Augusta Resource Corporation and Their Mining Video Aimed...

In 2006, a Canadian company called Augusta resource Corporation proposed an initial plan of developing a copper mine in southeast of Arizona. The controversy started after the company submitted their proposal, the opponents of this plan were mainly Arizona locals, which they believe that this copper mine will affect the local tourism and bring permanent damage to the environment. Therefore, the company Augusta Resource Corporation created this Facebook video demonstrates how this project is going to bring benefits to the locals and stimulates the overall economy while keep the environmental damage as a minimal. This video gives a comprehensive overview of how industrialization has shaped America and the benefits this mine will bring, furthermore, it emphasizes how several national organizations have supported their plan. Through the use of ethos, this video mentioned several well known organizations such as NEPA and Mined America, has evaluated their plan, in addition, the video prov ides strong and believable evidences of this mine’s advantage with official data and the use of color green, in order to convince not only the locals but also the government. The video can separate into three parts, and each part gives a different presentation of ethos, also, each part has different impacts on audiences who are watching this video. The author of this Facebook video is a Canadian base metal company called Augusta Resource Corporation; their current project is to advance theShow MoreRelatedManaging Information Technology (7th Edition)239873 Words   |  960 PagesCASE STUDY II-3 Norfolk Southern Railway: The Business Intelligence Journey CASE STUDY II-4 Mining Data to Increase State Tax Revenues in California CASE STUDY II-5 The Cliptomaniaâ„ ¢ Web Store: An E-Tailing Start-up Survival Story CASE STUDY II-6 Rock Island Chocolate Company, Inc.: Building a Social Networking Strategy CASE STUDY III-1 Managing a Systems Development Project at Consumer and Industrial Products, Inc. CASE STUDY III-2 A Make-or-Buy Decision at BaxterRead MoreProject Managment Case Studies214937 Words   |  860 PagesPROJECT MANAGEMENT CASE STUDIES, SECOND EDITION - PROJECT MANAGEMENT CASE STUDIES, SECOND EDITION HAROLD KERZNER, Ph.D. Division of Business Administration Baldwin-Wallace College Berea, Ohio John Wiley Sons, Inc. This book is printed on acid-free paper. @ Copyright O 2006 by John Wiley Sons, Inc. All rights reserved. Published by John Wiley Sons, Inc., Hoboken, New Jersey Published simultaneously in Canada No part of this publication may be reproduced, stored inRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesSingapore Taipei Tokyo Editorial Director: Sally Yagan Director of Editorial Services: Ashley Santora Acquisitions Editor: Brian Mickelson Editorial Project Manager: Sarah Holle Editorial Assistant: Ashlee Bradbury VP Director of Marketing: Patrice Lumumba Jones Senior Marketing Manager: Nikki Ayana Jones Senior Managing Editor: Judy Leale Production Project Manager: Becca Groves Senior Operations Supervisor: Arnold Vila Operations Specialist: Cathleen Petersen Senior Art Director: Janet Slowik Art

Tips on Paraphrasing - 1520 Words

Paraphrasing Within academic writing it is advised that a combination of both direct and indirect quotes (paraphrasing) are used. Often it is better to paraphrase what an author has said as opposed to using lengthy direct quotations. But what does it mean ‘to paraphrase’? According to the MacMillan English Dictionary (MacMillan, 2012:online), to paraphrase is â€Å"to express what someone else has said or written using different words, especially in order to make it shorter or clearer.† When you paraphrase another authors writing you rewrite their argument using your own words, phrasing and interpreting it in your own way. How to paraphrase †¢ change the vocabulary †¢ reorganise the structure of the argument†¦show more content†¦The nurse manager, nurse clinician, and clinical nurse specialist, as the designated experts, do not take patient assignments. The resource nurse is not only a caregiver but a resource to the other caregivers. Within the staff nurses there is also a hierarchy of seniority. Their job is to give assigned patients all their nursing care. Why this is plagiarism Notice that the writer has not only â€Å"borrowed† Chase’s material (the results of her research) with no acknowledgment, but has also largely maintained the author’s method of expression and sentence structure. The phrases in red are directly copied from the source or changed only slightly in form. Even if the student-writer had acknowledged Chase as the source of the content, the language of the passage would be considered plagiarized because no quotation marks indicate the phrases that come directly from Chase. And if quotation marks did appear around all these phrases, this paragraph would be so cluttered that it would be unreadable. 