The Effects of the Internet on the Future Essay example -- Technology

The Effects of the Internet on the Future If every action has an opposite and equal reaction, then a huge branch-like system connecting information and people scattered into an abyss of nothing encompassed in a piece of desktop hardware and Glorified as "the Web", would actually be the opposite and equal reaction to the brain that sits and stares into it. Artificial Intelligence the demise of our own consumption, Why not? I definitely wouldn't call it a being of the lesser species either. Sure the Internet's soul purpose is to feed us but it feeds us whatever we want. Never again will we have to doubt our selves, instead of saying "I'll bet on it" you can say "hold on a sec." And pull out your pocket device to reference the Great Web. Freedom of information, or just the right amount to help control the masses, you decide. Dormant in the real time world, this artificial opposite yet equal being is very much alive within both the conscious and subconscious mind of the user. It changed the world and like all great tragedies a well delayed after shock has started taking place. October 30th 1938, Orsen Welles, who was 23 at the time, creates mass hysteria over the eastern coast during a radio broadcast on his Mercury Theater of the Air. Despite the disclaimer at the end of the broadcast over a million listeners panicked and fled into the streets. Some headlines include; -Many flee homes to escape gas raids from Mars. -Confusion caused by radio dramatization "War of the Worlds" was evidence radio needs "control by the Government". Senator Herring. The Senator then prepared a bill that would give the Federal Communications Commission permission to pass on every radi... ...er an entire generation of people living inside a world of electronic and neural connections. No more time wasted on the ever so slow method of physical interactions to achieve communications. A world where rumors are made in split second decisions. Like the Oklahoma City bombing being connected to the Waco tragedy and Ruby Ridge. Some of these conspiracy theories have even been acknowledged within the white house. This artificial life we've created might not be the robot many imagined back in the fifty's, but there is definitely signs of life within this infinite tree of brain matter and optical cables. Whether it be a nuclear attack or gas from Mars information will always cause a reaction to every action. I believe that the future has yet to take place and nothing is foretold, therefore anything is possible. The Effects of the Internet on the Future Essay example -- Technology The Effects of the Internet on the Future If every action has an opposite and equal reaction, then a huge branch-like system connecting information and people scattered into an abyss of nothing encompassed in a piece of desktop hardware and Glorified as "the Web", would actually be the opposite and equal reaction to the brain that sits and stares into it. Artificial Intelligence the demise of our own consumption, Why not? I definitely wouldn't call it a being of the lesser species either. Sure the Internet's soul purpose is to feed us but it feeds us whatever we want. Never again will we have to doubt our selves, instead of saying "I'll bet on it" you can say "hold on a sec." And pull out your pocket device to reference the Great Web. Freedom of information, or just the right amount to help control the masses, you decide. Dormant in the real time world, this artificial opposite yet equal being is very much alive within both the conscious and subconscious mind of the user. It changed the world and like all great tragedies a well delayed after shock has started taking place. October 30th 1938, Orsen Welles, who was 23 at the time, creates mass hysteria over the eastern coast during a radio broadcast on his Mercury Theater of the Air. Despite the disclaimer at the end of the broadcast over a million listeners panicked and fled into the streets. Some headlines include; -Many flee homes to escape gas raids from Mars. -Confusion caused by radio dramatization "War of the Worlds" was evidence radio needs "control by the Government". Senator Herring. The Senator then prepared a bill that would give the Federal Communications Commission permission to pass on every radi... ...er an entire generation of people living inside a world of electronic and neural connections. No more time wasted on the ever so slow method of physical interactions to achieve communications. A world where rumors are made in split second decisions. Like the Oklahoma City bombing being connected to the Waco tragedy and Ruby Ridge. Some of these conspiracy theories have even been acknowledged within the white house. This artificial life we've created might not be the robot many imagined back in the fifty's, but there is definitely signs of life within this infinite tree of brain matter and optical cables. Whether it be a nuclear attack or gas from Mars information will always cause a reaction to every action. I believe that the future has yet to take place and nothing is foretold, therefore anything is possible.

