Logic Assignment Example | Topics and Well Written Essays - 1250 words

Logic - Assignment Example from The Pew Charitable Trusts and the John Templeton Foundation as part of the Pew-Templeton Global Religious Futures Project, which aims to increase peoples knowledge of religion around the world. The text given above is one of the important findings of the survey. The source of the historical data is World Religion Database. There is a scientific validity to the survey as it involved interviews with more than 25000 people belonging to 19 countries, in more than 60 languages and it reflects the people’s beliefs, attitude towards other faiths, concerns and tries to assess the social and political order. A thorough analysis with reference to religion has been made with reference to the present state of the social order. However, the analysis is lagging behind with regard to the important aspect as to how it could be useful in repairing of the social order. The analysis of traditional religious practices provides strong clues to the reasons for the present status of the social structure. Also, motives or reasons for religious extremism with reference to the region are not touched upon. â€Å"In The Wealth of Nations, Smith (1965, pp. 740- 766) argued that self-interest motivates clergy just as it does secular producers;† (Iannaccone, L.R. and Berman, E). The report states unemployment, crime and corruption as bigger problems than religious conflict, though in some countries religious conflicts are the major problem. However, the people connected to activities of religious extremism and suicide-bombers were mostly unemployed youths from poor background according to the newspaper stories. The report has not however underlined the relationship, if any, that exists between religious extremism and unemployment or poverty. Working out a common minimum rules for the society comprising of various ethnic groups, communities and religion is the precursor to reforms. Once this is achieved, the religion could be effectively sidelined to the personal domains of the

