White Privilege in American Society Essay Example for Free

White Privilege in American Society Essay Privilege is the greatest enemy of equality. This quote from a noted Austrian novelist, Marie Von Ebner-Eschenbach, perhaps describes the harm of white privilege on American society. By its very definition privilege is a grace bestowed on one over another (Webster, 2006). In that sense, privilege is in and of itself an opposition to equality. In racial terms, if one group has been historically privileged over another, there will never be equality between the groups until a catastrophic new beginning can occur removing all trace of the bestowed privilege. Privilege is the greatest enemy of equality. This quote from a noted Austrian novelist, Marie Von Ebner-Eschenbach, perhaps describes the harm of white privilege on American society. By its very definition privilege is a grace bestowed on one over another (Webster, 2006). In that sense, privilege is in and of itself an opposition to equality. In racial terms, if one group has been historically privileged over another, there will never be equality between the groups until a catastrophic new beginning can occur removing all trace of the bestowed privilege. White American privilege is the result of a country developing around a racially charged society featuring whites on top. Since the inception of colonial America, Whites heeded themselves as the superior race. This is seen evident through the submission and elimination of the Native Americans as well as most directly in the institution of slavery. As the nation of riches began to develop, and the American Dream came into fruition, nonwhites were left out of any chance to profit. Skip ahead to present day and we see a nation that has made drastic leaps toward social equality between races, but still struggles with remnants of the past. Simply put, white privilege is the social advantage given to whites through wealth and power that nonwhites never had the opportunity to earn. Despite all of societys strides toward racial equality, how do you equalize the advantages one group has had over another? The most obvious advantage today is that of wealth. White Americans have had greater opportunity for previous generations to accumulate and pass on wealth to todays members, whereas nonwhite Americans were historically denied the opportunity to do so. Specific cases include the subjugation of a race with Native Americans, the enslavement of race as seen with Black Americans, and the fleecing of a race as seen with Japanese Americans. However, perhaps most prevalent, but certainly not obvious is the power that White Privilege bestows to White Americans. In a society being controlled by white Americans, it is natural for that society to show a bias toward whites. This bias manifests itself through legislation, opportunities and within the very fabric of society itself. However prevalent its effects might be, White Privilege seems nonexistent to those who benefit from it (McIntosh, 1989). In modern American society, as a nation that has existed with White Privilege, it is commonplace and goes by unnoticed to white Americans. Among its subtle manifestations, but arguably the most relevant, is the fact that actions committed by a white individual are attributed to that individual and very seldom to their race, whereas, actions committed by nonwhites are usually viewed as stereotypical of their race, even if those actions are in fact atypical. It is in these subtleties that the often made argument that disenfranchised white Americans do not benefit from the effects of White Privilege is proved inaccurate. The factor of wealth only gives a reason as to why white privilege exists. The fact that all but a very small percentage of wealthy Americans are white correlates to that fact that all but a very small percentage of Americans in power are white. The bias and controlling interest exerted by this white power majority is apparent through all aspects of American government. As described in The Coming White Majority a black man recalls coming to America, he quotes, We came here as Africans, but no one called us Africans. They called us Negroes (Maharidge, 1996). White Privilege is a phenomenon that cannot directly be undone. As discussed the underlying causes of White Privilege exist in the mindset and power structure of American society. Perhaps most conceivable would be to begin by diversifying the power structure of the government. However, as has been proven many times in American government, politics are won through financial support. So for this reason, we look again to wealth and must focus on equalizing the wealth of the nation. If, through these steps, we engineer a social system that has power equally distributed among races, there still remains the perceived power created by societal mindset. Unlike tangible aspects of government office and wealth, how can we conceivable attempt to change the minds of an entire society of people (Bonilla-Silva, 2006). It can be presumed that the only way to begin to undertake this task is through education. Contrary to popular belief, race cannot be ignored. Race education will help to educate both white Americans to be aware of phenomenon such as White Privilege, and to help educate nonwhite Americans in what to expect living in a society filled with White Privilege. As discussed, White Privilege is a permeating factor of American society and its effects slowly widen the riff between white and nonwhite Americans. However, although difficult, it is possible to begin to overcome the effects granted by White Privilege. Ignoring nonrealistic way such as a mass racial equalizing of wealth and power, the first step is to educate both sides of society in race relations throughout. After all, as has been coined may times, education and understanding are the end all of strife and despair. Works Cited Webster. Websters Dictionary. 2006 McIntosh, P. White Privilege: Unpacking the Invisible Knapsack. Peace and Freedom. July 1989. Maharidge, D. The Coming White Minority. Random House Inc, 1996. Bonilla-Silva, E. Racialized Social System Approach to Racism, in Gallagher, Charles. Rethinking the Color Line: Readings in Race and Ethnicity. 3rd ed. New York: McGraw-Hill, 2006.

