitability, which is based on organisational type and relative cost of workers (Romero Kleiner, 2000). Organisations can save cost of employees in order to gain competitive advantage in the UK market, Which are done by reducing the cost of employees and make use of the benefits of reward management to motivate employees to apply their best efforts. They must also ensure that its pay meet the minimum requirement of employment law. Organisation use reward management as a tool to motivate their employees, influence their attitude and change their behaviour, with an aim to improve their work quality and responsibilities. Organisation can use reward management to help it maintain its competitiveness in its marketplace. Which are done by reducing the cost of its employees and make use of the benefits of reward management to motivate employees to put their best efforts in the organisation. Bratton and Gold (2003), state reward can be divided into individual rewards, team rewards and organisation rewards Individual reward: This reward system will be paid directly to the employees which would lead to having different rate of pay depending on their years of experience in the organisation and energy commitment. Organisational rewards: In this case organisation offer rewards in form of profits with its employees which is increasingly employed by many organisations who has a custom driven culture. This enable organisation gets the best outcome in terms of employees performance, staff commitment and organisational productivity. Team rewards: This reward has been increasingly been used and recognised in the UK. This is because the work system recognised self-management team in the organisation. Team reward is also believed to give greater performance and productivity from each worker (Yahya Goh, 2002). According to Gratton (2004) he states while motivation is determined by both monetary and non monetary factors, money has come to play an overly important role in our thinking about the causes of behaviour. In most companies, very limited time and effort are spent on considering non-monetary sources of motivation This has prove that financial rewards are important as a mechanism to aid recruit and retain talent, and as a means of providing tangible recognition of effort in the organisation. Financial Reward This the use of money as a tool to motivate employees in a working environment, whereby employees are rewarded in the form of pay, bonuses thereby leading to applying more effort to better financial reward in an organisation. 1 Instrumental theory This theory states that money provides a means to achieve an ends. It is an instrument for gaining desired outcomes and its forces will depend on the strength of the need and the degree to which people are confident that their behaviour will earn the money they want to satisfy the need. Gellerman (1963), state that money in itself has no intrinsic meaning and acquires significant motivating power only when it comes to symbolize intangible goals. Firms use money as the powerful force which linked directly or indirectly to the satisfaction of all the basic needs of employees in the organisation. 2 Equity theory This theory was developed by Adams (1965) which argues that satisfaction with pay is related to the perception about the ratio between what one receives from the job and what one puts into it compared with the ratios obtained by others. Lawler (1971) state equity theory is related to discrepancy theory which indicates that satisfaction with pay depends on the difference between the pay people receive and what they feel they ought to receive. According to Jaques (1961) he states they exist in an unrecognised system of norms of fair payment for any given level of work, unconscious knowledge of these norms being shared among the population engaged in employment and an individual is unconsciously aware of his own potential capacity for work, as well as the equitable pay level for that work. Organisation can establish this principle; its pay must be felt to match the level of work and the capacity of the employees to do it in the organisation. Non Financial Reward This is a method of identifying individual employees for a particular praise or acknowledgement. Rose (1998) state a non cash awards given in recognition of a high level of accomplishment or performance such as customer care or support to colleagues, which is not dependent on achievement of a pre-determined target. 1 Self-actualisation Self-actualisation model is one of the most famous models of motivation. It was developed by Abraham Maslow (1954). This model explains that a person has a need to fulfil his/her capability and potential because a person has a desire for growth. Self-actualisation model is one of the most famous models of motivation. Ambitious and determined employees will seek and find these opportunities for themselves, although the organisation needs to clarify the scope for growth and development it can provide. Mullins, (1996) state once a lower need has been satisfied it no longer acts as a strong motivator, the needs of the next higher level become the motivating influence Organisation can use the self actualisation model to motivate employees to their best efforts if they know their highly demanded need, e.g. Staff member wanting to build a career goal and development in a firm. Thus, putting the staff in the right training and human resource development program cannot only increase positive outcomes, but also gain his loyalty in the organisation. 