Change Insight Analysis Paper Essay Example for Free

Change Insight Analysis Paper Essay Managing change is an ideal process in organizational management and greatly helps in realization of organizational goals and objectives. In business, change insight management is analyzed by different theoretical models that are essential in business process. As a result, this paper analyzes the three basic change models theories. These are discussed as follows: The Kotter’s 8-Step Change Model, The Marvin Weisbord’s Six Model and the Linda Ackerman Anderson’s 9 Phase. The three theoretical models on change management discuss the various strategies of managing and coping with organizational change. In particular, the strengths and weakness of each model are analyzed. Further the application of each theoretical model on change management in an organizational setting is discussed. Kotters 8-Step Change Model See more: analytical writing In business change is the only constant. John Kotter, a change expert and a professor of Harvard business school and a renowned leadership and management guru. In his book, leading change, Kotter discussed the 8-Step Model to change management as follows: The first step is creation of urgency. In order for change to happen, the whole organization must be in dire need of the organizational change. Thus, the leadership and management must develop the need for change among the members of the team. In administering change in an organization, the management is expected to identify the potential threats to develop scenarios that indicate the possible projections on what can happen in future. The other step in management of change involves the formation of a powerful coalition. This is attained by convincing people that change is necessary and important. This must take strong leadership efforts and activities to implement. To achieve this, the leadership and management team must ask for emotional commitment, work with the team building in change coalition as well as evaluating the team for weak areas to enhance a good mix for of different people from different departments. The third step in the Kotter’s Model of change management involves creation of vision for change. At this point, the leadership management must determine the values that are essential for change, create a short summary and have a strategy that is applicable in attainment of the expected changes. Communication for buy in is the next  step in achieving organizational change, others step include and not limited to the following: Empowering action, creation of short term wins, do not let up and make the change stick. The Applicability of the Kotter’s 8-Step Change Model The Kotter’s change model is applied in all top-down change processes. For instance, for the projects that have been identified and decided, at the top level of the organizational management. Indeed, the United States Army used the model to prepare their soldiers at the war. The Strengths of the Kotter’s 8-Step Change Model This theoretical model on change management is characterized by the following strengths: First, it is easy to understand, it can well fit into the culture of classical hierarchies, it is well successful when all the steps are applied and exercised. Further, the model focuses on the employee buy in as it focuses on success. The Weaknesses of the Kotter’s 8-Step Change Model To start with, the model is too linear to an extent of leading to wrong assumptions. Second, it is difficult to change the directions of the model when action has already started. Third, the model can result to frustration among the employees when the initial stages of grief and the needs of individuals are not taken care of. The Marvin Weisbord’s Six-Box Model The six-box model of managing organizational change is a leadership and management framework that was developed by an American business analyst Marvin Weisbord with the main aim of assessing the organizational functioning. Its key generic framework in management of organizational change is intended for use and application in a variety of different organization. The Model has its key basis on the assumptions and techniques of the field organizational change and development. The Six-box Model constitute of the following boxes: Purpose that includes a clear definition of the business that an organizations in, structure that explains on the dimension of dividing work among employees, relationships that encompass the techniques of managing all the possible changes in relationships, rewards that constitutes of the definition on incentives and what needs to be done,  leaderships that involves selection of change managers who will help in keeping the five boxes in balance as well as the he lpful mechanisms that are applicable in coordination of the technologies that are necessary in management and leadership. The Application of Marvin Weisbord’s Six-Box Model This model is applicable in organizations where there is a need to look or consider the organizational structures and designs in a specified way. Indeed, the model is applicable in areas of change management that needs planning, rewards, incentives, and the role of support functions that include international organizations, partnerships and standards of remunerations. In addition, the model is particularly useful at times when consultation have little time that is desirable for diagnosis or when a relatively less complicated organizational map is required for quick service. The Strengths of the Marvin Weisbord’s Six-Box Model The first strength of the model is attributed to the fact that the model is the most suitable in helping the change leadership development manager to effectively visualize the organization as a whole system without using key and strange change terminologies. The other strength that is associated with the model is in its easy application. Indeed, the model is easily understandable and can be well applied by any change manager who can actively engage in change development. The Weaknesses of the Marvin Weisbord’s Six-Box Model The Marvin Weisbord’s Six-Box model has the following weaknesses. First, the model is only applicable in organizations that are constituted by the six boxes. This mean that organizations that are not characterized by the above discussed components can not effective apply the model in management of change leadership. Moreover, the model is weak because it cannot be conveniently applied to manage organizational change in organizations with complex organizational structures. Linda Ackerman Anderson and Dean Anderson 9 Phase Model on Change Leadership Roadmap Methodology This is a model of managing organizational change that is mainly rooted in the change in leadership road map. The theoretical model is sidelined in the designation  and the implementation of the major organizational transformations. The main question analyzed by the model is on the availability of a roadmap that is needed by an organization in realizing change. The first phase of the model is preparation to lead the change. Here, the organizational leadership selects the leaders that are needed to change the organization in order to attain the organizational success. This is the most important phase because it addresses the key process of the decision making in the efforts of change administration. The main purpose of this phase is to prepare the leaders to lead the change in accomplishment of six main activities. The two basic activities out of the six main activities are outlined as follows: Staffing and starting up the change efforts with the use of change expertise in leadership, determination of the case for change and the exact scope of the change and the expected outcomes. The other phases of this model include creation of commitment, organizational vision and capability, assessment of situation in determination of design requirements, plan and design the implementation of the change activities, implement the required organizational change, celebrate and integrate the new state on change management as well as learning and course correcting the change. The Application of Ackerman Anderson 9 Phase Model This model is applicable in offering the specialized change leadership development as well as transformational leadership in organizations that are consulting on change. Indeed, the founders of the model are the owners of Being First, Inc., a company that has adopted the model to guide and advice Fortune 1000 companies, non-profit organizations, government agencies, and international change consultancies that are in need of assistance in change leadership management and transformational leadership. The Strengths of the Ackerman Anderson 9 Phase Model There are several strengths that are associated with the Ackerman Anderson 9 phase model. First, the model is useful in attaining favorable tangible results that a firm is after in administration of change. This is achieved faster will little or no costs in the business or people. In addition, the model helps in building an organization change skills and capabilities. This greatly helps to consistently realize the maximum benefits realized from a  successful change. Moreover, the model is helpful in transforming the organizational culture and the people in an organization. This is essential in attainment of the desired organizational change. Furthermore, the model is evidenced by its strengths in the development of the mangers and leaders to become competent in transforming the organization to realize the needed organizational change. Most important, the model is applied in the development of internal consultants to become an expert change consultants’. Notably, the Ackerman Anderson 9 phase model of change management in ensuring all the possible change strategy development and process planning. This is because change strategy development and the process of planning are essential for complex change transformation. The Weaknesses of Ackerman Anderson 9 Phase Model Irrespective of the numerous strengths of the model, its key weaknesses cannot be underestimated. These are described as follows: First, skipping a phase in the change leadership roadmap or a key decision leads to numerous impacts that can dismantle all the established changes. Moreover, failure to customize the change process can result to discouragement on the identity of the customers in respect to the best change practices. Conclusion Change insight analysis is essential in managing organizational change. This is because of the available theoretical models that play an essential role in leadership and transformational development. The essential three models include and not limited to the following: Ackerman Anderson 9 phase model, Marvin Weisbord’s Six-Box model and the Kotter’s 8 Step Change model. All the three models are applicable in different ways and each consists of its strengths and weaknesses.

