Defining the Advantages and Disadvantages Cultural Similarities in the Context of the Recruitment Process

Introduction Historically, much debate exists surrounding the cultural role and its place within the labour market system. Research examining the labour market has posed that culture is peripheral within occupational sorting with regard to status attainment (Blau & Duncan, 1967; Tilly & Tilly, 1998). While comparatively, sociologists who are concerned with culture indicate that culture plays a crucial part in placing value on materials and rewards, this often includes accessibility to distribution of the most desirable jobs and occupations (Lareau & Weininger 2011). In today’s global economy, many firms across all sectors are competing for talent. In particular, firms in the knowledge based industries, such as IT industry, financial services, engineering and pharmaceuticals, have engaged in a war of talent (Cubik 2013). Given the costs involved in recruitment including advertising and agency fees, selection criteria has become a paramount consideration. However, in spite of its known importance, limited empirical evidence exists to fully capture the role that culture plays in occupational attainment. It has been suggested that hiring within the labour market is one of the most crucial decisions for organisational success (Bills, 2003). In a study by Bills (2003) it is noted that the attainment of occupational status while ensuring stable income is a predominant factor within the hiring transaction. Within the literature it has been hypothesised that existing similarities amongst employers and perspective employees are crucial and influential in how employers make their decision to hire (Lamont, 1992). To date, there is very limited empirical literature which has been successful and systematic in explaining culture and its role in hiring (Huffcutt, 2011; Stainback, Tomaskovic-Devey & Skaggs, 2010). The process of recruitment and selection has in the past focused on skills and experience (Marcel et al., 2013). Indeed, it makes a lot of sense to recruit employees with the right set of skills and experience for a job which is similar to their attributes. While skills and experience continue to play an increasing role in the recruitment and selection of employees, research has pointed out to ‘culture fit’ as a key differentiator in the selection process (Hunt 2014). Nowadays, human resource professionals have gone to great lengths to build the organisational culture right into the selection criteria (Croteau 2014). Empirical literature is limited on the impact of cultural matching in determining organisational success. Systematic empirical research on the impact of cultural matching in hiring decisions is virtually non-existent (Rivera, 2012). This literature review will contribute to informing current knowledge on advantages and disadvantages of cultural similarities within the candidate evaluation process. Questions addressed will include: does cultural matching really matter in the hiring process, and is it worthwhile dismissing a highly skilled and innovative candidate for not satisfying the criteria around cultural fit. Defining the context of this area of research Culture is increasingly becoming the peripheral for occupational sorting. This has been driven by the popular view that organisations with employees that fully embrace the culture find it easy to navigate through tough economic times (Cubik 2013). Contrary to the popular view, does cultural matching really matter in the hiring processIs it worthwhile dismissing a highly skilled and innovative candidate for not satisfying the criteria around cultural fitExploring this topic is important considering the recent ‘skill gap’ crippling engineering firms. In the UK, there is currently a shortfall in most areas of graduate recruitment. According to the Confederation of British Industry, the national shortage in graduate recruitment in many areas especially engineering sector may put a brake on economic recovery (Paton 2014). Tens of thousands of engineers are retiring without graduates to replace them (Osborne 2013). Many organisations across the globe are yet to put in place means to measuring cultural fit in their recruitment and selection process (Cubik 2014). It is time to re-examine the advantages and disadvantages of such cultural matching. Such an objective assessment will act as a wakeup call for managers and HR professionals to critically review their recruitment processes and ascertain whether conformity to mainstream organisational culture gives the best outcome. Past literature has provided a useful case study which considers elite professional service firms. It was suggested that an often untested hypothesis within this field is how similarities which exist culturally and can be reflected in shared experiences, preferences, individual characteristics or even presentation of self (Bourdieu, 1984). Additionally, that these cultural similarities which are at interplay between employers and those applying for jobs are crucial in determining the employers hiring decision. It is posed that hiring as a process has many more intricacies than just a basic recognition and sorting of skills; rather, a complex process exists which incorporates the cultural matching of potential employees between those who apply for jobs, those who evaluate and the companies who hire them. Past literature indicates that employers seek out those perspective employees who are competent and importantly seem to possess cultural similarities. It was uncovered that culture si milarities were of upmost concern to employers, often overriding concerns solely surrounding productivity (Rivera, 2012). Considerations relating to the advantages and disadvantages of the cultural role in determining how employers hire Processes are evident which are interpersonal in nature and apparent in evaluating cultural similarities to determine candidate evaluation. These processes empirically demonstrate how cultural similarities predict hiring within the workforce. The process of hiring an employee is a very influential and powerful determinant in influencing outcomes of the labour market. The protocol for hiring practice is a mechanism which can be the cornerstone in facilitating employment opportunities for some, while disabling for others. Hiring is crucial in order to prosper or excel in most occupations and advance in income brackets, therefore, considering the intricacies of hiring are important to understand social closure or opposing economic stratification (Elliot and Smith, 2004). The hiring process between employers and employees is typically interpreted as a matching process which exists to filter organisational characteristics, with the job requirements, and perceived skill of the job candidate (Tilly & Tilly, 1998). Previous literature has summarised how employers’ hiring decisions as based on: evaluating the potential employee on what has been described as human capital, for example their hard or soft skills and attributes; secondly their potential for social capital, represented by their social connections; and finally in evaluating their demographic characteristics (Pager & Shepherd, 2008). Moreover, research is recognising that gaps exist in our current knowledge on the processes of hiring. It should be noted that when human capital, social capital, demographic traits are all accounted for in understanding how employers hire, there remains unexplained variance. Consequently, investigating how employers carry out their decision making is an area which needs to be informed in the literature (Heckman and Siegelman, 1993). Much of this unexplained variance could be implicated in methodological and data limitations. A majority of the existing literature in this area is quantitative in nature and places focus on the type of individuals in the application process or comparisons between pre and post hiring, leaving the decision making process unexplained (Fernandez & Fernandez, 2006). Furthermore, constraints are evident in keeping to assessing what is easy to access or observe by using information which is quite often extracted from records of employment. Thus it is clear that in order to fully understand the hiring process, decision-making is an important factor to investigate, to distinguish between how employers evaluate, make comparisons and select new employees. By further investigating this decision making process it is hoped that more subtle factors will be revealed to explain employers’ decisions in relation to the outcomes of hiring (Gross, 2009). The Role of Culture Previous investigations into how the employer selects employees have predominantly focused on individual characteristics, the organisational context, or factors within the institution (Pager & Shepherd, 2008). Perhaps, however this process of employment incorporates more than the context of candidates, or companies and recruitment should be recognised as an interpersonal process. Overall, within most industries the main components of an interview for a job are key determinants of success or failure in hiring. Job candidates create impressions of themselves within the interview situation and this impacts upon the likelihood of them getting hired, it has even been posed that this carries more weight than their qualification achievements (Graves & Powell, 1995). However even with this knowledge, within the literature focus often reflects pre or post factors regards hiring. Therefore it is apparent that focus should be placed on interpreting the dimensions which represent the interperson al nature of the recruitment process (Roscigno, 2007; Stainback et al., 2010). Within a micro-social setting existing literature describes dynamics which are interpersonal and has concluded that similarities are one of the most substantial indicators in determining how an individual is evaluated and how desirable they are to an employer (Byrne, 1971) and this has been confirmed within an interview setting (Huffcutt, 2011). Research in this area has previously examined gender or race similarities, and in addition similarities in tastes, life experiences, leisure activities, or self-presentation which can greatly impact interpersonal attraction and therefore stratification (Lareau and Weininger, 2003; Wimmer & Lewis, 2010). Upon a first meeting, typically people seek out shared commonalities which could be in knowledge, an experience, or personal interests (Gigone & Hastie, 1993). It is through uncovering these similarities that people connect emotionally and this then facilitates a trusting and comforting environment, creating excitement, and building bonds betw een individuals (Collins, 2004; DiMaggio, 1987; Erickson 1996). Within psychology there is a well-known hypothesis which poses similarity creates attraction (Byrne, 1971) and similarly within sociology what is known as the ‘homophily’ principle (Lazarsfeld & Merton, 1954) also infers that similarities culturally promote attraction. However, it should be noted that having similar cultural identities equates to more than simply having shared interests. It is posed that cultural identity importantly determines our evaluation strategy (DiMaggio, 1987; Lamont & Molnar, 2002). Past literature, (Weber, 1946), concluded that having the same interest in things like leisure pursuits, or similar experiences, presentation style, and other life factors create membership within certain groups and are fundamental in determining an individual being included in a desirable opportunity. Very specifically, Weber indicated that lifestyle factors are cornerstone in estimating status within group reproduction and social closure. In weighing up the advantages and disadvantages of hiring and the role culture plays, even if this is unconscious, cultural similarities may be greatly at play during the evaluation process and be a determinant of rewards. A classic study in this research area was based on interviews in a college between counsellors and students within the community (Erickson & Schultz, 1981). It was reported that similarities which were established within this relationship were the most crucial determinants in shaping the councillors view about a student’s potential and future success. Even within the presence of co-membership, the most important indicator seemed to be perceived similarities in experience. Moving on form this, more recent literature (Lamont, 2009) implicated that within academia research proposals were favoured for academic fellowships when the proposal was similar to the interests of that particular scholar who was evaluating the applicant. These types of selection bias have many important implications, are inclusive of access to resources as well as social rewards, and also in predicting long term trajectories within an educational, social or economic setting (DiMaggio & Mohr, 1985). Much literature is apparent which has been based on examining culture with stratification and this is disproportionate due to its focus on the educational setting (Stevens, Armstrong & Arum, 2008). Apparent limitations are evident in examining cultural similarities post-graduation. An important area of research clearly appears to be to determine outcomes for students who have gained similar qualifications in the process of applying for jobs within the labour market. A good example to illustrate this phenomenon could be to further investigate the hiring process within the power of stratifying through shared cultural similarities. Understanding the advantages and disadvantages of cultural similarities could further be explained by assessing if students gain financial reward through cultural similarities and this would be recognised through the attainment of a desirable job and matching salary. Useful research would investigate the advantages of cultural similarities and if this transla tes economically (Bourdieu, 1986) within the labour force, this hypothesis has been neglected within empirical literature (Bills, 2003). Furthermore it is known that the qualities upon which we make our assessments are generally not context specific (Lamont, 1992), therefore it cannot be representative that culture similarities are identical, perhaps in both a classroom and interview situation. Within cultural research there has been a lack of systematic assessment in relation to hiring, and in contrast