Lewis and Clark Journal Entries

Lewis and Clark Journal Entries Monday 25th November 1805 Today was a really nice day. We had several Indians come up to us today. Later we loaded and set out to the river. We then continued to Shallow Bay. But the waves were too high. So we couldn't cross the river. For dinner we ate dried pounded fish. Then we continued up the North Side of the river near our camp. The evening was cloudy and windy today. That we could see from our last campsite at Mount Rainer bearing. The wind was blowing too hard for us to cross the river from our campsite, but we were determined to proceed up to where the river was narrow. We set out early in the morning. We were accompanied by 7 people. We stopped for a few miles, then a few Indians left us and crossed the river through the immense high waves. We then ate at Shallow Bay. We had dried pounded fish. When we were done eating we proceeded to the North Side of the Columbia, and then we started camping again a little after sunset. Near our campsite at some distance into the river. The evening was cloudy, but the winds were really nice and we can also see Mt. Hillmans from the mouth of the river. May 25, 1804 We decided to set out early. At about two miles passed a willow tree. By the bend in the creek called Wood River. At three miles passed the mouth of another creek called La Que Ver this same course continued for a while. About two and a half miles further on one side we passed a creek called La Freneau at this point we were at least four miles away from a small French Village called La Charatt there were only five families in this village. It has been raining all night. The river rose several inches. I hope we find some islands tomorrow. We plan on passing Wood River again. We will go about two miles passed La Que Ver. At five miles passed La Free Au. At eight miles we set up camp at the mouth of a creek called Charrette above a small French Village that only has seven houses. We will settle there to hunt and trade with the Indians. While we were are here we will meet with Louis immediately. We will get situated at Sioux and he will give us some good of information and letters.

European society Essay

The eighteenth century saw a revolution sweeping Western philosophy and a simultaneous upheaval and transformation in Western social life. In this period, the west, particularly the European society and state seemed cold and heartless. The dislocations of industrialization and urbanization exposed the weaknesses of the old system and stimulated a need for more innovative political institutions adaptable to the new socio-economic conditions. This desire for change was accompanied by strong nationalist sentiments. Initial Western nationalism was lauded as a liberal form of mass political engagement and allegiance to the secular power of emerging states, consistent with popular rule. Accordingly, its birth was announced with the representation, rights, and toleration of England’s constitutional monarchy and its banner the â€Å"liberty, equality and fraternity† of the French Revolution against absolutism. Many scholars estimate the birth of the American nation from 1750-1775 (see for example, Weeks, 1994). In the late nineteenth century to the early twentieth century, social, political, and economic turmoil and instability transformed many Western countries into the world’s most chaotic amphitheater of disruption. People who thought that their cultural and political borders were violated waged a series of insurrections and rebellions. This strong feeling and desire to fight violations of inalienable natural rights came to be known as nationalism. Nationalist feelings became a decisive power in the Romantic Era. In nationalism, the individual is â€Å"the very center, the arbiter, the sovereign of the universe† (Kedourie, 1993, p.17). The political implication of this was that self-determination constituted the supreme good. Later political philosophers building upon Kantian ideas proposed that: humanity is naturally divided into nations; each nation has its peculiar character; the source of all political power is the nation; for freedom and self-realization, people must identify with a nation; loyalty to the nation-states overrides other loyalties; and the primary condition of global freedom and harmony is the strengthening of the nation-state (Smith, 1983). In the early years of the twentieth century, the striking similarity displayed by the nationalist movements throughout Southeast Asia derived from their common inspiration in Western ideology and their largely identical economic bases – the former guiding the intellectuals who lead the movements in their respective countries; the latter supplying the driving power from the masses. However, it must be pointed out that nationalist movements in this region did not have the support of more than a very small fraction of the native peoples, who for the most part are not aware that the question of autonomy even exists, and whose major concern is simply survival (Emmerson, Mills, and Thompson, 1942). In Southeast Asia, native nationalism has been the forced growth of a transplanted Western seed. In spite of the centrifugal forces of a plural society artificially bound together solely by the profit motive, nationalism has taken root among the indigenous peoples. It has penetrated most deeply among the native peoples who are united by a common language, pride of race and glorious historical traditions (Emmerson, Mills, and Thompson, 1942). Thus, â€Å"Within each group, nationalism has proved to be a cohesive force, welding people who were until its advent hardly conscious of the existence of compatriots beyond their own village, absorbing disparate religious and regional loyalties, and nationalizing such international influences as they experienced. However, from the perspectives of Southeast Asian countries as individual units, nationalism has proved a disruptive force. It has made each racial group more self-conscious, more prone to assert itself at the expense of other groups, and either tends toward a disastrous break-up of the present mosaic by some vigilant outsider playing upon this grave weakness in the body politic and social, or leads toward the forced assimilation of the weaker minorities by the most powerfully placed group. † (Emmerson, Mills, and Thompson, 1942, p. 144) The establishment of national unity through was essential ingredient in the emergence of democracy. According to Marx (2003), nationalism is an essential prerequisite to democracy, since â€Å"it establishes the boundaries of the community to which citizenship and rights are