2 Achievements Achievement needs by McClelland (1975) is known for competitive success measured against a personal standard of excellence, which can be increased by organisations through processes such as job design, performance management and contributing skill in the organisation. McClelland also mentioned that power was a prime motivating force for managers, the needs for warm friendly relationships with others was also present to managers. Organisation policies for involvement can provide motivation by putting employees into situations where their view can be expressed, listed to and acted upon, thereby forming a means of empowerment in the organisation. Motivation Many contemporary authors have also defined the concept of motivation. Motivation has been defined as: the psychological process that gives behaviour purpose and direction (Kreitner, 1995); a predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, Lindner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993). Seligam(1990) also states that motivation may be rooted in the basic need to minimize physical pain and maximize pleasure, or it may include specific needs such as eating and resting, or a desired object, hobby, goal, state of being, ideal, or it may be attributed to less-apparent reasons such as altruism, selfishness, morality, or avoiding mortality. Conceptually, motivation should not be confused with either volition or optimism. Workers in any organization need something to keep them working. Most times the salary of the employee is enough to keep him or her working for an organization. However, sometimes just working for salary is not enough for employees to stay at an organization. An employee must be motivated to work for a company or organization. If no motivation is present in an employee, then that employees quality of work or all work in general will deteriorate. A) Intrinsic motivation This is described as the process of motivation by the work itself in so far as it satisfies peoples needs or at least leads them to expect that their goal will be achieved. This is also a self-generated in that employees seek the type of work that satisfies them, but management in an Organisation can enhance this process through its values as well as empowerment, development and job design policies and practices in the firm. Research studies have indicated that this type of motivation is generally involved with educational enjoyment and achievement of many higher education students (ODonohue et al., 2007). Intrinsic motivation has also been discussed and referred to by many researchers, such as attribution theory of Fritz Heider and cognitive evaluation theory of Ryan and Decis (Guest, 1989). Under the concept of intrinsic motivation, it can be assumed that a person can be intrinsically motivated or influenced if they give credit of their hard work outcomes to internal factors that they cannot control, e.g. an employee of an Organisation works hard to make sure that all of its customers get served within five minutes after their entrance into the restaurant. An employee can also be intrinsically motivated if he or she believes that their skills, knowledge and hard work can help the firm to achieve the desired goals. Intrinsic rewards can be explained under the scope of enjoyment, while another one is based on obligation, it also occurs when people are internally motivated to do something because it either brings them pleasure, they think it is important, or they feel that what they are learning is significant. (Herriot et al., 1997). Obligation refers to motivation of an employee and its based on what he or she thinks it should be done or completed. E.g., an employee has a responsibility to serve customers well under limited time, but the quality of the service should exceed expectation. This would be seen as a challenge for the employee when they exceed the standard set by the firm, thereby leading to motivation in the organisation. B) Extrinsic motivation This is what is done to and for people to motivate them. It arises when management in a firm provides rewards as increased pay, praises or promotion. Research studies have revealed that threat of punishment is also recognised as common extrinsic motivations (Cooper et al., 1999), e.g. management of an Organisation can deduct their pay if they are more than 15 minutes late for work. This kind of punishment is part of extrinsic motivation that can influence employees to get to work on time in the restaurant. Incentive theory of motivation This refers to a reward, which are both tangible and intangible forms. Incentive reward is likely to be presented to a person after the occurrence of an expected action or behaviour. Such reward is given to a person with an intention to cause desired behaviour to ensure that it happens again. This can be done by relating positive meaning to action or behaviour of a person (Clutterbuck, 2005). If an incentive reward is not presented immediately, it is likely to decrease satisfied behaviour (Guerrero Herrbach, 2008). This can be believed that if an organisation uses repetitive action reward combination, it can lead to certain action or behaviour to become a habit. Applying proper motivational techniques can be much harder than it seems. Steven Kerr notes that when creating a reward system, it can be easy to reward A, while hoping for B, and in the process, reap harmful effects that can jeopardize your goals (kerr, 1995). Expectancy theory Victor Vroom (1964) was the first to put forward his theory of expectancy, which was specifically aimed at work motivation. He produces a motivational force notion, whereby the product of valence and expectancy, is the motivational force. Vroom