Qr Codes

Companies can place CRY Codes on clothing, brochures, advertisements, banners, and ore. The article debates whether this technology will have a significant impact in the marketing tools a company uses. Companies can use CRY Codes in various ways to market their product. The article discusses how some enthusiasts of CRY Codes wrote a book about this new technology, entitled The Now Revolution. In their book they included several CRY Codes throughout the book that users could scan and receive additional information, graphs, charts, and videos.This took their book to a whole new level by turning it into an interactive process for the consumer. CRY codes an also be used by companies to link not only to their websites, but to their phone numbers, email, text messages, and more. The codes then can be traced by the creator to determine phone users, I. E. Phone, Android, etc. , and geographic locations of the consumers. I think this specific capability of the tool Is very beneficial to compa nies especially when determining what location to target their marketing.Also, if a company is considering creating an app, they can use this information to determine whether an phone, Android, Windows, or Blackberry compatible app would be most beneficial. In general, it gives companies another means to determine who is interested, how many people are viewing, and what location they are coming from. Another company that currently uses CRY Codes is Best Buy. Best Buy has CRY Codes next to the price tags on TV's. These codes link to customer reviews of the product that they are Interested in.This application really is helpful for consumers when making big purchases like this. It allows the consumer to immediately check the reviews In the store, which can speed up the transaction process. It may make challenges for salespeople though, since they have Limited control for negative views that they may be linked to. With this, Best Buy can track which TV's are linked to more frequently an d which ones consumers are simply not interested in reviewing information about.CRY Codes help provide companies another way to calculate Brand Development Indexes. They have the ability to use this tool to localize their marketing strategies. They also can use this to determine on a local level how many users in that region are engaged. This information helps the companies establish and measure the core objectives in their marketing plans. It also allows the company o be in control of some Information that consumers can easily be directed to by the appropriate placement of the codes.The concern with CRY Codes is whether they will be used actively In the future. They could be very beneficial to customers and companies, but they need more exposure to get to that point. With the number of smartened users growing rapidly, the readers will be available to more and more people. The more companies begin using codes, the more consumers will start to notice teen. Walt ten ease AT using teen slimly to retrieve a phone mummer I this technology is going to grow in some form or another in the future.

Manuel Barkan and his contribution to art education

Contemporary generation of young art educators are being introduced to significant figures in the history of art education in their programs of study. In today’s fast-paced environment, it is natural that some of these figures are accepted without question and some are left languishing in history only to be revisited by those interested in revising that history. Manuel Barkan could be considered such a figure. An individual who emerges as a pivotal force in the development of ideas now infused in contemporary art education is Manuel Barkan who in 1965 advocated a then new approach to the curricular content of art education: the use of the roles of the art historian, the art critic, and the aesthetician as well as that of the studio artist. Today these ideas seem so commonplace that it’s difficult to imagine just how radical they were when they were first introduced. The purpose of this paper is to examine Barkan’s work and its effect on contemporary art education in order to understand current practice and philosophy of art education. About half a century ago, Barkan (1962) addressed the importance of historical reflection in an article published in Art Education titled â€Å"Transition in Art Education: Perceptions of Curriculum Content and Teaching† and asserted that he believed the next decade would â€Å"bring some truly fundamental changes in the theory and practice of art education† (Barkan, 1962, p. 12). He went on to say that â€Å"when basic ideas are in the process of transformation, there is and must be an inevitable grinding of opinions one upon the other. There must be inevitable controversy and debate, because old ideas by their very nature, cannot and do not change unless and until they are challenged by new ones† (p. 12). The transformation of which he spoke was the shift from the child-centered approach of the progressive movement to the disciplined-centered approach advocated for general education. Another essential Barkan’s point concerned the kind of behavior a person must learn in order to achieve understanding from the subject being studied. He stated that to learn through art, â€Å"one must act like an artist† (p. 14). Barkan (1962) also spoke of the need to treat children as artists and explained the characteristics of the artist as â€Å"immersion in a medium,† and â€Å"determination †¦ to achieve the discipline and the skills involved† (p. 18). He cautioned against organizing curriculum simply to give students experiences in a wide range of media, an approach he considered â€Å"detrimental to the purposes which art education ought to be trying to achieve† (p. 17). Instead, he thought students should engage is some exploration of media so that they could discover a medium they liked and be able to â€Å"use it to express their ideas† (p. 18). The art room should, in Barkan’s words in the 1962 article, re-create the â€Å"atmosphere of an artist’s studio† (p. 18). In 1965 Barkan proposed a research and development center for aesthetic education to the U.S. Office of Education; the plan called for a consortium of five universities each with research and curriculum development labs (Hubbard, 1971). According to Chapman (1993), the plan was not funded due to the federal government’s position that all of the arts must be included, making the initial plan too complex. Barkan continued to refine the idea. Barkan turned to television as a tool for disseminating resources and curriculum concepts for the teaching of art. By that time, he had begun to work with Laura Chapman, and together they developed Guidelines for Art Instruction through Television for the Elementary Schools for what became National Instructional Television. In 1970, he and Chapman published Guidelines for Curriculum Development in Aesthetic Education as a guide for educators working to develop curriculum materials in music, dance, theater, literature, and the visual arts. Elliot Eisner, writing in a 1971 issue of Studies in Art Education that focused on Barkan’s work, stated that â€Å"throughout his career in art education, Manuel Barkan concerned himself with both the development of more adequate theory and the improvement of the art of teaching art† (p. 4). In fact, Barkan believed that art education could promote a more sensitive understanding of social problems. His first book, A Foundation for Art Education, published in 1955, presented a synthesis of then â€Å"current concepts from psychology, sociology, anthropology, cultural history, philosophy and the arts† (Barkan, 1955, p. vi). According to Chapman (1971), Barkan was concerned with the growing number of sometimes questionable classroom activities that were being justified as forms of creative self-expression. He sought to better define the term in relation to â€Å"concepts about human behavior growing out of research in other fields† (Barkan, 1955, p. vii) and to develop â€Å"a foundation for art education that would rest on a synthesis of this information in the context of operational problems in teaching† (Chapman, p. 40). Barkan’s book was an effort to develop a strong philosophical foundation for art education built upon research in other disciplines. Today, the idea that the curricular content of art education should encompass artmaking, art history, art criticism, and aesthetics is generally widely accepted. Art teachers address these components of art education in a manner that takes into account the nature of the child and the importance of both making and responding to art. Art has become a subject for study, but it retains its ability to teach us about ourselves and the others with whom we share this world. That art education is still engaged in transition is without doubt, and, is in fact, desirable. Postmodern thought, feminist perspectives, and multicultural concerns are but a few of the contemporary issues that influence today’s emerging art educators. However, an understanding of the history of our field and the work of key individuals such as Manuel Barkan can provide insight and guidance as we continue the ongoing â€Å"transition in art education† that he addressed in 1962. Works Cited List Barkan, M. â€Å"A transition in art education.† Art Education, 15.7 (1962): 12-27 Barkan, M. A Foundation for Art Education. New York: The Roland Press, 1955. Chapman, L. H. â€Å"A second look at A Foundation for Art Education.† Studies in Art Education, 13.1 (1971): 40-49. Chapman, L. H. Reflections on the theory and practice of curriculum development in art. Paper presented at the National Art Education Association Convention Super-Session III, Chicago, IL, 1993. Eisner, E. â€Å"Media, expression, and the arts.† Studies in Art Education, 13.1 (1971): 4-12. Hubbard, G. â€Å"The professional leadership of Manuel Barkan.† Studies in Art Education, 13.1 (1971): 70-72.   

Global Success of Gores Culture Case Study Example | Topics and Well Written Essays - 250 words - 122

Global Success of Gores Culture - Case Study Example The approach ensures efficiency and uniqueness in its products; hence, acting as a competitive strategy. Â  Gore has modified its core values to suit its different operations. It has made sure that the codes are employee friendly so that they can act as motivators. For example, one of the company’s core objectives is to ‘Make money and have fun’ (Hill and Jones 2013). The objective describes a culture that employees will have fun while conducting their money-making operation, leading to the success of the firm. Â  The Gore culture has four guiding principles that include commitment, freedom, waterline, and fairness. An employee should make and keep guiding commitments that will guide them in their operations. The ‘waterline ensures that employees consult other associated before making decisions that they are not a 100% sure may be rational. Freedom and fairness ensure that employees share, encourage, and assist each other in gaining more knowledge about their activities. Â  The culture also stipulates that current global competitions require firms to enhance the degree of coordination among employees in the development and production sectors (Hill and Jones 2013). Collaborative leadership and cutting-edge technology are also used as competition strategies. Firms should also adopt innovative human resources practices to ensure employee satisfaction.