then accorded, without which democracy is impossible† (p. 31). And the birth of nationalism was related to the political baptism of the lower classes whose empowerment helped bring democracy, with both nationalism and democracy thereby relatively and impressively inclusive (Marx, 2003). While many have witnessed nationalism and democracy going together, for the past few years, nationalism has been largely considered a disruptive force on the prospects for democratization. For one, national unity gives rise to the question of the state and its boundaries, which is believed to be more fundamental than that of regime type and that can disrupt debate about appropriate political forms. Nationalism in this sense is a disruptive force because it gives rise to issues regarding religious beliefs, language, and customs. Moreover, nationalism is largely seen as being potentially disruptive to achieving democratic outcomes since it stimulates mass mobilization which frightens authoritarian rulers, causing them to suppress activities that may stop the progress of the whole process of political change. The argument that nationalism is a disruptive force is validated by the experiences of southern Europe and Latin America. The disintegration of all of the federal Communist states along republican lines adds force to this argument; however, it is not as clear-cut as this in the post-Soviet experience. According to McFaul (2002), ten years after the collapse of communism, only Estonia, Latvia, and Lithuania are democracies, while the other republics are under regimes that are either facade democracies or nondemocratic. Nationalism was also seen as a disruptive force on the eve of the First World War. It played an important role in the rivalries between superpowers: Germany vs. France (revenge for 1871), Russia, vs. Austria-Hungary (expansion into Balkans), and Germany vs. Great Britain (control of seas, arms race). Nationalism was also a disruptive force regarding the emergence of unsatisfied nationalities: Poles, Irish, Serbs, Czechs, and many others In Poland, following the 1830 uprising, conservatives began to drift away from nationalism. By the 1850s, only few on the right were interested in talking about nationalism, which came to be seen as a dangerous term signifying disruption, disorder, and even revolution (Porter, 2000). Within Poland itself many nobles may have shared the hopes of the Czartoryski circle, but since they could do little to further such a cause, they retreated to apolitical lives (Porter, 2000). Not only were the conservatives uncomfortable with the politics of the patriotic activists, but they found it difficult to speak the language of national romanticism. â€Å"They might appreciate some of the poetry of Mickiewicz or Slowacki, but they soon discovered the disruptive force of the progressive historiosophies to which the concept of the nation had been so firmly linked. † (Porter, 2000, p. 31) References Emerson, R. , Mills, L. A. , and Thompson, V. (1942). Government and Nationalism in Southeast Asia. New York: Institute of Pacific Relations. Kedourie, E. (1993). Nationalism, 4th expanded ed. Oxford: Blackwell Publishers. Marx, A. W. (2003). Faith in Nation: Exclusionary Origins of Nationalism. New York: Oxford University Press. McFaul, M. (2002). The Fourth Wave of Democracy and Dictatorship: Noncooperative Transitions in the Postcommunist World. World Politics 54(1), 212-44. Porter, B. (2000). When Nationalism Began to Hate: Imagining Modern Politics in Nineteenth Century Poland. New York: Oxford University Press. Weeks, W. E. (1994). American Nationalism, American Imperialism: An Interpretation of United States Political Economy, 1789-1861. Journal of the Early Republic, 14, 485-495.

Financial Aid Appeal Letter

This is in response to the official letter that I received from your office regarding the suspension of my financial aid. I am writing to present a request to have the privilege of receiving financial aid again. During my last semester, year, including the months leading up to my suspension for credits at Howard posed a challenging point in my academic career. With the external pressures and stress conditions faced at the time prevented me from meeting my set goals for academic progress.The long strenuous hours at work, the displacement that my Mother and sister faced by moving to Boston from Miami, then back to Miami, then later to Pittsburgh and then now back to Miami. The worries of what I was going to have to sacrifice in order to send money to my immediate family, as well as other less fortunate family members in Haiti, all took an unbearably heavy toll on me thus spilling over and effecting both my attitude and efforts placed towards my classes. It forced me to readjust and rep rioritize things causing school and my studies to be placed on the back-burner.I found myself at work, working on days I had schedule classes. I wasn’t putting forth any real effort in any of my difficult classes primarily because I was so distracted with stresses outside of school. I was sort of just going through the motions. During that moment in my life I was fatigued end exhausted with school life. I had arrived at a point where I forgot why I initially came to Howard, which was to be the first person in my immediate family to attend college and earn a quality education. I came to Howard to earn a bachelors degree and work in a field, still to this day, I’m most passionate about.Without the required financial aid, it would be difficult for me to take the amount of courses I need to take in the next academic semester. I am aware that my performance during my last attendance at Howard University does not give any reason for faith in my abilities to do better but I a m in a position to ensure that I am going to take strict steps to ensure that my academic work will be more successful in the future. I have, for one, found a better stable job, working for a great security company, which allows me the flexibility to cut back on the number of work hours ensuring that I get more time to devote to my academics.I have made myself familiar with and established a network of tutors on and off campus that I will utilize for classes that I find most difficult. I also plan on establishing and maintaining close contact with my adviser in the School of Business, Accounting department, regarding measures I can take to stay ahead of the academic demands of college. Without financial aid this will be impossible. I am a good student as my records from earlier academic performances would show you and I intend to get back on track as my education is of prime importance to me.