Biography of Wayne Shorter :: Musicians Music Jazz Saxophonists Essays

Biography of Wayne Shorter Wayne Shorter was born on August 25th, 1933 in Newark, New Jersey. His musical introduction came through the clarinet at the age of 16. Shorter attended Arts High School and later graduated from New York University with a major in music education in 1956. It was while in New York that Shorter started to play the saxophone and gained exposure to some of Jazz’s most influential artists. After a two year interruption in the military, Shorter kickstarted his professional career in 1958 with a band led by pianist Horace Silver. The band showcased Shorter’s talents and led to his invitation to join the Maynard Ferguson band and later Art Blakey’s Jazz Messengers. After 4 years with Blakey, the Vee-Jay label endorsed Shorter as one of their lead artists and he released his first three solo albums (Second Genesis, Blues A La Carte, and Wayning Moments). In the 1960s, he continued to win attention from audiences and recorded another 9 albums with Blue Notes label (ch eck album information links). In 1964, Miles Davis invited Wayne to play with his quintet composed of Herbie Hancock, Ron Carter and Tony Williams. The band was successful in shaping the direction of jazz music during a difficult social time. In 1970, Shorter started his own band, the Weather Report with Joe Zawinul and Miroslav Vitous. This band helped innovate jazz by integrating a rock, classical and jazz forms into a hybrid that would later be called fusion. During the Weather Report years, Shorter won the first of three career grammies. Shorter’s influence has continued through the present day. Last year, at the age of 69, he toured the Wayne Shorter Quartet and showcased his first acoustic album, Footprints Live. Wayne Shorter’s contributions to the Jazz world have spanned his entire 45-year career.

The People of New England and the Chesapeake Colonies

Throughout history, many people from the same country have immigrated to different lands where their new lifestyles had very little in common. This was obvious in the settlement of the New England and Chesapeake colonies before 1700 which caused the development of dissimilar societies. The people of New England and the Chesapeake colonies formed different governments upon arrival to North America. They had different motives and incentives for immigrating to America. The composition of the colonists of New England and the Chesapeake area were nothing like one another during the settlement of the colonies.The people of the northern New England colonies and the southern Chesapeake colonies formed separate and different governments upon arrival in the New World. In New England, a town hall style of direct democracy was created. This created fair rule by the people, and property owning men could vote. Towns were set up for the common welfare of the people and for the glory of God not upon socio-economic standing. (Doc. D). People were not to be greedy but were allowed to make a living for their families. The people of New England set out to take care of one another and not to take advantage of their fellow man in pursuit of wealth (Doc.E). In the southern colonies of the Chesapeake, representative democracies were set up. The Virginia House of Burgesses was the first legislative body in the New World. The representative democracy was really more like an aristocracy in which the wealthy citizens controlled the government. Southern society was based upon economic status. There was a distinct upper and lower class (Doc. G). These aristocracies took money from the lower class and used it for the personal gains of the upper class which caused dissatisfaction in the lower class (Doc. H).These acts included the repossession of farms and other medial assets of the poor in the South. The dissatisfaction of the poor lead to Bacon’s Rebellion and many others that furthe r separated the socio-economic division so evident in the Chesapeake colonies. Because of the distinct differences in governing their colonies, the Chesapeake and New England colonies developed separate societies in the New World despite coming from the same mother England. The colonists of New England and the Chesapeake regions had different motives and incentives for settlement of the New World.New Englanders came to America in search of religious freedom. Their religious practices were a major aspect in colonization. The Puritans, who settled in present day Massachusetts, wanted to be an example to the rest of the world by governing their colony by their faith (Doc. A). The colonists of New England were prepared for a permanent settlement of their colony, so they brought with them the necessary provisions for the survival of their colony. Because the New Englanders had a plan for colonization, they prepared to survive the wilderness and freezing cold