Hrm in a globalized economy executive summary

Hrm in a globalized economy executive summary The report aims to discuss aspects of Human Resource Management in light of the ever changing business world given the globalization of businesses today. Globalization has seen changes in the way businesses work and are expected to deliver investor value. Companies started competing not just with local competitors but with organizations across continents which forced companies to relook at continuously innovating and providing a unique value to its customers to retain them. Talent Sourcing and Talent Development within an organization have become a science that identify and accept that diverse employee base form the backbone of a business and are responsible for contributing towards achievement of organizations global goals and directly impacting competitiveness and delivering that Investor value. Early in the 1800s during the times of Industrialization, the approach to managing workforce was primitive task drive approach. Historically, Henry Fords assembly lines and Studies of Frederick Taylor such as the time and motion studies thought of improving productivity by putting employees in line with mechanics. They tried to boost productivity by designing the way work is carried out. They focussed purely on productivity since productivity was what gave profits and therefore competitive edge. Workforce was put them in the same league as machines inviting organization conflict and distraction from the goal. As globalized environment changed the rules of the game, Organizations realized that employees and their talents is the single most important supply of sustainable competitive advantage. Employees are the ones that deploy scarce resources optimally. To survive and to succeed, organization need to leverage its human resource capitals talents to develop new products and services and creating value for customers. This marked change in attitude of managements saw the emergence of concept of Global Human Resource Management which characterizes implementation of personnel policies to maximize objectives of organizational integrity, employee commitment, flexibility and quality at a global level. Global Human Resource Management hence becomes very important since globalization and international operations bring with them challenges beyond a simple Human Resource Management program at a local level. Global Human Resource Management not only covers International recruitment Appropriate training and development Deployment of these resources But also goes beyond simple HRM in maintaining affable international industrial relations. With international operations, managing the employee base worldwide has its own challenges. P Morgan: There are 2 sets of variables when it comes to HRM in for an International Organization First -employee types Second Political, labour laws, culture, legal environment, economic, and practices prevailing in different countries A successful HRM model for an international organization is the successful interplay between these 2 sets. Clearly there is a need to go beyond basic HRM practices to include: More functions and activities In depth wisdom of employment law of the host country Close involvement with employees personal variables Provide for external influences Exposure to newer hurdles and risks Managing differential pay packages Managing ethnic, gender differences More liasoning activities More travel and coordination Higher management of unknown risk variables beyond the country where the headquarters are based It is imperative that Human Resources Management models are deployed in a global context to ensure success. Main Body The Concept of Globalization: While Global trade itself is not a new concept, Globalization is. Globalization can be defined as a process of trade and investment transcending political boundaries undertaken by an interaction of people, processes, entities and spurred on by advances in political systems, technology, business ethics and affecting culture, environment societies leading to cross border prosperity. International trades have been undertaken historically. Traders have traded goods and services over large distances travelling by land and sea. Eg, The silk route that connected the Western World with Central Asia China during the Middle Ages. As time progressed further, we see that cross-border trade, investment immigration boomed. Eg. Since the middle of the 20th Century to today world trade has exponentially grown by 20 times. Only in the last 5 years of the 20th Century, foreign investment currency flow went to US$ 827 billion from a meagre US$ 468 billion. This has had an impact on fiscal policies of governments that have opened up its economies in a controlled manner, both domestically as well as beyond their borders. Eg. The 1991 Financial Budget given by then Finance Minister of India, Dr. Manmohan Singh was figuratively the door to globalization for India. India hasnt looked back since in terms of its growth and prosperity. India adopted a free-market economic system. This greatly increased its own production potential and created a bouquet of opportunities for its own companies and organizations across the world for international trade and investment. Companies started growing by virtue of the geography of their businesses and operations: HRM in the face of such Globalized businesses: In such a dynamic environment today Human Resource Management in a global paradigm involves the manpower planning of staffing requirements the world over, selection of the right candidates, training development of employees for global operations. Since it is established that human resources form the backbone of any strategy, implementation of any strategy to succeed globally with Human Resource Management at its core can provide a strategic competitive edge. Human Resource function in this environment has to provide a support function to line manager by providing guidelines, searching, training, and evaluating employees. With an effective HRM function deployed, the organization would be able to leverage the knowledge, experiences and the skills of its distinctive employee bases the world over. The Increasing Diversity of the Workforce: As Globalization gains steam and becomes the norm, the employee base of multinationals has become varied and rich with nationals from all over the globe. Human Resources across companies have become homogenized, enriching the organizations with depth of knowledge about variables affective markets both within the countries as well as between them. The most successful organizations are ones which utilize this resource to the maximum. Having an experienced employee from a remote market on the team is a natural consequence towards better understanding new market dynamics and new consumer behaviour. Culture in different countries or the mode of doing business in different countries is also different Deal Focus Relationship Focus Country wise distribution: Formal Culture Informal Culture Country wise distribution: Therefore HRM today for an international organization, has to consider Differences in HR practices in the local organizations Perception of HR as a function. Attitude and actions of headquarters towards HR Resistance to change in a myriad of different situations Cultural differences in teaching and assimilating styles The Changing Nature of the Workplace: A diverse organisation will out-think and out-perform a homogeneous organisation every single time. A. Lafley, CEO Procter Gamble Global competition presents a case for Global co-operation. Today, more than ever before, employees find themselves rubbing shoulders with someone from a different culture, race and society on an everyday basis. HR departments in these multinationals have to recruit, develop and retain people who have vastly different backgrounds. This has resulted in new skills to succeed such as sensitivity and other relational aspects. This is termed as cultural intelligence. Cultural intelligence is defined as the capability to adapt effectively across different national, organizational and professional cultures (Earley, Ang and Tan, 2005). Today employees across industries are given job roles globally, taking them around the world. In this new environment employees from home country as well as the expatriate have to learn how to work with each other given that they not only think and communicate differently but also execute differently. The Human Resource Departments need to develop their cultural intelligence to manage this diversity in their companies. The departments have to allow for newer challenges in the face of international employee deployment such as Managing international assignments Employee and family adjustment Selecting the right person for a foreign assignment Culture, communication and gauge Language and communication Staffing Function in an International Organization: Staffing in an international organization goes beyond simply forecasting