Designing Compensation Systems and Employee Benefits Essay

A compensation system has an important role in a company. An ideal compensation system can motivate employees to enhance their job performance. An organization can use adequate compensation to retain talented employees. Retaining talented employees is important because they help organizations grow and earn high profits. A well-constructed compensation system is the key to an organization being successful and prosperous (â€Å"Importance of Compensation,† 2007). To further elaborate on the importance of compensation, the differences amongst job analysis and job evaluation and how these practices aid in creating internally consistent job structures will be described, and details will be given on the challenges that occur when creating compensations that are both internally consistent and market competitive. Also, the fairness of merit increases based upon quartiles will be discussed, the fundamental concept of insurance and how this concept applies to health care will be discussed, and the changes in the business environment and society that may affect the importance of legally required benefits will be described. Describe the Differences Between Job Analysis and Job Evaluation and How These Practices Help Establish Internally Consistent Job Structures Job analysis and job evaluation are the key to creating internally consistent job structures. An internally consistent compensation system will define the relative worth of each job amongst all jobs in a company. Companies use a basic principle when creating internally consistent compensation systems, which is jobs that require higher abilities, more responsibilities, and more intricate job tasks should be compensated more than jobs that require lower abilities, lesser responsibilities, and fewer intricate job tasks. Internally consistent job structures recognize distinctions in job traits that allow compensation managers to set pay based upon the distinctions. Furthermore, compensation professionals create internally consistent job structures by using job analysis and job evaluation. A job analysis will reveal the duties as well as compensation factors such as skill and effort that are required to sufficiently perform the job. The results of the job analysis will be used to conduct the job evaluation. Job evaluation will create pay differentials for jobs within a company. The results of the job analysis help compensation professionals set pay rates by quantifying the main similarities and differences between jobs (Martocchio, 2011). In the end, the job evaluation will categorize jobs according to their relative worth in the company. The relative worth of a job will be determined based upon compensation factors such as skill, job duties, and working conditions. Finally, job evaluation will guarantee internal equity because the value of jobs will be determined based upon compensation factors (Williams, 2012). Describe the Challenges in Developing Compensations That are Both Internally Consistent and Market Competitive One challenge in creating compensation systems that are internally consistent and market competitive deals with flexibility. Internally consistent pay systems have the potential to decrease a company’s flexibility to react to changes in the pay practices of competitors because job analysis creates structured job descriptions and job structures. Also, job evaluation creates the relative value of jobs within an organization. Reacting to competitors may require employees to perform tasks that are not included in their job descriptions whenever competitive pressures arise. This process makes equity appraisals more difficult because the definitions of jobs become more changeable (Martocchio, 2011). Moreover, some employees may resent being required to perform tasks that are not in their job descriptions. These employees may believe that the employers are taking advantage of them because they are not being compensated for performing the extra job duties. As a result, employees could become unmotivated to help their employers compete against competitors. Another challenge in developing compensations that are both internally consistent and market competitive is the bureaucracy that results from the internally consistent compensation structures. Organizations that develop job hierarchies have a tendency to create narrowly defined jobs, which results in larger number of jobs and staffing levels. This type of structure can place heavy compensation burdens on companies. Heavy compensation burdens can reduce profits for companies, which can affect whether companies use a market lead, market match, or market lag policy for compensating employees. Organizations that use the market lead policy compensate its employees more highly than most of its competitors. Employees receive pay that is above the market pay line. Organizations that use the market match policy compensate employees based upon the market pay rates. Employees will receive pay on the market pay line. The market lead and market match policies can help companies attract and retain talented employees; thus, the companies using these policies can obtain competitive advantage in a highly competitive business environment by using its talented employees. Furthermore, organizations using the market lag policy compensate its employees less than the majority of its competitors. Employees receive pay below the market pay line (Martocchio, 2011). Furthermore, a company should not be forced to choose the market lag policy because of heavy compensation burdens that could result from bureaucracy. Some companies may use the market lag policy as a cost savings method to offset heavy compensation burdens. A market lag policy could prevent a company from attracting and retaining talented employees, which could affect the competitiveness of a company. Moreover, a company could lose customers and profits if it does not have the talented employees in place to produce goods and services than can compete with the goods and services of competitors. Two Employees Perform the Same Job and Each Received Exemplary Performance Ratings. Discuss Whether it is Fair to Give One Employee a Smaller Percentage Merit Increase Because His Pay Falls Within the 3rd Quartile But Give a Larger Percentage Merit Increase to the Other Because His Pay Falls Within the 1st Quartile and Explain Why Supervisors use the merit pay grid to designate merit increases to employees. A merit pay grid contains a pay range for a pay grade. The pay range is divided into four quartiles. Employees with the lowest salaries fall into quartile 1. The salaries increase as the quartiles increase. Employees with the highest salaries fall into quartile 4. Furthermore, the lower an employee’s salary falls within its designated pay grade the larger the percentage pay raise. For example, if two employees perform the same job and both employees receive excellent performance ratings, the employee whose pay falls in quartile 3 will receive a smaller percentage merit increase than the employee whose pay falls in quartile 1. The employee whose pay is in quartile 3 may receive a 7% merit increase for excellent job performance; whereas, the employee whose pay is in quartile 1 may receive a 