of the present day northeaste rn United States.The Chesapeake colonies were not so well prepared for life in the New World. The first Virginians were not intending on staying long. They had heard stories of gold in North America and were determined to get rich quick and return to England. The basis of the exploration of the Chesapeake Bay was a gold rush. Unfortunately, there was never much gold in the region. While the citizens of the colony were searching for gold, they did not worry about provisions. A harsh winter came upon the colony and brought Virginia into what historians call the Starving Time (Doc.F). Because the foundation of the Chesapeake colony was based on a search for wealth, necessary provisions were not thought of, so the southern colonies had a slow start on being a successful settlement. Because of differing interests and motives in colonization, the New Englanders had a head start in colonization and settlement on the Chesapeake colonists, thus developing a social divide in the colonists of the two regions. The demographical makeup and composition of the northern and southern colonists were different during the colonization of their settlements.The northern colonies were built to be permanent. They looked to the future, so the colonist brought their families over with them. This caused a healthy distribution of men and women as well as rich and poor (Doc. B). Socio-economic classes were not an issue as the people of New England were willing to work with one another for the good of the colony. Among these people were artisans and merchants that could contribute to society. These people became the base of their colony and helped their region to thrive for years to come.The southern colonies were composed of mostly treasure-seeking young men with no intrinsic value (Doc. C). They were not craftsmen or merchants; they were just young men in search of gold. Their lack of skills necessary for survival in the New World caused early southerners to depend on farming to survive. Only the rich could afford the land needed to become successful plantation owners in the South, but they relied on indentured servants and later slaves to maintain their lives in the colonies. This caused a natural divide between rich and poor in the South that became routine in southern life.The early set backs in colonization and lack of unity challenged the southerners for many generations to come. The supremacy of the northern colonies in economics and civilization in general caused the northerners to look down upon the southern colonies despite the fact that they too were Englishmen. Many people of the same nation have come to different lands and drifted apart in social divides. This was evident in the colonization of the northern and southern colonies before 1700, the cause of which was the development of separate societies.The people of the northern and southern colonies formed different governing bodies during the colonization of North America. These groups had different mo tives and incentives for coming to the New World. The demographical and social makeup of the colonists of New England and the Chesapeake area were different from one another during the colonization of the settlements. The Chesapeake and New England colonies became two separate societies despite the fact that both emigrated from England.

Learning Organizations Essay

1. 1 Executive summary/ L. O! In times of uncertainty and change, organizations need new and effective managerial tools in order to cope with the rising competitiveness of markets. In this context, the concept of organizational learning is receiving growing attention among both managerial and academic surroundings in the last two decades. Among many possible definitions of a Learning Organization, David A. Garvin, a leading scholar in this field, suggests the following: â€Å"an organization made up of employees skilled at creating, acquiring, and transferring knowledge. These people could help their firms cultivate tolerance, foster open discussion, and think holistically and systemically. Such learning organizations would be able to adapt to the unpredictable more quickly than their competitors could. †. A learning organization is aimed at increasing the flexibility and effectiveness of a company, making it react faster to changes in a competitive environment. This is achieved in cultures who constantly foster knowledge inside their organizations. Although this general idea of organizational learning may appear rather simplistic at first glance, it’s practical integration into day-to-day operations proves to require a more refined, systematic approach: â€Å"Generative learning cannot be sustained in an organization where event thinking predominates. It requires a conceptual framework of â€Å"structural† or systematical thinking, the ability to discover structural causes of behaviorâ€Å". This paper provides a deeper insight into the implementation and performance assessment of learning organizations (L. O. ’s), mainly using the Three Building Blocks Model outlined by Garvin, Edmondson & Gino. To better understand this concept, the work will rely on Xerox as an example to highlight how L. O. ’s can provide competitive advantages to corporations. In the last section, the paper will also breakdown the effect that learning organizations have on major stakeholders (leaders, employees and organization itself). 