to this those who academically assess hiring may have previously under-theorised the role of culture. Overall a majority of hiring research in a sociological setting has examined the process of employers evaluating their prospective employees’ hard skills and specifically cognitive skills. Whereas those papers that have explored non-cognitive skills will most likely focus on things that will impact upon productivity and include soft skills (Farkas, 2003). A disadvantage in this field of research is how cultural contexts and lifestyle have been classed as non-productive entities and therefore under studied in an empirical setting (Tilly & Tilly, 1998). On the other hand, an advantage in this particular area of research has been that investigations which have examined the employment process, have recognised that similarities are an important predictor of candidate employment however, this research has previously been limited by focusing on gender or ethnicity (Gorman, 2005). This may be explained partly by limited data on informative information as it is not always an easy task to capture similarities on underlying tastes or lifestyle factors, and if this information has been obtained then it is somewhat difficult to quantify (Stevens, 2008). Moreover, within empirical literature it is common to use similarities which are demographic in nature when estimating shared culture. It should be clear that both culture and a set structure are mutually reinforcing entities, whereas an individual’s gender or ethnicity can greatly impact their cultural identity (Sewell, 1992; Swidler, 1986). It would be advantageous to examine the varia tion represented by individual values, experience or beliefs and common behaviour among unique demographic culture (Lamont & Small, 2008). Thus, in order to gain a true and reflective picture of a cultural hiring prospective, research must consider demographics as well as cultural similarities and life experiences between those who are hiring and potential employees (Turco, 2010). Research exists which has made the assumption that gender and ethnic similarities override any other shared common experiences. These ethnic and gender similarities should be recognised as being greatly influential attributes in determining interpersonal attraction and likelihood of a positive evaluation. Continuing research in this area has confirmed a hypothesis which was outlined by Tajfel and Turner’s (1986) suggesting that in and out group preferences can vary. Importantly, more current literature has revealed that demographics can moderate preferences in a within group setting (Ely, 1995). When examining the hiring process, gender and ethnic similarities between those hiring and potential job candidates have produced inconsistencies in effect (Huffcutt, 2011). Conclusion To clarify, previous literature efforts should be made to investigate a range of similarities which incorporate more than gender and ethnicity with their impact on the labour market (Castilla, 2011). The current literature review has presented a review of the literature in this area and it can be concluded that it would be advantageous to assess the relationships between interpersonal characteristics and how people are evaluated based on their shared cultural attributes. From the current literature it can be perceived that shared characteristics are important in a variety of contexts however it is also clear that identifying cultural similarities in the context of employment success would be an especially useful and important piece of research. In psychology it has been shown that between those who perceive themselves as similar, this can actually impact and control the effects of attraction and similarity. Subjectively believing that an individual shares similarities with you on mul tiple dimensions within a unique context may be a crucial determinant in dis-entangling our understanding of interpersonal attraction (Tajfel and Turner, 1986). Subjective impressions of perceived similarities may be most influential within an interaction which is personalised, run over an increased duration of time and based on identifying additional information to what is visible (Montoya, Horton & Kirchner 2008), this is apt in the setting of a job interview. Previous literature has indicated that having perceived similarities are possibly more important than true similarities on the overall decision within the employment process (Graves & Powell, 1995). Shared culture is imperative to consider if we want to fully understand how perceived similarities operate (Lamont & Molnar, 2002). In spite of this information and within sociological research the process of hiring has usually overseen shared culture in determining how employers are influenced. Some literature does exist which recognises the importance of cultural similarities and has been seen in a qualitative study by Neckerman & Kirschenman (1991). Here, in relation to urban employers it was hypothesised that cultural similarities predict employers’ decisions. DiMaggio (1992) was responsible for labelling recruitment as a ‘cultural matching’ process. In spite of knowing that cultural similarities are influential predictors of job success (Turco, 2010), cultural factors have typically been excluded or overlooked and deemed as not productive or observable in past research (Pager, Western & Bonikowski, 2009). A number of authors have emphasised the importance conformity to mainstream organizational culture when making hiring decisions. For example, in their study on the impact of organisational culture on human resource practices, Omotayo & Anthonia (2013) argued that the congruence between individual values and organisational culture was crucial in the recruitment and selection process. They argued that it helped reduce absenteeism and turnover, and that it increased employee morale and satisfaction leading to increased productivity and better performance. In a similar vein, Silverthorne (2004) argues that employees who are better fit to the organisational culture are more likely to experience higher job satisfaction and become more committed to the organisation. However, to some extent these arguments are debatable; it is not necessarily true that cultural matching in recruitment and selection leads to the best outcome. There is a greater tendency for HR managers to hire people that they think are similar to them rather than hiring those who are objectively good at their job (Booth, 2002). A phenomenal candidate who would have taken the company to another level can be missed out just because he/she could not satisfy the criteria around cultural fit (Marcel et al., 2013). Moreover, a considerable amount of bias in talent acquisition may result when invoking cultural matching. What is the likelihood of missing out on innovative perspectives is an important consideration for future research (Marcel et al., 2013). For the purpose of this literature review, systematic and empirical literature has been presented to understand the advantages and disadvantages of cultural characteristics in determining job success. References Blau, P. M., & Duncan, O. D. (1967). The American occupational structure. Bourdieu, P. (1984). Distinction: A social critique of the judgement of taste. Harvard University Press. Byrne, D. E. (1971). The attraction paradigm (Vol. 11). Academic Pr. Collins, R. (2004). Interaction ritual chains. Princeton university press. DiMaggio, P. (1987). Classification in art. American sociological review, 440-455. DiMaggio, P., & Mohr, J. (1985). Cultural capital, educational attainment, and marital selection. American journal of sociology, 1231-1261. Elliott, J. R., & Smith, R. A. (2004). Race, gender, and workplace power. American Sociological Review, 69(3), 365-386. Ely, R. J. (1995). The power in demography: Women’s social constructions of gender identity at work. Academy of Management journal, 38(3), 589-634. Erickson, B. H. (1996). Culture, class, and connections. American journal of Sociology, 217-251. Erickson, F., & Shultz, J. (1982). The counselor as gatekeeper: Social interaction in interviews. New York: Academic Press. Farkas, G. (2003). Cognitive skills and noncognitive traits and behaviors in stratification processes. Annual Review of Sociology, 541-562. Fernandez, R. M., & Fernandez-Mateo, I. (2006). Networks, race, and hiring. American Sociological Review, 71(1), 42-71. Gigone, D., & Hastie, R. (1993). The common knowledge effect: Information sharing and group judgment. Journal of Personality and Social Psychology, 65(5), 959. Gorman, E. H. (2005). Gender stereotypes, same-gender preferences, and organizational variation in the hiring of women: Evidence from law firms. American Sociological Review, 70(4), 702-728. Graves, L. M., & Powell, G. N. (1995). The effect of sex similarity on recruiters’evaluations of actual applicants: a test of the similarity?attraction paradigm. Personnel Psychology, 48(1), 85-98. Gross, N. (2009). A pragmatist theory of social mechanisms. American Sociological Review, 74(3), 358-379. Heckman, J. J., & Siegelman, P. (1993). The Urban Institute audit studies: Their methods and findings. Huffcutt, A. I. (2011). An empirical review of the employment interview construct literature. International Journal of Selection and Assessment, 19(1), 62-81. Kotter, E. H. and Heskett, O. K..(1992). ‘Culture: The Missing Concept in Organizational Studies’. Administrative Science Quarterly, 4(2), 229-240. Lamont, M. (1992). Money, morals, and manners: The culture of the French and the American upper-middle class. University of Chicago Press. Lamont, M., & Molnar, V. (2002). The study of boundaries in the social sciences. Annual review of sociology, 167-195. Lamont, M., & Small, M. L. (2008). How culture matters: Enriching our understanding of poverty. The colors of poverty: Why racial and ethnic disparities persist, 76-102. Langfeldt, L. (2011). How Professors Think: Inside the Curious World of Academic Judgment. International Studies in the Philosophy of Science, 25(1), 92-95. Lareau, A. (2011). Unequal childhoods: Class, race, and family life. Univ of California Press. Lareau, A., & Weininger, E. B. (2003). Cultural capital in educational research: A critical assessment. Theory and society, 32(5-6), 567-606. Madu, B.C.(2012). ‘Organizational culture as a drive of competitive advantage’. Journal of Academic and Business Ethics, Vol. 5, pp. 1-9. Marcel, M.F., Roeske, J., and Parrilla, R.(2013).Bias and cultural competence in recruitment and selection. Multicultural Forum on Workforce Diversity, Language & Culture Worldwide, LLC. Martins, E. C., and Terblanche, F.(2003). ‘Building Organizational Culture that Stimulates Creativity and Innovation’. European Journal of Innovation and Management, Vol. 1(1), pp.30-43. Montoya, R. M., Horton, R. S., & Kirchner, J. (2008). Is actual similarity necessary for attractionA meta-analysis of actual and perceived similarity. Journal of Social and Personal Relationships, 25(6), 889-922. Neckerman, K. M., & Kirschenman, J. (1991). Hiring strategies, racial bias, and inner-city workers. Social Problems, 433-447. Oliver, P.(2003)Writing Up Your Thesis. Oaks, CA. Sage Publications. Omotayo, O. and Anthonia, A.(2013). ‘Impact of organizational culture on human resource practices: a study of selected Nigerian private universities’. Journal of Competitiveness, vol.5, No. 4, pp. 115-133. Osborne, A.(2013). Shortage of engineers is hurting Britain, says James Dyson. The Telegraph. [viewed on 4th July 2014] available from http://www.telegraph.co.uk/finance/newsbysector/industry/engineering/10287555/Shortage-of-engineers-is-hurting-Britain-says-James-Dyson.html Pager, D., & Shepherd, H. (2008). The sociology of discrimination: Racial discrimination in employment, housing, credit, and consumer markets. Annual review of sociology, 34, 181. Pager, D., Western, B., & Bonikowski, B. (2009). Discrimination in a Low-Wage Labor Market A Field Experiment. American Sociological Review, 74(5), 777-799. Partington, D. E.(2002).Essential Skills for Management Research: Oaks, CA:Sage Publications, ISBN 07619 70088. Paton, G.(2014). STEM Awards: business facing major ‘skills shortage’. The Telegraph. [viewed on 4th July 2014] available from http://www.telegraph.co.uk/science/science-news/10696388/STEM-Awards-businesses-facing-major-skills-shortage.html Rivera, L. A. (2012). Hiring as cultural matching the case of elite professional service firms. American Sociological Review, 77(6), 999-1022. Roscigno, V. J. (2007). The face of discrimination: How race and gender impact work and home lives. Rowman & Littlefield Publishers. Saunders, M., Lewis, P., and Thornhill, A.(2012).Research Methods for Business Students.(Sixth Edition), New Jersey, FT Prentice Hall. Schneider, B. and Smith, D. B.(2004). ‘Personality and Organizational Culture’. In: B. Scheneider & D. B. Smith (Eds.), Personality and Organization. Mahwah, New Jersey: Lawrence Erlbaum Associates. Sewell Jr, W. H. (1992). A theory of structure: Duality, agency, and transformation. American journal of sociology, 1-29. Sheridan, J.E.(1992). ‘Organizational culture and employee retention’. The Academy of Management Journal, vol. 35 (5), pp.1036-1056. Stainback, K., Tomaskovic-Devey, D., & Skaggs, S. (2010). Organizational approaches to inequality: Inertia, relative power, and environments. Sociology, 36(1), 225. Stevens, M. L., Armstrong, E. A., & Arum, R. (2008). Sieve, incubator, temple, hub: Empirical and theoretical advances in the sociology of higher education. Annu. Rev. Sociol, 34, 127-151. Swidler, A. (1986). Culture in action: Symbols and strategies. American sociological review, 273-286. Tilly, C., & Tilly, C. (1998). Work under capitalism (p. p205). Boulder, CO: Westview Press. Turco, C. J. (2010). Cultural Foundations of Tokenism Evidence from the Leveraged Buyout Industry. American sociological review, 75(6), 894-913. Watt, B., Busine, M. and Wienker, E.(2005).Recruiting for culture fit: are you getting values from your selection activities. Australia, Development Dimensions International Inc. Weber, M. (1946). Class, status, party (pp. 180-95). na. Wilson, J.(2010).Essentials of Business Research, Oaks, CA: Sage Publications. Wimmer, A., & Lewis, K. (2010). Beyond and Below Racial Homophily: ERG Models of a Friendship Network Documented on Facebook1. American Journal of Sociology, 116(2), 583-642.