Into the Lions Mouth :: China Chinese Culture Papers

Into the Lion's Mouth It is the last Saturday in September and the Brown University lion dance team is about to perform. Eleven students sit on the floor of Leung Gallery. The nine team members walk to the front of the room, seven Chinese, two Caucasian. Each wears a shirt bearing a black and white lion design on the front and the words "Brown Lion Dance" emblazed across the back. The boys who will make up the two lions - Grant, John, Chris and Michael - wear bright yellow pants with orange and gold tassels encircling each leg, meant to mimic fur. The instrumentalists, Cisco and Larissa, wear black pants and black shoes, and Peter Quon, the teaser, sports a navy blue silk ensemble reminiscent of a rich man's pajamas. He dons a mask made of brightly lacquered peach paper mache, with pink dots for cheeks, ruby red lips and thick, black eyebrows. He will signal the lions into place for each stunt. The four boys disappear underneath the heads and tails. The team's captain Brian Fong welcomes the freshmen, but keeps his remarks brief. He can't convey this magic - this magic that keeps him and his team here, week after week, year after year - with words. Brian and the team members move into place. Cisco raises his drumsticks and brings them down hard on the drums. The cymbals crash. The performance begins. Historians trace Chinese lion dancing back to a band of roving Persians who traveled to China via the Silk Road during the T'ang Dynasty (618- 906 A.D.). They performed their Nevruz ("New Day") festival for the emperor who, like his people, had never seen a lion before. The Persians' dance pleased the emperor so much that he ordered the lion to be incorporated into the most important of Chinese festivals, the Harvest Moon and New Year's celebrations. The Chinese, however love to tell another story of how this art form came to be: the Legend of the Nien. In ancient times, a creature called the Nien roamed throughout China, devouring man and beast. News of these atrocities reached a remote mountain village and prompted its inhabitants to seek protection from the mighty lion. When the Nien finally stormed into the village, the lion intercepted him and the two beasts fought a terrible battle. The lion emerged victorious and the wounded Nien slunk away into the shadows of the forest, vowing to return in exactly one year to exact vengeance.

Factors, Symptoms and Treatment of Alzheimers Disease Essay -- Alzhei

Alzheimer Disease 1 Alzheimer Disease Introduction This research paper will examine factors, signs of symptoms, treatment, when to visit a doctor and how to care for a love one with Alzheimer disease. In the early stages of the disease, scientists have estimated that 500,000 people in their 30’s, 40’s and 50’s that have Alzheimer disease or a related dementia. Younger individuals may have problems with memory, thinking and concentration. The form of dementia is a term for the loss of memory and other intellectual abilities that interferes with their daily life. There’s serve types of dementia such as vascular dementia, mixed dementia, dementia with Lewy bodies, and frontotemporal dementia. Those individuals with a parent, brother, sister or a child with Alzheimer’s are most likely to develop the illness. A great risk increases if more than one family member has the disease. Alzheimer disease is a brain disorder that will get worse over time, and it is fatal. It destroys memory, thinking and behavior that will affect their work, and hobbies or social life. The brain has 100 billion cells (neurons). Each nerve cell communicates with many others to form networks. Nerve cells networks have special jobs. Some are involved in thinking, learning and remembering, help us to see, hear, smell and others to tell our muscles when to move. Individuals who stay socially engaged in activities that stimulate the mind and body can reduce the risk of Alzheimer’s disease or other dementia. As people get older, our brain ma... ... Changing the person’s environment to Alzheimer Disease 4 understand the cause, resolve challenges, obstacles to comfort and security. Everyone who develops behavioral symptoms should receive a thorough medical exam, especially if symptoms appear suddenly. An exam may reveal treatable conditions that are contributing to the behavior. The treatable drug can cause side effects to many people with Alzheimer’s who is taking the prescription medications for other health problems. The drug for Alzheimer’s can cause side effect or interaction between drugs that can sometimes affect the behavior. As the disease gets worse, those with Alzheimer’s have difficulty communicating about their experience.