2. A Patchwork Paraphrase Chase (1995) describes how nurses in a critical care unit function in a hierarchy that places designated experts at the top and the least senior staff nurses at the bottom. The experts — the nurse manager, nurse clinician, and clinical nurse specialist — are not involved directly in patient care. The staff nurses, in contrast, are assigned to patients andShow MoreRelatedUnderstanding Plagiarism Essay1244 Words   |  5 Pagestopics that I would like to cover on the topic. What is plagiarism? Why do students plagiarize? What is the difference between intentional and unintentional plagiarism? What is the importance of citing? What is citing, direct quoting, and paraphrasing? What is common knowledge? By understanding these areas in the context of plagiarism we as students can ensure that we will not be guilty of cheating on an assignment by using words and Ideas that are not our own. Without knowing exactly whatRead MoreEssay On Plagiarism1242 Words   |  5 Pages(Colon Neville, 2007, the complete guide to referencing and avoiding plagiarism, New York, OZ Graf S.A.,1st edition) there are three main types of plagiarising. These are: Copying, presenting a mixture of their own and somebody else’s ideas and paraphrasing another individuals work without acknowledging their source. Copying is considered plagiarising when taking another authors work, that includes taking another students work. Copying is regarded as plagiarising regardless if the person got permissionRead MorePlagiarism Essay957 Words   |  4 Pagesof it to repeat. In contrast, Unintentional plagiarism is plagiarism caused by lack of knowledge and the schools failing to teach the material properly. This type of plagiarism includes poor documentation, excessive quoting and carless paraphrasing. If you put 100 students to complete a task, alarmingly a full 75 percent will unintentionally plagiarize. This is clear evidence that schools are failing to provide the necessary information. In cases like this it is unfair to punish a studentRead MoreStarting with Basic Essay1017 Words   |  5 PagesPlagiarism Checker 3. Which formatting tool does University of Phoenix offer you to create a document consistent with APA guidelines? The Riverpoint Writer 4. Which resources in the Tutorials Guides section of the Center for Writing Excellence offer tips about how to format using APA style according to the Publication Manual of the American Psychological Association (6th edition)? APA Format and Style Checklist 5. Use the following information to correctly build a reference consistent with APARead MorePlagiarism Assignment Essay example761 Words   |  4 Pagesï » ¿Plagiarism Assignment Plagiarism is presenting the words or ideas of someone else as your own, without proper acknowledgment of the source. Plagiarism ranges from copying word-for-word, to paraphrasing a passage and changing only a few words, to quoting or paraphrasing without credit. Whether you quote actual words or use ideas borrowed from any source, you must reference the source in your essay or project. Not documenting your sources is considered plagiarism and has severe consequences. InRead MoreEssay On Plagiarism1306 Words   |  6 Pagesauthorization and the representation of that authors work as ones own, as by not crediting the original author (Dictionary.com, n.d.). It is important to note that Plagiarism is not only using another’s person’s writing word for word, but also paraphrasing an idea and presenting it as your own. It can also include â€Å"inappropriate collaboration between students in a task or assignment that is later presented for assessment as individual workâ₠¬  (Sarlauskiene, Stabingis, 2014). Plagiarism is still wrongRead MoreBecoming A Business Manager : The Founder Of A Small Cosmetic Company998 Words   |  4 Pageson this journey. In the first place, I wanted to make this company as a place where everyone can be creative, build and share the same passion as I do. In that case, today I would like to share with you a few tips on how to maintain and develop our company to be bigger and popular. These tips focus on being professional in communication and learning to understand and listen. The first important process I would like to share with you is to understand formal communication in the company. I would likeRead MoreEssay on Plagiarism1301 Words   |  6 PagesSwitch plagiarism. This is when you take any information from another source and switch around a few words.(C. Barnbaum) If there is a direct quote that would be useful then the quote needs taken directly with both quotes and citations, or when paraphrasing information it needs to be cited. If neither of these is done then it is plagiarizing. (C. Barnbaum) This form of plagiarism is what I think a lot of people do because they may agree with another person’s thoughts and then want to make it in toRead MoreMapping a Business System1608 Words   |  7 PagesOrtega Kaplan University Application of Causal Loop Diagram: Reinforcing and Balancing Process There are many advantages to an organization or individual to utlize system diagrams in all aspects of business. According to the book, â€Å"The Tip of the Iceberg† by Hutchens, there are two basic processes that drive all activity in systems. They are reinforcing processes and balancing processes. (Hutchens 2001). Hutchens states that â€Å"reinforcing processes enhance change with evenRead MoreEffective Listening Essay examples1124 Words   |  5 Pagesensure that you heard the information accurately. It is important to make sure you received the message the same way the speaker intended you to. Paraphrasing is a great technique for improving your listening and problem-solving skills. 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Qualitative Research and Academy of Management †MyAssignmenthelp