requirements and selection of the right candidates to fit a job description. It is also a tool to develop and promote the organizations own value system and culture. In an international scenario the following models could be deployed: An Ethnocentric staffing policy A Polycentric staffing policy or a Geocentric staffing policy ETHNOCENTRIC STAFFING POLICY: In this policy, top management positions filled by parent-country nationals. It is actually the best suited to international organizations. Advantages: If the host nation does not have qualified managers, the vacancies can easily be filled The culture of the HQ is easy to spread. Easy transfer of key skills and operating procedures Disadvantages: May result in bitterness in host country Deterrent to cultural diversity POLYCENTRIC STAFFING POLICY When this policy is deployed Host-country nationals manage subsidiaries and parent company nationals hold key headquarter positions. Multi-domestic organizations can benefit from this Advantages: Help rich cultural diversity Implementation is cost effective Easy transfer of key skills and operating procedures Disadvantages: Limits chances of host country employees getting exposure outside their own nation Possibility of gap in mission, values and work culture between HQ and host country operations GEOCENTRIC STAFFING POLICY This policy seeks best people, regardless of nationality. Transnational organizations and Global entities can benefit from this Advantages: Optimum deployment of optimum resources Employees get exposure to different cultures Creates a centralized value system Disadvantages: Local immigration policies may inhibit 100% deployment Higher costs associated with training and relocation May require complex Compensation structures to succeed. The Expatriate Dichotomy: Further when a citizen of one country works in another country, HRM needs to take care of a myriad of issues without which there is a strong chance of failure and a premature return of the employee to his home country The costs associated with failure are not low and are generally estimated at three times the expats annual salary in addition to the costs associated with relocation The issues that can crop up when expats are deployed: Immediate family may not adjust to a new environment The employee may not adjust Other personal issues Culture shock May not be able to cope up with bigger responsibilities Based on how complex the business is and strength of the HR function, it is important to deploy the ideal staffing policy. Recruitment and Selection: International Labour Market Sources Parent Country Nations (PCNs) PCNs are managers who are citizens of the Country where the MNC is headquartered. The reasons for using PCNs include The desire to provide the companys more promising managers with international experience The need to maintain and facilitate organisational coordination and control The unavailability of managerial talent in the host country The companys view of the foreign operation as short lived The host countrys multi-racial population The belief that a parent country manager is the best person for the job. Host Country Nationals (HCNs) HCNs are local managers hired by MNCS The reasons for using HCNs Familiar with the culture, language Less expensive, know the way things done, rules of local market Hiring them is good public relation Third Country Nationals (TCNs) TCNs are managers who are citizens of countries other than the one in which the MNC is headquartered or the one in which it is assigned to work by the MNC. The reason for using TCNs These people have the necessary expertise They were judged to be the best ones for the job. Selection procedure of Expatriates Use of selection test Technical Ability Cross cultural requirements Following traits are identified s predictors of expatriate success Cultural empathy Adaptability Diplomacy Language ability Positive attitude Emotional stability and maturity Family requirements Multinational requirements Management philosophy or approach The mode of operation involved The duration of assignment The amount of knowledge transfer inherent in the expatriates job in foreign operation Language skills Expatriate Success factors Willing and motivated to go overseas Technically able to do the job Adaptable Good interpersonal skills and be able to form relationship Good communication ability Supportive families Adaptability to cultural change Work experience with cultures other than ones own Previous overseas travel Knowledge of foreign language Ability to integrate with different people, cultures, and type of business organisation The ability to sense developments in the host country and accurately evaluate them The ability to solve problems within different frameworks an from different perspectives Sensitivity to subtle differences of culture, politics, religion and ethics in addition to individual differences Flexibility in managing operations on a continuous basis, despite of lack of assistance and gaps in information Globalized HRM role Two major types of adjustments that an expatriate must make when going on an overseas assignment. Anticipatory adjustment Carried on before he leaves for the assignment It is influenced by following factors predeparture training pervious experience In-country adjustment Takes place on site It is influenced by following factors Ability to maintain a positive outlook in high pressure Jobs as reflected by the role he plays in managing, authority he has to make decisions, newness of work-related challenges and the amount of role conflicts Organisation culture Non work factors toughness with he faces new cultural experience, family adjustment with new country Socialisation factor to know what is what and who is who Expatriate Training and Development Need for Training to Expatriate Cost of expatriate failure is very high To build a team of internationally oriented, committed and competent personnel Minimize personal problems such as politeness, punctuality, tactfulness, orderliness, sensitivity, reliability, tolerance and empathy Improve overall management style Pre-departure Training- Emphasises on cultural awareness and business customs of the country of posting to cope with unexpected events in a new country. Post-departure Training helps in minimising culture shock and depression that usually sets in a new country and culture. Cultural Integrator An individual who is responsible for ensuring that the operations and systems are in accordance with the local culture. He advises guides and recommends action needed to ensure this synchronisation. Even though expatriate are trained before being sent abroad, they are still not totally prepared to deal with the day-to-day cultural challenges because they lack field experience. He is responsible for handling problems between the subsidiary and host cultures. He may be from parent country or host country who has intimate knowledge of the companys culture and can view operations from both sides. He can only advice ore recommend a course of action. Management philosophy and training Ethnocentric companies will provide all training at the HQ. Polycentric companies will rely on local managers to assume responsibilities for seeing that the training function is carried our wherever appropriate. Geocentric companies organise training courses in different parts of the world, where a particular function is best carried out. Regiocentric companies organise training courses in different countries of the region. Cultural Awareness Training There are five types of pre-departure training Area studies that include environmental briefing and cultural orientation Cultural assimilators Language training Sensitivity training and Field experience To decide the rigour and level of training, following factors are important degree of interaction required in the host culture similarities between home and host cultures If interaction is low and similarities are high, then training should be on task and job related issues rather than culture related issues. If interaction is high and similarities are low, then training should be on cross cultural skill development as well as task. Preliminary visits average duration will be about one week A well planned overseas trip for candidate and spouse provides a preview to access their suitability for job, introduction to host country management, accommodation required, and schooling facilities available. Language training Types of cross cultural training Environment briefing about geography, climate, housing and schools Cultural orientation to familiarise with cultural institutions and value system of host country Cultural assimilators to provide intercultural encounters Language training Sensitivity training to develop attitudinal flexibility Field experience to make expatriate familiarise with the challenges of assignment Cultural Assimilators It is a programmed learning technique that is designed to expose members of one culture to some of the basic concepts, attitudes, role