A Summary of UN Handbook on Gender Training

In the topic, WHY GENDER MATTERS, METHOLOGY, the proper approaches to Peace Support Operations is captured clearly. Any personnel engaged in Peace Support Operations should be at home with them in order to achieve an effective result.There is a strong need for the personnel to understand the interconnecting strands that underlines the military, political, economic and social life of the community of the operations in order to improve relation with members.   Understanding that communities consist of different people with different needs and priorities will help the personnel to improve on the planning of responses thus facilitating overall achievement of mission target. In all,   an increased level of sustainable peace should be the target.Furthermore, the FOUR CASE STUDIES open up vistas on the need for enlightenment. The Iraq case study shows that in order to save life, there is the need to recognise women's roles and responsibilities in a crisis situation. Men alone could not have been assigned to distribute food items.Also the rights of the community of operations should be protected as seen in the Cambodian case study. Peacekeeping missions should avoid creating negative atmosphere in the host communities by laying down clear policies and practices based on respect for human rights. Similarly, for effective conditions for peace and stability to be created, no organisation should be overlooked. For instance, after 28 yrs of violence and ethnic conflict, Sudanese women came together to stop the violence through a peace conference which is a non-violent approach to inter-tribal conflict.This shows the fact that women's organisations are also key to establishing peace and should not be overlooked. The fourth case study throws more light on enhancing the people's ability to deal with crisis and rebuilding society. It goes further to state that women and men feel and participate in conflict differently.Their experiences have a role to play in post war era. F or instance in Colombia, many rural communities had a lot of examples wherein women were restricted to the houses, men did all the running around. The implication   is that in the case of eventual displacement to urban areas, the women survived more with their skills than men. The women turned their domestic skills into jobs.Note that during crises or wars, gender perspective must be applied to the Peace Support Operations. There is the need to understand what gender perspective does and does not involve in such Peace Support Operations. While women should not be focused on exclusively, there is need to look at the inequalities and differences between women and men. That will enable resources, which focus on women's peculiar needs, to be mapped out. Also the operation does not concern itself with treating women only as a vulnerable group.There is the need to note that any of the genders can be harmed. However, women need not be reduced to victims. Peacekeeping must consider the in equalities and differences between women and men thereby structuring resources to that effect. This will enable an easy check on overall impact of the intervention strategies.Again, the PSO should note that men and women differ in their thinking   and should not focus only on employment equity issues within organisations rather should recognises that equal opportunities for women within organisations is only one aspect of a concern for gender equality. A criticism to this is that there is no clear way of measuring the amount of attention given to women. It may be over done.In FILLING THE GAPS: A VIRTUAL DISCUSSION ON GENDER, PEACE AND SECURITY RESEARCH, ten key recommendations were made by   90 academics and research professional drawn from across various fields in Oct 2008, The dialogued for three weeks.Their recommendations bothered basically on identifying gaps in gender, peace and security research and efforts to fill up such lacunae through effective research methods and to ols. However, the group should clearly understand that there is often a wide gap between theories or research and practical life situations. While life is larger than logic, all efforts are always geared towards bridging that.There is a link between feminism, militarism and human right. It could be extrapolated from the laid out facts in the four treated topics. While every human being deserves his/her fundamental human rights and privileges, that of the women folk should not be viewed from any less spectrum at all. Military officials, who are often peacekeepers in conflict zones, should learn to uphold the human rights of member of their host communities with an eye not to look down on women in any bit.Cases have shown where women are receiving inhuman or less treatment from them.   Designed peace and reconstruction programmes must show that women are not just mere entities but participants in such communities.