Continous personal development in my place of work Essay

Continous personal development in my place of work - Essay Example However, regardless of the personality the prison staff has, they have been subjected, and made to adapt, to changing circumstances in the past few years. From the working role of prison staff as depicted by Woolf to the new role of bringing about a balance and accomplishment of a constructive, aberrant behaviour work with prisoners, prison staff members are facing a dire need for continued professional development (Liebling, Price & Schefer 2011). The changing times have shifted the focus of prison roles from delivery of justice and fairness to better management of the attitude of the prisoners. Better and improved theoretical and practical models have been developed for achieving this managerial role. Power culture, role culture and person culture have all seen significant changes in the past years (Harper 1997). Moreover the advent of new technology and changes in the architectural design of the prisons, coupled with innovations in the operating framework of organizations and grea ter external monitoring of the position and utility of prisons, have widened the scope of the responsibilities prison staff are required to meet (O'Toole & Eyland 2005). This has implications for prison staff. According to Boyatzis, Cowen and Kolb (1995), educators are not in touch with learning anymore. They give out information that they have and which helps to achieve the expected results. Educators today have become intertwined in the business of giving out information rather than being proactive in learning. The changing times have served to highlight this deficiency. This is evidenced by the fact that people working at the prison are now demanding better training programs and greater opportunities to further their skills. This serves to highlight the need for any individual working at the prison to indulge in a continuous process of professional development in order to satisfy the demands of the modern era. Before scrutinizing the professional development I, being an employee at the prison, can undergo, I will revisit the models of professional development. These models will be reviewed and linked to how they apply to my place of work i.e. the prison. Generally speaking, professional development entails to the concept of improving one’s personal self as well as bringing about advancement in one’s career. It encompasses a range of initiatives undertaken by the individual such as diplomas, workshops and conferences, training and other informal means of learning offered at the place of work. One of the essentials of professional development is the evaluation of one’s progress and how aligned the process is to the goals. The programs undertaken can be formal or informal, and group-led or individual. Keeping the need for professional development into consideration, Sparks and Loucks-Horsley (1989) have cited five models for staff development. Often people follow a combination of these models to advance professionally. Before evaluating on eself through these models, one needs to answer the question that what is needed to become a better educator. Analyzing all professional development models keeping this question in context, I believe I can chart out a comprehensive continued professional development process. The first model of professional development pertains to individually guided development. It is a natural phenomenon for a person to be curious. Curiosity is a great teacher and

Fashion Promotion - Dior Essay Example | Topics and Well Written Essays - 3500 words

Fashion Promotion - Dior - Essay Example The paper "Fashion Promotion" analyzes the channels and ways that brands, such as Dior, use in their promotion. The existing communication channels used by Dior have been thoroughly studied and also additional recommendation to improve the existing channels and introduce newer ways has also been included in the study. It was found that Dior is very restrictive in selecting its communication channels, so as to maintain the luxurious brand image of the company. Conservative communication channels are utilised by all the luxury product companies, but Dior could utilise a few other channels too to increase its brand recognition without hampering its highly sophisticated and luxurious brand image. Dior is a luxury retail brand based in France. The company is named after the founder of the company Christian Dior. Dior mainly deals in clothing, accessories, perfumes, beauty products and also timepieces. Nowadays, women buy perfume according their personality, so Christian Dior also makes pe rfumes to suit the different personality traits of women around the world. The company mainly targets a niche customer group, such as people from the wealthy class and also the high income groups. Since the global recession or economic depression does not really affect the purchasing power of luxury consumers, so Dior has not felt the sharp punch of economic slowdown. The strategy of the company is to focus on their product range and infuse creativity and innovation, for offering luxury goods to the customers. The brand generates about 13 percent of its revenue from Perfume and cosmetic segment, as stated in figure 1. In this study we would be focusing on the perfumes segment of Christian Dior. Figure 1 Source: (Christian Dior Group, 2012). Dior Story As we already know Dior is named after the famous fashion designer, Christian Dior, who introduced a new trend of fashion in Europe. He focused on the curvy shape of a female figure and designed his dresses accordingly. Christian Dior had worked under several famous fashion designers and in famous fashion houses before floating his own fashion house. Dior started as a fashion house which focused mainly on clothing for women and also men. The new fashion trend was a major hit in Europe and women in Europe liked and accepted the new trend with open arms. The company then launched its first fragrance under its subsidiary company Parfums Dior in the year 1947. It was named as Miss Dior, after the name of Christian Dior’s sister Catherine. Christian Dior passed away in 1957, but the brand name Dior has become famous around the world. Dior has become a synonym for luxury, elegance, beauty, fashion, and beautiful fragrance. It is one of the oldest perfume houses in the world and has about 135 fragrance base. Dior perfumes are made using these fragrance bases. Christian Dior’s revenue tripled since 1998. The company was bought by Louis Vuitton Moet Hennessy (LVMH) Group in the year 1987. Since then the LVMH group

Health Economic summer 2010 Essay Example | Topics and Well Written Essays - 1250 words

Health Economic summer 2010 - Essay Example Gordon et al. (2010) have researched the impact of such tests on smoking cessation programmes and chain smokers considering the costs involved. Their research focus has been to evaluate the impact of genetic test needs of routine smoking cessation programmes on chain smokers to measure the cost effectiveness of such initiatives. No quality methods can measure the impact of such health interventions except the cost valuation approaches used within cost-benefit analysis. Through the use of common currency result measures, researchers have estimated the cost per quality-adjusted life year (QALY) to measure the validity of running such tests. Already much work has been accomplished regarding cost per QALY estimates by clinicians and through smoking cessation services. General impression on carrying genetic tests has been positive for treatment interventions but QALY assessment is not enough to evaluate the complex effect due to psychosocial nature of the treatment for public and individu al health impact. There have been limitations in deriving results as one-size does not fit to all (Kelly et al. 2005). The cost-utility analysis (CUA)evaluations can measure health impacts by making comparisons in all fields of health that help in distribution of resources but are unable to map the non-health outcomes and opportunity cost of such programmes (Kelly et al. 2005). The cost-benefit analysis (CBA) appraises all costs and benefits through currency terms. In case the benefits are more than costs, it is suggested to spend more money on such programmes and in case the reverse is happening, further investment can be put on hold. The CBA approach is appealing and genuine but it is a complex mechanism to perform appraisal because monetary terms are involved for evaluating health and economic viability of conducting genetic tests. Economists’ evaluations not recommended previously can be attempted as has been done to measure the changed impact of taxation on drinking alco hol and smoking of cigarettes to further the research on it (Kelly et al. 2005). Gordon et al. (2010) have used two strategic models for a hypothetical cohort of chain smokers above 50 years of age. By selecting people who have both undergone and not taken the genetic test in a smoking cessation intervention, they have included nicotine replacement therapy (NRT) and counseling. Data has been captured to be based on Markov model considering randomized examination and meta-evaluation of 12-month quit rates and long-term relapse rate for measuring risk of lung cancer to participants in the intervention. The model covered five health states. As per the two strategies, the smoking cessation programmes were run with and without genetic tests producing results that the people may not, probably enter into relapse and start smoking again as evaluated from the outcomes of 12 months (Gordon et al. 2010). A cohort of 50 years old men and women consuming 20 cigarettes a day entered the smoking c essation programme. Generally, such an initiative considers general practitioners’ advice, telephone counseling and NRT treatment given during 12 weeks. There have been in practice some pharmacological treatments with better smoking cessation rates but NRT is widely accepted as a means of quitting smoking. For genetic testing blood samples are collected to for

Hakuin's art associated with Zen's mind Essay Example | Topics and Well Written Essays - 1250 words

Hakuin's art associated with Zen's mind - Essay Example The art surprised out from him as an over whelming response to express his vision over Zen. His painting and inscriptions had spread all over the Japan about his genius wisdom and his wily sense of hum -our. Of about a thousand or more of Hawkins paintings survive till today. Hakuin felt that word are not the only media through which Zen could be passed on to the bent genere, but there are others respects through which teachings of Zen can be visualized. His paintings were filed with novel ideas that never existed before, with liveliness and as through it is the source of Zen, they represented of new themes to a great extent. He regarded the paintings as visual sermons. Though he started painting at the age of sixty, he is considered as one of the greatest painter of Japanese tradition The Zen master started following Hakuin, taking him as example to teach through brush and ink. This tradition is being carried on till today. The main aim in making the paintings is to inspire and instruct about the Zen, that has a very exclusive set of aesthetics principles. The paintings doesn't depict the pure aesthetic phenomena of Zen and so it was reversed as "folk art" The art of Zen doesn't had any pictorial representation of mind, whether symmetrical or asymmetrical, simple of complex. It even ignores the round Zen circles. The thing that is given highest importance in Zen art is the level of "bokki" included in the work. "bokki" here is enlightment of the soul that is achieved thought continuously meditating suppleness, clarity, vigor, intensity, extension and scale through art. And hence the work of art represents the state of enlightment in the artist. The Zen masters, to bring enlightment from deep inside the mind of the people, they performed the duty of shouting as for, they realized that any pain within could be drawn out and that energy is the heat equalized with shouts. So they can cool down their pupil and then give a sharp blow of enlightment. This way he is mobilizing the eyes properly and they attain enlightment unswervingly. Some of the Hakuin's paintings depicted bodhisattva or were almost Buddha like statures. He first outlined and brushed them deeply and filled color lightly. "Daruma", a Zen patriarch was Hakuin's major subject, and the first subject he painted for. The works of Hakuin's with an impression of monumentality conveys that they are with full of sprit and are very vital but exist in an animated manner. The boudhi dharma or Daruma and its spirit work out the real Zen. Hakuin added the most vital messages to the drawings of Daruma, which directly pointed to the heart of the human and insisted the pupil to see their own nature and become Buddha. According to him a human heart has Buddha hood deep within. The Zen is depicted using very few words. Mostly, it is depicted quietly. Enlightment is not attained by the unblinking eyes or by carefully mobilized eyes but by going to a state of immobility. He also taught that students must take care in spreading their rare, innate, own penetrating old wit. They should stay firmly instead. Hakuin as said to be had given lecture fourteen

The Data Protection Act Essay Example | Topics and Well Written Essays - 1000 words

The Data Protection Act - Essay Example . Data which are classified as confidential by the counselor are kept in a separate file and place. Interview notes, test results, personal data about the individual, home and family, which can have meaning only to the counselor, often prove to be means of solving many problems of maladjustment. This sample case is termed confidential. A case involving the information being disclosed by clients especially the personal and confidential information that becomes known to the counselor and the amount of these data that can disclosed to only limited people and with the consent of the client. There is an ongoing divorce case and the some data is being required by the lawyers and prosecutors. The psychologist should seek the consent of the client as to what and to whom the information will be given and the purpose that these data will serve. Fidelity is a part of the ethical guidelines stated by BACP. Increasingly, attention has focused on providers of psychological services who need to balance the ethical principles of their profession with legal and regulatory mandates, as well as with the institutional policies of the organizations where they work. The General Guidelines for Providers of Psychological Services and the Specialty Guidelines for the Delivery of Services were promulgated to aide those involved in the professional practice of psychology within several contexts. Additional guidance on specific issues is provided in other documents, such as the Guidelines for Child Custody Evaluations in Divorce Proceedings, drafted by the Committee on Professional Practice and Standards and several others. Social Security and Work In UK employment law there is an important distinction between 'employees' and 'workers'. Most agency workers are classed as workers and this serves to exclude them from entitlement to important employment rights such as unfair dismissal and redundancy protection, which are only available to employees. A company's reward philosophy should be simple - they should pay for performance and the better the performance the more they should pay. Most companies have adopted a 'market based pay' approach to determining salaries which means they pay according to the value of the job in the market. Companies should be dedicated to the principles of employment and pay equity. They should be committed to taking steps to facilitate the integration and promote the full participation of previously under-represented designated groups such as agency workers in the labour market and encourage the utilization of the talents of all employees in order to realize the business objectives of the companies Employers should also be