perceptions, customs and values of another culture. These assimilators are developed for one culture where the candidate is currently working and the other culture is where he is proposed to be posted. Type of assimilators The trainee read a short episode of cultural encounter and choose an interpretation of has happened and why. Critical incidents: to be identified as a critical incident, a situation must meet at least of the following conditions: An expatriate and a host interact in the situation The situation is puzzling or likely to be misinterpreted by the expatriate The situation can be accurately interpreted if sufficient knowledge about the culture is available The situation is relevant to the expatriates task or mission requirements Compensation Management Factors Influencing Compensation Programmes Compensation decisions are strategic decisions and play a key role It should be consistent with overall strategy, structure and business needs of MNC It must attract and retain the best staff It must facilitate the transfer of international employees in a cost effective manner. It should give due consideration to equity and ease at administration. It requires the knowledge of employment and taxation laws, customs, cost of living index, environment and employment practices, the knowledge of labour markets and industry norms, foreign currency fluctuations. Paying Expatriates: unique problems Discrepancies in pay between PCN, HCN and TCN The need to vary expatriate compensation depending on the life cycle of the expatriates family Compensation issues related to re-entry into the parent country organisation Approaches to Expatriates Compensation Going Rate Approach Base salary remains linked to the salary structure of the host country. Required information is obtained through compensation surveys and published information. This approach is favoured by polycentric organisation Advantage Equality with local nationals and expatriates of different nationals Simple approach Attract the nationals of PCN and TCN if location is a high-pay country Disadvantage Transfer from a developed country to a developing country Fighting for getting favourable posting and resisting low pay country postings Problems when the expatriates repatriated to the home country An export or import or franchising arrangement Company appoints an export manager who reports to chief of marketing and all operations concerning export and imports are controlled by the home office Balance Sheet Approach It links the salary of expatriates and TCNs to home country salary structure. Assumption Foreign assignees should not suffer financially due to transfer Salary package is divided into goods and services, housing, income taxes and reserve. Cultural Impact and Compensation Policy National cultural difference High power-distance the compensation system should reflect hierarchical divisions in the firm. Low power-distance the salary system should be more egalitarian and performance based. Individual cultures rewards should be given on an individual basis. Collectivist cultures they should be team based. Culture with high masculinity compensation policy focus on social benefits, quality of work life and equity. Culture with high uncertainty avoidance structured and consistent pay plans are preferred with no variable plans and discretionary allocation. Culture with low uncertainty avoidance pay should be linked to performance. Performance Management in International Organisations Performance Management and its link with other HR Processes Reward Management Human Resource Planning Training and Development Process Relationship with strategy Multinational Performance Management Whole vs part Non-comparable data Volatility of the international environment Separation by time and distance HQ-subsidiary interdependence Ethical and legal issues Market Maturity Performance Management of expatriates decisions and play a key role Setting clear goals for each unit, each department and each employee Goals must be mutually supportive and balanced for long and short term needs. Setting standard and measurement criteria for evaluating each type of goal Formal monitoring and review of progress towards these objectives Using the outcomes of the review process to reinforce desired employee behaviour through differential rewards and identifying training and development needs. Variables that Influence Performance of Expatriate Compensation Package Nature of Assignment Role Clarity Psychological Contract HQs support Environment of the Host Country Cultural Adjustment Critical Success Factors Recommendations: The Impact of Diversity and the Changing Nature of the Workplace on Human Resource Functions in Work Organizations: Given the era of Globalization, managing diversity at the workplace has become a business issue for the HR Department and no longer simply a moral, social, or legal concern. The challenge is no more creating a diverse employee demographic, but empowering one that already exists due the natural global nature of the business. Despite all the hype around Diversity and the pros of having a multicultural workplace, organizations still tend to reflect: Soft implementation of highly expensive Diversity Management Programs A poor gender ratio when it comes to higher managerial positions Poor integration of disabled people into the employee base. Senior management teams not reflecting ethnic diversity. Some critical success factors to ensuring that diversity is leveraged well by organizations include: A) Clear organization wide understanding of the business case for Diversity. The HR department along with the senior management and the line managers need to be clear about the need to be diverse and embrace new cultures and ethnic backgrounds into their folds. Going beyond corporate trainings and having blurred notions of how multi-cultural employee base would help the organization to gain competitive edge over local competition in remote markets, all levels of the organization need to clearly articulate how a diverse human resource base would help reach the organization goal and hence their own individual goals. Further they understand that a multi-cultural workforce can improve their organizations adaptiveness and change readiness. This would clearly improve the culture within the organization to recruit, develop and retain the best staff. B) Assessment of Current Situation. HR departments that are particularly successful at managing diversity routinely spend time, money and effort in gauging the ever changing composition of the workforce given geographical expansions, attrition and new recruits. They routinely assess not just numbers associated with the above dynamics but also behaviours, and culture associated with these changes. Eg. Eastman Kodak created a specialist external diversity panel to conduct an outsider review of the current situation. The Management of Eastman Kodak assessed recruitment policies to address cultural imbalances and even cultural blocks to retaining and developing a multi-demographic employee base. Without the above HR Departments would only end up paying lip service to managing diversity or spending huge amounts on expensive specialist corporate trainings on managing diversity without actually creating a basic inclusive work culture. Ergo, wasting time and effort on initiatives that are unsustainable in an environment where self assessment itself is not done. C) Managing Diversity is a top-down approach. Successful diversity management initiatives are ones that have high visibility of the senior management team. Eg. Back in mid 90ies, Lou Gerstner identified diversity as a key strategic initiative for IBM globally. He was a strong proponent of leveraging differences to address new markets. He established eight task forces representing various ethnic groups, allocating executive sponsors from his direct reporting team and insisting on specific measurable results within specified timelines personally reviewing progress on the results. Many HR departments have gone beyond simply including diversity management in their employee handbook and actually championed setting up panels and councils that include senior executives. Diversity management may require fundamental changes to the very culture of the organization and hence require stewardship by the senior executives. D) HR initiatives need to promote cultural harmony rather than address cultural imbalances. Initiatives from HR need to promote creating a multi-cultural environment. Simply having reservation seats and quotas and fancy cultural training and diversity training is not enough. HR Departments need to ensure that minorities have the same opportunities and such initiatives are an integral part of their day to day working rather than simply an extra curricular task! Ensuring objective appraisal systems, rewards and recognition and universal training and development opportunities is key to promoting an all encompassing holistic HR approach. E) Objective assessment