Valence expectancy theory is that employee effort will lead to performance and performance will lead to rewards. The employee would be more motivated when the reward is positively high, the more negative the reward the less the employee will be motivated. Galbraith and Cummings (1967) found little support for Vrooms model they outline difficulties with the methodology and the concepts involved and found it very hard to apply to organisations. This theory is applied by organisation by setting a target for employees e.g. sales target; this will enable employees to carry out his or her daily activities effectively in return for values, goals which lead to an effective performance in the organisation. Vroom distinguishes valence from value Mullins (2002) This is shown in that a person may not gain as much satisfaction from receiving an object as from the desire of obtaining it In this situation an employee may not gain as much job satisfaction from receiving an object e.g. money and employee may find more satisfaction in the working environment than expected from an object in the organisation. (Armstrong,2006 Mullins, 2002) THEORY OF MOTIVATION According to Maslow, employees have five levels of needs (Maslow, 1943): physiological, safety, social, ego, and self- actualizing. Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees. Herzbergs work categorized motivation into two factors: motivators and hygienes (Herzberg, Mausner, Snyderman, 1959). Motivator or intrinsic factors, such as achievement and recognition, produce job satisfaction. Hygiene or extrinsic factors, such as pay and job security, produce job dissatisfaction. Vrooms theory is based on the belief that employee effort will lead to performance and performance will lead to rewards (Vroom, 1964). Rewards may be either positive or negative. The more positive the reward the more likely the employee will be highly motivated. Conversely, the more negative the reward the less likely the employee will be motivated. Adams theory states that employees strive for equity between themselves and other workers. Equity is achieved when the ratio of employee outcomes over inputs is equal to other employee outcomes over inputs (Adams, 1965). Furthermore in some specifiable conditions, reward has been observed to motivate performance (Blinder, 1990; Vroom 1964). Majority of literature on motivation strongly upholds the view that rewards such as pay has a huge impact on an employee (Vroom, 1964; Lawler, 1971). In recent times, important rewards have been perceived to be tied to performance. Study after study has shown that an effective pay system can increase motivation of individuals to perform well (Kerr, 1975; Blinder, 1990). Armstrong and Murlis (1994) went further to state that reward process would most likely improve motivation, performance and commitment if they are operated fairly and the rewards are equitable in the sense that they are proportionate with the value of the job and of the person to the organisation Conclusion

Galileo: Scientist, Scholar, Rebel Essay -- essays research papers

Seventeenth-century European study was controlled by two powerful forces: the Roman Catholic Church, headed by the Pope, and ancient philosophy dominated by the 2000-year-old ideas of the Greek philosopher, Aristotle. The Church had an overwhelming influence on the lives of most Europeans. During Galileo’s time one in twelve people living in Rome was either a cleric or a nun.1 The Church forbid any teaching that deviated from what was taught in the Bible. To enforce this control, the Church set up the Inquisition. Galileo was targeted by the Inquisition for his observations and experiments. 2 Because his teachings differed from the socially accepted ideas of Aristotle, the Inquisition believed he should be persecuted. Even though Galileo’s observations were much more factual than Aristotle’s and, more important, backed up by experiments and the use of the telescope, he was still sentenced to house arrest for life.   Ã‚  Ã‚  Ã‚  Ã‚   Galileo Galilei was born on February 15, 1564, in Pisa Italy.3 Galileo was born into a family considered nobility, and his father, Vincenzo Galilei, was an accomplished musician.4 Galileo was tutored privately and also educated by his father until the age of eleven, when his family moved to Florence and sent him to a Jesuit monastery to study medicine.5 Three years after his son began school, Vincenzo was surprised to learn Galileo had decided to become a monk. Somewhat angered, his father withdrew him from the monastery, and Galileo continued his high school education in Florence.   Ã‚  Ã‚  Ã‚  Ã‚   At age seventeen Galileo began college at the University of Pisa, where he reluctantly studied medicine. 6 Throughout his first term attending the university, Galileo became more interested in mathematics than medicine. A court mathematician, by the name of Ostillo Ricci, noticed Galileo in his lectures.7 Impressed with Galileo’s knowledge, he urged Galileo change his major to mathematics. Against his father’s wishes, Galileo changed courses, and by the end of his first term he was a mathematics undergraduate.8   Ã‚  Ã‚  Ã‚  Ã‚   Galileo made his first important discovery while attending the University of Pisa. Galileo noticed a swinging lamp above him during a church sermon. Extremely bored, Galileo conducted an experiment to see if the amount of time in between each swing was the same. Using hi... ...i. School of Mathmatics and St. Andrews, Scotland, August 1995; available from http://www.history.mcs.standrews.ac.uk/history/mathmatics/galileo.html;Internet. 