Introduction philosophy Essay Example | Topics and Well Written Essays - 750 words

Introduction philosophy - Essay Example One of the critical condemnations of Existentialism has been that it is so much atheistic that the existentialists argue that God does not exist in the world. However, Sartre convincingly purports that existentialism is simply not that, and it is important to realize that, according to the existentialists, it does not matter if God exists or not. â€Å"Existentialism,† Sartre makes clear, â€Å"is nothing else than an attempt to draw all the consequences of a coherent atheistic position. It isn’t trying to plunge man into despair at all†¦ Existentialism isn’t so atheistic that it wears itself out showing that God doesn’t exist. Rather, it declares that even if God did exist, that would change nothing. There you’ve got our point of view.† (Sartre, 51) According to him, it does not mean that the existentialists believe that God exists, but rather they think that the problem of the existence God is not the issue here. Therefore, it is impor tant to realize existentialism as optimistic and as a doctrine of action. It is also fundamental to distinguish between the despair of the Christians and that of the existentialists, and the arguments of Sartre have great implications with regard to the existentialist understanding of human nature and the nature of vale. One of the basic arguments of the existentialists has been that there is no human nature, in view of the fact that there is no God to conceive it and the philosophy of Sartre should be realized as an attempt to draw all the consequences of a coherent atheistic position. Therefore, the quotation given here has great implication in realizing the fundamental philosophy of the existentialists with regard to the nature of human beings. Existentialism has been charged with dwelling on human degradation and neglecting the gracious and beautiful, the bright side of human nature. However, Sartre offers a convincing explanation of how

Fast Food and Vending Machines Arent the Problem Essay Example for Free

Fast Food and Vending Machines Arent the Problem Essay There has been an ongoing debate as to whether schools should be allowed to subsidize and sell fast food in the cafeterias as well as the use of vending machines in schools. I believe that it is when people who prepared the food started to lose sight of proper nutrition and portioning that made the problem. In some schools, vending machines are also part of the money-making machine that helps fund a schools various academic and day to day activities. At the Old Orchard Beach School, it has been reported that: The team implemented Tulane University’s CATCH nutrition education curriculum and wrote school vending policies that led to the removal of sodas and junk foods, and replaced them with water, 100% fruit juices, and healthier snack options. The vending machine signage was changed to advertise water instead of soda pop. The vendors were very cooperative in making the changes, and vending revenues have remained the same. Students have also taken an active role by writing their own nutrition policies, such as policies regarding foods served for classroom parties. At the Vista High school, Enid Hohn is the Director of Child Nutrition Services for Vista School District. He has learned to use the necessary evil to the benefit of his students and the school system. In 2005, with the support of the School Superintendent, he converted the junk vending machine at the Vista High School into a healthy, popular, moneymaking machine for the school. He relates the success story of his pilot project this way: The Principal was not very enthusiastic about this change. He indicated that he had been receiving $600. 00 per month ($7,200. 00 per year) in vending commission and was not interested in losing it. CNS gave him a $10,000. 00 signing bonus to offset his fears. We had difficulty getting students interested in signing up to try all the free food and beverages so we set up sample tables in a room close to the eating area and coerced students to come in and help us. We conducted food testing for three days and involved about 100 students. Once that was done it was important to set up focus groups with various students. Once school started we determined there was a need for additional machines due to the popularity of the Healthy Alternative Vending Program and the volume of items students were purchasing. (qtd. in Healthy Vending: The Vending Challenge paragraph 16) I am arguing that school vending machines should be allowed to sell fast food that fall under specified criteria controlled by the Child Nutrition Services of each school district based on the above information. The school earns the funding they need while staying within the guidelines of proper health and nutrition, while the children nutritious food without knowing it. Certain school districts argue that selling junk food and sodas in vending machines which are easily accessible to students in between classes since these are mostly located in the lobby cause deterioration in the students over all performance. It makes him sluggish, gives him a shorter attention span and prevents him from concentrating. Jeffrey Koplan, vice president of for academic health affairs of Emory University has stated that: Obesity may be a personal issue, but at the same time, families, communities, and corporations all are adversely affected by obesity and all bear responsibility for changing social norms to better promote healthier lifestyles. We recognize that several of our recommendations challenge entrenched aspects of American life and business, but if we are not willing to make some fundamental shifts in our attitudes and actions, obesitys toll on our nations health and well-being will only worsen. (qtd. in National Effort Urgently Needed to Combat Childhood Obesity; Actions Required by Schools, Families, Communities, Industry, and Government paragraph 2. ) In addition, the National Effort Urgently Needed to Combat Childhood Obesity; Actions Required by Schools, Families, Communities, Industry, and Government, report also warned parents and schools alike that: By the time they are 14 years old, 52 percent of boys and 32 percent of girls are drinking three or more eight-ounce servings of soda a day. It would help for us to remember that vending machines dont stock themselves, we do. This whole argument will prove to be a farce if the parents of the children cant or wont supervise the children or serve a nutritionally balanced meal at home. I refer you once again to the opinion of the National Effort Urgently Needed to Combat Childhood Obesity; Actions Required by Schools, Families, Communities, Industry, and Government report: Parents can exert a profound influence on their children by promoting healthy foods and an active lifestyle from an early age and serving as role models. Parents can encourage their children to develop a healthy, varied diet by introducing new foods in a persistent but non-coercive fashion. Studies show that repeated exposure is most critical during the early years of life and that it can take five to 10 exposures to a new food before a child will accept it. (qtd. in National Effort Urgently Needed to Combat Childhood Obesity; Actions Required by Schools, Families, Communities, Industry, and Government paragraph 5 I therefore, would like to reiterate that, there is no real reason with which to ban junk food and vending machines in schools. Instead, schools should learn to package healthy junk food. Learn how to use these things in order to promote good health and proper nutrition. The students will certainly be much more receptive of this approach. Works Cited: 1. Enid Hohn, R. D. , Director of Child Nutrition Services. Healthy Vending: The Vending Challenge. November 2006. November 13, 2006 http://www. vusd. k12. ca. us/cns/healthyvending. htm 2. National Effort Urgently Needed to Combat Childhood Obesity; Actions Required by Schools, Families, Communities, Industry, and Government. September 30, 2004. November 13, 2006. http://www8. nationalacademies. org/onpinews/newsitem. aspx? RecordID=11015 3. Schools and School Districts That Have Improved School Food and Beverages and Not Lost Revenue. November 2006. November 13, 2006. www. cspinet. org/nutritionpolicy/improved_school_foods_without_losing_revenue2. pdf - 4. Bruce Buchanan. Getting to Wellness. October 2005. November 13, 2006. http://www. asbj. com/wellness/S1. html