1. 2. Introduction: Background to Xerox Xerox is a US-based multinational, founded in 1906, which produces and sales printers and photocopiers and provides related services. Throughout it’s history, Xerox has faced several crisis periods which ended up pushing the company to become a Learning Organization. Around 1980, the company was hit hard by the emergence of new japanese players on the market and lost its almost 100% market share. As a response Xerox introduced the â€Å"leadership through quality initiative† with the objective of training every employee in tools for generating ideas and collecting information, solving problems in a systematical way, reaching consensus etc. â€Å"Xerox became a case study — the first American group to win back market share from the Japanese†. More recently, in the year of 2000, with the announcement of Anne M. Mulcahy as CEO of the company, XEROX’s was able to overcome another serious crisis. Mulcahy’s leadership style, which mirrors many of the strategies suggested by the LO literature, managed to turn around this †sinking ship†, which had 19 billion in debt, a falling stock and double-digit negative growth. In 5 years time, Xerox would be profitable again. Ursula Burns has continued Mulcahy’s work, since becoming the new CEO in 2009, even acquiring new companies such as the 2010 $6. 4 bln. takeover of ACS. Xerox continues to stay on the list of companies frequently cited as learning organizations. The 3 Building Blocks of a Learning Organization The concept of the three building blocks of a learning organizations is introduced by David A. Garvin, Amy C. Edmondson, and Francesca Gino as an assessment tool to determine areas where organizations need to improve their learning methodologies. Below we provide a deeper explanation of each of the three building blocks and how Xerox fits each one of them. Building Block 1: XEROX, a supportive learning organization? There are four distinct characteristics of an organization that determine whether it is or not a Supportive Learning Organization. Firstly, how psychologically safe its employees feel. This is common in organizations where employees don’t feel pressured or marginalized when presenting their own ideas even if these go against what the majority of the organization thinks. Similarly, subordinates at this organization are encouraged to disagree with their coworkers and superiors and present new and bold opinions, meaning that this organization is opened to new ideas. In a supportive learning organization, employees also become aware of the different inputs and opinions each member of a team brings to the table and learns how to accommodate and value those differences. Lastly, a supportive learning organization needs to provide its employees with some time for reflexion, when they will to go over the company’s procedures and analyse past performances in order to assess what can be changed and/or improved. Tolerance and diversity at Xerox Xerox’s openness to new ideas can be partly linked to its high diversity of employee backgrounds, which ultimately reinforces the acceptance and inclusion of different solutions, making employees feel more comfortable in taking risks. This diversity has also enabled Ursula Burns, the current CEO, to climb up the ranks of Xerox and become the first female black CEO of a Fortune 500 company. Besides being â€Å"a proof† to other employees that effort at Xerox pays back, Burns herself stresses this idea of a supportive learning organization when she mentions that she â€Å"wants [XEROX’s] 130,000 employees to get over the past, take more initiative, become more fearless and be more frank and impatient with one another to ratchet up performance†. Burns refers to the all Xerox community as the â€Å"XEROX family†- â€Å"When we’re in the family, you don’t have to be as nice as when you’re outside of the family,(†¦ ) I want us to stay civil and kind, but we have to be frank — and the reason we can be frank is because we are all in the same family. † Building Block 2: Does Xerox implement concrete learning processes and practices? Because â€Å"a learning organization is not cultivated effortlessly†, organizational entities must put explicit processes in place to ensure that knowledge is constantly generated and collected inside the organization. The information must then be interpreted and