General Giap Essay

General Vo Nguyen Giap is perhaps the most important figure in the early history of communist Vietnam with the exception of Ho Chi Minh. General Giap’s skills and expertise of were an essential element of the French defeat in 1954. However General Giap cannot be held solely responsible, the political skills of Ho Chi Minh (the leader of the Viet Minh independence movement) cannot be underestimated. There were many reasons for the French defeat in Vietnam, abundant mistakes were made and the Viet Minh were lead by two of the greatest leaders of the 20th century. Giap rchestrated the defeat of the French and was particularly important in the battle of Dien Bien Phu. Ho Chi Minh was an experienced revolutionary and passionate nationalist infatuated by a single goal: independence for his country. He was a central fgure in the movement to free Asia from the restraints of colonialism. Ho Chi Minh was ultimately working towards the liberation of Vietnam from French colonial rule and â€Å"unity of views between the army and the people†. Ho Chi Minh was a founding member of the Indochinese Communist Party (ICP). The goals of the ICP included the overthrow of the French; establishment of an independent Vietnam uled by a peoples’ government; â€Å"help people in production, anti-literacy, sanitation and disease prevention†. General Giap was the Commander and Defence Minister of North Vietnam from 1944-1980 and was an integral component in the unravelling of French control in Vietnam. Previously, on the outbreak of World War II, Giap fled to China to Join Vietnamese Communist leader Ho Chi Minh, which led to the formation of the Vietnamese Independence League, abbreviated to Viet Minh. In 1945, armed propaganda teams under Giap’s command became the People’s Liberation Army. Subsequently in 1945, Giap served as interior minister in Ho Chi Minh’s revolutionary government created to defeat the French. Giap’s strength lay as a military commander and his scrupulous attention to organisation, which were vital elements in the French downfall. The Vietnamese opposition to the French began almost as soon as the French began to rule. The Vietnamese traditionally have resisted foreigners. Their defeat of China previously gave them a reputation of being one of the most feared nations in South East Asia, meaning that it took the French an extended amount of time to gain overall control. Prior to the 20th century, resistance to the French was constant and violent. The resistance was traditional and localised, involving isolated attacks which were easily contained by the French. Furthermore, World War One gave impetus and momentum to the growth of nationalism, the strong wish for growth, freedom and independence of one’s country and patriotism for Vietnam. Many Vietnamese men were forced to serve in France during WW1 and those who returned brought with them the revolutionary concept of nationalism and as a result the nature of the resistance changed to a more national approach rather than regionally focussed. Additionally, in 1905, Japan became the first Asian power in modern times to efeat a European power during a large naval battle. The Vietnamese determination and motivation were boosted, demonstrating that they could potentially defeat the French, one ot the most intluential European powers at the time. Following the reoccupation of Indochina by the French at the end of World War Two, the Viet Minh rebelled against the French and this became known as the first Indochinese war. French lack of knowledge of Vietnamese geography made it difficult for them to defend themselves. â€Å"The army trained the people in†¦ † guerrilla tactics that were highly successful as they were unlike any approach in the Western world. The unpredictable nature of the guerrilla tactics also minimised the losses of the Viet Minh’s army, making it stronger. The French army began to wear down, decreasing the men’s morale and eventually leading to an easier fght for the Viet Minh. Initially the French underestimated Vietnamese ability; unbeknown to the French they were numerically disadvantaged with 13000 Frenchmen fghting a 35000 strong Viet Minh People’s Army. Prior to the war it was acknowledged that Ho Chi Minh’s original name, Nguyen Tat Thanh, was widely known as many people had heard that he had been a ajor supporter of peasants and workers rights, who in turn supported him. This meant that if he needed a place to hide, the local peasants happily helped, making the Viet Minh virtually untraceable. The widespread support of Ho Chi Minh also meant that people trusted the movement towards independence and nationalism; giving the Viet Minh the political edge over the French. Back in France, the French public were beginning to realise that the conflict in Vietnam was not worth the effort; therefore support for the conflict was lessening. In addition, the Vietnamese determination and strength could not be matched by the French; the Viet Minh had ne thing that the French did not, a goal. The Viet Minh and Giap had learnt invaluable lessons from previous conflicts and mistakes, whereas the French had not. Dien Bien Phu was the longest confrontation and most furious battle of the French Expeditionary Corps. It was the final undoing of the French. In 1953, as both sides prepared for peace talks in the Indochina War, French military commanders selected Dien Bien Phu as the location for a fght with the Viet Minh. Viet Minh guerrillas and troops from the People’s Army of Vietnam surrounded Dien Bien Phu during the build up of the garrisons. The Viet Minh concealed artillery and supplies in camouflaged caves on the mountain face. The Viet Minh’s initial assault on the French almost immediately proved the vulnerability and flawed defence of the French. The French supplies and weapons were flown in by plane; however, this usually led to the shelling of the aircraft. The Viet Minh used local peasants to bring in supplies and weaponry, through dense forests, an entry the French had written off as impassable. As source A suggests â€Å"The Army established a good relationship with the people and relied on the people to fight and defeat the enemy’. Giap used the element of surprise by skilfully employing supporting operations which deceived the French. Giap easily identified the French’s critical vulnerability and used their mistakes to his own advantage. The work of a great strategist. One crucial decision that Giap made was when he moved his own headquarters to the Dien Bien Phu battle site. This allowed him to personally oversee the conflict, and clear up confusion or misunderstandings straight away. General Giap was able to carefully dictate time and place engagements throughout his meticulously planned operation. The heavy

Case Study Essay Example | Topics and Well Written Essays - 750 words - 25

Case Study - Essay Example angement where a business organization dedicates to paying health insurance premiums for their workers so that in case of any emergency arising from work activities, they are well taken catered for (Hunnicutt 2010). In planning for health care benefits in an organization, there has to be careful attention on the way the plan is created so that it caters for all workers incommensurate to the company management structures and functions of all its workers. This means that the company does not have to create health care insurance plans that lead to division among the workers. Southern California Grocery has been facing huge challenges in executing its health care pal for its staff. However, a plan to consider some ways of reducing the health insurance costs for the company can be helpful in cutting down its spending in health insurance for two sets of workers. To reduce some of these costs, first, the company should consider establishing various wellness programs. The advantage with these programs is that they influence worker’s lifestyle changes that results in reduced costs for health care. Wellness programs enable workers to participate in their healthy lifestyle; this includes education in ways of preventing certain diseases and illnesses (Dubois 2006). Wellness programs enable employees to make good choices concerning their lifestyle and how those particular lifestyle patterns affect their lives. The second activity that can reduce its health care costs is doing a health assessment; health insurance census ensures employers pay reduced costs for their employees, after an assessment of their health status. This will be an essential process since the grocery may end up harmonizing the rates of heath care insurance to all its employees. Thirdly, the grocery should consider establishing a cost sharing agreement in the payment of the health insurance costs. They grocery should recommend a certain percentage of the costs to be met with its workers, while it honors