Question: Discuss about the Qualitative Research and Academy of Management. Answer: Introduction: Workplace diversity describes the range of variations between the employees in the organization. Diversity entails race, ethnic group, gender, age, personality, tenure, education, organizational function, background, personality, and cognitive style (Murray and Ward 2017). Diversity entails how employees perceive themselves and how the employees perceive other stakeholders of the organization. Such perceptions greatly impact the employees interactions and even their interactions with external stakeholders. For a vast assortment of the employees to function efficiently as the organization, human resource professionals need to deal efficiently with issues including communication, change and adaptability (Wright and Kehoe 2008). Diversity shall increase substantially in coming future. Successful companies acknowledge the need for instant actions and are willing as well as ready to spend resources on the management of diversity in the workplace now. Diversity at workplace include increased adaptability, broader service range, variety of viewpoints, and more effective execution. Some of the challenges of diversity include communication, resistance to change, implementing diversity in workplace policies, and successful management of diversity in workplace (Benner and Tushman 2015). The HRM practice is poorly performed in the organization as it is based on stereotyping, superstition and discrimination against the female workers. There is a gender gap pay between men and women with the former always being given less pay. At the recruitment, only few women are shortlisted against the many men despite equal qualification and competence. Even the successful women are placed in junior positions and no managerial, leadership or senior executive positions (De-Paola and Scoppa 2015). No promotion for women or even retraining as opposed to men. Men are always viewed as more productive and receive even awards and bonuses as opposed to women counterparts. Why the HRM Practice Is Performed Such practices are anchored on the stereotypes, superstition and negative attitudes towards women in the organization. The HRM works stereotypically to classify women as those are not as much productive as men and hence only a few of them are to be recruited in junior positions. Superstition and stereotypes takes precedent making women to be viewed as those who cannot lead or manage (Bakker and Schaufeli 2008). Men are promoted occasionally because the HRM has negative attitude towards females and always want to discriminate against them. Lucrative positions including executives and management are a preserve for males as women are only viewed as those who can work under men. Males are thus given much pay in order to motivate them to be more productive (Atkinson 2013). The current HRM does not creates value to the organization. Women are underutilized despite having the required skills. Men know that they will be automatically promoted to executive positions and hence do not have incentives to work harder for the organization. Also, there is no teamwork as women feel shortchanged and have no incentive to work towards effective value creation (Christian, Garza and Slaughter 2014). The Form of diversity being examined in this report is gender. The women are being stereotypes as those who are less productive, less educated, and less skilled and hence are only being given junior clerical duties which cannot make them earn any meaningful pay. The observation indicate that there is a gender gap between males and females in the organization. Males dominate the workforce and are paid much more compared to the fellow female counterparts. The gender gap witnessed in every level of the organization is because the males labor are valued over women based on the biological determinants (Bamber, Lansbury, Wailes and Wright 2014). The women household duties are not paid for and hold limited value and lacks any value in the organization. The organization has played into the societal irrational value of the males work in labor market leading to their greater accessibility and control to positions of power (Breevaart, Bakker, Hetland, Demerouti, Olsen and Espevik 2014). The females in the organizations, therefore, remain disadvantaged in the labour market because the men are freed from domestic responsibilities. The organization does not appreciate the women reproductive roles and their responsibilities for domestic labor limit association with the highly valued resources (Schmitt, Branscombe, Postmes and Garcia 2014). The gender pay gap is a daunting challenge that women face as they try to earn their living. The causes of gender are very many including discrimination, stereotyping, variation in qualification and education, and family responsibilities. There is an urgent need to solve the issue of gender pay disparity to enable women to compete favorably with male counterparts. If this problem is not solved, women will continue to lag behind despite their increased educational qualification and experiences. Men tend to benefit at the expense of the female counterparts by having many hours of work to sell to various employers who even stereotypically prefer male to female (Diefenbach 2007). The reason given for the narrowed pay gap is the realization by women to proceed to colleges and Universities, engagement in traditionally male professions such as engineering, medicine and law that pay higher as well as increased educational qualification and experiences. Women have also devoted more time by shifting from their traditionally preferred better work-life balance jobs. It is recommended that women should continue to take up the traditionally male professions, employers to stop stereotyping, as well as males to become responsible for family matters without leaving it for female counterparts (Hendry 2012). HR Practice Discrimination against Women In the