4 Ibid. 5 Ibid. 6 Ibid. 7 Jack Meadows, The Great Scientists. Oxford University; New York, 1987, p. 35. 8 Deborah Hitzeroth and Sharon Heerbor, Galileo Galilei. Lucent Books Inc; California, 1992, p.15. 9 Ibid., p.16. 10 J.V. Field, Galileo Galilei. School of Mathmatics and St. Andrews, Scotland, August 1995; available from http://www.history.mcs.standrews.ac.uk/history/mathmatics/galileo.html;Internet. 11 Ibid. 12 Galileo Galilei- Astrology. Available from http://www.astrology.about.com/library/weekly/aa0zz00b. 13 Ibid. 14 Ibid. 17 Ibid. 18 Jack Meadows, The Great Scientists. Oxford University; New York, 1987, p.41. 19 Deborah Hitzeroth and Sharon Heerbor, Galileo Galilei. Lucent Books Inc; California, 1992, p.24. 20 Jack Meadows, The Great Scientists. Oxford University; New York, 1987, p.44. 21 Ibid., p.45. 22 Giorgio De Santillan, The Crimes of Galileo. Time Inc; University of Chicago Press, 1962, p.185. 23 Ibid., p.257. 24 Ibid. 25 Jack Meadows, The Great Scientists. Oxford University; New York, 1987, p.48. 26 Ibid

International Organisational Behaviour

Introduction This assignment will analyse the organisation behaviour of two mining companies: WMC Resources and BHP Billiton. It will discuss issues such as: motivating in the short term, resistance to change, internal and external forces that favour change, characteristics of an effective team, factors of team effectiveness, and how to use punishment strategies successfully. Summary Clear understanding of the relationship between performance and outcomes – e. g. he rules of the reward ‘game’ Trust in the people who will take the decisions on who gets what outcome (BHP) Transparency of the process that decides who gets what outcome The people who will make the decisions (BHP) have stated â€Å"we continue to grow and expand our business quite significantly, and that always requires first-class people† So this again should be used to motivate the employees into realising that, good performance leads to your desired outcome (keeping their job). Evidence to justify this is the following example; there are three sales representatives who are candidates for promotion to one sales manager’s job. Bill has had a very good sales year and always gets good performance evaluations. However, he isn’t sure that he wants the job because it involves a great deal of travel, long working hours, and much stress and pressure. Paul wants the job badly but doesn’t think he had much chance of getting it. He has had a terrible sales year and gets only mediocre performance evaluations from his present boss. Susan wants the job as much as Paul, and she thinks that she has a pretty good shot at it. Her sales have improved significantly this past year, and her evaluations are the best in the company. Expectancy theory would predict that Bill and Paul are not very motivated to seek the promotion. Bill doesn’t really want it, and Paul doesn’t think he has much of a chance of getting it. Susan, however, is very motivated to seek the promotion because she wants it and thinks that she can get it. (Pride, 2009) b) There are three reasons the WMC employees are resistant to change; Fear of the unknown, need for security, and not feeling the need to change. Employees resist change because they have to learn something new. In many cases there is not a disagreement with the benefits of the new process, but rather a fear of the unknown future and about their ability to adapt to it. De Jager (2001, p. 24) argues, ‘Most people are reluctant to leave the familiar behind. We are all suspicious about the unfamiliar; we are naturally concerned about how we will get from the old to the new, especially if it involves learning something new and risking failure†. The WMC employees are facing this problem right now with the takeover that is about to go through. The employees are unsure about the future of the company and won’t know whether BHP will change things such as: daily duties, company protocol/processes, and even add new tasks. To help minimize resistance to change, the manager should try to offer information to the employees about what might change in the future. This will remove the element of the unknown and help them to deal with the changes early on. Also they should try to encourage staff and make them believe that they have the ability to adjust, therefore removing the anxiety of the takeover. If employees don’t see the need to change, they may become very stubborn and difficult to work with. Sometimes when there is a change in the workplace, employees don’t agree with it and feel they are doing jobs well enough and the organisation is running smoothly already. Even if this is true, there is always room for improvement and this should be expressed to the employees. WMC has a great opportunity to become involved in a bigger corporation and with some employees having a chance to keep their jobs, it should be highlighted to them that perhaps this will lead to a pay rise or even promotion. To minimize the resistance they should: provide support to the staff by actively listening to the problems and complaints they have, provide training to help the staff blend in with the new way of doing things, and help to overcome the performance pressures. Maybe then, the WMC employees will see that this change will lead to an improvement of the company and work efficiently and peacefully once again. c) Organizational change can be caused by external forces and internal forces. External forces commence outside of the organization and not only do they affect a company, but they also cause global affects. There are three components that play a crucial role in change of