of the Diversity management initiative and scientific assessment of programs are key. Many HR Departments have succeeded in developing measurable diversity management programs. E.g. the Hyatt Hotel Group the world over ties approximately 15% of the bonus potential to diversity goals. HR Departments that have been successful in managing diversity have translated it into a core competency used to assess the performance of management. F) Diversity Management principles are all encompassing and wholesome enough for everyone to participate. If the Diversity Management programs are only a bastion of the senior management, the entire exercise would be superficial and unsustainable. In order to result in successful recruitment, retention and development of employees in a globalized world, it is important that it is an inclusive program cascading throughout the organization. E.g. IBM created specific task forces but more importantly invited participation in the form of inputs to help these task forces in creating an inclusive culture. Managing diversity and the every changing workplace in the face of globalization is not the prerogative of the senior management alone but is to be implemented at the grass root level where managing diversity to retain and recruit top talent is a challenge in itself. These critical to success factors for managing diversity are not complicated models however they are tough to actually execute and require a motivated effort on the part of the Human Resources team and buy-in from the entire organization. Conclusion: Clearly Globalization has brought about a paradigm shift to International Trade providing it with a great boost. I feel, employees form perhaps the most critical resource base since they are

Hamlet: Contrast Plays A Major Role :: Shakespeare Hamlet Essays

Hamlet: Contrast Plays A Major Role In William Shakespeare's Hamlet, contrast plays a major role. Characters have foils, scenes and ideas contrast each other, sometimes within the same soliloquy. One such contrast occurs in Act Five, Scene One, in the graveyard. Here, the relatively light mood in the first half is offset by the grave and somber mood in the second half. The scene opens with two "clowns", who function as a sort of comic relief. This is necessary, after the tension of Ophelia's breakdown (and subsequent death), and after the ever-increasing complexities of the plot. Previously, Polonious provided some humour, but since he is dead, a new source must be found - the gravediggers. Their banter becomes the calm before the storm of the duel, and the play's resolution. There is also a juxtaposition of the clowns and the graveyard here, which further intensifies the effect. The clowns chatter about their work in a carefree manner, even going so far as to play with a riddle ( " What is he that builds stronger ... carpenter" V,1,41-42). Shakespeare even went so far as to include his puns in this grave scene (V,1,120). Hamlet himself experiences a temporary lightening of mood from listening to the gravediggers' conversation. Their carefree treatment of death singing while digging graves, not to mention tossing skulls in the air) is a parallel to Hamlet's newfound attitude. After having committed himself to his cause in Act IV, he is no longer bothered by the paradox of good and evil, and (seemingly) is untroubled by his previous misgivings. Hamlet's musings on the equality of all men in death serve as a transition into the darker second half of the scene. His contemplations on death reflect Act IV, Scene 3, when Hamlet gives voice to a humorous notion concerning " how a king may progress through the guts of a beggar " (IV,3,27-28). Hamlet expands on this idea with his thoughts on how even Alexander the Great or " Imperious Caesar " may descend to such base uses as stopping a beer barrel, or stopping " a hole to keep the wind away " (V,1,207) The entrance of Ophelia's funeral procession marks the beginning of the second half, which balances the humor of the previous portion. The graveyard now takes on its more traditional role, as a place of grief, rather than a place of drollery. Laertes's words, understandably, contain references to Hell, and also hold no particular benevolence for Hamlet. The tension of the scene is further heightened by the confrontation which

Romeo is More to Blame in Shakespeare’s Romeo and Juliet Essay

Shakespeare’s Romeo and Juliet is about two star-crossed lovers, Romeo and Juliet, forbidden to be together because of feuding families. Countless people contribute to Romeo and Juliet’s predestined fate and misadventures. This ultimately leads to Romeo and Juliet’s suicide. Who is more to blame for Romeo and Juliet’s death? Although Juliet acts rashly, Romeo is more to blame. Furthermore, Romeo starts the whole tragedy. True, Juliet acts naà ¯ve, nonetheless Romeo acts hastily by encouraging the relationship. Prior to Romeo and Juliet’s encounter, Romeo is in an infatuation with Rosaline. In Act 1.1, Romeo depicts Rosaline's beauty and says, "She is too fair, too wise, wisely too fair." Romeo’s love for Rosaline is only skin deep and faces heart break when she chooses to be celibate. Yet when Romeo sees Juliet for the first time, he forgets all about Rosaline and instantly falls for Juliet. In Act 1.5, Romeo is the first to spot Juliet and immediately feels an attraction to her. In addition, Romeo thinks Juliet is very beautiful and convinces her to kiss him without knowing each other. Then in Act 2.1, Romeo pursues Juliet and goes to her balcony and begins to profess his love for her. When Romeo is swearing that he is in love with Juliet, she stops him and says everything is happening so quickly. However, Romeo reassures Juliet and they pl an for their marriage. Moreover after knowing Juliet for less than twenty-four hours, Romeo goes to his companion Friar Lawrence and asks him to marry them. True, Juliet is the one who sets up the marriage. However, Romeo is the one who pushed the relationship too far and too soon. In Act 2.3, Friar Lawrence is in shock with the sudden change from Rosaline to Juliet and comments on the ind... ...nd grieving for Juliet. Thinking Romeo’s is defiling Juliet’s grave, Paris and Romeo begin sword fighting. Romeo is extreme with anguish and kills Paris. Consequently, Romeo poisons himself and Juliet wakes up in confusion and heartbreak. Juliet alone and in shock feels her only alternative left is to kill herself and commits suicide. In the end Romeo is responsible for five deaths, Mercutio, Tybalt, Paris, Juliet and himself. Juliet kills herself because she is under different circumstances and does what she feels is the only option left. Juliet is courageous and strong for seeking advice and not being overly sensitive. Romeo is not only weak and foolish but is responsible for the tragic death of his own and Juliet’s. Work Cited Shakespeare, William. â€Å"Romeo and Juliet.† Literature and Language. Illinois: McDougal, Littell and Company, 1992. 722-842

Fossil Fuels :: Energy Essays

Fossil Fuels Fossil fuels are created from organic material that was created millions of years ago. Petroleum, a fossil fuel gets its name from two words, "petra" meaning rock and "oleum" which means oil. Petroleum is drilled in order to search for oil. Also to determine the size of a reserve, as well as to produce oil and gas at a controlled rate. There are different ways to recover Petroleum. One of which is primary recovery. In this method, all flows are from natural pressure or simple pumping. The maximum recovery is thirty percent of the oil in the well. Secondary recovery pumps water or gas into the well to force oil out. Through this, an additional ten to twenty percent can be recovered. On March 11, 2002 we learned the difference between gasoline engines and diesel engines. Gasoline engines give low power, low efficiency, are quiet, have an easy cold start, cause less pollution, controlled emissions, and easily converted. Diesel engines give high power, high efficiency, are noisy, difficult cold start, more pollution, and it is more difficult to control emissions. There are severe environmental impacts from fossil fuel use. These impacts are found in all stages, recovery, transportation, refining,storage,and end use. During recovery of coal, the earth suffers destruction of topsoil as well as acidic run off creating orange creeks and land subsidence. Petroleum production causes on land and off shore drilling as well as gushers and accidents. During transportation accidents can occur and are pretty much routine. This causes massive pollution of the seas. Preparation or refining creates refuse and sludge from coal cleaning plants. With petroleum air and water pollution are caused. In storage, gasoline leaks in underground tanks at gas stations are a threat. During end use, pollutants from combustion occur. Also, the release of sulfur and nitrogen oxides pose a threat. On March 18,2002 we learned of measures to reduce the environmental pollution from fossil fuel use.