Ameliorating poverty and other social ills will surely lead to a Essay

Ameliorating poverty and other social ills will surely lead to a decrease in crime. Discuss - Essay Example iota of evidence to show that crime is in the best interest of the criminal, in the long run (Ludwig et al, 1999 p.3; Jargowsky and Rebecca, 2006 p.55). Understanding the root causes of crime has been the subject of countless discourse and criminological research studies over the years. Many of these documented research attempts have linked, directly or indirectly, crime to multiple adverse social, economic, cultural and family conditions. The socioeconomic angle to crime, especially, economic status, as reflected in poverty - poor living conditions, have shown a great correlation to criminality. And as a result, improving living conditions by ameliorating poverty and the accompanying social ills are most likely to have a decreasing effect on crime rates in any society (The Root Causes of Crime, 1995 p.1-2). People who live under sub optimal conditions, lack a range of social and economic resources and opportunities are described as poor and thus living in poverty. The term poverty can be understood in a number of senses. However, in the most generalised sense, poverty is associated with the lack of material necessities, typically including the necessities of daily living such as good food, clothing, shelter and access to proper health care facility. Poverty in this sense may be understood as the deprivation of essential goods and services. Although, in another sense, poverty may be viewed from the perspective of social needs, such as social exclusion, dependency and the ability to participate in the society, or in another way, the lack of sufficient income or wealth, such as the increasingly widening gap between the rich and the poor and the feelings of inequality that is festered by such feelings (Wikipedia, 2006). All of these understandings of poverty hold serious implication for cr ime and thus any efforts towards crime reduction. Since early in the 1960s, a great number of social scientist have demonstrated that alleviating poverty would have a

Landlord and Tenant Essay Example | Topics and Well Written Essays - 3000 words

Landlord and Tenant - Essay Example In the most recent landlord and tenant code, the Code for Leasing Business Premises in England and Wales 2007, break clauses are supposed to be only conditioned on prompt rentals, surrender of occupancy and leave behind no existing subleases whilst other conditionalities referring to the general state of the leased premises should only be dealt with later in the same way they are dealt with in ordinary expiration of normal leases. This is a welcome development in the issue of break clauses because case law is replete of instances when conditionalities have become sources of highly contentious conflicts that posed difficulties in the determination of tenants’ rights to make use of break clauses previously agreed upon between them and their respective landlords. One very outlandish case where failure to totally comply with conditionality to the last letter resulted in the tenant losing his right to exercise a break clause is the case of Osborne Assets Ltd v Britannia Life Ltd [1997]. In this case, the tenant, Britannia Life Ltd, wanted to exercise its right to a break clause which was written into the contract of lease and where such contract conditioned the option on total compliance with, among others, painting the leased premises with three coats of paint. Britannia was able to comply but with only two coats of paint prompting the court to declare it in breach of the condition and the forfeiture of its right to exercise the break option. Fortunately, subsequent case law saw courts applying a more judicious and practical method of determining compliance with conditionalities by stressing on the word ‘material.’ Some earlier cases also followed the similar approach of strictly requiring tenants their absolute compliance with c onditionalities in break options to the extent that even trivial breaches can cause their forfeiture. The cases of Trane (UK) Ltd v Provident Mutual Life Assurance [1995] EGCS 21, Bairstow

The Quest For Wisdom Essay Example | Topics and Well Written Essays - 500 words

The Quest For Wisdom - Essay Example For Pieper, the manner of Liesure contemplation is escorted and saturated by an unforced consciousness for religion, the thoughtful dream of the intellectus, which is not lively but inert, or somewhat amenable, the commotion of the spirit in which it envisages that which it sees freedom. Both the ancients considered intellectus as being previously beyond the globe selected to man. And however it belonged to man, although in one intellect superhuman; the simply human by itself could not satisfy man's powers of understanding, for man, of his very temperament, reaches out beyond the globe of the human. For Plato the finest in him is, even though the understanding which is mainly attribute of the human spirit happens in the form of fraction, never the less there is in it a type of contribution in the uncomplicated knowledge which is appropriate to superior beings, of whom it is consequently said that they hold the sense of religious visualization. But for Pieper, the aptitude to detain t he religious conscience in the similar way that our eye captures illumination or our ear sound. And is the noblest form of human existence. But awareness in philosophy is focussed upon the entire of being and begins with a scholarly instinct of being, as such rooted in the wisdom of touch; this is what is identical on both the authors. Plat

Strong communities sharing similar needs can be a critical resource Dissertation

Strong communities sharing similar needs can be a critical resource for children, supporting and, where necessary, overcoming - Dissertation Example What are communities and how do they function? A community is described as social network of family and friends. The use of term ‘community’ by M.K.Smith is , ‘associated with the hope and the wish of reviving once more the closer, warmer, more harmonious type of bonds between people’ ( M. K Smith, 2001). Community has been explored in three different ways, ‘Place, Territory, place or locality where people have something in common and share element is understood geographically. Interest: They are linked together by factors such as religious beliefs, sexual orientation, occupation or ethnic origin. Communion: attachment with a place.’ (Willmott, 1986; Lee and Newby, 1983; and Crow and Allen, 1995) as cited in M.K.Smith 2001. According to Sarason, in psychological sense a community is ‘the perception of similarity to others, an acknowledged interdependence with others, a willingness to maintain this interdependence by giving to or doing for others what one expects from them, and the feeling that one is part of a larger dependable and stable structure’( Sarason 1974, p. 157). ... Communities thus strive on solidarity, commitment, mutuality and trust and they come together for greater cause. Social communities are more dynamic functional unit and are into educating people, youth care, child development and humanitarian services, stress management and helping distressed people and providing assistance. Communities work on Social systems according to Social Psychology; there are certain theories on which social systems run. One of the theories is the family theory system. The Family Theory System finds its origin from the work of Ludwig Von Bertalanffy on General Systems Theory that the organisms are complex, organised and interactive. It explains the way the components of a system interrelate with each other to form a single unit. Similarly, the families sharing a common history show some degree of emotional bonding and thus forming a group in a community. Family systems theory allows one to understand the organisational intricacies of the families, and the pat tern that guide those intricacies. The family support system works on the assertion that the members of a family carry out the daily confrontations of a family this helps them in adjusting to their needs. In order to understand the family, one must concentrate on the family as a whole unit not at the individual members, the way they interact with each other and their collective history makes this study unique. The families organise themselves into various smaller units or sub-systems to accomplish any task or goal. The Family System Theory studies about the various approaches of working with the families, this study has led to understanding the impact of traumatic

Instructional Technology of Nursing Essay Example | Topics and Well Written Essays - 1000 words

Instructional Technology of Nursing - Essay Example They discuss the notes on a chat program. This creates a virtual classroom which necessitates more interaction between the students and the lecturers. Students normally attend classes while other s (distance learners) attends the online lessons. All the resources needed for each particular lecture is available in the black board.Since nursing and healthcare are living subjects, the learning resources keep on changing each and every day. Use of intranet-based instruction strategies help ease the art of syllabus revision. It also helps lecturers to serve a large number of students at a time without much effort. The theories used in treatment and prevention procedures are adapted to the learning systems in real time. Most educational institutions that offer nursing and healthcare courses are usually in conjunction with health institutions like hospitals and nursing homes. These institutions gradually undergo technological transformations as need and capacity increases. This in turn crea tes a need to include more updated studies to cover the changes. The changes are made simpler through the use of online libraries (databases) and lecture forums (web-conferencing).   These resources are easy to update, share (1 copy for thousands of students), demonstrate and serve the students.Management in nursing is quite practical and needs more involvement than just web-conferencing. Nurses studying management normally combine lectures (theory) with practice. his helps them to understand the way nursing centers operate.... All the resources needed for each particular lecture is available in the black board. Since nursing and healthcare are living subjects, the learning resources keep on changing each and every day. Use of intranet-based instruction strategies help ease the art of syllabus revision. It also helps lecturers to serve a large number of students at a time without much effort. The theories used in treatment and prevention procedures are adapted to the learning systems in real time. Most educational institutions that offer nursing and healthcare courses are usually in conjunction with health institutions like hospitals and nursing homes. These institutions gradually undergo technological transformations as need and capacity increases. This in turn creates a need to include more updated studies to cover the changes. The changes are made simpler through the use of online libraries (databases) and lecture forums (web-conferencing). These resources are easy to update, share (1 copy for thousands of students), demonstrate and serve the students. Management in nursing is quite practical and needs more involvement than just web-conferencing. Nurses studying management normally combine lectures (theory) with practice. They train to use information management systems in their respective universities. They use the systems to record, manage data, generate reports, analyze statistics, plan projects, schedule activities, assess clinical practice among other uses. This helps them to understand the way nursing centers operate and face the real world challenges in their career (Krautscheid L. & Burton D. 2003). Practice in nursing usually applies the real technologies used in health institutions. Students visit nursing centers and observe

Is the hotel postmodernist Essay Example | Topics and Well Written Essays - 1500 words

Is the hotel postmodernist - Essay Example The reason I like Atlantis, the Palm hotel Dubai is due to its ideal location and huge infrastructure. It’s not only the building, the architecture and the interior of the building that enchants my soul but the location and the theme of the hotel mesmerize me. The entire hotel is based on a resort theme; a world surrounded by water and marine life as well as it provides a world of recreational activities for the people staying on board which makes it different from other hotels all around the world. It is a post modern hotel as mentioned earlier that it is a 5 star resort which is surrounded by Aquaventure themed water park on 40 acres. The hotel also has a conference center for high end executive class meetings and conferences. What makes this hotel interesting is the presence of Dolphin Bay which gives a lifetime opportunity to the guests to swim and play with dolphins while enjoying their stay at hotel. Each corner of the hotel represents the unique taste of Arabia with the sea-facing sights and an insight to marine life from the corner of every wall within the hotel. Interior Design: The interior of the hotel is designed by the efforts of internationally known designers and interiors. It was a joint effort by Jeffert Beers of JBI (Jeffery Beers International) along with the skilled team of designers from David Rockwell from the Rockwell Group and Adam D. Tihany. Others including Wilson and Associates, WATG, EDSA and Wimberly have given the best of their efforts in creating an excellent masterpiece. The hotel also features the works by the world class interior artists Dale Chihuly and Albino Gonzalez. The lobby of the Royal Towers at arrival greets the tourists and the guests with its magnificent artwork and murals. The 19 meter high ceiling of the lobby welcomes the guests with splendid hand artwork painted by Albino Gonzalez; a Spanish artist. The murals on the ceilings depicts four seasons of the year along with the fine representation of solar cal endar’s development. The ceilings finely tell the story of Arabian legends and their splendor to the visitors. The entire interior of the hotel makes it uniquely different from other hotels around the world. Location Atlantis, the Palm is located at The Palm, Dubai which is an artificial sand island. The island itself is shaped like a palm tree which makes the location interesting for the visitors and the tourists. The hotel has a total of 1539 rooms. It was a huge project which cost 1.8$ billion during its construction. The relationship between the construction sector and the Dubai’s hotel industry has been extremely positive. Ideally, the Northern corridors of Dubai including its favorite tourism destinations have become the focus of modern designs. The implementation of a number of tourism concepts across the Arab Peninsula has become an answer to the country’s bristling hotel industry. The Dubai historical factor as well as the stylistic-semiotic study which covers the development of the country’s hotel architecture indicates that the focus is based on the hotel-casino complexes and the self-styled postmodernist buildings. Their impact is significant because the modernist attitude include the changing trends that mirage the International Styles and rarely defined traditional Dubai Architectures. Introduction The relatively short Dubai coastline provides a symbolic history that explains the country’s is strategically located and it has been found to be