an organization from an external forces view. These three key factors allow a company to undergo change and reconstruct its organization to improve its production and services. Economic factors greatly affect WMC. This includes the nature and direction of the national economy in which a company does business. For international entities, it includes the global economy. We know that consumption is affected by the wealth of the population, and business people must plan accordingly. Some major considerations include the availability of credit and the amount of disposable income in a given market. Both inflation and interest rates and a given country's GDP are other economic factors that can help or hinder a company’s marketing efforts. The current economy has left smaller companies vulnerable to bankruptcy. Merging with a larger company like BHP will allow WMC to compete effectively in the world market. Internal forces for change come from inside the organization. These forces may be subtle, such as low morale, or can manifest in outward signs, such as low productivity and conflict. Internal forces for change come from both human resource problems and managerial behaviour/decisions. Human Resource Problems is a major internal force for change. These problems stem from employee perceptions about how they are treated at work and the match between individual and organization needs. Dissatisfaction comes from an underlying employee problem that should be addressed. Unusual or high levels of absenteeism and turnover also represent forces for change. WMC might respond to these problems by reducing employees' role conflict, overload, and ambiguity, and by removing the different stressors. Prospects for positive change stem from employee participation and suggestions. Managerial Behaviour/Decisions are an essential reason for organisational change. Excessive interpersonal conflict between managers and their subordinates is a sign that change is needed. Both the manager and the employee may need interpersonal skills training, or the two individuals may simply need to be separated. For example, one of the parties might be transferred to a new department. Inappropriate leader behaviours such as inadequate direction or support may result in human resource problems requiring change. Leadership training is one potential solution for this problem. Inequitable reward systems are additional forces for change. Clear Purpose – The vision, mission, goal or task of the team must be defined and accepted by everyone. In the case of BHP-WMC, there will be many changes when the two merge, so all the staff will have to be notified of the new action plan. This will make the team focused on the goal. Informality – A good team should be informal, comfortable and relaxed. There shouldn’t be any obvious tensions or signs of boredom. This may be tough for BHP-WMC because of the merger, there may be some resentment towards the other company’s staff for having to merge with them. Also cliques will have formed which may cause some problems with the group working together. If they can work together effortlessly they will perform to a higher standard. Participation – There should be much discussion and everyone should be encouraged to participate. This is also great for getting all the new staff members to bond with the BHP staff and to make them feel they are important to the company. Listening – The members should use effective listening techniques such as questioning, paraphrasing and summarizing to get out ideas. Therefore benefiting the company with possible innovative ideas. Civilized Disagreement – If there is disagreement, the team must be comfortable with this and show no signs of avoiding, smoothing over or suppressing conflict. This is likely to happen with the two companies’s having their own previous ways of doing things, but to create an effective team, they must all constructively discuss and find a middle ground. Consensus Decisions – For important decisions, the goal is substantial but not necessarily unanimous agreement through open discussion of everyone's ideas, avoidance of formal voting or easy compromises. This way the group should get the most suitable outcome without upsetting any of the group members or giving in to a poor idea due to peer pressure. Open Communication – Team members should feel free to express their feelings on the tasks as well as on the group's operation. There should be few hidden agendas. Communication takes place outside of meetings. This way nobody is hiding any feelings and is comfortable with the ongoing operations. Shared Leadership – While a team has a formal leader, leadership functions shift from time to time depending on the circumstances, the needs of the group and the skills of the members. The formal leader should models the appropriate behaviour and helps establish positive norms. This will give everyone a chance to feel important to the company and a chance to improve their leadership skills. External Relations – The team should spend time developing key outside relationships and mobilizing resources, then building credibility with important players in other parts of the organization. This will be handy for when they need help from other departments, especially in a fast growing company like BHP. Style Diversity – The team should have a broad spectrum of team-player types, including members who emphasize attention to task, goal setting, focus on process and questions about how the team is functioning. This gives diversity and strength is every area. Self-Assessment – Periodically, the team should stops to examine how well it