organization, women are discriminated in every corner of the organization which limits their opportunities. For example, the women are not being given better positions which would otherwise have them get better pay (Hall 2006). Also, the organization does not promote women in senior executive positions or in leadership positions which could have enabled them get better pay. The women are also discriminated against as they have no access to any management roles (Otiniano-Verissimo, Gee, Ford and Iguchi 2014). The women are also junior employees who take instructions from the senior male counterparts. Further, the women are being stereotypes as less productive and hence given less duty which only attract low pay. The women are also discriminated since they are not given any training and upskilling unlike their male counterparts and this limits women abilities to ascend to executive and leadership positions (Solon, Haider and Wooldridge 2015). Further, the women are discriminated against by being given more leave duration as compared to fellow men which limits their ability to sell more labor hours and also come back with loss memory of their work and hence cannot develop professionally. HRM needs to be adapted differently to wipe out the gender discrimination. The HRM should take the necessary steps to improve gender diversity. They need to assess the diversity in the workplace. The organization should make the assessing and evaluating its gender diversity process integral part of its management system (Gephart 2004). The HRM should have a customizable employee satisfaction survey to achieve this assessment for the organization effectively and conveniently. This will help the management team to determine challenges and barriers to diversify and present in the workplace and policies required to be included or excluded (Dipboye and Colella 2013). The HRM should then reassess to determine success of diversity in workplace plan implementation. The HRM should develop diversity in workplace plan. Selecting a survey which provides detailed reporting will be central decision. This report shall be the stepping stone of the gender diversity in workplace scheme. The scheme has to be detailed, attainable as well as measurable. The HRM must decide what alterations need to be made as well as the timeline for such a change to be obtained (Armstrong and Taylor 2014). The HRM should implement gender diversity in workplace plan. The executive and management teams must be committed. Leaders and managers in the organization must integrate diversity policies into each element of purpose and function of the organization. Attitudes toward diversity must arise at top and filter downstream. Management cooperation alongside participation is needed to establish culture that is conducive to organizational success plan (Klingner, Nalbandian and Llorens 2015.). How Adaptation Will Reduce Discrimination and Enhance Access to Opportunities The gender diversity implementation will greatly decrease discrimination and improve women access to opportunities. The HRM will appreciate women and realize that both men and women are equal. The HRM must reconsider that both men and women have equal productivity. It is totally inappropriate to embrace the stereotypes and superstition that only harbor gender segregation among women. By walking away from such stereotypes, both men and women will be recruited based on what one knows and what one can deliver. By doing this, women will be given leadership, managerial and senior executive position (Haslam, van-Knippenberg, Platow and Ellemers 2014). The women will also be promoted and upskilled for effective professional and career developments. The HRM must put stringent measures to ensure that they do not prefer either male or female when recruiting. This will ensure that many women are absorbed in the workplaces as well a given equal opportunities of taking leadership positions. In so doing, the recruitment will be fair at the point of shortlisting and subsequent placement being done merits. The female workers will get more earnings that is commensurate to their efforts and thus reduce the gender pay disparity (Cheng and Ho 2001). The organization will gain greatly from this change of attitude since the productivity of an individual increased when he is appreciated and given a task he is best talented. Thus women will feel appreciated and hence will have increased labor productivity. The employees will work as a team to achieve the goals and the objectives of the firm. The organization will benefit from increased adaptability, broader service range, variety of viewpoints and more effective and efficient execution (Basford, Offermann and Behrend 2014). This will create value creation as women and men will work at the business ability to get promoted on merits and in the process effectively executing the strategies of the company leading to higher productivity, profit and ROI. References Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers. Atkinson, J., 2013. "Manpower strategies for flexible organisations." Personnel management 16, no. 8 (1984): 28-31. Bakker, A.B. and Schaufeli, W.B., 2008. Positive organizational behavior: Engaged employees in flourishing organizations. Journal of organizational behavior, 29(2), pp.147-154. Bamber, G., Lansbury, R., Wailes, N. and Wright, C.F., (2014). Asia Pacific Journal of Human Resources. Basford, T.E., Offermann, L.R. and Behrend, T.S., 2014. Do you see what I see? Perceptions of gender microaggressions in the workplace. Psychology of Women Quarterly, 38(3), pp.340-349. Benner, M.J. and Tushman, M.L., 2015. Reflections on the 2013 Decade AwardExploitation, exploration, and process management: The productivity dilemma revisited ten years later. Academy of Management Review, 40(4), pp.497-514. Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O.K. and Espevik, R., 2014. Daily transactional and transformational leadership and daily employee engagement. Journal of occupational and organizational psychology, 87(1), pp.138-157. Cheng, E.W. and Ho, D.C., 2001. A review of transfer of training studies in the past decade. Personnel review, 30(1), pp.102-118. Christian, M.S., Garza, A.S. and Slaughter, J.E., 2014. " Work engagement: A quantitative review and test of its relations with task and contextual performance": Erratum. Personnel Psychology. De Paola, M. and Scoppa, V., 2015. Gender discrimination and evaluators gender: evidence from Italian academia. Economica, 82(325), pp.162-188. Diefenbach, T., 2007. The managerialistic ideology of organisational change management. Journal of Organizational Change Management, 20(1), pp.126-144. Dipboye, R.L. and Colella, A. eds., 2013. Discrimination at work: The psychological and organizational bases. Psychology Press. Gephart, R.P., 2004. Qualitative research and the Academy of Management Journal. Academy of Management Journal, 47(4), pp.454-462. Hall, R., 2006. Australian industrial relations in 2005-The WorkChoices revolution. Journal of Industrial Relations, 48(3), pp.291-303. Haslam, S.A., van Knippenberg, D., Platow, M.J. and Ellemers, N. eds., 2014. Social identity at work: Developing theory for organizational practice. Psychology Press. Hendry, C., 2012. Human resource management. Routledge. Klingner, D., Nalbandian, J. and Llorens, J.J., 2015. Public personnel management. Routledge. Murray, K. and Ward, K., 2017. Clicking your way through continuing professional development? Attitudes to social media use as a platform for continuing professional development (CPD) within occupational therapy. British Journal of Occupational Therapy, 80(S8), pp.75-76. Otiniano Verissimo, A.D., Gee, G.C., Ford, C.L. and Iguchi, M.Y., 2014. Racial discrimination, gender discrimination, and substance abuse among Latina/os nationwide. Cultural Diversity and Ethnic Minority Psychology, 20(1), p.43. Schmitt, M.T., Branscombe, N.R., Postmes, T. and Garcia, A., 2014. The consequences of perceived discrimination for psychological well-being: A meta-analytic review. Psychological Bulletin, 140(4), p.921. Solon, G., Haider, S.J. and Wooldridge, J.M., 2015. What are we weighting for?. Journal of Human resources, 50(2), pp.301-316. Wright, P.M. and Kehoe, R.R., 2008. Human resource practices and organizational commitment: A deeper examination. Asia Pacific Journal of Human Resources, 46(1), pp.6-20.

Nonverbal communication as an essential tool in effective lie detection

Lying is one of the most common aspects of everyday life. Nonverbal communication is essential in detecting lies. Research has shown that deception is associated with a variety of non-verbal cues. They include more gaze aversion, less smiling and more movements among others.Advertising We will write a custom essay sample on Nonverbal communication as an essential tool in effective lie detection specifically for you for only $16.05 $11/page Learn More The most common movements associated with lying are self-touches, shifting positions, movements of the trunk, arm, legs and foot movements. However, there is no a common indicator of deceptive behavior thus the knowledge of nonverbal is important as it equips one with the information on how different ages, cultures and gender employ nonverbal cues when lying. There are certain parts of one’s body that help in the detection of lies. The most expressive parts of the body are regarded as being high in â €˜information-sending capacity’ since they are easy to control and less likely to allow deception ‘leakage’. Consequently, the face is termed as one of the parts that are low in deception ‘leakage’. In conscious communication parts like the hands and legs are rarely used in conscious communication and are less controllable (Teng 4). Owing to this, they emit more deception ‘leakage’ than the face. One has to understand the relationship between body movement, as a form of nonverbal communication, and deception or rather lying. Recent studies have shown that actual deception entails a decrease in body movements. The deception behavior of highly motivated liars is associated with a decrease of foot, hand and leg movements. This is because most liars, in the course of time, have learnt the different nonverbal cues that lie-detectors associate with the phenomenon such as shaking hands and legs. To counter the belief, in the course of time m ost liars have tried to evade such nervous behavior. Most deceivers are tense therefore they try by all means to control their body movements in order to avoid giving nonverbal cues to deception. This also helps them to look credible. This takes the lie detector to the next level of unveiling the truth in the lie. According to Teng, the liar’s attempts to restrict their movements during deception in their attempt to create a more credible impression serve as a perfect cue to deception (6). The controlled behavior makes liars more rigid, suspicious and inhibited. To become an effective lie-detector, it is important to know that men and women engage in different forms of nonverbal behavior. For instance, men engage more in foot/leg movement when telling a truth than their female counterparts. Furthermore, facial