Biological Weapons and America’s Secret War Essay

Each and every day, everyone is exposed to germs. Despite our distaste for germs, nature has assured us that many, perhaps most of the germs we encounter are not harmful, but many are not just harmful, but deadly. Perhaps man spent most of his existence without any first hand knowledge about germs, but man almost certainly has recognized that unseen germs have undesirable effects. In ancient times, people thought that germs came from demons or the gods. In ancient history, Hypocrites acknowledged that this was not true. From ancient times to the Black Death of the fourteenth century and on to the arrival of Columbus to the New World, germs killed millions of people. During the Plague of the fourteenth century, known as the Black Death, fully one third of all Europeans are thought to have perished. Invisible at the time, germs such as bacteria were first seen when Anton Van Leeuwenhoek noticed them with the invention of the microscope. Even then, some germs are so small that they could not be seen until the electron microscope was invented in the 1930s. Although seen for the first time, no defense against them was readily available until Dr. Edward Jenner created the first vaccine in 1796. In the nineteenth century, medical professionals realized that taking precautions as simple as washing one’s hands could reduce the likelihood of being infected by germs. In 1928, Alexander Flemming discovered that penicillin kills bacteria, a discovery that might have helped the world a decade earlier when an estimated 20 million people world wide died from influenza. This staggering figure demonstrates just how deadly germs can be, and vividly drives home the dangers of germs and their potential for use in warfare. Recent events also demonstrate the cause for concern about the spread of germs and the possible dangers of widespread germ warfare. In 2003, fully two decades after the world first grew alarmed about the spread of the human immunovirus (HIV) and the dangers AIDS that result, a Chinese man living in China became ill with an unusual type of pneumonia labeled SARS (Severe Acute Respiratory Syndrome). Although initially localized to China, SARS quickly spread throughout the world in just three months, another vivid illustration of the dangers of germ warfare. Those who might use germ weapons targeted at a particular enemy are not endangering their enemy. Germs do not recognize boundaries. This is one of the central concerns the authors express in their book. Germs are bacteria, viruses, fungi and protozoa. Although the vast majority of germs are probably harmless, some can invade plants and animals and make them sick and many are deadly. However, not all are harmful and some can be beneficial. For example, some bacteria grow in our intestines and help us to incorporate nutrients in our bodies from the foods we eat. Such bacteria are not cause for concern and not the subject of the authors’ book. Rather, authors Judith Miller, Stephen Engelberg and William Broad focus on biological warfare and the deadly germs used in and/or developed for biological warfare. This book is a revealing look at the biological weapons programs that have existed in the US and Russia in the past and might exist today. In Russia, for example, the program was â€Å"Known to the Soviets as ‘the Concern,’ Biopreparat [the laboratories and plants that supposedly manufactured vaccines and other civilian pharmaceutical products] was in fact a hub of Moscow’s germ effort, a vast network of secret cities, production plants, and centers that studied and perfected germs as weapons. † (p. 135) While nuclear energy and the potential to develop and use nuclear power for military purposes was the novel weapon of the 20th century, the comparable weapon of this century may be germ bombs and the threat of germ warfare. Germs are less costly to cultivate and develop than nuclear power, easier to develop and available to anyone with adequate expertise and laboratory facilities. Unlike the millions of dollars required to develop and design nuclear weapons, biological weapons are relatively inexpensive to develop and use. Developing an efficient delivery system to use with biological weapons may be more difficult than developing or cultivating deadly germs, but the tendency of people to move among themselves and the propensity of germs to quickly spread from one individual to another make germs and germ warfare a cause for concern. Of course, protective gear is required for their development so as to avoid contamination during research or use and to protect from accidents and wastes, but developing germ weapons is relatively easy and available. What are the effects of viral infection? Despite their minute size, germs are among the most deadly things in the kingdom of living things. The authors provide an example. In their scenario, the victims contracted the virus after eating in a restaurant. â€Å"The stomach cramps began later that day†¦ Two days later,(they) started getting ill†¦ by week’s end, thirteen of †¦ twenty-eight employees were sick. And dozens (more) called to complain that they had gotten violently ill†¦. † (p. 18) Germs are or can be the cause of great illness and biological destruction and can cause death in numerous painful and undesirable ways. The spectrum of effects that can be attributed to germs ranges from very beneficial to mildly beneficial to mildly harmful and all the way to deadly. Once germs invade a body, they consume nutrients and energy and produce toxic wastes that act as poisons leading to any number of health problems. The beneficial germs are not what concern the authors. The authors’ message is that germs can be deadly and that governments have and probably still are developing germs specifically for use as weapons in military situations, and while that is of concern, the authors point out that other concerns are just as worrisome or of more concern. What if biological weapons developed by the military were to fall into the hands of terrorists? Even though the means to deliver biological weapons is difficult, in a terrorist act or even in a military situation, even an inefficient means of delivery can be sufficiently effective to be frightening and cause the rapid spread of germs. The germs can be spread by human interaction and contact. In situations of terrorism, germs can be sprayed or merely distributed by means of tiny vials. Once the spread begins, the germs can be more difficult to eradicate than they were to deliver even if only distributed in a small area. The problem then becomes how to contain the germs and prevent their spread. General focus of the book Although the authors focus on the biological weapons program in the US, they also consider other elements of concern as regards biological weapons and biological warfare. They point out that research into the development and use of biological weapons has grown despite the deadly nature of the weapons and the reality that such weapons, like the gases used during World War I, are just as deadly and harmful to those who would use the weapons as to those who are the intended victims. It may be impossible to protect victim or victimizer from the effects of biological weapons. The authors are concerned that on numerous occasions, the U. S. has considered using biological weapons despite the dangers they pose. But the U. S. is not the only culprit. Other countries have biological weapons programs and some biological weapons have been used in the past. These weapons pose a threat for the future. During the Gulf War, for example, biological weapons developed by Iraq posed a threat and they might, in fact still pose a threat. While U. S. went in search of nuclear weapons and found none, the threat of biological weapons posed just as great a danger. The authors consider and compare chemical and biological weapons and outline the relative dangers of each. Author’s view and why author feels this is important The authors make clear that everyone is playing with germs for use in warfare. During World War I, the combatants used mustard gas to kill the enemy, but they learned that a temporary shift in the wind direction could result in deaths on both sides. While it is perhaps only a value judgment that germs