12% merit increase for excellent job performance. Furthermore, using the merit pay grid may be logical but not fair. It is logical because compensation professionals decrease merit pay increase percentages as quartile ranks increase to control employees’ advancement through their pay ranges. If employees in quartile 1 and quartile 3 were to receive the same merit pay increase percentage, the salary for the employee in quartile 3 more than likely would exceed the maximum pay rate for the range quicker than would the salary for the employee in quartile 1 (Martocchio, 2011). Moreover, the merit pay grid may be viewed as unfair because employees performing the same job and displaying the same amount of effort and job performance are not receiving an equal percentage merit increase. Employees may view this procedure as an unfair work practice. Furthermore, the employees may believe that the company places more value on some employees’ job performance more so than on other employees’ job performance. Discuss the Basic Concept of Insurance and How This Concept Applies to Health Care The basic concept of insurance is to spread risks. Risk does not mean that an unfavorable incident will occur but that there is a possibility of an unfavorable incident occurring. All persons have the risk of suffering a major illness. Thus, the whole concept of insurance when relating to health care is that an individual will be able to spread his or her risk among other people so that if an unfavorable incident occurs, he or she will not be overwhelmed because of high health care costs (â€Å"Understand the Concept,† 2012). In the United States, health care is classified as a multiple payer system, which means that multiple parties are held accountable for paying the costs of health care. The multiple parties can include the government, employers, labor unions, employees, and unemployed individuals (Martocchio, 2011). Moreover, insurance allows an individual to pay a few hundred dollars a month in level premium rather than having to pay a $50,000 surgery bill once (â€Å"Understand the Concept,† 2012). Finally, health-related expenses can become costly; thus, it would be wise for individuals to have some form of insurance for health care. Health insurance covers the costs of various services that promote sound mental and physical health such as physical exams, surgical procedures, and psychotherapy. Normally employers enter into contractual relationships with insurance companies to provide employees and possibly their dependents with health care. Moreover, the insurance policy or contractual relationship will specify the amount of money insurance companies will pay for health-related services such as physical exams. Furthermore, employers pay insurance companies a negotiated amount or premium to create and sustain insurance policies (Martocchio, 2011). Health insurance premiums are costly. The average monthly health insurance premium for an employee is $309. 03. The average monthly health insurance premium for an employee and his or her family members is $708. 83. Numerous private sector companies make it mandatory that employees pay a portion of health insurance premiums because of the high costs. Employees only contributed a small percentage toward health insurance premiums in 2008. Moreover, employees with single coverage contributed around 19% and employees with family coverage contributed around 29% (Martocchio, 2011). Except For the Family and Medical Leave Act, the Remaining Legally Required Benefits Were Conceived Decades Ago. Describe the Changes in the Business Environment and Society That Might Affect the Relevance or Perhaps the Viability of Any of These Benefits There are several legally required benefits in the United States. Legally required benefits are the benefits provided by the Social Security Act, which are retirement; unemployment insurance; old-age, survivor, and disability insurance; and Medicare. Other legally required benefits are workers’ compensation insurance and family medical leave. The United States government created legally required benefits to protect individuals from calamitous incidents such as unemployment and disability. Legally required benefits try to maintain the flow of family income, promote worker safety and health, and assist families in critical situations. Furthermore, providing employees with legally required benefits can be costly to companies. Present day, companies in the United States spend an average $4,400 for each employee yearly to provide legally required benefits (Martocchio, 2011). Finally, the effect that legally required benefits have on costs and the competitiveness of businesses could affect the sustainability of legally required benefits For numerous years, there have been genuine concerns that there will be lack of funding to provide the legally required benefits, especially the social security benefits. There are continuous political debates about how to safeguard the viability of social security programs. President George W. Bush signed an executive order that established the new Presidential Commission to Strengthen Social Security. Politicians have debated the advantages and disadvantages of differing solutions to strengthen the Social Security system. The administration of George W. Bush focused on encouraging tax credits for persons who save for retirement and promoting additional savings through employer-sponsored retirement plans. Furthermore, the Democratic Party suggested enhancing the tax under the Federal Income Contributions Act to strengthen the trust fund. However, business leaders have opposed the suggestion of the Democratic Party. Business leaders, especially small business leaders are concerned that the increase in tax will lower company profits (Martocchio, 2011). Legally required benefits may hinder businesses in the short term because these benefits require sizeable employer expenditures. Employers are required to make contributions that are mandated by the Social Security Act and several state workers’ compensation laws. These mandated expenses prevent businesses from investing these funds in direct compensation programs designed to increase productivity and product or service quality (Martocchio, 2011). If the money for mandated expenses could be used for compensation programs then the company could increase its competitiveness. Furthermore, enhancing productivity, products, and services can help businesses become strong competitors against its competitors. Conclusion In conclusion, a job analysis will reveal compensation factors that will be used in the job evaluation to determine the worth of jobs. Compensations that are both internally consistent and market competitive can affect a company’s flexibility to respond to changes in the pay practices of competitors, and companies have to deal with the heavy compensation burdens as a result of bureaucracy. Usage of the merit pay grid is logical but unfair. Insurance allows employees to share the costs of health care with multiple parties. The effect that legally required benefits have on costs and the competitiveness of companies could cause companies to view the mandated benefits as burdensome. Finally, compensation will always have a vital role in the strategies of companies.