A Sense Of Urgency In Your Workforce Business Essay

A Sense Of Urgency In Your Workforce Business Essay The term Change Management refers to managing change successfully in any and all spheres of our lives, not just at work. Wherever the change happens, it is not easy to handle. Most often, the change that happens tends to complicate matters rather than simplifying them. Frequently, when we talk about change, it is in the organizational context, though there are personal and social changes that can be just as hard or even more difficult to handle. Like Gandhi said, We should try to be the change we want to see. If we approach any change, whether it is personal, professional or social, with an open mind, then the chances of successfully coping with it increases. Why is Change so Hard? It is hard because, when we go about our daily lives, we perform most of the mundane tasks on autopilot. We hardly use our conscious mind. Imagine switching on the coffee maker in the morning. You hardly open your eyes when you do it; now imagine that you have traded your regular coffee maker for an espresso machine. How hard do you find it to make your first cup of coffee in the morning? Likewise, in our professional lives too, we get used to our routine and become set in our ways; so we tend to use our subconscious minds more than we think, even at work. So, when there is change afoot, our subconscious mind, which is primitive, is wary of getting re-programmed, to learning new ideas and functions, and so feels threatened. This elemental resistance to re-learning new ideas and functions is the reason, we are resistant to change, which makes changing so difficult. Ch: 1 INDIVIDUAL CHANGE To improve is to change; to be perfect is to constantly change. Winston Churchill. Mohandas Gandhi, Martin Luther King Jr, Nelson Mandela, Mother Teresa and Barrack Obama were all well aware of the power of the individual and his ability to effect in himself and in his society. They managed to mobilize millions of people to change the way individuals, communities and governments function by just their beliefs and their tenacity. From their achievements, we know just what one person can do when he or she is steadfast in his or her beliefs and principles. These great souls have managed to bring about mind-boggling changes in their societies and their governments, just by being strong. Each of these great men and women started off as ordinary citizens; each underwent some intense upheaval in their lives that changed them completely. This change brought them greatness and untold benefits to the world around them. Every type of change, whether individual, organizational or societal, starts ultimately with the individual. However, most of us, in our eagerness to succeed, end up committing one of two common mistakes that people make when it comes to change: we either implement the changes much too slowly to be effective, like dipping our toes to test the waters. Or we go overboard and jump in headfirst in our enthusiasm and end up drowning. If you try to change too much too soon, there is the likelihood of you getting frustrated and giving up. It is easy to advocate others to change than to try and change oneself. However, too slow a change might also not bring enough results and lead you to getting disheartened, and hence abandoning the changes. Moderation is the key to success. Everything in moderation should be the cardinal rule for success. Change what you can, without causing too much disruption to your system and routine, and you will succeed. Whether the change you are trying to effect is trivial like your diet or exercise routine or is major like overcoming an addiction or changing your outlook, etc., try it in moderation to succeed. For instance, if you are trying to lose weight or quit smoking, unsuccessfully, try to reduce your portions, while increasing your exercise by maybe 10 minutes, instead of going on a crash diet; likewise, cut down on the number of cigarettes or on the nicotine content, or go for a smaller cigarette with less nicotine. All it needs is a little will power to change, and change successfully. Remember to come up with a realistic plan; also find a good outlet for your possible frustrations; try change counseling; and last but not least, try and remind yourself that the mind controls the body. Try to find inspiration from the world around you, and know that nothing lasts forever; everything is transient and change is the only constant in life! ORGANIZATIONAL CHANGE: The first thing to understand, and understand well, about Organizational Change is that it is an Ongoing Process and not a Single Event. Most organizations know the importance of being able to change with the economy and the market conditions. The economy and the market are not static; they are in a dynamic state, changing constantly. So to flourish, an organization should also be amenable to change. If you bend with the wind, you can survive; if you stand rigid, you will break. This is true for every being in nature and it is equally true for each organization. So organizations bring in experts who help them and their workforce to deal with the changed circumstances. Such experts are usually trained in Change Management, which can help individuals, teams and entire organizations to transition from their current state to a better future state. The many stumbling blocks in the path of positive change might be cultural, social or economic. A trained change management expert can identify such causes and address them to effect positive change. To understand Change and to help organizations to handle it better, one should first understand the factors behind the necessity to change, and how and in what form the Change is to take. There are many types of organizational changes, which are determined by some key factors like the goal of the proposed changes, the scope of the changes, the intensity and the time frame involved. Once these parameters are determined, the style of change, namely the implementation parameters have to be decided upon. The change can be instructional or participatory: which means that the change is dictated by the top management, or everyone brings their ideas and it is collaborative in nature; and whether the proposed change to be effected is structural or process-oriented: which goes to say if the changes are going to be in the organizational structure or in its processes. These sorts of crucial decisions, when arrived at after careful consideration of all the factors, are the decisions that can help your organization to change successfully. There should be no room for any ambivalence when setting the agenda for change. Clarity in thought and communication will help in achieving the desired results from your workforce by motivating them in the right way. According to Percy A. Dastur, author of The Art of Change Management, Organizational Change can be broadly classified into Organization-wide involving the entire organization Subsystem Change involving one small section or department Developmental Change involving improving the structure and processes and Remedial Change involving the fixing of any issues or problems that are an impediment to the healthy functioning of the business. There are some sub-classifications called Transformational Change, Incremental Change, Planned Change and Unplanned Change. These are self-explanatory in the type of change they bring about in the organization. The next key factor for Change to be considered is the change driver. A change driver can be External or Internal. In most cases, external change drivers can become catalysts for internal change. For instance during the recent global meltdown, giants like Microsoft and Caterpillar were drastically affected and were forced to cut costs and lay off employees. However, many other companies, large and small, were able to carry on, largely unaffected. This reflects the on the companies structure and policies. Though Caterpillar is the world leader in mining and earth-moving equipment manufacturing, it had to lay off almost 20,000 employees as its operational costs had to be cut down by 25% for it to weather the downturn in the global economy. This is a classic case of unplanned change brought about by an external factor. At times, technology ushers in change, whether you are willing or not; so it becomes a case of swim or sink. Case in point: Nokia was ruling the mobile market until 2004; then Apple came out with its iPod, that changed the way people listen to music; Sony, the world leader in individual portable music players with its Walkman, had to come up with a Network Walkman, after it realized it had to either join the mobile music brigade or lose out. After the unprecedented success of MP3 players, Sony realized that it had to come out with a similar product, or lose a chunk of the market, which might otherwise have stayed loyal to Sony. So in the case of technology-led consumer focused industries like music players and mobile phones, in which Sony and Nokia were the undisputed pioneers, external changes forced them into strategic change. This is an external driver leading to innovation and product enhancement. To truly understand the impact of one revolutionary product on an entire industry, you have to remember that in the case of technologically advanced industries, Apple is an industry outsider in three of the above four categories. Yet it had the entire music and mobile phone industry turn on its head with one single product. With the technological development in many areas growing by leaps and bounds, many organizations are kept on their toes, trying to keep with the latest developments. For instance, digital photography and the advent of the digital camera, gave stiff competition to the film photography industry, both the camera manufacturers and film suppliers, with new entrants like Casio, HP and IBM dominating the market. When the camera phone were introduced I market, the digital cameras are also struggling to find space in the consumers conscience. This is a classic example of technology being an external driver for change. Ch: 2 THE CHANGE PROCESS Generally, an organizational change is a complex maneuver, involving 4 core actions: appreciating the change, mobilizing support for the same, executing it and building change capability. It is the responsibility of the leadership to ensure that these actions are carried out, for successful change. Appreciating change involves appreciating the fact that change is difficult; it is so because it involves changing our mental models. When you talk about an organization as a single entity, you might forget the fact that it is made up of thousands of individuals scattered across the country or around the globe. So the idea of the organization is abstract and emotional than physical. This mental picture of the organization has to be changed, when you talk about changing the organization and that it is not an easy task. The proposed changes might be in any of the following areas of the organization, like marketing, manufacturing, processes, quality control, technology or productivity. Mobilizing support involves motivating your workforce to adapt the changes willingly and wholeheartedly; first the mental models of your managers have to be changed towards accepting the newly introduced changes. Only then they, in turn, can convince their teams to adopt the changes. You can opt for either imposing the changes and expect the support of your workforce, or you can expose them to the benefits of the proposed changes by addressing them and communicating the perceived benefits of the changes to the welfare of the entire organization. This will also help the workforce to develop a positive attitude towards the coming changes, which might ultimately lead to a successful change or an unsuccessful one. Depending on the size and structure of your organization, identify Change Strategists, who can strategize on what to change and its benefits; then appoint Change Implementers who are responsible for implementing the proposed changes; then identify and train the Change Recipients: they are the ones who are directly affected by the coming changes. So their co-operation will determine whether your change succeeds or fails. Executing change is the most critical component of organizational change and is not easy; this phase involves creating the actual new processes or procedures and implementing them; then troubleshooting as and when necessary. It is the most difficult part of the change process; many key people might not like the changes and decide to leave the organization; with a well thought out plan, and clearly outlined ideas for the type of change and scope of change, you can go to some extent to lessen the confusion and maintain some semblance of normality. Quite often, the outcome of the organizational change is decided in this phase; because if this implementing of the change does not happen as proposed, then it is almost a sure thing that it is about to fail. Building change capability is the long term plan for sustained changes so that the organization stays ahead of the competition in a fluid market. Just because you were able to change once successfully does not mean that from now onwards, it is going to be smooth sailing. Change has to be constant and you have to keep adapting and improving according to the fluctuating market conditions in order to stay ahead of the game. Again to help this happen, you have to identify innovative thinkers and strategists and equip them with the authority to effect similar changes and when they deem necessary, in order to sustain the advantages of the organizational change. One of the fundamental ways to help your workforce develop change capability is to help them to learn, how-to-learn; for, over the years, they would have developed their own style of functioning and working in a certain way; for them to change to a new system, they have to re-learn their jobs in the new system. It is not easy to discard something and re-learn a different way to do the same job. It involves enormous stress and re-training and can be quite taxing on your employees. So show them how to learn, for them to cope with change easily. CHANGE LEADERSHIP When your organization is in the middle of a change, or is set to change, your role as the leader is the most essential and influential one. You have the responsibility to understand the need to change, identify the changes needed, identify the people who can strategize and implement, and finally motivate your workforce into embracing that change. You are the cognitive tuner, efficacy builder, systems architect and also the people catalyser, according to V. Nilakant and S. Ramnarayan, authors of Change Management . So the importance of your role to the success of the process of organizational change cannot be overstated. As a leader, your contribution to the organizations future and towards a successful change should be a value proposition. What is a Value Proposition? It is a couple of phrases or statement that has 3 unique characteristics: it offers something of value to the customer; it is customer friendly and it has a differentiator that sets it apart from your competitors. Some fantastic examples of good value propositions are: Dominos offer of 30 minutes or free. It offers the hungry customer the chance to have his meal hot and in 30 minutes, failing which, he does not have to pay at all. This revolutionized the pizza delivery business. Dominos captured the customers mind space by giving a tangible guarantee, failing which instant reward. Walmarts price guarantee: Always Low Prices, Always. Googles faster and wider search results. BMWs ultimate driving experience, etc. Depending on the size of your