Introduction to Organizational Politics Essay Example for Free

Introduction to Organizational Politics Essay This piece consists heavily of quotations from and adaptations of material from several sources (see references at the end). There still may be some unreferenced quotations because I have lost track of their genesis over many years of moving content through various notes. I dont claim originality, other than the choice and organizing of material Rex Mitchell. Pfeffer (1992, p. 30) defined politics as the processes, the actions, the behaviors through which potential power is utilized and realized. Another author (Dubrin, 2001 , p. 92) defined organizational politics as informal approaches to gaining power through means other than merit or luck. It could be argued that politics are used primarily to achieve power, either directly or indirectly, e. g. , by being promoted, receiving a larger budget or other resources, or gaining desirable assignments. Many people regard organizational politics as something negative (e. g. , pursuing selflnterests at the expense of others) and something to be minimized. Consequently, although most people know that organizational politics are common, they avoid saying so when it concerns one=s own ehavior. It is more common to talk about politics when complaining about a loss to a friend than it is in the context of ones own political maneuvering. When we win on an issue, we call it leadership; when we lose, we call it politics. In many organizations, politics is a taboo subject, which makes it difficult for individuals to deal with this crucially important aspect of organizational reality. I believe a leader must skillfully use organizational politics to acquire and retain power and to accomplish major goals. Therefore, it would be a mistake to pretend that politics does not exist or to antasize that a leader can be effective without appropriate (and ethical, I would add) use of politics. As Pericles wrote over 2500 years ago, Just because you do not take an interest in politics doesnt mean politics wont take an interest in you. I regard organizational politics as neither good nor bad, per se, although it is important for us to distinguish between ethical and unethical political behavior.

Tasks on Strategic Change Management

Tasks on Strategic Change Management Harold (2008) opines that the matrix organization is an attempt to combine the advantages of the pure functional structure and the product organizational structure. This form is identically suited for the companies such as construction companies that are project-driven. In the matrix organizations the structure is different in which the project manager directly reports to the vice president and the general manager. The project manager is responsible for the whole process and decision making in the project and at the end or at any time the manager needs to report then the report goes directly towards the vice president and the general manager. In this model the decision making in the company is very fast and easy by the project manager. In this model each centre becomes the potential profit centre in which the project manger is the in-charge of the project and decision making. Green (2007) states there are some merits and demerits of the matrix organization. The advantages of the matrix organizations are these. The cost of the project is minimised in the matrix organizations and also there are less chances of the conflicts between the employees. There is the ideal balance in the time, cost and performance. There is also the sharing of authority and responsibilities and al last the stress is divided in the team so no one is over stressed and given over burden to do something alone. So the matrix organizations are good in these aspects. There are also some demerits of the matrix organizations like this model is not suitable for all the organizations specially the small organizations. The whole responsibility of the success or failure comes to the manager nor anyone else because of the decision making done by the manager not by others. The team which leads the project takes the whole credit which is against the common appraisals and equality in the organization. TRANSFORMATIONAL LEADERSHIP MODEL: Timothy (2000) opines that transformational leadership style is the ideal style of the leadership which motivates and uplifts the morale of the employees to work with the commitment and eagerness to promote the growth of the organization. If the people or employees are less effective and used to be controlled by someone who does not have the commitment within themselves, in this situation, the leader with the transforming skills can encourage the employees and change the behaviours of the employees to work effectively and become more productive and good for the organization. This model helps to transform other in such a way that the organization gets the advantage from the employees in a maximum quantity. Transformational leadership is ideal but in the bureaucratic organizations which are according to Kehoe (2007) which states that the system is so long in the bureaucratic system that the information is sometimes distorted and employees blame the organization for any mishaps in the company and the unity is damaged all the time. There are some aspects in the transformational