The Reasons that American Women Choose Abortion rather than Adoption Research Paper

The Reasons that American Women Choose Abortion rather than Adoption - Research Paper Example In the US, however, it seems that all the debates were directed towards, legalizing abortions and giving women mandate to handle their own lives. Policymakers, on the other hand, advocate for the abolition of abortion, if the country has to plan its future appropriately. In America, most women seem to exercise their right to make personal decisions in relation to having abortions or not. Whether legal or not, what is evident is that abortion is taking place each and every day in the society. Regardless of age, women opt to have abortions, just with the slightest thought that their lives may end up being miserable. This essay shall highlight the major factors that lead to many women in the U.S.A. going for abortions rather than adoption. The research will be based on evidence from reliable and valid sources. The research will also focus on research conducted by CDC and the Alan Guttmacher Institute, on abortion in the U.S.A. Conclusively, the paper shall offer a concluding remark on the need to focus more on adoption issue, and whether it can solve the rising abortion cases. The issue of abortion has hit the headlines for a long time now. Various analysts and researchers hold varying views regarding this topic. Studies indicate that in America, the numbers of women who seek the abortion is increasing by the day. Whether induced, forced or lured into conducting abortions, the fact remains that abortion is not on its way towards reduction but moves up the ladder as each day passes. From a study, on a number of women in The United States of America, the majority of the women embrace the view that conducting abortions is not murder but just elimination of tissue that is not yet developed.  

Building the 787 Essay Example for Free

Building the 787 Essay Boeing is an Aerospace science company and is the worlds most leading aerospace science company and is the largest manufacturer and producer of commercial and military aircrafts. Boeing creates and produces rotorcraft, electronic and defense systems, missiles, satellites, launch vehicles and advanced information and communication systems. A little known fact about Boeing is that they are a major services supply to NASA and Boeing helps to operate the International Space station. Boeings main corporate office is located in Chicago, Illinois and employs over 158,000 individuals throughout countries all over the world. Boeing also outsources some its manufacturing business to national and foreign countries. The main assembly hub is located in Washington at a place called Everett plant. Unlike other traditionally built jetliners, the 787 is about 20 percent lighter which saves fuel and lowers overall cost of travel because the jet is made of nearly 80 percent composite material. Along with the new lighter sleeker look, the 787 was redesign with better headroom, larger windows and electronics in the passenger cabinets as well as the flight deck. While this new undertaking seems to be business as usual, Boeing was actually changing the way it now built aircraft. Bousch (2010, December) said it best when he stated, with the 787, Boeing set out to do something revolutionary by tapping suppliers not only for materials, parts, and components, but also innovation. And in doing so, it set out not only to bring a new platform to market as quickly as possible, but also, ironically, to reduce business risk by reducing its dependence on its own operations. The newly developed 787 was to be first aircraft from Boeing manufactured almost exclusively through outsourcing. Almost 70 percent of the plane’s parts were built in other countries. According to Hill (2011), this was Boeing’s gamble that outsourcing would contribute to the huge costs of production while utilizing the expertise of worlds most efficient producers thereby driving down the costs of making the plane (p. 564). Additionally, Boeing thought that outsourcing the planes components would help reduce planes normal develop time of six years to four while building brand awareness and sales in the countries where manufacturing was performed. Boeings’ Risks associated with Outsourcing While Boeing had plenty of cost-cutting reasons for outsourcing nearly 70 percent of the 787 aircrafts manufacturing to 17 contractors in some 10 countries, I’m not sure the risk associated with such a huge amount of outsourcing was truly evaluated by Boeings management. This change in philosophy was evident by the fact that in the company’s past production of Boeing models 777, 767 and 707 some of its components were outsourced to companies around the globe, but not in any of those models was more than 50 percent sent to outside manufacturers. Nevertheless, the initial response to the 787 was tremendous. Mike Blair, Vice- President and General Manager of the 787 program declared, as July 31, 2007, 47 customers worldwide have ordered more than 683 airplanes worth more than $110 billion dollars at current list prices, making the 787 Dreamliner the most successful commercial airplane launch in history. And there’s more to come! (Aeromagazine (2007), p. 4). Those po sitive sentiments from Boeing didn’t last very long. Boeings’ efforts to be leaner and â€Å"cut out the fat† cause them to rely to heavily on key components to be delivered by outsourced contractors and suppliers. By December 2007, Boeing was starting to question its move to global outsourcing. Boeing’s most fierce competitor Airbus had already suffered from problems with delays due to outsourcing when it produced the Airbus A380 Super-Jumbo. With the company now experiencing breakdowns within the supply chain, final preparation and assembly was ultimately impossible. Boeing realized that it was more difficult than expected to navigate so many different suppliers and get required components to its assembly plant within a specified time to complete assembly. Scott Carson, Boeings executive vice president of commercial airplanes, put it succinctly: â€Å"It has simply proved to be more difficult than we anticipated to complete the structural work on the airplane out of sequence in our Everett, Washington factoryâ⠂¬  (Teresko, 2007, p. 1). As delays mounted, Boeing had to finally admit that the weak link in the production of the Dreamliner 787 was its global outsourcing. There were issues from the start that the public never knew about. Boeing overestimated there ability to have proper oversight over contractors. Some suppliers, outsource there work to other suppliers and some had difficulty getting approval and licensing to manufacture there products. The risk that Boeing took was one that could have backfired based on the fact that delays are continuing and in the end, this outsourcing relationship of manufacturers and supply chain management could whine up costing the company more than money. Is Boeing giving up its competitive advantage by outsourcing its core components to suppliers across the world? One would question whether this choice to outsource so much of its design and components and technology to the Japanese will eventually even the playing field. Newhouse (2007) claims that â€Å"Boeing developed much of the materials, manufacturing processes, tooling, tolerances and allowances, and other design features, which are then transferred to suppliers in Japan, Italy and elsewhere. Over time, institutional learning and forgetting will put the suppliers in control of the critical body of knowledge, and Boeing will steadily lose touch with key technical expertise† (p. 4). Newhouse goes on to say that Japanese suppliers are acquiring so-called core competences, hence giving up its competitive edge by outsourcing major parts of the Boeing 787 (p.4). Whatever the opinion, only time will tell if this systematic change of having suppliers and there governments absorb the financial risk will undoubtedly by the rise or fall of Boeing as the world foremost leader in commercial aircraft. Managing the Globally Dispersed Supply Chain By mid 2008 the Boeing 787 had out sold the Airbus A380 by almost 400 orders. The Boeing flagship aircraft was order by more than 50 airlines with orders totaling 857 worth more than 144 billion dollars. These orders, originally schedule to be delivered for May 2008 were now being pushed back to the end of the year due to what Boeing called delays in dealing with its global supply chain which have affectively crippled there assembly lines. It appears that Boeings undertaking was more than just attempting to change the assembly and supply chain processes but it attempt at changing the materials in which aircraft are made seemed daunting enough. The delays appear to be due in part because the supply chain had so many suppliers and contractors trying to protect their own financial investment that all parties eventually suffered from continued delays and wound up risking profits. The continued changing and late delivery dates inevitably cost Boeing and its suppliers billions of dollars. After almost three years the Boeing 787 is still missing its self imposed deadlines for deliveries. According to Cohan (2010), Boeing has missed deadline after deadline with the 787 program – six times over the last two-and-a-half years-and it now looks poised to do so for a seventh time (p.1). Scott Hancher, the Boeing 787 programs third director, seems incline to blame the delays on instrument changes and suppliers inability to properly install parts for the tail-wing. Regardless of his accusations, the 787 still needs to be tested by the Federal Aviation Administration (FAA) before there is any certification. Not all of blame is on the contractors and suppliers. Boeing knew that they were embarking on unprecedented ways to produce commercial aircraft and there engineers should have developed software that could predict how the aircrafts composite materials would hold up under the normal stresses of air travel. This inability to predict the safety of the plane caused problems with cracks in the plane and delays imposed by the FAA until they issues were resolved and the aircraft deemed safe for passenger travel. Boeing now appears to making the anticipated changes by taking on more work and responsibility to the supply chain in order to effectively manufacture and produce the 787 aircraft to the specifications of the FAA. In 2009 Boeing brought its Dreamliner operations from two of its suppliers that were said to have had the most problems along the supply chain. This change has stepped up production of parts because other suppliers have realized the financial drawbacks and possible lost of contracts. This has prompted quicker responses and resolutions that have fixed the flaws in the manufactured products. Boeing in there attempt to be innovative and to create a new market forgot that there largest competitor Airbus was continuing to grow its market and create opportunities from Boeings mishaps. We can only hope that Boeing follows Airbus as the second major aircraft developer to increase restrictions on contractors and require that they only outsource a small portion of work to Asian countries in an attempt to develop partnerships for production and possibly development. McInnes (2008) was correct when he asserted that with a consortium of EADS (owners of Airbus) and Northrop Grumman winning a 40 billion dollar order from the United States government to build 179 refueling aircraft for the US Air Force, Boeing could do good with just getting the 787 certified and get on with deliveries as soon as possible (p.4). Is Boeing’s Outsourcing essentially sending American Jobs Overseas? The question about outsourcing has many Americans worried that jobs are being shipped overseas where labor is cheaper. Boeing the world’s largest commercial aircraft producer has made outsourcing its primary means for development of its groundbreaking commercial aircraft, the Boeing 787 Dream-liner. In an unprecedented move, Boeing decided to outsource nearly 70 percent of the development and component manufacturing to suppliers and contractors around the world. With its primary assembly plant in Seattle, Washington area, Boeing and its employees are worried that this trend will continue and cost many of them their jobs. In a recent Seattle-Post Intelligencer poll, 80 percent of the pollsters thought that outsourcing overseas will hurt the economy in the long-term. Americans have reason to worry, it’s not none how many jobs have been lost overseas thus far but its believed that over 2 million service jobs will be lost in the next decade or so. According to Cook and Nyhan (2004), Perhaps no player in the local economy has sent more jobs overseas than Boeing.Skip navigation The company makes no excuses for sending work to South Africa, Italy, China, Russia and other far-flung parts on the globe and the company argues it has no choice. It must build planes with fewer and more productive workers to remain competitive (p.2). In an effort to cut cost and look for the best manufacturers and engineers at there craft Boeing feels there move to outsourcing was inevitable because it is the future of airplane development. This effort to compete has forced the hand on over 40,000 employees that have lost there jobs at Boeing since 2001 and have benefited countries like China and Russia where we seen as many as 5,000 new jobs created for engineers and those with aerospace technologies and manufacturing skills. Though opinion will continue to be varying when it comes to outsourcing, Boeings’ says the company is committed to a stab le workforce. He believes the red-hot success of the Dream-liner 235 firm orders so far goes a long way to validating the new outsourcing strategy. Without the ability to reduce the planes overall development costs and be able to sell at prices comparable to older jetliners, success would be far less assured (Holmes, 2006, p. 4). The approach by Boeing has caused much concern but for now has been profitable with the huge orders for the 787 Dream-liner. The true test will be when be when supply chain again fails to be dispersed efficiently and the cost increase with the manufacturing of an aircraft. Will this cause the destabilization of the American workforce? Will it decrease Boeings new dependency on using outsourced foreign technologies and manufacturing? These questions will not be answered until there is another downturn in which large companies again turn to outsourcing in an effort to reduce production cost to stay competitive. Reference Blair, M. (2007, August). Building the dream: Boeing 787.retrieved from: http//boeing.com/commercial/aeromagazine.com Cohan, P. (2010, July). Boeing 787 delays: will the seventh missed deadline be the last? Daily Finance. Retrieved from: http://www.dailyfinance.com/story/company- news/boeing-787-delays Cook, J. and Nyhan, P. (2004, March). Outsourcings long-term effects on U.S. jobs at issue. Seattle PI Business. Hill, C. (2010). International Business, 8th Edition. Irwin/McGraw-Hill/MBS. Holmes, S. (2012). Boeings Global Strategy. Bloomberg Business. Retrieved from:http://www.businessweek.com/magazine/content/06_05/ Newhouse, J. (2007, March).Boeing Versus Airbus: Flight Risk, Outsourcing Challenges. Retrieved from:http://www.cio.com/article/29096/Boeing_Versus_ Airbus_Flight_Risk_Outsourcing_Challenges_?page=3 Teresko, J. (2007, December). Boeing787: a matter of materials – special report: anatomy of a supply chain. Retrieved from: http://www.industryweek.com/articleid-15339showall=1 Boeing. (2010). History. Retrieved on August 24, 2012 from http://www.boeing.com/history/narrative/n001intro.html