Big Mountain High School Case Study Analysis Education Essay

Big Mountain High School serves over 1450 pupils in grades 10-12. Large Mountain is the lone high school in the county, and besides the largest high school in the province. Its geographical location is known for its wilderness and beauty. Because of its location it is mostly a rural territory where many of the attending pupils commute more than 30 stat mis every twenty-four hours to have day-to-day direction. The population of the school ranges from diverse socio-economic backgrounds. As evidenced in the instance, 40 % of the pupils will travel on to go toing 4-year colleges, while 20 % of the pupils attend 2-year colleges. For pupils that are non college edge, as an excess educational option, the territory provides them with a vocational plan ( Smith A ; Louis, Winter 1999 ) . The Superintendent of the territory is Mr. Bob Carpenter a indigen of the territory. He has been the overseer for four old ages and he is described as being magnetic, a individual who makes determinations and gets things done. He is extremely respected amongst the instructors and staff because he meets straight with the instructors and listens to what they have to state. Mr. Carpenter is besides described as utilizing a bottom-up leading manner doctrine. The chief Mr. Vogel has held the place for 15 old ages. He is known as being a dedicated manager, candid and carnival to his staff. Mr. Vogel besides adopted a bottom-up leading manner doctrine. Some nevertheless, see him to be â€Å" crusty and impersonal † and even unapproachable. He makes hiring determinations, nominates the section chairs, normally communicates with instructors in short staff meetings, and maintains that disposal has full authorization over the processs and policies in the school. The sections at Big Mountain high school were given entire authorization and liberty as how they distribute the instruction assignments, how course of study and direction is designed and they besides make the determinations on budget allotments. Meetings between the principal and section caputs are non regular events, they normally meet one time every three hebdomads and the meetings are normally really short. Finally, there are the instructors. The territory ranks the highest paid among other territories in the province, supplying the territory with a big pool of extremely qualified appliers. Teachers at Big Mountain command how they teach, have small or no treatments over learning methods, the type of direction, and have small or no input in the determination doing procedure that takes topographic point in the school. Faculty is divided and with really small interdisciplinary engagement. There are several leading issues present in the instance. The major issues revolve around the ability of the leading to expeditiously take the school during a much needed alteration. In the instance of the mandated course of study alteration as required by the province, the treatments of the new course of study raised personal and pedagogical differences amongst the module. If the end of the leading is to further growing and alter the way in which the school is traveling, it would be wise for the leading to take a human resource frame attack as discussed in Bolman A ; Deal, where under the human resource frame, leaders provide and foster equal engagement in the determination devising ( Bolman A ; Deal, 2008 ) . At Big Mountain, the caputs of section have a significant sum of influence and authorization, and are perceived by the module as decision makers and determination shapers. These differences in power have led to a deficiency of interdisciplinary engagement between section caputs and module members where Hargreaves A ; Fink refer to as, traditional power blocks ( Hargreaves A ; Fink, April 2004 ) . This deficiency of interdisciplinary engagement and the misinterpretation of a collaborative leading, as become a top-down hierarchy leading, instead than a sensed bottom-up leading as expressed by the chief Mr. Vogel. It is obvious that the principal in this school will non be developing meaningful relationships with the staff. His neglect for the sentiments of the instructors during his short module meetings, along with his important leading manner resemble what Fullan ( 2001 ) describes as coercive and bossy leading. As the freshly appointed caput for the Language Arts Department, Mr. Chester non merely appointed to the commission merely those who agree with him, he besides restricted the engagement from the instructors that will be implementing the course of study. By making so, he derailed Bolman A ; Deal ‘s model attack, and the construct of the structural frame where the attempts of groups and persons are coordinated, and besides the human resource frame, where affecting others gives them a sense of belonging and ownership ( Bolman A ; Deal, 2008 ) . Even though ab initio the principal shared the determination devising with the commission, he rapidly reversed that determination and decided to do the determinations himself. However, subsequently he decided to name Chester to take the new alterations commission to implement the new course of study. One once more his rushed determination was made without the engagement and the input from the instructors, go forthing it small room to win and showing the deficiency of communicating and alliance edifice, necessary when turn toing alteration ( Kanter, Summer 1999 ) . As the overseer, Bob Carpenter was non of much aid to the principal in set uping and developing a successful civilization of committed members within the organisation. Although important and magnetic, his strong interaction accomplishments, the ability to construct relationships while run intoing with instructors and listening to their concerns when the principal was non supportive, have earned him the regard of the instructors, minimising the authorization of the principal. As the overseer, Bob failed as a function theoretical account, and a wise man to the principal. He came across as holding his ain political docket, showing the deficiency of his leading qualities. Qualities required when constructing a successful organisation. Recommendations for Improvement Inspiring leaders have the ability to turn schools about. On the other manus mediocre leaders can alter the civilization of a school and hinder the patterned advance of successful enterprises that may be ongoing within an organisation driven by its members. â€Å" A civilization of alteration consists of great celerity and nonlinearity, on one manus and every bit great potency for originative discoveries on the other. The paradox is that transmutation would non be possible without attach toing muss † ( Fullan, 2001, p. 31 ) . It is obvious that muss is in the hereafter of Big Mountain. Changes are inevitable, and a complete restructuring of the school is recommended. From the overseer, to principal, to section leaders, and to instructors, all fail to develop a collaborative and cohesive work environment. In the instance, the prostration was initiated from the top-down where is lacked sustainable