are worse than nuclear weapons, nobody can deny that germs might be at least as bad. If the radiation pollution and effects of nuclear weapons can last for hundreds or thousands of years, how long could the effects of a living virus last and how are we to combat them: perhaps not as long as nuclear radiation and perhaps not forever; perhaps longer and even forever. Who can predict? What is to stop them from infecting all parties? Of course, conventional warfare is not the only reason for concern as regards biological weapons. Of particular concern are terrorists. The authors of this book review the problems associated with the creation and existence of biological weapons manufactured by countries around the world. They point out that the biological weapons prepared for use in war are just as deadly and just as much of concern for their value to terrorist for use in acts of terror. Unlike nuclear weapons, both chemical and biological weapons can be easy and inconspicuously transported from one location to another by anyone. Even if the countries that have germ weapons have no intention of using them, who can prevent them from falling into the hands of terrorists. Terrorists have a death wish of sorts. Perhaps they don’t want to die, but they are willing to die for their cause, and while no one can object to a person being willing to die for a cause, not all causes are for the benefit of humankind. In the hands of terrorists who don’t care about anyone or anything but their cause, biological weapons pose an equal danger to everyone. Germs do not recognize boundaries, race, nationality or cause. Terrorists can but biological weapons just as they buy other weapons or manufacture them on their own. The authors describe biological weapons as â€Å"the poor man’s hydrogen bomb. † Often, they are simple to make in a laboratory. Sociological consequences from author’s perspective Biological weapons are more than merely a military concern. They are a sociological concern and a concern to society in general. Perhaps the only reason biological weapons might not be of as great a concern as the concern surrounding nuclear weapons is that most terrorists might not have a proper means to spread contamination by biological microbes, but even with the limited use of a biological weapon, stopping the spread of germs is complicated. Even limited use of such weapons can cause widespread contamination, especially during the initial period before anyone becomes aware that a biological weapon has been used and action can be taken to stop the spread of the microbes. Once released, stopping the subsequent spread of the biological germs is both a medical and a sociological problem. Sociology involves how people interact with people, and the widespread use of biological weapons would dramatically alter and restrict human interactions. Typical human interactions from one day to the next, from one moment to the next dictate that germs will spread quickly and rapidly become a global concern as was demonstrated with the SARS outbreak in 2003. Weaknesses and strengths of the book Perhaps the book’s greatest weakness is adequately addressing what can be done to prevent the further development and spread of such weapons. How can we prevent similar situations in other countries? Even if we could persuade the U. S. and Russia to abandon research and development of biological weapons, what can be done to prevent the spread and use of such weapons throughout smaller countries of the developing world? The authors do not pose viable solutions for that problem and, sadly, there may be none. Signing treaties may alleviate fear, but treaties signed in public are broken in secret. No one realizes they have been broken until it is too late. That, perhaps, is among the greatest concerns connected with this issue. While the book is well written and adequately considers a number of important issues, the question as to how to prevent biological weapons from spreading is not adequately considered, perhaps because, in my view, openly signing treaties is no guarantee that anyone will adhere to what has been signed. That, therefore, is a concern, at least my concern. Yes, Americans could put pressure on U. S. politicians to stop research in and development of germ weapons and germ warfare, but that wouldn’t necessary stop such research among terrorists. How can we really prevent germ weapons from falling into the hands of rogue countries and terrorists? The book addresses the issue, but no viable solutions are presented. Another concern, perhaps a major one, is the manner in which the authors pose or form their conclusions. For example, they ask, â€Å"Is the threat of germ weapons real or exaggerated? Our answer is both. † This leaves the reader wondering what to conclude, or at the least leads the reader to wonder what message the authors are trying to relay. Fortunately, this book is not designed to be an alarmist book, but rather to point out the threat currently posed by biological weapons and what can be done to minimize their impact in the event of a biological attack. Author’s biases Of course, everyone has a bias and slant on everything. The authors slant their work on the dangers of germ weapons and ignore the benefits. Considering the true dangers, one might ask, â€Å"Do germ weapons present any benefits in the long run? † Certainly, no rational person could blame the authors for ignoring the assumed benefits of germ warfare. For example, is it possible that just the threat that these weapons exist might serve as a deterrent to war? From my perspect, that question, although it seems logical, is foolish to the point of being ridiculous. Any weapon that is so deadly and dangerous that it cannot be used is useless because it leaves no rational options. Fail to use it and be destroyed. Use it and be destroyed. Those seem to be the options and, as you can see, they do not constitute an option at all. The final outcome is destruction. The authors explain, â€Å"Once the rod-shaped bacteria entered a victim’s body, the invaders multiplied wildly over hours and days, damaging tissues and overwhelming rival bacteria. Their main weapons were toxins and sticky hairs†¦ The toxins caused the intestines to exude waves of watery fluid. † (p. 19) By the end of the outbreak, nearly 1,000 people had been infected, medical facilities and staff had been overwhelmed and infected individuals had moved around so as to spread infection. This is how viruses act on everyone, victim and victimizer alike. They create situations that overwhelm facilities, medical professionals and staff alike. On the other hand, if situations never come to the point where such issues need be considered, then the weapons and their creation were needless in the first place. So, the bottom line is not to develop such weapons at all. They pose many serious dangers and no real advantages. Personal experiences with Germs Like most people perhaps, my personal experiences and perspective on this issue involve no more than the common colds I occasionally get. Some are worse than others, but I am well away that people, me included, tend to take colds for granted. We assume that colds are things that generally come unexpectedly, last briefly and then go away. Most people fail to realize that colds kill and most people today cannot fathom the seriousness of the global influenza epidemic of 1918. It is said that so many American men being sent to war in Europe died from influenza that the virus actually posed as great or greater threat of death than the war. My personal experiences with colds make it difficult to fathom this situation, but it also emphasizes the point that viruses kill and that even apparently simple and common viruses are of greater concern than we realize. Further research needed If further research were pursued, where should we place most of our research emphasis? Certainly, much research should be devoted to finding ways and means to cope with the effects of the viruses most likely to be used in biological warfare. Providing medical assistance after a biological attach may be useless since viruses can exert their lethal effect so quickly that many would die long before any effective treatment could be delivered. Perhaps a research focus on preventing the spread of such