Switches and Routers Essay Example for Free

Switches and Routers Essay This is as far as I have gotten and I’m very confused about routers. Router and Switch Configuration Switches and routers are key components to operating any network. Switches can break up a large area network into smaller segments. This will free up congestion and provide more bandwidth to each port, which will increase network performance. The first step is to plug into a power source, connect the console port to a computer or modem with UTP cabling and an RJ-45 cable, and use the command line interface (CLI) to configure and manage the switch in user exec mode and privilege exec mode. In most cases, the switch will perform a power on self-test. The manual will indicate the particulars of any failure. One must configure a password because the switch arrives without one. This provides security through the console settings menu and the password configuration option while one may also incorporate an encrypted password option. Entering global configuration through the command line option will change passwords, also. To change the IP configuration, one would choose the [I] key and choose the IP address option and set the Subnet mask and Default gateway. Creating a VLAN requires switching to Global Configuration mode and using vlan vlan# name name_of_vlan command. To add more VLAN ports, go to the Interface Configuration Mode and use the vlan-membership static vlan# command (Regan, 2004). To review or configure spanning tree protocol, go to [N] Network Management option and enter [B] bridge-spanning tree option from the Network Management option (Regan, 2004). One can disable or enable each port from here. When installing a router one must ensure proper ventilation, temperature, and distance limitations of wiring.

Saint Anthony Of Padua Theology

Saint Anthony Of Padua Theology Saint Anthony is a beloved saint. He devoted his life to the poor and less fortunate, even though he came from a wealthy family. Saint Anthony was born in Lisbon, Portugal on August 15, 1195, to his parents Martin and Theresa de Boullion. This is also the date of our Blessed Mothers Assumption. At his baptism his mother dedicated him to the Blessed Virgin, and he had a lifelong devotion to our Blessed Mother Mary (Lovasik 3). He was given the name Fernando at baptism (About St. Anthony). Saint Anthony is the patron saint of miracles and of the poor (Craughwell 379; Little, Brown and Company 205). Saint Anthony started his prayer life early. His parents sent him to a cathedral school for his education. When he turned fifteen, he went to study at the Augustine house of studies, St. Vincents Outside the Walls, by Lisbon. St. Anthony joined the community, Canons Regular. He wanted to become a priest, so he stayed there for ten years. He spent two years at St. Vincents and he spent eight years at the Monastery of the Holy Cross in Coimbra. He wanted to become a martyr so he became a Franciscan. He took the name Anthony (Lovasik 8). Anthony was often tempted by the devil, but prayed for strength to defeat him. When he was younger, he used to serve the Eucharist at his uncles mass at the cathedral. He believed that the Eucharist gave him strength (Lovasik 5, 7, and 9). St. Anthony had a good relationship with St. Francis of Assisi. He met him in Morocco, when his ship got blown off course (Lovasik 11). St Anthony was united with St. Francis spirit and Gods wisdom and guidance (Lovas ik 16). St. Francis also asked Anthony to do things for him like teach Theology to the St. Francis fellow friars. Anthony followed his orders and did so (Lovasik 18). St. Anthony loved to preach. He preached to the poor and less fortunate. He set his life to preach. Even though he came from a wealthy family, he gave up everything and practiced poverty, so he could preach truly about it (About St. Anthony). When he joined the Franciscan Friars, they soon realized that he preached wonders, so they sent him along to preach his miracles (Craughwell and Haeger 377). He was a gifted preacher. He forgave everyone. St. Anthony drew many crowds filled with less fortunate people, careless people, and even criminals. His sermons usually brought the criminals to confession (Little, Brown and Company 205). St. Anthony had a hard life because people wanted to hurt him, and he did get hurt along the way. He traveled tirelessly to preach his gift, though he became sick many times. He became very sick with edema and decided go back to Padua, Italy (Catholic Online). On his way there he died. He died on June 13, 1231. He was thirty-six years old. He died from his labors (Craughwell and Haeger 379). It is said that right before he died he cried out, I see my Lord (Lovasik 26). In the years after his death he has earned the title The Wonder-Worker (Little, Brown and Company 205). St. Anthony has also been called The Ark of the Testament and the Repository of Holy Scripture. Forty-six miracles were confirmed for his canonization. One reason for St. Anthony becoming the patron saint of lost things is when he lost a book of psalms that had all of his teachings in it. Anthony prayed and prayed for his book to be returned and it was returned by a novice who had stolen it. The book is being kept in the Franciscan friary in Bologna (About St. Anthony). Only two miracles were accomplished during his lifetime (Lovasik 26). St. Anthonys feast day is June 13, the day he died. Only one year after his death, Pope Gregory IX canonized him as a saint (Craughwell and Haeger 179). In 1946, Pope Pius XII declared him a doctor of the church on January 16 (Catholic Online). That same year that he died, people in Padua built a basilica in honor of St. Anthony. The basilica was finished in the year 1263, thirty-six years after his death. It is reported that about thirty-two years after his death, people found his body totally corrupted. However, his tongue was perfect, moist and filled with color as it was when he was living (Lovasik 28-29). St. Anthony is usually depicted holding an infant. The infant is said to be baby Jesus. St. Anthony was visited by the infant Jesus while he was praying in his cell. The infant smiled at him and held out his arms to St. Anthony. In remembrance of this ev ent St. Anthony is seen with the infant, a lily for innocence, and the Bible representing his teachings (Lovasik 23). People love St. Anthony so much! Many people find St. Anthony an understanding friend. Many pilgrims travel to Padua to St. Anthonys tomb and pray every year. St. Anthony has also been called the Saint of the World (Lovasik 31). I first heard about St. Anthony in kindergarten when Mrs. Arcuri would call him to find lost things. St. Anthony further piqued my interest when I saw a movie called The Christmas Tree. In the movie a little orphaned girl named Anna is dropped off at a convent where she is raised. Her only possession is her precious satchel. As a teenager, she lost her satchel and is distraught. The sisters tell her to pray to St. Anthony and he would find her satchel. The sisters prayed and prayed to St. Anthony and indeed Anna found her satchel. As a young adult she decided to become a nun and took the name Sister Anthony in gratitude. I admire that he gave up everything to help people that dont have much or anything at all. He devoted his life to the poor. He tried to live what he preached. St. Anthony is a beloved saint!