organization, the change can be leader-driven, process-driven, team- driven, expert-driven or change management driven. The first approach is successful only in the case of small and medium sized concerns. Though you, as the leader will have the decision-making authority, the team driven change has a better chance of success. The process driven one, though, will take time as your workforce has to learn the new process and get comfortable before productivity can reach previously existing levels. Most organizations favor the last method: change management method, which is the team and expert driven method. This method of change brings to the table the expertise, the commitment, the technical know-how and the ownership qualities, thereby almost creating a fail-proof method of change. As a smart leader, you should be aware of the importance of ownership, involvement and commitment of your workforce to the change process for it to be successful in the long ru n. As the leader, you have to persuade your workforce to commit to the changes and there are experts whose ideas are remarkable. Consider the world-renowned social psychologist Robert Cialdini, who in his books about Influence, written after some 30 years in the field, expounds the best ways to persuade your workforce. The specialty of Cialdinis work is that it is based on research of people in industries like car dealerships, real estate, insurance sales, army recruiting and advertising, whose jobs depend on people saying yes to them. He then wrote the 6 Principles of Persuasion. They are Liking, Reciprocity, Social Proof, Consistency, Authority and Scarcity. Liking: When we hear a suggestion from someone we like, we tend to be positive towards that; on the other hand, when a suggestion comes from someone we do not like, we are predisposed to dismissing the suggestion, however valid or helpful it might be. Liking also stems from and towards similarity; so if someone like you tells you something, you are more likely to listen than to someone whom you might perceive as superior or inferior. So, rather than having a mass gathering where you announce the plans for the changes afoot, you need to first inform your team of senior personnel. Let them talk to their teams and so on until the frontline staff are informed by their own supervisors or managers. This will help them to be open to the coming changes, and also help them to feel included rather than being huddled into a great auditorium and addressed by someone from a podium or a screen. Reciprocity: This is nothing new; the Bible says it: Do unto others what you want others to do unto you. This is also Cialdinis expert opinion. When you treat people right and listen to them, they too will reciprocate. So, he recommends that in a large organization, identify those who are well liked and respected; tell them about the coming changes and enlist their help in communicating the same to their colleagues in a positive light. And generally if the workforce is treated well, and taken care of, in times of adversity, they will not mind helping by working extra hard or taking a pay cut or accepting the changes willingly and working harder to learn the new process or technology, as the case may be. However, if the organization is perceived as miserly, the workforce will be resistant to learning new processes that might be implemented as part of the changes. Social Proof: It means validation from our peers and those around us; we are unduly influenced by the opinions of those around us, which can often lead to thoughtless behavior. A classic example of this is the multiple car collisions that we see during rush hour; even though all lanes are moving, slowly but steadily, one driver decides to jump lanes to see if he can go faster; then the next one follows, leading to many others too trying to jump lanes; this leads to numerous collisions during rush hour, frequently. Also called the bandwagon effect, this is one of the best ways to influence your workforce and mobilize support. Consistency: Here it is not used in the usual sense of staying consistent, but rather means consistency in ones words and actions; this particularly carries weight when it comes to garnering support for the proposed changes, especially when they are publicly disclosed. As a general rule, something publicly declared is thought to be incontrovertible; when someone declares something in public, people do not expect them to go back on their word. In change management, this can be a powerful tool in the hands of a skilled manager. However, it will be effective only when it is used not to intimidate or threaten, but in consultation with the workforce. Authority: This principle goes to show that when an expert shares an opinion or fact, we tend to take it at face value; we dont question it or his authority. This expert driven change can be a powerful tool to convince your workforce to adopt the proposed changes in full measure, for the benefit of themselves and the organization. E. Sreedharan, who was invited to join the Delhi Metro, proved his authority by completing the ambitious project in time and on budget. He asked for and was granted full freedom in the operations and in the hiring and firing of his team, with no political influence, which is unprecedented in the Indian bureaucracy. Scarcity: This is based on the idea that we want what is restricted to us. If the workforce is told that unless the proposed changes are adopted whole-heartedly, they might lose their jobs, then they are more likely to work harder to assimilate the new changes and processed. We respond to the threat of something becoming scarce, than to the promise of some benefit. Our primitive psyche responds better to the threat of losing something than to the idea of gaining something. However, a manager should be careful to not use threats when explaining the potential losses. A leaders role when it comes to change management is never ending. One of his core duties is mobilizing support, and there are a hundred different ways, depending on the size, nature, structure and architecture of your organization. But one essential ability is the think out of the box and catch the imagination of your workforce and to be quick on your feet. To be able to out think the others is a great gift for a leader. You have to be a fast thinker, a brilliant strategist and skillful negotiator to be a successful change management leader. Consider this story: Just before a Presidential election, the Presidential campaign managers decided to release some three million brochures with a nice photo of the Presidential Candidate on the cover; almost on the eve of the planned blitzkrieg, in the last few weeks of the campaign, they found to their shock that the photo was copyrighted to a studio in Chicago. The campaign was in a quandary; they did not have the time to reprint the brochers; neither could they risk a lawsuit or a scandal at that late stage of the campaign; inquire about the studio and its owner brought further disturbing news. The owner was someone who was difficult and money-minded; so, after a brainstorming session, the campaign manager had his secretary shoot off a fax to the studio owner, which read: We are considering offering some studios a chance to sponsor a photo of the Presidential Candidate; when we win, it will be a chance for you to gain huge publicity mileage out of it; so what are you willing to pay us for using your photo? The story goes that the offer was a princely sum of $250; which the campaign manager promptly accepted and went ahead with the release of the brochure using the photo. The candidate was Roosevelt, in 1912 and the studio was Moffat Studios in Chicago. This story was told by Professor James Sebenius and the campaign manager is George Perkins. This shows that, if you are clear headed thinker, who can think on his feet, even major catastrophes can be skillfully avoided, just by deft handling, especially if you know human nature. This is the hallmark of a great leader! As a leader, you can beg and barter for change; it all depends on your target audience. If your audience will respond better to negotiation, then you can offer some deal which will benefit them hugely when the changes are in place and the organization is healthier. You also have to pick your time and do whatever is necessary to maintain the momentum. If you can get your workforce to genuinely believe and participate whole heartedly, the changes that you bring to your organization cannot help but succeed. The commitment of your workforce is the key to the success of the proposed changes! Ch: 3 EXECUTING CHANGE Dr. John Kotter, one of the leading authorities on Change Management and author of Leading Change says, Accelerate. It is better to change at a fast pace in order to keep ahead of your rivals, or else, chances are that you will be stuck in a perpetual game of catch-up. And for an organization to change successfully, the behavior of its employees has to collectively change; and that is a mammoth task. However brilliantly you plan and communicate it to your workforce, and get them committed to the idea of change, unless you execute the plan equally efficiently, all that effort will end up getting wasted, and the change process will become an utter failure even before its launch. To help in this Herculean endeavor, Dr. Kotter has devised an 8-step process, of which he says: There are still more mistakes that people make, but these eight are the big ones. In reality, Even successful change efforts are messy and full of surprises. But just as a relatively simple Vision is needed to guide people through a major change, so a vision of the change process can reduce the error rate. And fewer errors can spell the difference between success and failure. Dr. Kotter recommends learning from both your successes and your mistakes: Establish a sense of urgency in your workforce Examine your competition and the market realities. If the market is in a slump, be realistic in your expectations. In a recession, effecting change in your organization can go only so far in bringing results. Organizational change cannot compensate for the prevailing market conditions. As the senior management, you have to identify your weak areas as an organization, and also watch out for any potential crises in the offing. Communicate such looming crises to your employees so that they are ready and willing to accept the coming changes. Your success in changing for the better, as an organization, depends on your managers ability to convince their teams that the coming change is inevitable and that it will benefit the organization and everyone working for it. Plan your strategy to play to your unique strengths, and to take advantage of any opportunities. These initial steps will help you to motivate your employees and help them to adjust to the coming changes, as they have been made aware of the importance of the changes to the future of the organization. Establish a Powerful Guiding Coalition A guiding team made up of individuals from the teams across the board will help in promoting employee cooperation and in wider acceptance of the changes, because your employees feel like stakeholders and also as a part of the decision making coalition. This inclusive approach will yield better results when compared to a top-down approach. This coalition should also be vested with the authority to effect necessary changes within the organization and in its policies to improve the results of any transition planned. Most frequently, failure to improve employee participation in all levels leads to fostering of resentment towards the senior management and thereby resistance to the proposed changes. However, this does not mean that the top management is not responsible for effecting the desired changes. The onus is on the top management to see that employee morale is kept high and that the proposed changes are accepted and adopted by all. A Clear Vision a Simple Plan to Achieve it First you have to envision the changes you want to see in your organization, and then you will have a clear vision of the benefits that the proposed changes can bring to your organization, and then take the time to convey the same to your workforce. Then devise a simple plan to achieve that change, and convey that to your teams. This will help your workforce to feel that they are important to the company and also inculcate a sense of participation and inclusiveness. A simple and sensible plan can do wonders for an organization that wants change by motivating its employees. Simplicity will win every day over grandiose words and actions, as most people can see through them clearly. Share your Vision and your Plan When you share and communicate your vision of the positive changes and your plans to achieve the same, you can reap the untold benefits of employee participation. When your workforce feels included in the decision making, it inspires them to perform better as they feel like stakeholders and not just employees. It is always better for the organization when they volunteer and work harder on their own conviction, rather than being coerced in any way. In an organization with thousands of employees, such voluntary participation and ready support can make a huge difference to the outcome of the proposed changes. Empower your employees Identify those of your employees who can convince their colleagues to follow in their footsteps; when you workforce receives information that is promising from their peers, especially someone they like and respect. When you allocate such responsibilities, you should also allow room for individual ideas and action. New ideas and innovative suggestions should be encouraged and adopted where ever possible. This can go a long way in improving input and in inculcating a sense of ownership amongst your employees. This empowerment will also instill accountability in your workforce, thereby increasing productivity, as the sense of ownership will give them an incentive to see that the organization flourishes. As a corollary, restrictive actions on the part of senior staff and management should be discouraged, as they can be an impediment to successful and sustainable change. Strategize and Plan for Short Term Benefits Any vision for successful change has to be, inevitably on a long term basis; but little successes in the short term have to be acknowledged and rewarded, as that will help your employees feel positive about themselves, their changed circumstances, and also help to boost their morale. Set realistic short term goals and reward those who are successful in achieving them. For instance, you can set up annual reward programs for those who perform well in the newly formulated strategy, or master a newly introduced innovation; this will encourage better participation from your workforce in the changed strategies. Consolidate and Build to Further Improve By this stage of the change process, you should be able to see that your initial efforts are paying off; your employees have adjusted well to the changes and their productivity has increased. The changes have really helped your organization to perform better and to compete in the market, favorably, when compared to its competitors. But do not stop pushing hard, because now is not the time to rest on your laurels. Now is the time to forge ahead, firing on all cylinders and with more vigor. When you achieve positive results from change effected, you gain credibility. Use this credibility to push forward. Otherwise your sense of achievement might prove to be premature as it takes sustained effort to maintain difficult changes in an organization and change is an ongoing process. You can even hire or promote staffs who are open to change, without too much resistance fro