leading. Hargreaves ( 2009 ) describes five obstructions that impede effectual leading and should be addressed in the restructuring procedure of Big Mountain. The obstructions impede the successful execution of the restructuring when sequence is ill planned, sequence passages are severely managed, sequence is frequently on the incorrect frequence, sequence planning fails to see the emotional facets, and in conclusion sequence is non treated as a systemic job. Sequence in leading is an of import facet when reconstituting an organisation and it is frequently overlooked, weakening the long term alterations for a successful turn-around. Large Mountain could profit of an increased stableness in leading. It was evident that neither the overseer nor the principal were wholly dedicated to the school and its vision. The overseer and the principal could hold been more proactive in edifice and set uping a common vision for the school. Constructing a systemic leading is another of import facet that should be taken into consideration. The overseer should work on developing unfastened lines of communicating with other successful schools in the territory, and develop partnerships with the other schools where information is shared, and thoughts are exchanged leting schools to assist each other and ultimately addition accomplishment. Another recommendation involves the development of a distributed leading and the creative activity of managers for the new leading. Bolman A ; Deal ( 2008 ) depict the human resource frame, where the overseer and the principal would put more accent on constructing personal relationships, and the sc hool would profit from the constitution of an unfastened and true bottom-up leading manner doctrine. Because more and more disposal is comprised of first-time leaders, giving support to new leaders will relieve the emotional emphasis associated with the place. Supplying good back uping managers will assist the new leaders with the troubles that come with the new administrative function. A concluding option is to maintain the position quo of the school. However, without alterations in leading, the instability that exists amongst the staff will stay and will go on to decline. Leadership stableness can be improved by leading sequence, and this may be accomplished by administering successful leaders across schools in the territory and developing a support web that will help overseers, principals and instructors throughout the territory. â€Å" Successful sequence is about turning and linking leading throughout a system, non merely happening the right tantrum for single leaders. † And â€Å" Permanent betterment seldom exists without leading stableness or successful sequence. Effective sequence is a strategic challenge but non an unsurmountable 1 † ( Hargreaves A ; Fink, April 2004 ) . Mentions Bolman, L. G. , A ; Deal, T. E. ( 2008 ) .Reframing organisations. San Francisco: Jossey-Bass. Fullan, M. ( 2001 ) .Leading in a civilization of alteration. San Francisco: Jossey-Bass. Hargreaves, A. ( 2009 ) . Leadership Succession and Sustainable Improvement.School Administrator, 66 ( 11 ) , 10-15. Retrieved from ERIC database. Hargreaves, A. , A ; Fink, D. ( April 2004 ) . The Seven Principles of Sustainable Leadership.Educational Leadership, 61 ( 7 ) , 8-13. Kanter, M. ( Summer 1999 ) . The Enduring Skill of Change Leaders.Leader to Leader Journal( 13 ) , 15-22. Smith, B. , A ; Louis, L. ( Winter 1999 ) . Case 2: Changes at Big Mountain High School [ Abstract ] .Journal of Cases in Educational LeadershiP, 2 ( 1 ) , 1-2. Big Mountain High School Case Study Analysis Education Essay Big Mountain High School serves over 1450 pupils in grades 10-12. Large Mountain is the lone high school in the county, and besides the largest high school in the province. Its geographical location is known for its wilderness and beauty. Because of its location it is mostly a rural territory where many of the attending pupils commute more than 30 stat mis every twenty-four hours to have day-to-day direction. The population of the school ranges from diverse socio-economic backgrounds. As evidenced in the instance, 40 % of the pupils will travel on to go toing 4-year colleges, while 20 % of the pupils attend 2-year colleges. For pupils that are non college edge, as an excess educational option, the territory provides them with a vocational plan ( Smith A ; Louis, Winter 1999 ) . The Superintendent of the territory is Mr. Bob Carpenter a indigen of the territory. He has been the overseer for four old ages and he is described as being magnetic, a individual who makes determinations and gets things done. He is extremely respected amongst the instructors and staff because he meets straight with the instructors and listens to what they have to state. Mr. Carpenter is besides described as utilizing a bottom-up leading manner doctrine. The chief Mr. Vogel has held the place for 15 old ages. He is known as being a dedicated manager, candid and carnival to his staff. Mr. Vogel besides adopted a bottom-up leading manner doctrine. Some nevertheless, see him to be â€Å" crusty and impersonal † and even unapproachable. He makes hiring determinations, nominates the section chairs, normally communicates with instructors in short staff meetings, and maintains that disposal has full authorization over the processs and policies in the school. The sections at Big Mountain high school were given entire authorization and liberty as how they distribute the instruction assignments, how course of study and direction is designed and they besides make the determinations on budget allotments. Meetings between the principal and section caputs are non regular events, they normally meet one time every three hebdomads and the meetings are normally really short. Finally, there are the instructors. The territory ranks the highest paid among other territories in the province, supplying the territory with a big pool of extremely qualified appliers. Teachers at Big Mountain command how they teach, have small or no treatments over learning methods, the type of direction, and have small or no input in the determination doing procedure that takes topographic point in the school. Faculty is divided and with really small interdisciplinary engagement. There are several leading issues present in the instance. The major issues revolve around the ability of the leading to expeditiously take the school during a much needed alteration. In the instance of the mandated course of study alteration as required by the province, the treatments of the new course of study raised personal and pedagogical differences amongst the module. If the end of the leading is to further growing and alter the way in which the school is traveling, it would be wise for the leading to take a human resource frame attack as discussed in Bolman A ; Deal, where under the human resource frame, leaders provide and foster equal engagement in the determination devising ( Bolman A ; Deal, 2008 ) . At Big Mountain, the caputs of section have a significant sum of influence and authorization, and are perceived by the module as decision makers