weapons would be of greater value although certainly treatment should not be ignored. What treatment would there be, or could there be for newly developed biological weapons? While we cannot develop treatment for deadly viruses not yet developed, perhaps we can pursue research that would head off the development of such viruses. I feel that this is impossible because you cannot head off what you cannot even vaguely predict or foresee. Even as I consider this issue, it seems the possibilities of pursuing research that would provide medical cures for biological germs not yet developed is rather preposterous. In my view, research is not the answer to any of the problems except possibly treating the victims of the potential biological weapons we already have and the germs we already know exist, but what about protecting people from newly developed germs? Ultimately, the real solution appears to be finding a way to stop the development and use of such weapons. Certainly, that might be much easier said than done, but it might mean that the most effective â€Å"medical† research is â€Å"sociological† in nature. I don’t like to view anything as being hopeless, but in this case, it seems to me that the greatest hope lays not so much in any type of research, but in finding ways for human beings to get along better. If further research were pursued, where should we place most of our research emphasis? Certainly, much research should be devoted to finding ways and means to cope with the effects of the viruses most likely to be used in biological warfare. Providing medical assistance after a biological attack may be useless since viruses become resistant to any attack. In a sense, they are perfect fighting machines. This topic is of sociological concern because it indicates how important it is to find ways to address and deal with the social situations and problems we encounter as individuals and as countries. For example, not mentioned in the book is that naive individuals might use viruses to vent grudges against other individuals. Personally, I am just as happy that this idea is not presented in the book because I would not want to give anyone foolish and dangerous ideas that would go far beyond affecting the intended victim, and perhaps that is a central message the book tries to convey as well. Germ warfare is not a strategy that assures national security but a dangerous idea that serves no valid purpose and assures danger, mayhem and widespread death. Book’s Relationship to Sociology its Value in Class Lectures. This topic has value in the class, but in my view, its value lies only in bringing the issue to our attention and allowing us to address the research and development of such weapons in America and perhaps Russia, China and the European countries. There is little we can do about terrorists or rogue countries and certainly, showing too much concern for the creation of such weapons only increases the likelihood that terrorists might be foolish enough to use them. So, the question as to the value of this topic in class is questionable. Certainly, we need to be aware of the dangers of germs and take measures to protect against them and to prevent their spread, but that is mainly a health issue and it remains a health issue whether or not viewed from the perspective of sociology or medicine. Personally, I don’t like calling undue attention to things we cannot control because it alarms people in a manner that leads to a feeling of helplessness. Summary and conclusion In conclusion, this book vividly presents the dangers and concerns that surround germ warfare. While the book focuses on the biological weapons program in the US it points out that many countries are playing with this deadly idea and that developing countries view it as a poor man’s nuclear bomb. Even so, from the author’s perspective at least, biological weapons are much worse than nuclear weapons. In my view, perhaps that is not true. While the methods (nuclear vs. biological) are different, in the final analysis, both cause great illness and (different types of) global pollution that will affect the world for decades, centuries, possibly millennia. In my personal view, I believe that surviving a biological war is more likely than surviving a nuclear war, but I find the idea of choosing between one or the other ludicrous. I feel that more people might die quickly and painfully with biological weapons than with nuclear weapons, but ultimately, I feel that the global pollution with nuclear weapons would be worse. It is a question of seeing a glass as half empty or half full. The idea that there is a difference or distinction is more or less an illusion. In the end, the only viable alternative is to completely avoid both. Choosing between the value judgment as to which is worse is a decision I would rather never take and it is also one that I wish no one else in the world had the opportunity to make. Yes, perhaps that is a naive view, but in the end, isn’t that what you would probably prefer as well. Reference Miller, Judith, Stephen Engelberg and William Broad. (2002). Germs: Biological Weapons and America’s Secret War. Simon and Schuster, New York, NY.

Identify potential weaknesses from either the Aircraft Solutions or Quality Web Design Company Essay

In this phase you will choose either Aircraft Solutions or Quality Web Design as the company you will work with. The scenarios are in Doc Sharing in the Course Project select area. You will then identify potential security weaknesses. Security weaknesses – You must choose two from the following three areas (hardware, software, and policy – excluding password policies) and identify an item that requires improved security. To define the asset or policy with sufficient detail to justify your assessment, your assessment must include: * the vulnerability associated with the asset or policy * the possible threats against the asset or policy * the likelihood that the threat will occur (risk) * the consequences to mission critical business processes should the threat occur * how the organization’s competitive edge will be affected should the threat occur To clarify an item that requires improved security, you must identify one of these items: * one hardware and one software weakness * one hardware and one policy weakness * one software and one policy weakness Other required elements include: * Cover sheet * APA-style * In-text citations and Reference section * Minimum length 3 pages, maximum length 5 pages (not counting cover sheet, diagram(s), references). Do not exceed the maximum length. Phase II: the Course Project (comprised of Phase I and II) – Recommend solutions to the potential weaknesses from either the Aircraft Solutions or Quality Web Design Company In this phase of the project you will include Part I (presumably improved as needed based upon Week 3 feedback) and then you will recommend solutions for the security weaknesses you identified in the Phase I. Definition of the solution – Hardware solutions must include vendor, major specifications with an emphasis on the security features, and location of placement with diagram. Software solutions must include vendor and major specifications, with an emphasis on security features. Policy solutions must include the complete portion of the policy that addresses the weakness identified. Any outsourced solution must include the above details and the critical elements of the service level agreement. Justification – You must address the efficacy of the solution in terms of the identified threats and vulnerabilities; the cost of the solution, including its purchase (if applicable); and its implementation, including training and maintenance. Impact on business processes – You must discuss any potential positive or negative effects of the solution on business processes and discuss the need for a trade-off between security and business requirements using quantitative rather than simply qualitative statements. Other required elements include: * Cover sheet * APA-style * In-text citations and Reference section * 5 reference minimum * Minimum length of solutions: 6 pages, maximum length 10 pages (not counting cover sheet, diagram(s), references). Do not exceed the maximum length P.S. Phase 1 is done and attached. Just need help with phase 2.