infused into the organization to be always accessible in a way that will support problem-solving tasks and benefit its constant transformational processes. Moreover, this will also help to develop new products or services, as well as closely monitor competitors, clients and technological developments, using benchmarking techniques. Lastly, the company has to invest in training measures for its employees. MAIN Education and problem-solving at Xerox: The Six Sigma Method In the case of Xerox, measures to implement LO practices started as early as 1983 when executive management inaugurated Xerox’s â€Å" leadership through quality initiative†. The initiatives goal was â€Å"improving business processes to create higher levels of customer satisfaction, quality and productivity† by providing workshops to Xerox employees. These workshops were refined in the late 90’s, reorienting around the Six Sigma method, which had previously been successfully applied in other companies. Although these efforts proved successful in improving productivity, they were only limited to a local supply chain level and were not conducted regularly. In 2002 the management of Xerox then decided to implement the Six Sigma strategy across the whole organization, an effort which Xerox is continuing today. This is shown by the fact that the method has become part of the everyday communication process inside the company. The Six Sigma strategy is a tool, which empowers employees to become more efficient and proactive in daily problem-solving situations, for example by using the DMAIC (Define, Measure, Analyze, Improve, Control) approach. Six Sigma also requires the employees to closely monitor market trends and to apply benchmarking appropriately. Xerox particularly emphasizes the fact that they see the efforts to implement the Six Sigma method (see attachment 1) as a long-term project. This idea is aligned with the academic literature on LO’s stating that â€Å"becoming a LO is a long process and small setbacks should be expected†. This is because employees and the management have to â€Å"unlearn† old modes of thinking. Information distribution at Xerox Xerox provides employees with access to a large intranet consisting of e. g. reference knowledge, material on best practices, and answers to frequently asked questions. This helps the stakeholders inside the company to share information. It also supports the efforts to keep employees informed on what the priorities are for the overall company. Building Block 3: Are Xerox leaders reinforcing learning? Leaders in a L. O. promote constant learning by raising difficult questions and listening to the answers and concerns of their employees. While doing so, leaders also communicate openness to these new ideas and take them into consideration in their actions. Additionally, leaders have to encourage employees to invest their time in reflecting on both how to solve current problems and what can be learned from past performance. The ultimate goal is for leaders to motivate employees to question the underlying assumptions of current modes of thinking, and therefore initiate efficiency and innovation inside company processes. Promoting Initiative at Xerox For the past two decades, Xerox has engaged their employees to participate in the Earth Awards Program. The goal of this yearly event is to come up with solutions for saving company resources by increasing its efficiency, therefore making it a â€Å"greener† company. With this challenging program, Xerox motivates their employees to generate new ideas that, for instance, in 2010, resulted in company savings of $10. 2 Million. In that year, thirteen winners were announced, corporate wide and among different teams. This is an example of how leaders take their employees’ input seriously and how the generation of new initiatives at Xerox arises from both top and bottom levels of hierarchies. Encouraging employees to invest their time in reflecting by example Senior management at Xerox demonstrates the behaviors, which they in turn expect from employees. A clear example of this â€Å"policy† was when, in 1993, the executive management put together the Presidential Review process. The objective of this process was to review the overall progress of the company collectively through Presidential Review process in 1993. Interviews were organized with more than 30 senior managers answering questions like â€Å"What has changed? Where are the largest gaps between what was intended and what is currently true? If you were to outline barriers that need to be dealt with, what comes to mind? What would you have done differently? †. After the interviews, 45 seniors got together for one day meeting to identify trouble spots and develop recommendations. Action plan was the result . 