is functioning and what may be interfering with its effectiveness. This is essential for any team, especially a newly created one like BHP-WMC. b) In creating effective teams, managers should act as facilitators and accept mutual accountability. do not monopolize team projects do not control daily activities. BHP-WMC could adopt these two theories quite easily. The managers could act as facilitators to the team so that it became more effective. They need to have a shared understanding and share responsibilities so that they can understand each other and work together as a well functioning machine. Mutual influence and task autonomy is also necessary to make BHP-WMC more effective than they currently are. Mutual accountability will improve BP-WMC effectiveness because it means the responsibility doesn’t land all on one person, which means it’s more likely to improve your chances of achieving your objective if the responsibility is shared across the team. To increase an employee’s behaviour, a positive re-enforcer is used immediately after the behaviour is presented, the premise being that if the employee does something and is rewarded, then they are more likely to repeat the act. Constant reinforcement must be used to help new behaviours become established. To maintain the desired behaviour once it is established, an intermittent re-enforcer, one that is used only occasionally, should be sufficient to use. Negative reinforcement is similar to the concept of a reward. Essentially, this is when something negative is removed from a person’s experience as a way to increase the likelihood of good behaviour happening again. For example, if a child studies hard for a test and the parent rewards the child by not making him do chores, it is likely that this good studying behaviour will recur. Extinction is the stopping of positive reinforcers that have been maintaining an inappropriate behaviour. This relies on the theory that behaviours which are not reinforced will soon disappear. Both positive and negative reinforcement result in learning. They strengthen a response and increase the possibility of repetition. Both punishment and extinction, however, weaken behaviour and tend to decrease its subsequent frequency. b) Punishment should be used as a last resort only. With the employees already low on morale due to the uncertainty of their jobs, it wouldn’t take much to push them over the edge and start acting inappropriately, or even worse, quitting. Ways of using punishment as a reinforcement strategy are as follows: The behaviour plan is congruent must be within regulations and company policies. The use of punishment procedures to manage employee behaviours is an issue of growing debate. Employees should take care that all elements of a behaviour plan, including punishment procedures, fall within disciplinary guidelines both of the company policies and within the law. Reference List Dick, P. & Ellis, S. (2006), Introduction to Organizational Behaviour 3rd Edition, McGraw-Hill Education, Berkshire, UK Mosley, D. C. , Megginson, L. C. , & Pietri, P. H. (2001) Supervisory Management: The Art of Empowering and Developing People, South-Western College Publishing, Ohio, U. S. A Ehlen, D. (1994), Supporting high performance teams, Manage, 46(2), pp. 32-34. Organizations, Jossey-Bass, San Francisco, U. S. A

Develop Delphi programs in Windows API (Without VCL)

Develop Delphi programs in Windows API (Without VCL) About the course: intermediate The course is written by Wes Turner, brought to you by Zarko Gajic Overview: This Guide is about developing Delphi programs without the Forms and Controls units or any of the Component Library. You will be shown how to create windows classes and windows, how to use the Message Loop to pass messages to the WndProc message handling function, etc... Prerequisites: Chapters: Introduction: The file size of a standard Delphi application is at least 250 Kb, due to the Forms unit, which will include a lot of code that may not be needed. Without the Forms unit, developing in API means that you will be coding in the .dpr (program) unit of your app. There will not be a usable Object Inspector or any components, this is NOT RAD, it is slow and there is no visual Form to see during development. But by learning how to do this you will begin to see how the Windows OS operates and uses window creation options and windows messages to do things. This is very useful in Delphi RAD with the VCL, and almost essential for VCL component development. If you can find the time and patients to learn about windows messages and message handling methods, you will greatly increase your ability to use Delphi, even if you dont use any API calls and only program with the VCL. CHAPTER 1: When you read the Win32 API help, you see that the C language syntax is used. This article will help you learn the differences between the C language types and the Delphi language types. Discuss about questions, comments, problems and solutions related to this chapter! CHAPTER 2: Lets make a formless program that gets user input and creates a file (populated with system information), using only Windows API calls. Discuss about questions, comments, problems and solutions related to this chapter! CHAPTER 3: Lets see how to create a Windows GUI program with windows and a message loop. Heres what youll find in this chapter: an intro to Windows messaging (with a discussion on message structure) ; about the WndMessageProc function, handles, the CreateWindow function, and much more. Discuss about questions, comments, problems and solutions related to this chapter! More coming...