and determination shapers. These differences in power have led to a deficiency of interdisciplinary engagement between section caputs and module members where Hargreaves A ; Fink refer to as, traditional power blocks ( Hargreaves A ; Fink, April 2004 ) . This deficiency of interdisciplinary engagement and the misinterpretation of a collaborative leading, as become a top-down hierarchy leading, instead than a sensed bottom-up leading as expressed by the chief Mr. Vogel. It is obvious that the principal in this school will non be developing meaningful relationships with the staff. His neglect for the sentiments of the instructors during his short module meetings, along with his important leading manner resemble what Fullan ( 2001 ) describes as coercive and bossy leading. As the freshly appointed caput for the Language Arts Department, Mr. Chester non merely appointed to the commission merely those who agree with him, he besides restricted the engagement from the instructors that will be implementing the course of study. By making so, he derailed Bolman A ; Deal ‘s model attack, and the construct of the structural frame where the attempts of groups and persons are coordinated, and besides the human resource frame, where affecting others gives them a sense of belonging and ownership ( Bolman A ; Deal, 2008 ) . Even though ab initio the principal shared the determination devising with the commission, he rapidly reversed that determination and decided to do the determinations himself. However, subsequently he decided to name Chester to take the new alterations commission to implement the new course of study. One once more his rushed determination was made without the engagement and the input from the instructors, go forthing it small room to win and showing the deficiency of communicating and alliance edifice, necessary when turn toing alteration ( Kanter, Summer 1999 ) . As the overseer, Bob Carpenter was non of much aid to the principal in set uping and developing a successful civilization of committed members within the organisation. Although important and magnetic, his strong interaction accomplishments, the ability to construct relationships while run intoing with instructors and listening to their concerns when the principal was non supportive, have earned him the regard of the instructors, minimising the authorization of the principal. As the overseer, Bob failed as a function theoretical account, and a wise man to the principal. He came across as holding his ain political docket, showing the deficiency of his leading qualities. Qualities required when constructing a successful organisation. Recommendations for Improvement Inspiring leaders have the ability to turn schools about. On the other manus mediocre leaders can alter the civilization of a school and hinder the patterned advance of successful enterprises that may be ongoing within an organisation driven by its members. â€Å" A civilization of alteration consists of great celerity and nonlinearity, on one manus and every bit great potency for originative discoveries on the other. The paradox is that transmutation would non be possible without attach toing muss † ( Fullan, 2001, p. 31 ) . It is obvious that muss is in the hereafter of Big Mountain. Changes are inevitable, and a complete restructuring of the school is recommended. From the overseer, to principal, to section leaders, and to instructors, all fail to develop a collaborative and cohesive work environment. In the instance, the prostration was initiated from the top-down where is lacked sustainable leading. Hargreaves ( 2009 ) describes five obstructions that impede effectual leading and should be addressed in the restructuring procedure of Big Mountain. The obstructions impede the successful execution of the restructuring when sequence is ill planned, sequence passages are severely managed, sequence is frequently on the incorrect frequence, sequence planning fails to see the emotional facets, and in conclusion sequence is non treated as a systemic job. Sequence in leading is an of import facet when reconstituting an organisation and it is frequently overlooked, weakening the long term alterations for a successful turn-around. Large Mountain could profit of an increased stableness in leading. It was evident that neither the overseer nor the principal were wholly dedicated to the school and its vision. The overseer and the principal could hold been more proactive in edifice and set uping a common vision for the school. Constructing a systemic leading is another of import facet that should be taken into consideration. The overseer should work on developing unfastened lines of communicating with other successful schools in the territory, and develop partnerships with the other schools where information is shared, and thoughts are exchanged leting schools to assist each other and ultimately addition accomplishment. Another recommendation involves the development of a distributed leading and the creative activity of managers for the new leading. Bolman A ; Deal ( 2008 ) depict the human resource frame, where the overseer and the principal would put more accent on constructing personal relationships, and the sc hool would profit from the constitution of an unfastened and true bottom-up leading manner doctrine. Because more and more disposal is comprised of first-time leaders, giving support to new leaders will relieve the emotional emphasis associated with the place. Supplying good back uping managers will assist the new leaders with the troubles that come with the new administrative function. A concluding option is to maintain the position quo of the school. However, without alterations in leading, the instability that exists amongst the staff will stay and will go on to decline. Leadership stableness can be improved by leading sequence, and this may be accomplished by administering successful leaders across schools in the territory and developing a support web that will help overseers, principals and instructors throughout the territory. â€Å" Successful sequence is about turning and linking leading throughout a system, non merely happening the right tantrum for single leaders. † And â€Å" Permanent betterment seldom exists without leading stableness or successful sequence. Effective sequence is a strategic challenge but non an unsurmountable 1 † ( Hargreaves A ; Fink, April 2004 ) . Mentions Bolman, L. G. , A ; Deal, T. E. ( 2008 ) .Reframing organisations. San Francisco: Jossey-Bass. Fullan, M. ( 2001 ) .Leading in a civilization of alteration. San Francisco: Jossey-Bass. Hargreaves, A. ( 2009 ) . Leadership Succession and Sustainable Improvement.School Administrator, 66 ( 11 ) , 10-15. Retrieved from ERIC database. Hargreaves, A. , A ; Fink, D. ( April 2004 ) . The Seven Principles of Sustainable Leadership.Educational Leadership, 61 ( 7 ) , 8-13. Kanter, M. ( Summer 1999 ) . The Enduring Skill of Change Leaders.Leader to Leader Journal( 13 ) , 15-22. Smith, B. , A ; Louis, L. ( Winter 1999 ) . Case 2: Changes at Big Mountain High School [ Abstract ] .Journal of Cases in Educational LeadershiP, 2 ( 1 ) , 1-2.