expression/cues differ significantly.Advertising Looking for essay on communication strategies? Let's see if we can help you! Get your first paper with 15% OFF Learn More Males who are telling the truth are less likely to employ facial adaptors as is the case with male liars. On the other hand, women are more likely to employ facial cues when telling the truth than men. Therefore, it is fundamental to know the sex as well as the level of communication dominance of a liar to enable one to effectively identify deception cues. In conclusion, a better understanding of the nonverbal communication in lie detection is very crucial. One also needs to be gender-sensitive when detecting deceptive behavior. Since certain nonverbal behavior patterns are associated with women e.g. the absence of leg-movements during truth-telling, the anxiety that comes with lying may force women to betray deception through the use of such movements when lying. On the other hand, men are more likely to suppress these movements in moments of anxiety in an attempt to control the outwardly-perceived-signs believed to go hand-in-hand with deceptive behavior. â€Å"I f the doors of perception were cleansed, everything would appear as it is, infinite† Every person is in a strategic position of being aware of the things that are not ‘captured’ within their conscious mind. Different individuals experience different issues in their everyday life. As a result, one draws an understanding of nature or rather the world that is different from the others. This is manifested on how one reacts to his/her immediate environment as well as in the broad aspect of nature. Everyone has his/her own consciousness that they are not aware of and in the same way, there is a lot in others’ consciousness that he/she is not aware of regardless of their closeness. It is therefore important to increase our consciousness of the things that we are not aware of in our environment an aspect that helps us to have a broader understanding of the same environment. This can be done by being open to the things that have been ‘captured’ in other s’ conscious mind-the things that they are aware of and can attest to when asked to support their understanding. Due to the fact that there are different kinds of people who interact with different types of environments, everyone has a different understanding/consciousness of the world. They end up creating different and endless fields of perception. For one to know more about certain things/aspects of nature, they do not have to necessarily interact more with things in question. All they need to do is interact with other people and ask for their knowledge or rather awareness about the subject. By so doing, they end up getting new versions or views of the others which are simply endless.Advertising We will write a custom essay sample on Nonverbal communication as an essential tool in effective lie detection specifically for you for only $16.05 $11/page Learn More Generally, the quote proposes that unless one considers others people’s views or understanding of a particular object or phenomenon to be subjective, then they are things that they will never get to know about. Apparently, the knowledge that they get from enquiring from others is endless since everyone has their own view and he/she cannot exploit all the possible explanations to the issue/object in question-â€Å"everything would appear as it is, infinite.† Blake’s statement is possible. The development of perception as well as impression results from our interaction with others people in different environmental settings. Additionally, we can only form impressions from our conscious mind. That which we do not know about a person, place or even a natural phenomenon is not important in the formation of an impression since we rely on the things that we are consciously aware of in any given circumstance. Blake’s proposition is a good idea since it can change not only the way we perceive people but also how we treat them. To handle any given situation effectively, one needs to get other people’s understanding, conscious awareness, of the situation at hand. In addition, cleansing the windows of perception i.e. gaining the ability to be open-minded in getting other people’s perception is also educative. It enables one to have more knowledge enabling him/her to make informed decisions. Blake’s proposition is also important in the field of learning but this has to be taken with precaution. It requires an expert to weave people’s understanding into comprehensive information and they cannot possibly exploit all the information they acquire since it is endless. Works Cited Teng, James. â€Å"Detecting Deception through Nonverbal cues: Gender Differences.†Ã‚  Equal Opportunities International 17.2 (1998): 1-9. Print. This essay on Nonverbal communication as an essential tool in effective lie detection was written and submitted by user Julissa C. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Harley Davidson Analysis Essays - Harley-Davidson,