LAW Surname Meaning and Origin

LAW Surname Meaning and Origin The Law surname has several possible meanings: A diminutive of the given name Laurence, from the Roman cognomen Laurentius, meaning of Laurentum, a city in ancient Italy.A surname for someone who lived near a hill,  derived from the Old English hlaw or hyll,  meaning small hill or burial mound; which became low in the south, but law in the north. Alternate Surname Spellings:  LAWE, LAWS, LAWES Surname Origin: English Where in the World Do People With the LAW  Surname Live? According to surname distribution data from Forebears, the Law surname is most prevalent in China and most dense in Hong Kong, likely a derivation of the common surname Lu,  Loh, or Luo. Within England, the Low last name is most common in Northamptonshire, where it ranks as the 72nd most common last name. It is also fairly prevalent in Essex (196th), Cambridgeshire (231st), Yorkshire (243rd) and Lancashire (249th). WorldNames PublicProfiler  indicates that within the United Kingdom, Law is most commonly found in Scotland, especially the Scottish Borders, Midlothian, South Lanarkshire, Fife and Angus. It is also fairly common throughout eastern England. Famous People Bonar Law - Prime Minister of Great Britain, 1922–23Jude Law  - British actorEvander M. Law  - Confederate  general in the American Civil WarWilliam Law  - important figure in the early history Church of Jesus Christ of Latter-day Saints Genealogy Resources Law DNA ProjectThis DNA project is open to all individuals with the Law surname and variations (including  Carlaw, Castellaw, Crinklaw, De Lauriston, Drentlaw, Emlaw, Fallaw, Lauriston, Lawand, Laware, Lawes. Lawhorne, Lawhead, Lawhon, Lawill, Lawin, Lawing, Lawley, Lawlis, Lawman, Lawnicki, Lawshe, Lawter, Lawver, MacLaw, MacLaws, McLaw, McLaws, Nicklaw, Saslaw, Shullaw, Whitelaw, Wordlaw)  interested in working collaboratively to combine genealogy research with DNA testing to sort out Law  family lines. How to Research English  AncestryLearn how to research your English family tree with this guide to genealogical records in England and Wales. Includes information on both online and offline records including birth, marriage, death, census, military and estate records. Law Family Crest - Its Not What You ThinkContrary to what you may hear, there is no such thing as a Law  family crest or coat of arms for the Law surname.  Coats of arms are granted to individuals, not families, and may rightfully be used only by the uninterrupted male line descendants of the person to whom the coat of arms was originally granted.   LAW  Family Genealogy ForumSearch this popular genealogy forum for the Law surname to find others who might be researching your ancestors, or post your own Law genealogy query. FamilySearch - LAW  GenealogyExplore over 1.4  million  historical records which mention individuals with the Law surname, as well as online Law family trees on this free website hosted by the Church of Jesus Christ of Latter-day Saints. GeneaNet - Law  RecordsGeneaNet includes archival records, family trees, and other resources for individuals with the Law  surname, with a concentration on records and families from France and other European countries. DistantCousin.com - LAW  Genealogy Family HistoryExplore free databases and genealogy links for the last name Law. The Law  Genealogy and Family Tree PageBrowse family trees and links to genealogical and historical records for individuals with the last name Law  from the website of Genealogy Today.- References: Surname Meanings Origins Cottle, Basil.  Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967. Dorward, David.  Scottish Surnames. Collins Celtic (Pocket edition), 1998. Fucilla, Joseph.  Our Italian Surnames. Genealogical Publishing Company, 2003. Hanks, Patrick and Flavia Hodges.  A Dictionary of Surnames. Oxford University Press, 1989. Hanks, Patrick.  Dictionary of American Family Names. Oxford University Press, 2003. Reaney, P.H.  A Dictionary of English Surnames. Oxford University Press, 1997. Smith, Elsdon C.  American Surnames. Genealogical Publishing Company, 1997.

International Driving Permit for Canadians

International Driving Permit for Canadians Canadian travelers who plan to drive when they are outside North America can get an International Driving Permit (IDP) before they leave Canada. The IDP is used in conjunction with your provincial drivers license. The IDP is proof that you possess a valid drivers license, issued by a competent authority, in your country of residence, and it allows you to drive in other countries without having to take another test or apply for another license. It is recognized in more than 150 countries. An IDP must be issued in the same country as your drivers license. Because the IDP has additional photo identification and provides a multilingual translation of your current drivers license, it also serves as a recognizable piece of identification even if youre not driving. The Canadian IDP is translated into ten languages: English, French, Spanish, Russian, Chinese, German, Arabic, Italian, Scandinavian and Portuguese. In What Countries is the IDP Valid? The IDP is valid in all countries that have signed the 1949 Convention on Road Traffic. Many other countries recognize it too. Its a good idea to check the Travel and Currency section of the relevant country Travel Reports published by Foreign Affairs, Trade and Development Canada. In Canada, the Canadian Automobile Association (CAA) is the only organization authorized to issue IDPs. CAA IDPs are only valid outside Canada. How Long is an IDP Valid? An International Driving Permit lasts for one year from the date it is issued. It cant be extended or renewed. A new application must be submitted if a new IDP is needed. Who is Eligible for an IDP? To be issued an International Driving Permit you must be: at least 18 years oldhave a current full Canadian provincial drivers license. Learners licenses, provisional licenses, and licenses under suspension do not qualify. How to Get an IDP in Canada The Canadian Automobile Association is the only organization that issues International Driving Permits in Canada. To apply for an International Driving Permit: print, complete and sign the IDP Application Form​attach a photocopy of the front and back of your valid Canadian provincial drivers licenseattach two signed passport photos include the fee of $25 (in the form of a bank draft, money order, or cheque in Canadian funds drawn on a Canadian financial institution payable to your local CAA Club)submit the completed application and attachments to your local CAA Club(It would be a good idea to call first and check on the exact name of the club and where to submit.)