Women and Self-Reliance, Is This Possible? Essay -- Feminism Feminist

  Ã‚  Ã‚  Ã‚  Ã‚   According to Ralph Waldo Emerson, we live in a society of conformity that is, "in conspiracy against the manhood of every one of its members . . . the virtue in most request is conformity. Self-reliance is its aversion" (Emerson, 21). Since Civil War Nursing, women in the work force have been faced with this dilemma of self-reliance and conformity. As women have been discriminated against, and referred to as inferior to men, it has not been an easy task to over come the social barriers, without giving in to conformity, especially when it comes to the work place. As their role in the Civil War, nurses "fulfilled more of a replacement mother position, rather than a healthcare provider"(Hamway, 2001).   During the Civil War, women began to feel like part of the work force, but along with it, was the downfall of being considered "service workers", which is very similar to being a servant. Nurses had to suffer through much conformity, as they had to wait hand and foot on male patients, while at the same time being scrutinized by their male "overseers". These issues that nurses faced in the nineteenth century, continue even to this day, with a little more ease, but we are still driven by a patriarchal society that just isn't ready to let go. Through the works of Louisa May Alcott and Charlotte Perkins Gillman, one can see the hardships that Nineteenth century women were faced with when it came to working. These stories bring to light the fact that, by overcoming oppression, through the strength and desire that leads to resistance, women have been able to achieve self-reliance, which makes their "service work" considered to have with it, an achieved independence. These stories show us the struggles that women faced in the nin... ...heir own sense of independence. But they also present the reality of it all, that in the end they are back to where they started, and that women will never be able to let their guard down, because of the constant struggle of becoming equally self-reliant as men are, which still remains today.    Works Cited Adams, Jill. "Nursing as a Profession and Florence Nightingale". 2001. . Alcott, Louisa May. Short Stories. Dover Publications, 1996. Emerson, Ralph Waldo. Self-Reliance and Other Essays. Dover Publications, 1993. Gilman, Charlotte Perkins. "The Yellow Wallpaper" and Other Stories. Dover Publications, 1997. Hamway, Theresa. "Civil War Nursing". 2001. http://bizntech.rutgers.edu/worknlit/civil_war_nursing_bib.html Summers, Anne. Angels and Citizens. Routledge & Kegan Paul, 1988. Women and Self-Reliance, Is This Possible? Essay -- Feminism Feminist   Ã‚  Ã‚  Ã‚  Ã‚   According to Ralph Waldo Emerson, we live in a society of conformity that is, "in conspiracy against the manhood of every one of its members . . . the virtue in most request is conformity. Self-reliance is its aversion" (Emerson, 21). Since Civil War Nursing, women in the work force have been faced with this dilemma of self-reliance and conformity. As women have been discriminated against, and referred to as inferior to men, it has not been an easy task to over come the social barriers, without giving in to conformity, especially when it comes to the work place. As their role in the Civil War, nurses "fulfilled more of a replacement mother position, rather than a healthcare provider"(Hamway, 2001).   During the Civil War, women began to feel like part of the work force, but along with it, was the downfall of being considered "service workers", which is very similar to being a servant. Nurses had to suffer through much conformity, as they had to wait hand and foot on male patients, while at the same time being scrutinized by their male "overseers". These issues that nurses faced in the nineteenth century, continue even to this day, with a little more ease, but we are still driven by a patriarchal society that just isn't ready to let go. Through the works of Louisa May Alcott and Charlotte Perkins Gillman, one can see the hardships that Nineteenth century women were faced with when it came to working. These stories bring to light the fact that, by overcoming oppression, through the strength and desire that leads to resistance, women have been able to achieve self-reliance, which makes their "service work" considered to have with it, an achieved independence. These stories show us the struggles that women faced in the nin... ...heir own sense of independence. But they also present the reality of it all, that in the end they are back to where they started, and that women will never be able to let their guard down, because of the constant struggle of becoming equally self-reliant as men are, which still remains today.    Works Cited Adams, Jill. "Nursing as a Profession and Florence Nightingale". 2001. . Alcott, Louisa May. Short Stories. Dover Publications, 1996. Emerson, Ralph Waldo. Self-Reliance and Other Essays. Dover Publications, 1993. Gilman, Charlotte Perkins. "The Yellow Wallpaper" and Other Stories. Dover Publications, 1997. Hamway, Theresa. "Civil War Nursing". 2001. http://bizntech.rutgers.edu/worknlit/civil_war_nursing_bib.html Summers, Anne. Angels and Citizens. Routledge & Kegan Paul, 1988.

The Shakespeare Room :: Essays Papers

The Shakespeare Room The Life of Shakespeare William Shakespeare was born in 1564 to John Shakespeare and his wife, Mary Arden. His father was weathly and held a number of municipal offices. Shakespeare received a good education, but he did not go to the university as many other writers of his time did. Some of these writers ridiculed him and his work because of this. One such example of this ridicule is a pamplet that was published in 1592 by Robert Greene, a famous playwright. In this pamphlet, Greene criticized Shakespeare and his work, a criticism that seems to come mostly from jealosy. When he was eighteen years old, Shakespeare married Ann Hathaway. Five months later, they had their first child, Suzanna. Two years later, they had twins, Hamnet and Judith. It is unknown when Shakespeare arrived in London. However, the pamphet published by Robert Greene indicates that he was in London by 1592. The following year, the theaters were closed down due to a plague. By 1594, the theaters were reopened, and they soon began to rise in popularity among the noble class who demanded a better quality theater experience. It was at this time that Shakespeare's theater company was formed. The company played at Henslowe's Rose Theatre until their lease ran out. They then moved across the river and built the new Globe Theater. Later on, in 1608, they moved into the Blackfriars Theatre where they began producing plays indoors. These plays were in an artificially lit environment, while the Globe Theater had been outdoors, and stage conditions allowed more scenery and a multitude of lighting effects. In 1596, John Shakespeare was granted a coat of arms. This entitled both he and William to be called by the title of "gentleman." In 1597, Shakespeare bought an estate at Stratford called New Place. He continued to acquire property in Stratford. He wrote his last play, The Tempest in 1611 and he died in 1616. Shakespeare's Plays Thirty-seven plays are usually attributed to Shakespeare and they are generally broken down into four categories: the histories, the comedies, the romances, and the tragedies. The Histories There are ten history plays in all and they tell the story of England from the fourteenth century through Henry VIII. They are: Henry VI, Parts I, II and III Henry IV, Parts I, and II Richard III King John Richard II Henry V Henry VIII

Symbols, Symbolism and Irony in Thomas Manns Death in Venice Essay

Symbols, Symbolism and Irony in Thomas Mann's Death in Venice      Ã‚  Ã‚   In the novel Death in Venice, by Thomas Mann, an observer compliments the main character Gustave von Aschenbach by saying, " 'You see, Aschenbach has always lived like this '-here the speaker closed the fingers of his left hand to a fist-'never like this '-and he let his hand hang relaxed from the back of his chair" (p. 1069).   This is a perfect description of Aschenbach, a man set in convention, driven to succeed from an early age, quite dull really.   After all, his favorite motto was "hold fast" (p. 1070).   He has always kept his feelings in check, and never allowed himself to lose control of any aspect of his life.   As the story progresses, however, the fist that is Aschenbach slowly opens up until it finally releases all the pent-up emotion and desire.   Wrought with symbolism and irony, Death in Venice tells a tragic tale of unbridled lust, misspent youth, and the undoing of a man, once so firmly in control his life, as he ultimately surrenders to a pa ssion that overcomes him. Gustave von Aschenbach is a renowned and successful writer, yet he is losing any passion he might have once had for his craft.   He has always been driven to achieve, and thus has spent no time in the pursuit of happiness or even simple pleasures.   His life is entirely predictable. "Too busy with the tasks imposed upon him by his own ego and the European soul, too laden with the care and duty to create, too preoccupied to be an amateur of the gay outer world, he had been content to know as much of the worlds surface as he could without leaving his own sphere-had, indeed, never been tempted to leave Europe" (p. 1067).   But he becomes tired of his day-to-day existence, growing di... ...t in Othello, "If it were now to die, 'Twere now to be most happy."i[2]   Never again would Aschenbach experience such a moment of utter bliss and perfection; following this instant there was nothing left to live for.      Notes: 1 Mythology summaries taken from www.greekmythology.com 2 Othello, Act 2, Scene 1, lines 189-190 www.geocities.com/~spanoudi/quote-19c.html Works Cited: "Death in Venice," Thomas Mann, Michael Henry Heim (Translator) Publisher: Harper Perennial (May 31, 2005) Othello, Act 2, Scene 1, lines 189-190 www.geocities.com/~spanoudi/quote-19c.html Greek Mythology For Dummies www.greekmythology.com

Food and Beverage Essay

* Food and Beverage service is the â€Å"food and beverage flow† (from the purchasing of the foods to service to the customer) mainly concerned with the delivery and presentation of the food to customer, after completion of the food production. * Sometimes, it involves transportation if there is a separation of production and service facilities. Beverage * French bevrage, from boivre (â€Å"to drink†), from Latin bibo . * It is also said to be derived from the Latin word ‘Bever’ meaning rest or repose from the work. * The term beverage refers to all kinds of potable drinks which have thirst quenching, refreshing, stimulating, and nourishing properties. * Any potable( drinkable) liquid can be termed as beverage which regulates the stomach system and balances the pH level. * Beverages are consumed mainly to quench thirst , compensate loss of body fluid due to perspiration, feel fresh and active, as rituals, during social gatherings, and during and after eating. * Broadly beverage can be classified into two ways; 1. Alcoholic Beverage 2. Non- Alcoholic Beverage What is Alcoholic Beverage? * Alcohol is a colorless, odorless and volatile liquid. * It is a potable liquid containing ethyl alcohol or ethanol(C2H5OH) of 0. 5 per cent more by volume. * The percentage of alcohol in a drink varies from 0. 5 to 95 per cent , depending upon the method of preparation. * Alcohol is obtained by fermenting a liquid containing sugar. * The word alcohol came from the Arabic word ‘ al-kohl’ which referred to any fine powder that was applied to essences obtained by distillation by the alchemists of medieval Europe. Fermentation is the process in which a liquid containing sugar is acted upon by yeast which converts the sugar into alcohol and gives off carbon dioxide. * E. g. Grape juice- Wine * Apple Juice- Cider * Pear Juice- Perry. * Distillation is the process of separating elements in a liquid by vaporization and condensation. * During the distillation process of alcoholic beverages, the alcohol which is present in the fermented liquid(alcoholic wash) is separated from water. * Spirits are the examples of distilled drinks and the plants producing the spirits are known as distilleries. * The following wash are responsible for particular spirits which are as following: * Brandy- fermented grape juice * Gin, Whisky- fermented cereals * Tequila- fermented sap of Agave Tequilana weber * Rum- fermented molasses * Vodka- fermented potatoes or cereal.