Harley Davidson Analysis HARLEY DAVIDSON MOTOR COMPANY As one Harley puts it, It's one thing to have people buy your products. It's another for them to tattoo your name on their bodies. Harley-Davidson is the only major US maker of motorcycles and the nation's #1 seller of heavyweight motorcycles. Harley-Davidson offers 24 models of touring and custom cycles. Harley has held the largest share of the U.S. heavyweight motorcycle market since 1986. Besides its bikes, Harley-Davidson sells a licensed line of clothing and accessories with the company name. Also, gaining attention are the Harley-Davidson Cafes, located in various cities including New York City and Las Vegas. These successful restaurants provide Harley enthusiasts with great food, souvenir merchandise and a chance to see rare biker memorabilia. This makes Harley one of the most recognizable symbols in America today. Many of Harley-Davidson owners/riders are members of the Harley Owners Group better known as H.O.G., with more than 500,000 members nationwide. Demand for Harley-Davidson motorcycles continues to rise. Other motorcycle manufacturers have tried to compete with Harley-Davidson in the heavyweight V-Twin cruiser segment; none have been able to match Harley-Davidson in terms of customer loyalty and sales. There is a waiting list to get new bikes. The dedication to its existing customers has created a loyalty that is enviable by many other companies. COMPANY HISTORY: William S. Harley and William, Walter and Arthur Davidson began the Harley Davidson Motorcycle Company in a shed in the Davidson backyard in Milwaukee, Wisconsin in 1903. That year, they built three motorcycles. In 1909 the company introduced the V-Twin engine, which is still in use to this day, a more powerful engine and topping a previously unheard of speed of 60 miles an hour. As a demand for the bikes grew, other companies were formed. By 1911, there were 150 companies in the US that built motorcycles. Police departments and the military made heavy use of the bikes. During World War I, HD Bikes were called into service and by the end of the war; the US Military used over 20,000 of them. Major achievements in design ensued, and a Harley Davidson Bike was the first motor vehicle to win a race with an average speed of over 100 miles per hour. In 1926 the teardrop style gas tank that is still used today was introduced. The Great Depression devastated the motorcycle industry. Only Harley Davidson and Indian motorcycles survived the 1930's largely due to use by police departments. Again, World War called over 90,000 motorcycles into action in the 1940's. After the war, the company expanded. The original founders died and new management took over. Indian Motorcycles closed in 1953 and left Harley Davidson the sole US manufacturer of American made motorcycles. The 50's also saw the rise of the American ?motorcycle culture?, with black leather jackets making a statement and signifying a lifestyle. In 1965 the company made its first public offering on the stock market, and in 1969 merged with AMF. At the time the company was producing 14000 cycles per year. The merger bolstered Harley's growth with financial strength of AMF. The company then moved its assembly operation to York, PA, leaving only the engine production and World headquarters in Wisconsin. Also housed in York is the Harley-Davidson Antique Motorcycle Museum. It houses a collection of more than 40 military and police bikes depicting the evolution of the motorcycle and Harley history from 1903 to the present day. The 70's saw a decline in the market. A flood of imports from Japan and quality problems created major problems for the company. In the 80's, 13 members of HD management purchased the company from AMF and brought a return to quality and implemented new management and manufacturing techniques. It accomplished this turnaround by being one of the first US companies to use Just in time inventory policies, statistical processes and employee involvement programs. In 1982, the company convinced the International Trade Commission (ITC) that the glut of imported Japanese bikes were a threat of injury. Additional Tariffs were imposed on the imports for five years. Giving the company a chance to revitalize its place in the market. It did this in just three years by retooling and streamlining its operations. In 1995 the company expanded its international

Food, College Style Essays - Meals, Types Of Restaurants, Lunch

Food, College Style Essays - Meals, Types Of Restaurants, Lunch Food, College Style Coming to this school, one of my biggest fears was what the food would be like. I knew there would be no way I could last a whole year here if the food was terrible, and my budget didn't allow eating out very often. At home when the high school cafeteria food was bad, I could always go home and get a good meal. Here, however, I couldn't just go home if the food was bad. I would just have to choke it down or starve. After I'd been here awhile, and had a couple of meals from Morrison's food service my fears were relaxed. I realized that the food wasn't that bad, and that I'd be able to make it the year without starving to death. My evaluation of Morrison's food service was based on many aspects of the whole dining experience. My judgements were not made on just one meal, but are my overall opinion of the food service since I have been here. The aspect I put the most emphasis on was the taste of the food. Without good taste in the food, the whole dining experience is ruined. The next quality that I looked at was the appearance of the food. The food should look appetizing. For example, the bread should not have any moldy spots on it, and the salad should not look like it's been left out for three days where the lettuce is brown and rotten. If the food doesn't look appetizing, this also reduces the pleasure in dining. The third aspect I judged the food service on was selection, because no matter how good the food is, if you eat the same thing long enough, it gets old. The final quality I used in judging Morrison's food service was the cleanliness of the dining area. The food overall