How Raphael Personifies The Renaissance Essay -- essays research paper

Thesis Statement In my research, I have seen how Raphael individually personifies what the High Renaissance encircles. I.  Ã‚  Ã‚  Ã‚  Ã‚  Early Life   Ã‚  Ã‚  Ã‚  Ã‚  A.  Ã‚  Ã‚  Ã‚  Ã‚  Childhood   Ã‚  Ã‚  Ã‚  Ã‚  B.  Ã‚  Ã‚  Ã‚  Ã‚  Family   Ã‚  Ã‚  Ã‚  Ã‚  C.  Ã‚  Ã‚  Ã‚  Ã‚  Father as court painter  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  D.  Ã‚  Ã‚  Ã‚  Ã‚  Study in Perugia. II.  Ã‚  Ã‚  Ã‚  Ã‚  Florentine Period   Ã‚  Ã‚  Ã‚  Ã‚  A.  Ã‚  Ã‚  Ã‚  Ã‚  Study under Leonardo da Vinci   Ã‚  Ã‚  Ã‚  Ã‚  B.  Ã‚  Ã‚  Ã‚  Ã‚  Works that he did while in Florence.   Ã‚  Ã‚  Ã‚  Ã‚  C.  Ã‚  Ã‚  Ã‚  Ã‚  Interaction with Michelangelo and other artists. III.  Ã‚  Ã‚  Ã‚  Ã‚  Roman Period   Ã‚  Ã‚  Ã‚  Ã‚  A.  Ã‚  Ã‚  Ã‚  Ã‚  Worked for Pope Julius II in Rome.   Ã‚  Ã‚  Ã‚  Ã‚  B.  Ã‚  Ã‚  Ã‚  Ã‚  Worked for Pope Leo X in Rome as well.   Ã‚  Ã‚  Ã‚  Ã‚  C.  Ã‚  Ã‚  Ã‚  Ã‚  Worked on many papal buildings. IV.   Ã‚  Ã‚  Ã‚  Ã‚  Humanist   Ã‚  Ã‚  Ã‚  Ã‚  A.  Ã‚  Ã‚  Ã‚  Ã‚  Final Works.   Ã‚  Ã‚  Ã‚  Ã‚  B.  Ã‚  Ã‚  Ã‚  Ã‚  Feelings for nature and people. While we may term other works paintings. Those of Raphael are living things; the flesh palpitates, the breath comes and goes, every organ lives, life pulses everywhere (Vasari, Web Museum 1)   Ã‚  Ã‚  Ã‚  Ã‚  On April 6, 1483, in Urbino, Italy, a man of a new age came into the world, Raphael Sanzio. Starting in his most formable years, art and poetry came into his life by way of his father Giovanni, a court painter to the Duke of Urbino. Giovanni, the first actual master of Raphael, taught him about the arts and all of the components of painting. For the first ten years of his life his father influenced his feelings on the arts. In 1494, he traveled to Perugia to study under Peitro Perugino. Just as his father influenced his early life, his study in Perugia shaped his adolescence and ... ...ay; his works seem too perfect, too faultless for our slipshod age. Yet these great icons of human beauty can never fail to stir us: his Vatican murals can stand fearlessly beside the Sistine ceiling. The School of Athens, for example, monumentally immortalizing the great philosophers, is unrivaled in its classic grace. Raphael’s huge influence on successive artists is all the more impressive considering his short life (Web Museum 4).   Ã‚  Ã‚  Ã‚  Ã‚  The life of Raphael Sanzio stands alone in the spotlight; just as his masterpieces single him out in the world of art. Works Cited Cook, Richard, and de Vecchi. The Complete Works of Raphael. New York:   Ã‚  Ã‚  Ã‚  Ã‚  Harry Abrams, Inc. Publishers, 1966. Fischel, Oskar. Raphael. London: Spring Books, 1964. Web Museum. Paris. “Raphael.'; June 11, 1996, 1-4. World Book Encyclopedia, Chicago. “Raphael.'; The World Book Encyclopedia.   Ã‚  Ã‚  Ã‚  Ã‚  Chicago: World Book Inc., 1996. Jantzen, S., Krieger, M., and Neill, K. World History: Perspectives on the Past.   Ã‚  Ã‚  Ã‚  Ã‚  Lexington, Massachusetts: D. C. Heath and Comapany, 1992.

Resistance to Imperialism and the Zulu War Essay -- African History Es

Although it is usually 19th century European imperialism that appears in Western literature, Africans have felt pressure from outside powers for over a thousand years. By the year 1200, most of Northern Africa had adopted Islam, and the population consisted mainly of a blend of Arab and Berber peoples. It was at this time that the enslavement of black Africans along the eastern coast of the continent by Arabian pirates began. This slave trade, however, met fierce resistance from the flourishing African kingdoms of Kush and the Somali king, Nagus Yeshaq, who was a Christian Becker). Because the strength of the Arabic incursions was based mainly on conversion, the Islamic armies never penetrated deeply into sub-Saharan Africa. In the middle of the 15th century, Portuguese explorers began to establish trading outposts along the western coast of Africa, thus beginning the first steps toward imperialism by European nations. It is estimated that the first trading of Africans as slaves by the Portuguese began in 1444. The West African kingdom of Benin, however, still suc...

Mini Position Paper Essay

Many schools exist that don’t create student success. In too many school systems today, students are deprived of the education they need to become successful in life. What is society doing to make sure these students find their way? What does it take for them to become successful participants of society? After reading Freire’s, Pedagogy of the Oppressed, I must say there is some truth to students being oppressed for they are being forced to matriculate in an educational environment they aren’t familiar with; can’t survive in; or don’t want to be in. Students who are in the predicament noted above are not able to thrive in a strong academic environment because, as Freire states, they don’t know their reality. If they knew their reality, they would be better prepared to adjust to what they need for academic success. My position is that students that will better succeed in vocational or magnet schools. The vocational option is best suited for students that are not college bound and need to learn hands-on job skills to work right out of high school. For the nontraditional student the magnet option can work well. As a dancer, I attended magnet performing art school and this opportunity allowed me to learn about my craft and move on to earning a scholarship to Temple University in dance and theater. It allowed me the option to get involved in a field that I love and having a love for what you do makes the difference in which you become. There is no denying that people are mentally in different places at different times in their lives. Whether they have been raised in a single parent home, or whether they grew up in an environment that isn’t conducive to learning, it is important that students know what they can handle in an educational setting. For some students, an advanced math class or AP courses may not be reasonable. There are some students that understand where they stand academically and know that they aren’t able to learn under the same conditions as other students. These students need to develop other avenues in which to become successful. Vocational and Magnet schools are a great source for students that aren’t ready for a rigorous academic curriculum. Although students will still get the core courses they need to graduate, they will also have a trade that will at least keep them employed and able to take care of them after graduating. There are students that have a love for cosmetology, auto mechanics or even plumbing. One important fact is that there are colleges that offer two year degrees in these vocational trades. It is crucial that today’s generation know that there are options outside of becoming a doctor or lawyer. While we always need lawyers, doctors, and teachers, the world also needs mechanics to fix cars, a plumber to fix leaks the correct way or even a specialist to make sure a heating or air conditioning system is properly working. It is important that today’s student be comfortable in knowing that being academically challenged is okay, and that choosing a vocational education is an option. Vocational Magnet educations are just as important and should be interjected in all of today’s schools for they too serve a vital function in preparing our students in life. â€Å"The Guardian†, a newspaper printed in the U. K. , ran an article in 2013 regarding vocational educations. It questioned the validity of the concept of vocational educations by asking the public if they value vocational skills. The article allowed people to give their opinions. Although most people were in support of vocational education, there were some that weren’t. One person commented that though he didn’t look down on vocational education, he would not consider the vocational route if he didn’t get the grades needed to attend a university. He finished by explaining he would definitely go for A-levels because in his opinion, â€Å"they are far more respected by employers and universities†. In his opinion, having a career rather than a skill is more esteemed. After reading the article, I was stunned at the idea that vocational educations aren’t respected. That a plumber or custodian is not valued is a disrespectful and cocky position to take. Society will always needs someone to make sure offices are clean and bathroom toilets run properly. People underestimate that diverse careers are needed for the world to effectively revolve. Unfortunately vocational skills like plumbing, carpentry, and electricians have been downgraded in social status over the years. One of the biggest issues in education today is low graduation rates, low college entry and a growing rate of unemployment. Vocational education can be the resolution to this problem. What are missing in schools are alternatives like a technical baccalaureate, which offers valuable learning and real skills, and leads to real jobs for young people. Getting children in the right program for their learning needs is what leads to success. Vocational qualifications serve a need for particular kinds of students and are very important skills. Vocational education training provides career and technical education for students interested in jobs that are based upon labor-intensive or real-world jobs. The plus side to vocational education is that students have the opportunity to work in their field while in school; it requires less education than four year degree programs; the vocational fields are vast and varied such as, pharmacy and medical technicians, paralegals, medical assistants, office assistants, cosmetologists, mechanics and construction workers; it assists in higher graduation rates; increased employment; and overall student achievement. The objective in education is to assist students in their quest of having a stable life. A vocational education reinforces the connections between secondary and postsecondary education, and improves accountability for students.