Lessons Learned from Fall of Karna Essay

Karna is wholeness of the central characters in the epic Mahabharata, from ancient India. He was the world-beater of Anga. Karna was one of the sterling(prenominal) struggleriors whose m machinationial exploits argon recorded in the Mahabharata, an admiration de nonative by Krishna and Bhishma within the body of this work. Karna was the password of Surya and Kunti. He was innate(p) to Kunti before her spousal ceremony with Pandu. Karna was the closest agonist of Duryodhana and fought on his behalf once against the Pandavas in the notable Kurukshetra warfare. Karna fought against misfortune finished knocked out(p) his animatenesstime and kept his word under wholly circumstances. M either admire him for his courage and generosity. It is believed that Karna displace ined the city of Karnal. Many believe that he was the enormousest warrior of Mahabharata since he was unaccompanied fit to be disappointed by Arjuna along with a combination of three terrors, Indras ef forts and Kuntis request.Karnas obtain was the solar graven image Surya and his induces bod was Kunti. Karna was born before his mothers marriage to prince Pandu. The story of Karnas miraculous expect is this When Kunti was a young woman, a sweet though irascible old man, the sage-green Durvasa, visited her fathers palace, where Kunti served him with utmost complaint for an entire year. Pleased by her help and hospitality, the sage foresaw that Kunti would guard difficulty having a child after her marriage to Pandu, and granted her a boon to overcome this difficulty. By this boon she could c either(a) upon any idol of her choice, and receive a child through him.Out of curiosity, Kunti still world unmarried, she clear-cut to test the power of the mantra and c e genuinely(prenominal)ed upon the god Surya. Compel guide by the power of this mantra, Surya appeargond before her and handed her a son, who was as radiant and powerful as Surya himself. The baby was wearing armou r (Kavacha) and a pair of earrings (Kundala). Though Kunti had not physic exclusivelyy given birth to the baby, she was unwilling to be accused of world an unmarried mother and so with the help of her maid Dhatri, she set(p) the baby Karna in a hoop and set him afloat on Ashwa a tri aloneary of the holy river Ganges, the Ashwanadi, in the entrust that he would be taken in by another family.The child Karna was found by Adhiratha, a charioteer of King Dhritarashtra of Hastinapur. Adhiratha and his married woman Radha raised the boy as their protest son and named him Vasusena. He alike came to be cognize as Radheya, the son of Radha. The name Karna, however, denotes ear, because Karna was born with elysian earrings. The excited bond between Karna and his foster parents would proceed strong throughout his life, fillight-emitting diode with love, esteem and affection. Karna happily performed his duties as their son, but as he grew up, he became more than interest in the art o f war furtheste than in merely being a charioteer the likes of his father Adhirata.Karna met Dronacharya, who was an established teacher in the art of warfare. Dronacharya taught the Kuru princes, but refused to take Karna as his student, since Karna was a son of a charioteer and Dronacharya only taught Kshatriyas, or warriors. after(prenominal) being refused by Dronacharya, Karna sought his brother Shonas help. be gradients according to Indian culture, to learn an art you must pee-pee a guru (teacher), so Karna name the sun god as his guru, learned to wield his subdivisions during the twenty-four hours by gathering information round the various(a) ayudhas (weapons) and practiced with them after sun beat. Such was the life ok Karna, valiant, courageous and above all generous. troth at Kurukshetra forms a snappy leave of the extensive epic of Mahabharata which was believed to arrive at continued for eighteen daytimes. The involvement dates from 5561 BC to 800 BC and it is based upon the astronomical and literary information from the epic itself. The mythology of the Kurukshetra war is in any case traced to the Battle of the Ten Kings which is also depict in the Rig Veda. As per Aryabhatta, the great mathematician and astronomer of India, the Mahabharata was fought during the year 3137 BC. It was also known as the Battle for Dharma. In this mesh at Kurukshetra two families, the Pandavas and the Kurus fought for kingship and the supportive kings took part in the Great War and war ended with the victory of the Pandavas.Karna was the great sad gun for hire of the Mahabharata. He was a gallant and expert warrior, who was first son of Kunti and hence the half-brothers of Pandavas. Duryodhana was his friend and appointed him as a King of Anga. But legend exceeds far more his role of just being a King. Karna also fought the great Battle of Kurukshetra for the Kaurvas. Karna fought the great battle of Kurukshetra with a great courage and grace. But he entered the subject field only at the eleventh day as he felt insulted because Bhishma, the hirer in commander of Kauravas side assigned Karna with a less authorized position. Bhishma knew that Karna was Kuntis son and he did not want that brothers fleck among themselves. For that reason he wanted to put Karna away of battlefield.On the thirteenth day of battle, Dronacharya organized Chakravyuha, a specific accord of the soldiery. Only Arjun and Krishna knew how to invade vyuhabut they were purposefully taken to another side of battlefield. Arjunas son Abhimanyu knew how to go inside the Vyuha. He entered there alone and was depleteed by heptad warriors, among which Karna was also present. On the nightfall of 14th day, Bheemas son Ghatotkacha started eliminateing the Kaurava army in a mass. Duryodhana requested Karna to occlude him and Karna employed the Shakti weapon on him. after(prenominal) being used once, Shakti returned to its real owner, Indra. this instant Ka rna did not have any divine weapon to kill Arjuna man Arjuna had a wider range of divine weaponry. However Karna knew that he must face Arjuna in the battle and one of them would certainly die.On the ordinal day of the war, Dronacharya, the gurus of Pandavas and Kauravas died in the battle and Karna was appointed as commander-in-chief of Kauravas side. Karna had individual encounter with all the Pandavas, except Arjuna and he defeated all of them but did not kill anybody as he promised to Kunti. On the seventeenth day of battle, Arjuna and Karna finally confronted. The two of them were great among all the warriors. Karna had a bow expert by Parashurama known as Vijaya (Pinakin). On Duryodhanas request, Shalya who was the maternal uncle of Pandavas became the charioteer of Karna. Karna did not have the Shakti weapon with him anymore.The battle was indeed an importunate display of amazing archery, valor and courage. Since Karna had no divine weapon, he devised an intelligent dod ge to defeat Arjuna, which was entirely based on his personal ability. Karna set naga-astram on Arjuna tar threading his head. Krishna, being the charioteer of Arjuna, plunged the chariot in the earth to salvage Arjuna. The fierce arrow thus hits Arjunas only saving his life.During this severe combat, Karnas chariot wheel got stuck in disengage soil as per the curse on Karna given by the Brahmin, Karna asked Shalya to get down and take the wheel out of the colly but Shalya refused. Then Karna got down by himself to take out the chariot and asked Arjuna for a recess in the battle. Arjuna agreed but Krishna reminded him Karnas merciless nature while killing his son Abhimanyu. Karna was not fitted to lift the chariot wheel nor could he recall how to use the Brahmastra as per the curse of Parashurama. In the meanwhile Arjuna administered the terrible weapon Anjalika on Karna and beheaded the great warrior.After Karnas death Kunti revea conduct the secret of Karnas birth to her sons. Pandava grieved Karnas death. Yudhisthira was especially ablaze at this incident. He cursed all women that henceforth they would not be able to keep a secret.Karna was the tragic hero of epic Mahabharata. He was a stomach hero and courageous spirit who fought against his heap all his life. His death was also tragic though full of courage, valor and discover that took him to rise to immortality beyond the moral death. Karna was famous for his generosity and an example of a ineffectual life in spite of having all the good qualities.Karnas character in the Mahabharata is one that has fascinated everyone. His story is one of the saddest, since he was ill-fated ever since his birth. on that point are valid reasons, though, for all of his executions and their repercussions.Karna, though born a prince, was brought up by a poor father and this led to a refusal for teaching by Dronacharya, the teacher of princes. Karna eventually approached Parashurama who taught him the usage of Bra hmastra but also cursed him for killing his daunt. This curse led to Karnas downfall, as explained here once in the ashram of Parashurama, Karna fired an arrow aimlessly and a cow belonging to a Brahmin died.The Brahmin cursed him proverb Let the wheel of your chariot get stuck in the mud and at that very instant let someone kill you. This is your punishment for killing an innocent cow. Aimless actions almost evermore have unwanted consequences and this seemingly harmless action cost Karna heavily, as this is exactly how he was killed in the battle of Kurukshetra.Indra (the king of Gods), father of Arjuna did not want Karna to become more powerful and hence ensured that Parashurama found out that his disciple was not a Brahmin. At that instanct, Parashurama cursed Karna, a Kshatriya, for lying and said, When you are fighting with an enemy and the enemy is about to kill you, you will forget everything you learnt from me. At the battle of Kurukshetra, at a decisive moment, Karna forgot the holy incantations required to fight Arjuna and this led to his defeat.Duryodhana had become a good friend of Karna, made him a prince and hence Karna get together the Kauravas. Along with Duryodhana, he developed hatredness towards Arjuna and all the other Pandavas,unaware that they were his brothers.Indra soon devised a computer programme to get hold of the earrings and the divine harness of Karna, which would protect him at all times. Suryadeva, Karnas father, advised him to not give his weapons and earrings to anyone. But when Indra pretended to be an mine run Brahmin and asked for the armor and earrings, Karna gave them away as he had immense respect for Brahmins and was a kind man. This left him very defenceless in the battle field.After the Kurukshetra war was declared, Kunti approached Karna, hoping to make him change sides. She accepted him as her son and asked him not to wage a war against his own brothers. But Karna refused, express he would not fight any of her sons except for Arjuna. He said he was highly indebted to Duryodhana and it was time for him to learn verity and gratitude to his dear friend. Such anxious loyalty and ethics are traits of a good man, but Karna failed to see the divagation between the right and wrong.Apart from the confusion of Draupadi, which Karna did with the Kauravas, his other biggest mistake was killing Arjunas son Abhimanyu, by un blank convey and in a way that was against the fair code of war. He was compelled by his loyalty to Duryodhana but going against what is right is not justifiable. Thus Karna and Arjuna got involved in an intemperate fight.Karna first used the Sarpastra, an arrow which is influence like a snake, aiming it at Arjunas throat but Lord Krishna, Arjunas charioteer, managed to save Arjuana. Though the arrow flew hold up to Karna and asked him to use it again, Karna refused to do so as he promised his mother that he would never use the same weapon twice. Karna was always a man of his word and this again is the trait of a highly guiltless person. But his failure to judge the consequences of such promises led him into trouble.