The Silk Road Project Essay Example | Topics and Well Written Essays - 2000 words

The Silk Road Project - Essay Example This terrain significantly separated China from the nations in the west. Furthermore, the terrain in the west together with the peace treaties amongst the Western Nations led to the development of the Western economies. This paper will elaborate on the historical aspects that pertain to the Silk Road. It will address the origin of the term Silk Road, and the goods and products traded along the route. It will also cover on the significant traders of the Silk Road, and the effects on the East and West. The History of the Silk Road, Naming and Fate The Central Asian sections of the trade were expanded during the reign of Han Wudi, the Emperor in 2006 BCE- 220 CE period. The emperor had sent Zhang Qian in a mission to establish political treaties with the Yeuzhi people. However, on return from a 13 year journey, Zhang Qian reported of the lucrative trade that was taking place in the Western nations (Franck 66). The Emperor on an attempt to develop peace treaties with the western nations not only led to political relationships but also economic and cultural developments. The trade led to a great civilization in Ancient Rome, China, India, Persia, Arabia and Ancient Egypt. The route was given the name due to the lucrative Chinese silk that was traded along the road. Although there were other goods traded along the route, silk was the main commodity. ... Later on, in 1877, a German researcher, Ferdinand Richthefen, named the trade route as the Great Silk Road (Foltz 50). The overland trade route was divided into the Southern and Northern Routes by passing Lop Nur and the Taklimakan Desert. The Northern route started at Chang’an, which is the present day Xi’an. This was the capital city of the ancient Chinese Kingdom. Later on, Han expanded the route to Luoyang, a town in the east of China. This route travelled northwest through the Gansu from Shaanxi Province. It split into three routes where two routes followed the mountain ranges on the south and north of the Taklamakan Desert to join at Kashgar. The other route headed south to the Tian Shan Mountains through Almaty, Turpan and Talgar (Franck 71). Figure 1: The Silk Road The route then split at the West of Kashgar with a northern route travelling through Kokand, present day eastern Uzbekistan. It then progressed to the West to cross the Karakum Desert. The Southern br anch headed towards the Alai valley toward Balkh, currently Afghanistan, and Termez, currently known as Uzbekistan (Xinru 34). The routes rejoined in the southern side before reaching Merv, which is currently known as Turkmenistan. On the other hand, the Southern route was a single route which started in China through the Karakoram. Today, this route is known as the Karakoram Highway, an international paved road that connects China to Pakistan. The route then branches westward but with southwards branches enabling the journey to be completed using the sea. This route crossed through the Northern Pakistan, across the Hindu Kush Mountains to the present day Afghanistan. The southern route then joined the northern route near Merv. From Merv, the route followed a straight route to the West

Brave mother Essay Example | Topics and Well Written Essays - 1250 words

Brave mother - Essay Example of the modern world, the role of the mother in the lives of her children has come to diminish, especially with the empowerment of women and their taking up of roles, which were previously reserved for men. The modern world has brought about plenty of challenges to motherhood, and some of these challenges tend to revolve around the fact that mothers are either working fulltime, or that they are going to college to further their education. While in previous generations the chances of couples divorcing were extremely slim, in the contemporary one, it has become commonplace, with many marriages falling apart in very short times. When this happens, it has become the norm for mothers to be given full custody of their children, which has led to the burden of the raising of children to become solely the domain of the mother. This situation has become extremely difficult especially when one considers that many mothers have to balance either work or school with the raising of their children; s omething which is becoming extremely difficult to achieve especially for those families that need an income. Today, mothers are faced with the task of not only raising their children, but also their fulfilling their obligations to their employers in order to earn an income. This raises the need for mothers to balance their work and family life. In order to achieve this, many mothers have looked for alternatives, which will not only enable them to work effectively, but also be able to spend time with their children. One of the ways that many mothers seem to be adopting is that of working from home. Many mothers have chosen to telecommute and this has ensured that they are able to spend more time at home working during the time when they would have been commuting to work. This has enabled them to get rid of work faster so that when their children come home from school, they find their mothers free to spend valuable time with them. Working mothers have also taken to using one calendar for