and bureaucratic organization which are just the opposite, so the simple answer is this that the transformational is more effective as compared to the bureaucratic in decision making. TASK 1.2: EVALUATE THE RELEVANCE OF MODELS OF STRATEGIC CHANGE TO ORGANIZATIONS IN THE CURRENT ECONOMY: The models for the change which are discussed in the above paragraphs are very effective and important. Leban (2008) opines that the in the matrix organizations the structure is different in which the project manager directly reports to the vice president and the general manager. The project manager is responsible for the whole process and decision making in the project and at the end or at any time the manager needs to report then the report goes directly towards the vice president and the general manager. In this model the decision making in the company is very fast and easy by the project manager. This model is good in terms of decision making because the project manager is the in-charge of the project and he is not asking anyone if the decision is urgent and for the betterment of the organization. In the matrix organizations the credit is all for the team leading the project. This is the demerit of the matrix organizational model. In the transformational leadership model the model says the flexibility in the organization. There are no rigid rules and regulations like the bureaucratic organizations; the environment is very delightful and good because of the good leadership who cares for the employees. Kotter and Cohen (2002) states that the system is so long in the bureaucratic system that the information is sometimes distorted and employees blame the organization for any mishaps in the company and the unity is damaged all the time. There are so many delays are also there in this system so the transformational model is the best and the need on the companies. TASK 1.3: ASSESS THE VALUE OF USING STRATEGIC INTERVENTION TECHNIQUES IN ORGANIZATIONS: SITUATIONAL THEORY AND CONTINGENCY THEORY: According to this theory, leaders everywhere behave in the certain manner and that manner always depends upon the situation of the time in the organization. Senior (2001) states there can be several situations in which there might be possible leadership behaviours but these behaviours depend on the situation of that particular time in the company in which the leader is working in. In this theory, Timothy (2000) states leaders follow the climate in the organization and take decisions according to the situation and the situation can be either internal or external which affects the organization in different ways. This theory is very important in current leadership because in the time of recession, the decisions have to be with the situation and not the decisions which were taken in good time are good in this situation. This is very close to the Contingency Theory which is the alternative of anything that comes against the productivity or the profit, the leadership takes contingency theory and work on this which is the option based theory as stated by James (2008) who opines that leadership must have the answer to every question arises in the growth and development of the organization. Tesco Plc is also the well known and respected organization in which the leadership is going for meeting the targets and the decisions are taken according to the situation and this is the profitable strategy in the organization. PARTICIPATIVE THEORY: The participative theory is very common and significant in the current leadership of the organizations. James (2008) states that the participative leadership and management style are open and flexible manner of management where employees have the prominent decision making role in the organization and the participation of the employees is considered as the asset of the organization. So this is very important factor in decision making of the organizational setup. This style is very much appreciated in progressing and growing organizations. Employees feel responsible and honoured by the leadership which boosts the morale of them in order to complete the tasks of the organization as Avolio (1999) described. This leadership style helps in the organization in decision making and when this style is applied, the team work and dignity of the employees come forth and they become more and more productive. Tesco plc is the organization that promotes the participative leadership theory in all departments and each and every sector of the branches of this giant. EXAMINE THE NEED FOR STRATEGIC CHANGE IN AN ORGANIZAITON: As Klenke (2004) states that change is the demand of the organizations for growth. It is very simple to understand that the organizations do not remain the same in all the conditions and situations and there can be the need to change sometimes the few and often the many dimensions of the organizations. In Tesco PLC it is very important to give more and more satisfaction to our customers regarding some discount on some items but through the help of new advertisements and new aspects of the organization like clubcard and etc. So now this card will help the customers to get the points on each purchase from our stores and after getting the specific points the customers will get the chance to have some sort of bonuses and rewards. For increasing our sales this system