Just Dessert

Just Dessert Name: ADJ/215 Date: Instructor: Just Dessert It is a normal feeling for people in our society to want someone to be punished for the crime they commit. Without any type of punishment it feels like justice was not served especially when there is a victim involved. This in many people’s eyes is a way to justify punishment and it is based on the just dessert theory. With this theory it is the belief that a person should be punished based on the harm they caused and the crime they committed. In other words the punishment should fit the crime. People who are for just dessert believe that retribution justifies punishment because it is deserving based on the crime. Where the opposing side believes that justification of punishment lies in the ability to prevent or minimize future harm. Arguments in Favor of Just Dessert When researching just dessert I found three particular arguments in favor of the just dessert theory. The first argument is that the punishment should be the same for all offenders based on the crime they committed. This is considered to be fair and justified punishment because it is deserving of the crime committed. The second argument supports that just dessert encompasses fair treatment both to the vulnerable in society and victims rather than just the offenders. This allows the victims of crimes to know what type of justice they can expect. And finally the third argument believes that the just desert theory is the best way to explain the death penalty for murder because if an offender takes a life they would understand and expect that their punishment would be a sentence of death. Arguments Against Just Dessert There are many arguments against the just desserts theory. Two significant arguments against the just dessert theory are that it gives an inadequate justification of bias or hate crimes and cannot explain the state’s democratic duty to protect the most vulnerable victims. Many opponents are concerned that the state legislatures will set unreasonably high sentences. Just dessert is also thought to be inflexible and fixed for every offender; very little if any consideration is given to the circumstances surrounding his or her crime. There is also a fear that just dessert would remove the rehabilitation aspect from prisons across the country. Those that choose to argue in favor of just dessert to support the continued use of the death penalty in the United States are missing, or choose to ignore, many fallacies with the argument of just dessert in support of the death penalty. An important point to keep in mind is that the United State is the only democracy in the world that still uses the death penalty as a possible punishment. (Foley, 2006). My Position is Against Just Dessert My position was assigned to be against just dessert. While researching just dessert and exploring both sides of the argument I can understand why people are against just dessert. It would seem that this theory would not be beneficial when it comes to certain types of crimes. â€Å"When dealing with a case of a single individual who has committed a crime, participants appeared insensitive to the factors that should drive sentencing when utilitarian goals are the motivating force; it was the factors relevant to the just deserts perspective that determined sentencing. (Carlsmith, Darley, & Robinson, 2002). The sentence at an individual level seems to come from a strictly deservingness-based stance rather than taking into consideration the circumstances surrounding the crime when it comes to deciding punishment. Although the type of crime may be similar, no crime is the same or committed for the same reason. The theory of just dessert is retrospective rather than prospective. â€Å"The punisher need not be concerned with future outcomes, only with providing punishment appropriate to the given harm. Although it is certainly preferable that the punishment serve a secondary function of inhibiting future harmdoing, its justification lies in righting a wrong, not in achieving some future benefit. † (Carlsmith, Darley, & Robinson, 2002). The belief is that the punishment should be proportionate to the harm the person caused. The problem becomes that our judicial system is not perfect and there are times when innocent people are convicted of a crime. If we utilize the just dessert theory with someone ho was convicted of murder we would sentence them to death. If the person was later found to be not guilty we would have murdered an innocent person based on this theory. References Carlsmith, K. M. , Darley, J. M. , & Robinson, P. H. (2002). Why Do We Punish? : Deterrence and just deserts as motives for punishment. Journal of Personality and Social Psychology, 83(2), 284-299. doi:10. 1037/0022-3514. 83. 2. 284 Foley, M. (2006). Toward Understanding the Death Penalty Debate. Retriev ed from http://www. ala. org/ala/acrl/acrlpmbs/choice/content/essay. cfm

Riordan Manufacturing Proposal Package

Running Header: PROPOSAL PACKAGE Proposal Package Stephen J Kiser University of Phoenix March 22, 2010 Cover Letter The goal is over the next 18 months to develop a system that will allow for the production of both our generic electric fans and personalized fans offered at our China location to become a more stream line process and adopt more of a just-in-time manufacturing approach. In order to make this process a reality the IT department will sent a request to develop an automated ordering system that will allow for quick and accurate tracking of inventory level and ordering of new inventory. The IT department will also be requested to order new bar coding systems that will allow for all merchandise and raw materials to be bar coded, and will decrease the time needed to verify new shipments. The suggestion will also be made to supplement the supply chain by adding an additional provider of electronic fan motors since the company currently being used does not have a perfect track record of dependable on time deliveries of needed inventory. Supplementing this provider will increase the successfulness of the company’s change from a stock-to-market approach to a just-in-time manufacturing approach. Materials Requirement Plan Materials Requirement Planning is an integral part of any manufacturing based business. According to The Free Dictionary’s definition of materials requirement planning is that this system â€Å"provides the user with information about timing (when to order) and quantity (how much to order), generates new rders, and reschedules existing orders as necessary to meet the changing requirements of customers and manufacturing† (2009). This definition of materials requirement planning illustrates the importance of having an excellent system in place to make certain that ordering needed materials is done in an orderly fashion that allows for the needed materials to be on hand, but will not result in an instance of having excessive amounts of inventory in stock that will need to be held for long periods of time, or that may not be used at all. For this reason Riordan needs to develop a strategy that will allow for a computerized inventory system to be utilized, which will allow for ordering to be done when materials reach a certain point so that the company doesn’t experience any down time due to insufficient amounts of inventory. One method that can be utilized to increase the efficiency in the current method of shipping and receiving raw materials would be to have a computerized system that automatically orders materials bases on sales projections entered into the system by the shipping supervisor. When orders are received the current technique is to have all orders checked first by the shipping supervisor and then unloaded by a team of employees. However, this could be streamlined as well and each incoming package be labeled with a bar code that the unloading team could then scan and after the truck had been completely unloaded the computer system would then compare what was ordered to what was received and make adjustments accordingly. New Process Design for Production of Electric Fans Currently Riordan produces the electric fans at the plant located in China. This allows for the company to utilize the cheaper resources and labor that is associated with this area. Currently the process that is utilized is that the plastic polymers used in the production of the fans are bought locally, along with the completed fan engines that will power the electric fans. The plant in China then injects the plastics into molding machines that create the various plastic parts that will be used in the completed project. Once the products are completed the plant will then ship these electric fans to anywhere in the World through use of FedEx. This process design for the production of the electric fans is sound and seems not to have any negative effects associated with this process. The only changes that could possibly be made to increase efficiency are the method used in determining what amount of products needs to be ordered. Currently the method is extrapolation based on the previous three years of sales, due to the issue with on time deliveries this method is understandable, but perhaps isn’t the most cost efficient. If the company was able to develop a more reliable supply chain than currently exist this would allow for more â€Å"real time† ordering to be done and thus the company could experience a higher degree of dynamic production capacity than currently exist (Riordan, 2009). Supply Chain for Electric Fans Currently the supply chains that exist for the Chinese plant that produces the electric fans is the purchasing of plastic polymers, used in the production of the plastic components of the fans, and ordering of the completed electric motors used to power these fans. According to the Riordan Manufacturing website there seems to be no obvious flaws with the shipments being received of the plastic polymers or any of the miscellaneous equipment used in the production of the plastic fans. However, there is only a 93% chance that the shipments of the electric fan motors will be received on time. This may not appear to be an issue to some companies but can be extremely important when attempting to develop a real time ordering system that required on time shipment of all goods and services so as not to stop the production process. For, this reason the easiest way to ensure on time delivery of these items would be to expand the sources for these parts outside of the one company that is currently used so that if one location cannot provide on time delivery of needed equipment then the other location can be utilized to maintain an steady shipment of the needed equipment to produce these electric fans. Productions Forecast for Electric Fans Currently the production forecast being utilized by the company is a make-to-stock production forecast model in which the company uses the past hree years of ordering data and through forecasting attempt to develop production level goals for the plant. This approach heavily relies on the idea that the past will repeat itself, which isn’t the case many times. This approach results in overproduction in times of economic downturn, while it may result in under production of products in periods of economic growth. This is why the suggestion is to create a more dependable supp ly chain and turn the process into a just-in-time approach, since this technique would be better suited for the individualized products that the Riordan location in China offers to customers. This would also allow for more real time data to be used when attempting developing forecasting plans and would allow for short-term changes made to the production capacity of the plant depending on the current economic situation. Implementation Plan The first task that needs to be completed in order to make the suggested changes listed above would be to complete the database system that would be responsible for tracking inventory at the electric fan plant. Developing this system would require that either an internal or external IT department be consulted or a plan of action be developed which would allow for the development of the software and purchasing of the hardware needed for this process. As the software is being developed the current amounts of inventory must first be entered into the new system that will be tracking the usage and ordering of the equipment needed in the production of the electric fans. Once this information is entered the system must have minimal information entered which will allow for the system to realize when ordering new materials is needed so that the plant does not exhaust the resources on hand before a new order is received. Once this software has been installed hardware will need to be purchased that will allow for the bar-coding of merchandise and for incoming orders to be scanned and electronically entered into the system. The second element associated with the changes being suggested is the increase in the reliability of the supply chain. First negotiations may need to take place with the initial provider of electric fan motors to ascertain exactly how many of these motors can be purchases and within what time frame and the order be guaranteed to be delivered on time. Once this information is gathered the company can attempt to set up a secondary provider of these completed motors that will ship the parts that the initial supplier may not be able to guarantee on time delivery of. Once these negotiations have taken place this information can be entered into the ordering data base so that the system will automatically order the needed parts from the supplier that will be able to ship the equipment so the orders will be received on the specified need date. References Riordan Manufacturing. (2009) Intranet. Retrieved March 20, 2009 from https://ecampus. phoenix. edu/secure/aapd/cist/vop/business/riordan/RioMfgHome002. htm The Free Dictionary. (2009). Materials Resource Planning. Retrieved March 20, 2009 from http://encyclopedia2. thefreedictionary. com/Material+Resource+Planning