3. The Effect on Leaders, â€Å"Followers† and Organizations Becoming a successful learning organization can provide a company with significant competitive advantages in the long-run, as it also can largely benefit its major stakeholders (employees and leaders). However, it also requires some behavioral changes from them. In order to achieve the goal of a L. O. (foster knowledge creation and sharing to gain competitive advantage), it is important that leaders infuse a common goal inside the organization. This implies, that leaders should have an effective communication in delivering the company ethos to their subordinates. Once employees identify with the company and its goal, people on all levels of the company would naturally start thinking and discussing promising new ways to achieve these goals. On the other hand, learning processes require time among other resources, and eventually leaders will have to find efficient ways to maximize the time of their employees. It is crucial to determine a balance between time spent going over problem-solvings tasks and past performance analysis (required for learning processes) with regular work. Additionally, leaders will have to define the line between â€Å"acceptable mistakes†- those that arrive from risk taking attitudes, and â€Å"unacceptable mistakes† – those originated by irresponsibility and lack of accountability. This is not always clear and, therefore, leaders might face some obstacles in implementing a learning culture as their workers’ â€Å"fear of punishment† can result in the limitation of creativity. Probably the most effective tool to boost innovation is to empower workers. But if the empowerment process provides employees the feeling that they are contributing and helping to define the company processes, then a new attitude is also required from them. Employees will have to remember that they are expected to show initiative, propose new ideas and act. And they should not always expect directions to do so. This can be particularly hard for workers who are risk-averse and who need clear instructions about their work role. Learning organizations can bring significant benefits to employees. Being part of the company processes transformation and being aligned with its goals are expected to make employees more motivated and dynamic. In this way, many of the aspects of the L. O. raise the levels of enjoying the work process. The job satisfaction in turn is expected to raise productivity levels. Also, because employees are more exposed to those in higher positions in the company, new career opportunities might arise together with monetary rewards. RISKS FOR COMPANY â€Å"No learning organization is built overnight. Success comes from carefully cultivated attitudes, commitments, and management processes that accrue slowly and steadily. The first step is to foster an environment conducive to learning. Analog Devices, Chaparral Steel, Xerox, GE, and other companies provide enlightened examples. † (http://w3. ualg. pt/~mzacaria/gic/HBR-Building-a-Leaning-Organization. pdf) 2. Organizations should be careful in applying new principles ensuring buy-in from most influential employees and checking progress not to fall into the trap of unfeasable change which could seriously hurt current business (see http://knowledge. wharton. upenn. edu/article. cfm? articleid=268) 4. Final considerations: As illustrated by the above analysis, as well by its overall economic performance in the last 11 years, it has become clear that XEROX has largely succeeded in becoming a LO. Arguably, Xerox has become so successful in it’s LO efforts that this has resulted in providing learning services to other companies through subsidiary spin offs, such as Xerox Learning Services. Concerning the evaluation of the theory proposed by Garvin, Gino and Edmondson, it has to be noted that the building blocks have to be seen as interdependent. Without effective leadership and learning environment, the learning process implementation will likely fail. Therefore, each of the above building blocks needs to be tackled by taylormade strategies, not least because companies do not perform consistently in each department. Similarly, organizations have to pay especial attention to comparing the extent of the learning process with other organizations, since only then you will have a solid benchmarking (in contrast to looking only at individual company performance over time). Attachment 1 ——————————————– [ 1 ]. O’Keeffe, T. 2002. Organizational Learning: a new perspective. Journal of European Industrial Training, 26 (2), pp. 130-141. [ 2 ]. Peter Senge (1990), â€Å"The Fifth Discipline† [ 3 ]. â€Å"Is yours a learning organization? † [ 4 ]. One good source on Xerox crisis times http://knowledge. wharton. upenn. edu/article. cfm? articleid=268 [ 5 ]. Building a L. O. [ 6 ]. http://www. economist. com/node/387740 [ 7 ]. http://www. economist. com/node/387740 [ 8 ]. http://mitleadership. mit. edu/r-mulcahy. php [ 9 ]. The following