we are planning to implement as soon as possible. We had some sort of problems regarding the customers interest towards our sale of the specific items and the customers were moving to another retailer companies which is going against the profitability of the organization. So we as the best one the Europe has launched the Tesco clubcard to demonstrate the valuable step towards the good will of the organization. This is the main reason for the change in our organization named Tesco PLC. Secondly we want the best staff to deal with the customers for that we are planning to recruit new and fresh people to get inside the company according to the Harold (2008), theory y which says that this the people work with commitment and eagerness not just to earn money and kill the time, so we are doing our best to get those people in the company for good results and meet the objectives. TASK 2.2: ASSESS THE FACTORS THAT ARE DRIVING THE NEED FOR STRATEGIC CHANGE IN AN ORGANIZAITON: ECONOMICS: As the global recession is the worst and the whole world is suffering of this financial countdown everywhere. This factor drives the change in the organizations. The true management in terms of finance or economics is very necessary and there should not be any kind of weakness in the organization to deal with these matters. Otherwise, therefore there should be the perfect finance management and dealing with the economy to sustain in the todays economy. NEW MARKETS: Green (2007) opines the new markets and the production strategies are changing and advancing in terms of their struggle to overcome the recession time with great sustainability and profitability around the world. So new markets are the threats to the organizations and only the organizations which overcome and win the market would survive in this crucial time of history. TASK 2.3: ASSESS THE RESOURCE IMPLICATIONS OF THE ORGANIZATION NOT RESPONDING TO STRATEGIC CHANGE: As leadership and management deals with different issues in the companies, some of them are the most important because of their need and necessity in the organizations. Human resource is the vast department that organizes the major issues in the organizations. The first activity of the human resource is the Recruitment and Selection with their costs in the companies. Leban (2008) opines that the in the recruitment the duty of the HRM is in various sectors. Firstly, it publishes or advertises the need of the organization or the companies as the vacancy comes in them. This is also the duty of the HRM to contact with the recruitment agencies for the better selection of the candidates in the companies. After the ads the term comes when the candidates come to the recruitment section and the interviews take place, if somebody passes the interview then it is the chance for that candidate to go further and get the training to join the organization for the post he has applied or for the post the admin believes that the person can perform well according to the capability of the candidate. This is the very important aspect of the companies. if the right people are not coming in the companies then it will be impossible to have more and more innovative ideas in the companies. From the very first stage to the ending stage the HR plays the significant role in bringing the right people in the companies. But by these processes the huge amount of time is wasted and the resources are also misused and the organization goes in the loss. This is one of the implications that do not respond to the change in the organizations. The next category is the Cost for Training Management. James (2008) states the training management is the favourable environment of the organization in which the organization gives the opportunity to enhance the capabilities of the employees. So the training of the employees is the responsibility of the HRM in the companies. In the trainings the employees get the idea and knowledge to perform well in the organizations. Now trainings are very important but the costs that affect the financial structure of the organization is the one of the major problems in the organizations. So this is also the implication of the resource that do not respond to the change in the organization. TASK 3.1: DEVELOP SYSTEMS TO INVOLVE STAKEHOLDERS IN THE PLANNING OF CHANGE: TEAM DEVELOPMENT: Chance (2002) states that the team management system is recognised as the foremost integrated system of work-based, research-proven assessment and feedback instruments worldwide_ supporting individuals, teams and organizations to effect positive and lasting change and achieve higher performance in the workplace. Team management is the system to motivate the team to work hard and achieve the targets in a beautiful way. Team management is the commitment based eagerness to get the works done in the particular time period. The leaders in the team management do their best to motivate all the employees and try their best to improve the effectiveness in the employees and also the productivity of the employees to promote the organization. If the organization wants the employees to improve the skills for future then team development is the main factor that influences the skills of the employees to become more productive and effective for good results. Timothy (2000) opines that transformational leadership