Free Essays on Odyssey-penelope

Penelope was the paragon of marital devotion and fidelity. Penelope showed us exactly of how women’s character was to be played out. They were beautiful, intelligent, and submissive to their husbands and/or other men. The fact that Homer continuously mentions Penelope’s beauty shows us that this feature was expected of a woman. A quality in which Penelope was blessed with. At the beginning, Homer introduces us to Penelope saying this: "She came, then, down the long stairs of her house, this beautiful lady," (Odyssey. 1.233). In every scene that the she performs, Homer states of her beauty. Intelligence is shown to us by Penelope all throughout the books. For example Penelope says she will marry again once her sewing is complete, but every night she unwinds it, she is able to fool the suitors to avoid an unwanted marriage. The women role of submissiveness is shown when the suitors arrived for Penelope. Despite her unwillingness to choose a new husband she remained obedient to them. Showing them much generosity as Homer states, "Attendants poured water over their fingers, while the maids piled baskets full of brown loaves near at hand, and houseboys brimmed the bowls with wine." (Odyssey 229) Her submissiveness to her husband is widely shown throughout the book. Penelope continues to remain devoted to him and only him. The Odyssey seems to be the product a society in which the dominant role was played by the men. The Odyssey has shown women in subservient roles. Many of these characteristics are still valued in the women of today, now whether or not the women of today adhere to them is a different story. I think many of the women of today’s society want to be beautiful, and intelligent, but it is not as highly expected of them to do so.... Free Essays on Odyssey-penelope Free Essays on Odyssey-penelope Penelope was the paragon of marital devotion and fidelity. Penelope showed us exactly of how women’s character was to be played out. They were beautiful, intelligent, and submissive to their husbands and/or other men. The fact that Homer continuously mentions Penelope’s beauty shows us that this feature was expected of a woman. A quality in which Penelope was blessed with. At the beginning, Homer introduces us to Penelope saying this: "She came, then, down the long stairs of her house, this beautiful lady," (Odyssey. 1.233). In every scene that the she performs, Homer states of her beauty. Intelligence is shown to us by Penelope all throughout the books. For example Penelope says she will marry again once her sewing is complete, but every night she unwinds it, she is able to fool the suitors to avoid an unwanted marriage. The women role of submissiveness is shown when the suitors arrived for Penelope. Despite her unwillingness to choose a new husband she remained obedient to them. Showing them much generosity as Homer states, "Attendants poured water over their fingers, while the maids piled baskets full of brown loaves near at hand, and houseboys brimmed the bowls with wine." (Odyssey 229) Her submissiveness to her husband is widely shown throughout the book. Penelope continues to remain devoted to him and only him. The Odyssey seems to be the product a society in which the dominant role was played by the men. The Odyssey has shown women in subservient roles. Many of these characteristics are still valued in the women of today, now whether or not the women of today adhere to them is a different story. I think many of the women of today’s society want to be beautiful, and intelligent, but it is not as highly expected of them to do so....