Nazi Propaganda IWA

The Nazi party, or National Socialist German Workers' party of Germany, attempted, and were almost completely successful in wiping out the entire culture of the Jewish, and the population of homosexuals, gypsies, disabled, and Slavic people, all due to his simple dislike of them. In his attempt to obliterate all of the people that he thought weren't worthy of life, his regime and he used several different types of propaganda – in this case, visually, through a poster- to try to brainwash everyone to have the same views as him and support his prosecution of them.Him and his brutal regime tried their hardest to manipulate everyone's opinion of certain groups so that they could achieve his sadistic and horrific goal. In the Anti-Semitic cartoon by Sepal Josef Plank), it appears that an octopus with a Star of David over its head has its tentacles encompassing a globe, seemingly sucking the color off of the globe. The cartoon is presented on a white, grayish background with a cente red globe facing Africa, Europe, and Asia with no color whatsoever.Possessing the globe is a gigantic blue octopus with the Star of David floating above its head with its tentacles wrapped round the globe, seemingly sucking the life and color out of the world. The octopus also appears to be Injecting a black substance, may be toxic, Into the Earth, poisoning it. The strikingly visual and dramatic cartoon, used as Nazi propaganda, Is very easy to comprehend and extremely memorable.The purpose of the poster was an attempt to convince German citizens and other citizens In Europe that the Jewish people are going to ruin all life on Earth and are going to poison the population and anything they touch. The Nazi regime hopes that the poster will give everyone a reality check ND make them realize that exterminating the Jews will better everyone's life and improve the world. The Nazi's believe that the Jewish are nothing but a waste of space and that they're not worthy of being around other kinds and races that are superior to them.The Nan government hopes the audience will support their efforts In persecuting the â€Å"less superior† races and Join In their movement. They hope that people will Join In on the extermination process and make their efforts a lot easier and faster. This Is an extremely effective poster due to the simple colors -gray, black, white and blue- and lack of words, making It understandable for all different ages. Nan propaganda was a huge part In their success -If you can call It that- of getting rid of the â€Å"vermeil† that they thought were In the world.Nazi Propaganda IOWA By champion Nazi Propaganda By definition, anti-Semitic is a person who discriminates against or is prejudiced or also appears to be injecting a black substance, may be toxic, into the Earth, poisoning it. The strikingly visual and dramatic cartoon, used as Nazi propaganda, is very easy to convince German citizens and other citizens in Europe that the Jewish people are period to them. The Nazi government hopes the audience will support their efforts in persecuting the â€Å"less superior† races and Join in their movement.They hope that people will Join in on the extermination process and make their efforts a lot easier and faster. This is an extremely effective poster due to the simple colors -gray, black, white and blue- and lack of words, making it understandable for all different ages. Nazi propaganda was a huge part in their success -if you can call it that- of getting rid of the â€Å"vermin's† that they thought were in the world.

Mengele Annotated Bibliography

This book goes into extreme detail describing every facet of the Nazi regime's various medical experiments, policies and atrocities with the intention of giving the reader an understanding of the past such that it should not repeat itself- as the author suggests it may in today's atmospheres of modern genocide and â€Å"ethnic cleansing.† Lifton draws comparisons particularly to potentially similar situations in Serbia, Rwanda and Cambodia, and draws parallels to the political and societal evolutions that took place in Germany, eventually developing a â€Å"genocidal mentality† that resulted in the systematic killing of (and medical experimentation on) millions of innocent victims. It smoothly describes the growth and development of the overall Nazi medical ideology, beginning with the definition of â€Å"life unworthy of life.† Lifton explains the process by which mentally and physically disabled children and adults came to be regarded as detriments to society that needed to be killed- both for their own good and for the betterment of mankind. This twisted view resulted in a state-sanctioned euthanasia program, wherein German doctors were first compelled to break their Hippocratic Oath- the professional promise to do no harm that is as old as medicine itself. From its beginnings, Lifton further describes the progression of Nazi killings under the guise of science- culminating in the work of Dr. Josef Mengele in the concentration camp Auschwitz. Unlike many studies of Mengele's work, Lifton does not focus simply on the horrors he perpetrated during his time at the camp. Rather, he attempts to explain how the â€Å"camp culture† within Auschwitz and the increasingly brutal practices of the Nazi system resulted in the atmosphere which allowed such horrible atrocities to occur. Koren, Y. (2005). Mengele and the Family of Dwarfs: Yehuda Koren Tells One Family's Remarkable Story of Surviving Auschwitz. History Today, 55, 32-33. This article examines another group of Mengele's victims, Jews suffering the genetic disease of dwarfism. Specifically, an entire family, all of whom somehow managed to survive not only his experiments but the deadly atmosphere of Auschwitz itself. Koren provides first-person accounts via interviews of some members of the Ovitz family, a unique clan from Romania that arrived at Auschwitz in 1944. The family of twelve included seven dwarfs and was the largest recorded dwarf family in the world and before their transport to Auschwitz had spent years touring in a traveling exhibition that promoted them as the â€Å"Lilliput Troupe.† Mengele was extremely interested in genetic abnormalities, and as such targeted dwarfs and other unusual individuals for experimentation. Experiments conducted on the family included extensive drawing of blood, high doses of radiation, removal of blood marrow samples, teeth pulled and the women received mysterious injections into their wombs. Despite all of this horrid treatment, Mengele seemed to have a strange fondness for the family and often treated them to special meals and other privileges, so that he could use them as a source of entertainment for other SS officers. This makes their case extremely unique amongst all of his victims. So, while he avoided killing them, he did so for entirely selfish reasons. The case involving this particular family offers interesting insight into Mengele's personality. Freyhofer, H. (2004). The Nuremberg Medical Trial: The Holocaust and the Origin of the Nuremberg Medical Code. New York: Peter Lang Publishing. This book examines and explains the Medical or â€Å"Doctors† trial of Nuremberg, by recounting everything that led up to the trial, and the wide-ranging effects it had. Particular care is paid to analyzing the breaches in ethics by members of the medical community that chose to take part in the Nazi euthanasia programs and subsequent medical experimentation on prisoners. These doctors, when charged with war crimes in the face of overwhelming evidence of what went on during the course of the war in hospitals and concentration camps, attempted to prove that the experiments they carried out were justifiable in the name of science. Though Josef Mengele was on the run and in hiding at the time of the Trial and didn’t face justice alongside his fellow perpetrators, Freyhofer goes into extensive detail analyzing Mengele's methods and potential   motivations, as well as the ethical implications of Mengele's work. Instead of focusing on the nature of the experiments performed by Mengele and other Nazi doctors, this text seeks to examine the larger picture of medical responsibility. Freyhofer explains the nature of the Hippocratic oath and why it failed to endure the pressures brought upon it by Nazi ideology. Coupled with this is a study of how the doctors charged in the trial, many of them highly respected in their fields before the war, could have so thoroughly warped their ethical viewpoints. The most significant contribution of this work is the explanation of the Nuremberg Medical Code that resulted from the trial, in which the courts set a legal international standard for medical experimentation. As a result of this landmark decision, doctors could never again claim to have performed experimentation on unwilling subjects for the good of science. Riordan, C. (1997). The Sins of the Children: Peter Schneider, Allan Massie and the Legacy of Auschwitz. Journal of European Studies, 27, 161-180. This article examines the repercussions that Nazi war crimes have had on the descendants of both the perpetrators and the victims. Countless sources recount the stories of Holocaust survivors and the stories of their children, but few examine the effects the war had on the equally innocent children of many top Nazis. These children grew up with the heart-breaking weight of their fathers crimes, which in turn generated a degree of self-loathing. One particular figure of interest in this article is Rolf Mengele, the son of Dr. Josef Mengele. Mengele, having disappeared after the war into hiding in Brazil, lived out the rest of his days in relative peace and quiet, never meeting retribution for his terrible crimes. Six years after the death of his father, Rolf finally came forward and recounted his story of what it was like to have to live in obscurity under constant fear of discovery, and coping with the knowledge that his father never regretted any of his barbaric doings. The primary purpose behind analyzing the stories of the children of Nazi war criminals is to determine where historians draw the line between understanding and acceptance. To accomplish this, Riordan references two fictionalized accounts of these father-son relationships in order to gain insight into how the children of war criminals deal with the knowledge of their fathers' actions, and what action (or lack thereof) they take to attempt to atone for those crimes. Why, for example, did Rolf Mengele never turn his father in to the authorities? The motives are varied, and in the end it's up to the individual to weigh perceived loyalty to family, or loyalty to justice. Hinton, AL. (2002). Annihilating Difference: The Anthropology of Genocide. Berkeley: University of California Press. This book seeks to examine the larger picture of genocide and what drives humanity to single out and persecute specific groups of people within society. By studying various cases where genocide has occurred, such as the Holocaust, the author hopes to bring about an understanding of what causes these shameful events and how we might strive to prevent them in the future. Hinton states that genocide cannot occur without a basis of ideology that the perpetrators feel justifies their behavior. Clearly this makes the Holocaust a prime example, and Hinton places great emphasis on the supposed anthropological basis for many Nazi ideologies. Primarily amongst these are those regarding the Jews, who were defined by the Nazis as a lesser breed of humanity due to their stereotypical ethnic features, which differed in some ways from the â€Å"ideal† Aryan. This anthropological view that Jews were sub-human played a major role in Nazi justification of their treatment of the Jews, from basic imprisonment to systematic killing and use in ghastly medical experiments like those carried out by Josef Mengele. Hinton also discusses the psychological blocks put in place by the Nazis themselves in order to avoid full comprehension of their misdeeds. This included the frequent use of obscure terms and code words that were used in place of clear descriptions of the atrocities carried out on prisoners by Mengele and other Nazis. This suggests that even ideology couldn’t fully convince even the Nazis that what they were doing was right, and subconciously they corrected for this by softening the appearance of their crimes, at least in writing. Baumel, JT. (2000). â€Å"You Said the Words You Wanted Me to Hear But I Heard The Words You Couldn't Bring Yourself To Say†: Women's First Person Accounts of the Holocaust. The Oral History Review. 27, 17-18. This article offers a unique view of some of Mengele's forgotten victims, the mothers of many of the children used in his experiments. It's well documented that Mengele was highly interested in performing experiments on twins, and he took great care to sort twin children out from the rest of the Jews brought to Auschwitz by train. Twins were often yanked from their mothers grasps and the mothers sent off to their deaths never knowing what became of their children, while other times the mothers themselves were also involved in the experiments. This article examines both situations, with particular attention paid to the later group- Mengele was interested in what caused the twin phenomenon, and did tests on the Jewish mothers of twins in hopes of discovering the cause of twin births. Other mothers were forced to take part in the tests conducted on their own children, sometimes forced to inject their children with unknown substances, many of which had terrible effects. This had an obvious severe psychological effect on these mothers, which Baumel explores in detail through first hand accounts. Other times, pregnant women were selected by Mengele for experimentation, such as one mother that had her newborn child taken from her and was forced to watch it starve to death as Mengele sought to determine how long a newborn could survive without its mother. Other pregnant women were experimented on, with injections and surgery. Through this and other terrible descriptions, Baumel illustrates not only the horrors of Mengele's experimentation, but also the terrible effect it had on the women they involved.