style is the ideal style of the leadership which motivates and uplifts the morale of the employees to work with the commitment and eagerness to promote the growth of the organization. If the people or employees are less effective and used to be controlled by someone who does not have the commitment within themselves, in this situation, the leader with the transforming skills can encourage the employees and change the behaviours of the employees to work effectively and become more productive and good for the organization. INFLUENCING SKILLS; Influencing skills are important in the development of the organizations and the leaders in the organization must have the influencing skills, organizations need the skill filled leaders to cope up with all the situations and tackle the problems. James (2008) opines that the influencing skills enable us to increase our credibility and helps to achieve and get more when working with other employees. As credibility is the key skill of the leaders which helps to achieve the goals and manage the task according to the preference of those. Besides this, managing the people is also the credibility of the leaders in this the leader encourages the employees and give them chance to feel good while working in the organizations. There it is also required to promote the collaboration and cooperation between the employees. Managing yourself, the purpose of managing yourself is this that if the leader is trained and skilled and had the good credibility among the employees then the environment will be very nice and the productivity will be increased. Timothy (2000) states there are many positive skills which influences the employees for more effective results. The leader should has the persuading qualities to convince the others for the good future goals and then to change the behaviour of the others so that they would love to work with you for the more productivity. There should be the agreeing targets, everyone in the organization should do good and there should be not any kind of conflict in the organization. The feedback must be given by the leaders to the employees so that they may learn how to accept the new things and become use to with the change. Coaching people is also an influencing skill that helps to tell the employees that there is no problem if there is any weakness but the desire to learn more and more must overcome the problems. If there are different opinions then there should be the quality in the leader to make unity in the employees and there must be the acceptance towards the new and best opinions. TASK 3.2: DEVELOP A CHANGE MANAGEMENT STRATEGY WITH STAKEHOLDERS: TRAININIG AND COACHING: The first learning style James (2008) states that the learning is the prominent and impressive way to develop from the trainings and the coaching. Training and coaching provide the scenario and the environment for the employees and the leaders to learn the desired skills and competencies. The companies that progress do arrange the trainings with the time to develop the skills in the employees. MENTORING: In the coaching, the experts share their excellent experience to the juniors to inspire and encourage the others for the good results in the companies. Klenke (2004) states the mentoring is the effective and suitable method of learning in the organizations and firms. In mentoring, the specialists in the companies impart their knowledge and first hand information to the people who learn in the mentoring classes. Mentoring get the employees filled with the personal and professional skills. TASK 3.3: EVALUATE THE SYSTEMS USED TO INVOLVE THE STAKEHOLDERS IN THE PLANNING OF CHANGE: Kotter and Cohen (2002) opine that the Team Development is a reliable and durable system of change which determines the foremost integrated system of the workplace. Everywhere in the organizations, the teams work is encouraged and appreciated but there should be the spirit of the team in the organizations to get the targets done and met the goals. This is the duty of the leader to train and develop the employees so that they may grow and become effective and perform their duties for the good will of the organizations. Green (2007) states team management system is recognised as the foremost integrated system of work-based, research-proven assessment and feedback instruments worldwide_ supporting individuals, teams and organizations to effect positive and lasting change and achieve higher performance in the workplace. Now the there must be the unity in the team to work hard to do the tasks in the better and flexible way. The leaders must promote and regulate the team development to meet the goals of the organization. Senior (2001) opines that the Influencing Skills enable us to increases our credibility and helps to achieve and get more when working with other employees. As credibility is the key skill of the leaders which helps to achieve the goals and manage the task according to the preference of those. Besides this, managing the people is also the credibility of the leaders in this the leader encourages the employees and give them chance to feel good while working in the organizations. After the credibility, there are the skills which help you to influence others. There should be the agreeing targets, everyone in the organization should do good work and