work will assume that the stance of the management towards encouraging the LO inside Xerox has remained constant. Since Mulcahy had been working with Burns for more than 9 years, Burns is expected to â€Å"put her own stamp on the company in a way that was deferential to the work of Ms. Mulcahy, who remains chairwoman. † See: http://www. nytimes. com/2010/02/21/business/21xerox. html? pagewanted=all&_r=1& [ 10 ]. http://www. freepatentsonline. com/article/SAM-Advanced-Management-Journal/20982068. html [ 11 ]. http://www. businesswire. com/news/home/20041027005036/en/Diversity-Practices-Organization-Recognizes-Xerox-Diversity-Leadership [ 12 ]. Farmer, Paula (August). â€Å"The First African American To Head A Fortune 500 Company, Franklin D. Raines Takes Over Fannie Mae†. The Black Collegian. Retrieved November 7, 2008. [ 13 ]. Bryant, A. (February 20, 2010) Xerox’s New Chief Tries to Redefine Its Culture, The New York Times [ 14 ]. Bryant, A. (February 20, 2010) Xerox’s New Chief Tries to Redefine Its Culture, The New York Times [ 15 ]. Garvin, Edmondson & Gino (2008), p. 4 [ 16 ]. Page 11: http://www. xerox. com/downloads/usa/en/n/nr_SixSigmaForumMag_2004_Aug. pdf It could be argued that these efforts were a spillover-effect from Xerox ground-breaking benchmarking efforts in its production process areas in billing, warehousing, and automated manufacturing. [ 17 ]. Page 13: http://www. xerox. com/downloads/usa/en/n/nr_SixSigmaForumMag_2004_Aug. pdf [ 18 ]. Slide 68:http://www. moyak. com/papers/learning-organization-presentation. pdf [ 19 ]. Easterby-Smith, M. , Crossan, M. , and Nicolini, D. 2000. Organizational learning: debates past, present and future. Journal of Management Studies. 37 (6) pp 783-796. See also Senge’s definition of â€Å"mental models†, which refer to how workers need to time to overcome old modes of thinking: Senge, P. M. 1990. The Fifth Discipline. London: Century Business. [ 20 ]. http://www. xerox. com/downloads/usa/en/n/nr_SixSigmaForumMag_2004_Aug. pdf [ 21 ]. Kaye, L. (November 15, 2010) Xerox’s Green Ideas Save Company $10. 2 Million, http://www. triplepundit. com/ [ 22 ]. Garvin, D. A. (2000), Learning in Action: a guide to putting the learning organization to work, Library of Congress Cataloging-in-Publication Data – p. 105 [ 23 ]. Garvin, D. A. (2000), Learning in Action: a guide to putting the learning organization to work, Library of Congress Cataloging-in-Publication Data – p. 105 [ 24 ]. Emerald Group Publishing Limited. : ImageXerox lean six sigma framework. Figure 3Xerox lean six sigma framework. emeraldinsight. com http://www. emeraldinsight. com/journals. htm? articleid=1628232&show=html.

Many of todays drivers have dangerous habits Essay

Many of todays drivers have dangerous habits - Essay Example One of the main reasons for this increase in figure is that people have very little regard for traffic laws and many have a poor road sense. Moreover, the condition of the roads is very poor and needs lot of improvement. No amount of booking cases and fining motorists can cure this menace. One incident that constantly reminds me of the ugly face of rash driving is from news clipping, when an old man was hit from the back on the highway while he was driving within the speed limit. He suffered a severe shock and when he climbed out of the car and attempted crawling to cross the road to reach a point of safety, none of the many motorists on the road stopped to help him. I have particularly pointed out this incident not because it was the case of an old man but because it was a case of inhumanity or human insensitivity. Drunken driving has shown a gradual rise over the years. No amount of cajoling or strictness has hampered the enthusiasts who enjoy driving after getting heavily drunk. It has been observed that such incidents increase especially on festive occasions. Everyday, 36 people in United States die, and approximately 700 more are injured in motor vehicle crashes because of alcohol impaired drivers. This demands a zero tolerance laws against drunk drivers. Laws for the road should be followed with more determination. According to some members of the law and administration branch, fast driving does not mean rash driving. Thus, in case of an accident, it needs to be seen whether the driver was driving fast or rash. Rash and negligent driving accounts to the maximum percentage of life-claiming accidents all over the world. Next is the crop of under-age drivers who very often violate the traffic rules. The best possible way to address this road safety hazard is to educate both the parents and the children on road safety and bring about more strict rules for such offences which cradle under the term childish. About 30% of crashes killing young

What were the most important successes and failures in Catherine the Essay