in the tower's cafeteria is pretty good, although some meals are definitely better than others. Breakfast is probably the worst meal overall. There is very little selection of food and the food that is there is not very good. Their biscuits and gravy are very dry, their scrambled eggs are usually runny, and their hash browns taste like rubber. They usually have these three things every morning along with a few other items. However, one good thing that I like about their breakfast is that they have a waffle maker, many different types of cereal, and bagels laying out. All of these things I can fix on my own. When I do eat breakfast there, I usually stick with one of these three things. Lunch in the cafeteria is usually pretty good. The food service does a good job in giving a wide selection of food to choose from. They have pizza, pasta, hamburgers, and lunch meat everyday. All of these items are usually very good. Along with these items, they have two or three main entrees to choose from. The main entrees usually lack in taste, but every once in a while they will have something good, like pork chops and baked fish. One thing that I did notice about the food served at lunch is that it is sometimes leftover from different meals that we had earlier that week. This really isn't that bad though, because it is very hard to tell that it has been reheated. The appearance of the regular items is usually pretty good. The hamburgers lack color, but they make up for this in taste. The appearance of the main entrees vary from day to day. Sometimes they look very appetizing and other days they look as if they just mixed a whole bunch of stuff together and! put it out there. Supper is the best meal of the day. Like lunch, they have a good selection with the usual pizza, pasta, hamburgers, and lunch meat. They also have two or three main entrees, but these usually taste better than those that they have for lunch. My favorite meals for supper are when they have premium night. For premium night they serve items like steak, shrimp, ribs, and chicken fried steak. The appearance of the food at supper is usually pretty good. However, one problem that I

Democratic Governance in a real life issue Essay

Democratic Governance in a real life issue - Essay Example It is a set of principles that protect human freedom. All democracies operate on the principle of majority rule, keeping in mind the interests of the minority groups as well as individuals. Democracies are diverse, reflecting each nation's unique political, social, and cultural life. Democracies rest upon fundamental principles, not uniform practices. Democracies guard against all-powerful central governments and decentralize government to regional and local levels, understanding that local government must be as accessible and responsive to the people as possible. Democratic societies are committed to the values of tolerance, cooperation, and compromise. Democracies recognize that reaching consensus requires compromise and that it may not always be attainable. Democracy functions in the gamut of defined and undefined parameters. It also manifests itself in the form of certain parameters. A deeper understanding of these parameters would provide an insight into the functioning of a democracy. In fact from a macrocosmic perspective, democracy just cannot be restricted to the political ambit. It is a way of life and extends to one's personal as well as professional demeanor. However in order to understand its extension and application into these areas, it is mandatory to take a deeper look at what democracy entails and ensues. There are systems that serve as indicators of a democratic set up. These indicators not only shape the democratic operations but also sustain them. Equality is an innate parameter plus an indicator of a democratic set up. Equality reflects a positive connotation. Equality in its prescriptive usage has a close connection with morality and justice. When we talk about democratic equality, a natural question arises: equality in what Democratic equality cannot mean equality in everything: there are many inequalities that democracy does not deal with. There are five criteria that mark a democratic process: voting equality, effective participation, enlightened understanding, control of the agenda, and inclusion of all adult members in collective decisions. These five criteria make the democratic process fully consistent with the logic of political equality. Violating any of the five criteria not only renders the process undemocratic, but also renders it incompatible with the logic of political equality. Professor Giovanni Sartori's two-volume book, The Theory of Democracy Revisited, contains an excellent treatment on various forms of e quality and their roles in democratic thinking. Sartori thinks that "[i]nequality is 'nature'; equality is denaturalization. . . . Equality stands out, first and foremost, as a protest ideal, indeed, as the protest ideal par excellence" (Sartori, 1987, p. 337). In terms of their relationship with democracy, says Sartori, some equalities preceded democracy, while others are democratic claims. Pre-democratic equalities include equality before the law, equal and inalienable rights and equal freedom or moral equality. These equalities are more the products of Christianity, ethics, natural law and liberal ideals than of democracy. In contrast, three other equalities stand out as distinctively democratic demands. These are full political equality, social equality (as equal status and consideration regardless of class or wealth) and