there should be not any kind of conflict in the organization. The feedback must be given by the leaders to the employees so that they may learn how to accept the new things and become use to with the change. Coaching people is also an influencing skill that helps to tell the employees that there is no problem if there is any weakness but the desire to learn more and more must overcome the problems. These skills and team development are necessary for the organizations and the management should work hard on promoting both of these. TASK 3.4: CREATE A STRATEGY FOR MANAGING RESISTANCE TO CHANGE: There can be several strategies to manage the resistance in the organizations during the implementation of the change. First of all this is very important to know what exactly the resistance is. James (2008) opines the resistance can be physical, emotional, official and ethical and even cultural and it just creates hurdles in bringing and practically implementing the change in the organizations. The most effective area that helps the management to deal with the problems relating to the resistance in the change is the training and the education. The first learning style Klenke (2004) states that the learning is the prominent and impressive way to develop from the trainings and the coaching. Training and coaching provide the scenario and the environment for the employees and the leaders to learn the desired skills and competencies. The companies that progress do arrange the trainings with the time to develop the skills in the employees. So this is very important for the organizations that they adapt this method to tackle this problem that comes in the way of implementing the change in the organizations. TASK 4.1: DEVELOP APPROPRIATE MODELS FOR CHANGE: KURT LEWINS CHANGE MANAGEMENT MODEL (UNFREEZE, TRANSITION AND REFREEZE): James (2008) opines that Kurt Lewin gave the change model which has three effective and important stages. The first stage is called the Unfreeze, the second is Transition and then the last one is Refreeze. In the first stage, the author tells about getting ready for the change. This is half of the success in change because if the employees and stakeholders are happy and ready to receive and accept the change then the most of the times it does not take too long to implement the change. This stage makes the people ready and is very important in order to get the desired position. The next stage is Transition which is actually the process and not just the event in the change. The transition is the inner movement of the theme of the change and the true introduction and implementation of the change. The second stage occurs when we make the changes that are needed in the organization to grow in all dimensions. Then the third and the last stage which is Freezing and the meaning of this stage is the establishing stability once the changes are made and done according to the change. In this stage the change are accepted and implemented and the new relationship develops among the leadership and the stakeholders. ACTION RESEARCH (PRIMARY SOURCE) The research can be taken in different ways but some specific terms are used in the research to make it more authentic and reliable. Research itself is power packed formula for the companies to be taken into consideration and the other things are just the secondary. Two techniques are very common in terms of taking the effective research in the organizations. The first one is known as the Primary research technique which is very important in the process of the research. Chance (2002) states that the primary research technique is the one in which the data is taken directly from the customers or the market. The market is surveyed and then it comes to the authorities that something is not there then they try to make the things good and then satisfy the market with good results and products and customer services. Now there are different factors that are involved in this primary research technique. The primary research can be taken by the research in the field with the strong responsibility and honesty because this is very sensitive matter for the organizations, if the companies fail to do the proper research the it can be taken into consideration that the company or more are more sincere with their business and then satisfaction is not the main purpose for that particular organizations. But the real purpose of the organizations to undertake the research in the companies is the more and more satisfaction of the customers and the best to put in the services so that the companies get the maximum results in the return. In the field research, some research takes in the interviews and some on the phones but both of these methods are reliable and authentic. Sometimes there are surveys which are taken online or by the physical appearance. ACTION RESEARCH (SECONDRY SOURCE) The one another research technique is the Secondary Research technique. This is also very reliable but not like the primary. Harold (2008) states that the secondary research method is the one in which the data is not taken directly from the market but the companies take the help from other scholars books and other materials to gather the related information required for the research in the plan for the better results. These kinds of results are very reliable and