What were the most important successes and failures in Catherine the Greats foreign policy - Essay Example Catherine II was one of these heroes. Born in 1729, she faced various challenges, which propelled to her, to pursue various aspirations. She got acknowledgment from her father due to her bright abilities such, as reading and being able to remember the ideas taught. As a qualification, she received formal education after, which she got married to the Grand Duke Peter of Holstein, an heir of Russian throne. This is because during the time women faced negativity to gain education with only few allowed. Catherine was successful in her foreign policies particularly the friendly relations with Prussia. (Madareaga 1998, pp. 44). It is in this regards that the paper attempts to analyze various achievements and failures Catherine demonstrated and experienced in the process of applying her foreign policy. Catherine the great reigned from 1762 to 1996 and during the period, her foreign policies made various changes to both Russia and other countries. Her reputation, which did not only make her earn the name, â€Å"enlightened despot† also made get the name of the, â€Å"great†.... This becomes one of Catherine’s most achievements in the application of foreign trade policies. Consequently, she was able to conduct two Turkish wars with the help of able diplomats and generals (Donnels 1997, pp. 79). This was a considerable considering her feminine nature as well as the economic depression the country faced by the time. Another foreign policy employed by Catherine was in Poland in conjunction with Austria and Prusia. During the time, of her ruling Poland lay midst of the three powers. The country suffered from many problems in the 18thcentury mainly connected to poor leadership. This is because they had an elected king rather than a hereditary king, which caused fractious nobility of the population. In addition, the country developed multinational and multi-confessional masses dividing the population into various groups that one could conquer easily. Settling on the weaknesses, Catherine employed her foreign policy teaming up with other stakeholders to cont rol a third of Poland’s population. She got this extraordinary achievement during the time by conquering Poland. Despite a constitution, arising which protected Poland as a state she did not relent dividing Poland out of existence in 1793 and 1791 (Madareaga 1998, pp. 24). When the Turks declared war on Russia, 25 September/6 October 1768, the Russian envoy refused to remove Russian troops from Poland and got locked in the Castle of the Seven Towers. Thus, Catherine’s policy in Poland led to a civil war that irritated was with Ottoman Turkey. Though Catherina articulated her surprise at the Turkish pronouncement of war, she was eager for soldierly glory against what she painstaking a feeble rival. In July

Critical Thinking and Persuasion Essay Example | Topics and Well Written Essays - 750 words

Critical Thinking and Persuasion - Essay Example The potential market is 2.5 million thus with the proper mechanism the TAMY would be able to ripe big from the proceeds contributed by the market. The market potential means that the firm needs to hire a firm that is aware of the current market events and is experienced in the systems used by TAMY. The firm has experience on major fronts. The firm has the capacity to handle logistically as a section of a firm is mandated to the function. The firm has had experience working with the private sector. This means the firm has the capacity to handle pressure and work based on quality output. The firm’s public relation traits are essential, as they would play an important role in attracting the public back to the Transit Authority of Metropolitan Yorkville (TAMY) services. The firm could be able to handle request from customers hence increase capacity. Their experience in demanding fields such as the campaign could be essential while developing a brand to be recognized by the market. The firm, however, had its shortfalls. The firm lacks experience in the transportation industry. This implies that the firm may fail to deliver according to expectation. The firm’s lack of knowledge in the transportation field would mean DeWitt could fail to identify the potential market while at the same time fail to identify the market adjustments that should be made to ensure the firms revive its previous reputation. DeWitt could worsen the current situation as it may fail to identify the industry’s high season and low seasons. The focus should be how to adjust operations to cater for the high seasons and low season. The firm should not be considered based on their lack of experience in the public transportation industry. The firm has experience in the transportation industry. This is evident in their involvement with other Transit system firms. This is the experienced need to improve the overall performance of TAMY.