trusted. But the only thing to be considered is the fact and figures based on the reality. The research must be done transparently and very authentically. In the secondary research few factors are very important. The published texts and books, magazines related with the research are very common in the secondary research technique. Then media is also the very reliable resource of information while making the plan and doing the research in the organizations. From media there are different program in which the information is given but the authenticity depends upon the institute which is giving the data to the viewers. Then the data can be taken from different research institutes that help the organizations to deal information and then make collective efforts to come to the conclusion and do the tasks within the time period and then come to the place where they can make solid rules and regulations for the success of the companies. Now the secondary research methods are very important in the process of the research program for the organizations. PLAN TO IMPLEMENT A MODEL FOR CHANGE: TRANSFORMATIONAL LEADERSHIP MODEL: In the transformational leadership model the model says the flexibility in the organization. There are no rigid rules and regulations like the bureaucratic organizations; the environment is very delightful and good because of the good leadership who cares for the employees. Kehoe (2007) states that the system is so long in the bureaucratic system that the information is sometimes distorted and employees blame the organization for any mishaps in the company and the unity is damaged all the time. There are so many delays are also there in this system so the transformational model is the best and the need on the companies. Tesco PLC is focused on giving quality services to the customers and the proof is the great response from the market in every branch or store or this mighty giant and the third largest food retailer in the world. Transformational model is the need and very important for the constant success in the companies in order to grow in all dimensions. REFERENCES: Chance, P. (2002). Educational Leadership and Organizational Behaviour, 1st Edition. NY. Eye on Education INC. Green, M. (2007). Change Management Masterclass. London. Kogan Page. Harold, D. (2008). Change the Way You Lead. 2nd Edition. Stanford. Stanford Business Books. James, G. (2008). Business Research Leadership. 1st Edition. Virginia. Darden Graduate School of business Administration. Kehoe, D. (2007). Leading and Managing Change. 4th Edition. London. McGraw Hill. Klenke, K. (2004). Women and Leadership. A Contextual Perspective, 1st Edition, NY, Springer Publishing Company Inc Kotter, J. and Cohen, D. S. (2002). The Heart of Change, London. Harvard Business School Press. Leban, B. (2008). Managing Organizational Change. London. John Wiley and Son. Senior, B. (2001). Organizational Change. Oxford. FT Prentice Hall. Timothy, A. (2000). Journal of Applied Psychology. vol. 85. USA. McGraw Hill.

Tourette Syndrome: Symptoms, Causes, and Genetics :: essays research papers fc

Usually, the first symptoms of Tourette Syndrome are facial tics, commonly eye blinking. Other facial tics include nose twitching and grimaces. The next tic to appear will usually be some other minor motor tic such as foot stomping, head jerking, neck stretching, or body twisting and bending.   Ã‚  Ã‚  Ã‚  Ã‚   Affected individuals may also have a vocal tic such as clearing their throat, coughing, grunting, sniffing, yelping, barking, or shouting. Few Tourette Syndrome patients also experience coperlalia-the uttering of inappropriate or obscene words or phrases. They also may repeat words they hear others saying (echolalia).   Ã‚  Ã‚  Ã‚  Ã‚  Some individuals touch people or repeat actions in an obsessive manner. Very rarely, patients demonstrate self-harming behavior such as head banging, and lip or cheek biting; only patients with severe TS exhibit such behaviors.   Ã‚  Ã‚  Ã‚  Ã‚  Tics are random, changing in severity, number, frequency, type, and location. Oftentimes, symptoms will subside for weeks or even months at a time and later reappear.   Ã‚  Ã‚  Ã‚  Ã‚  Tourette syndrome is a neurological disorder in which too much or too little dopamine is produced in the brain. Too much dopamine causes hyperactivity. Dopamine is a neurotransmitter used in the substantia nigra and striatum which are important for movement. Other systems which can be effected by dopamine send axons from the midbrain to the forebrain, including the cerebral cortex. Recent research has shown that TS may also be an abnormality in the genes affecting the brain’s metabolism of neurotransmitters in general.   Ã‚  Ã‚  Ã‚  Ã‚  Tourette Syndrome is a highly penetrant, sex influenced autosomal dominant trait that can cause different symptoms in different family members. If the offspring that carries the TS gene is male, his risk of developing symptoms is three to four times higher. In few cases, TS is sporadic and the cause is unknown.

Leif Erikson: How He Discovered America Essay -- Leif Erikson

Many people think that Christopher Columbus was the first European to set foot in America, but this conventional belief is wrong; Leif Erikson, a Norse explorer set foot in Newfoundland almost 500 years before Columbus was even born. This paper will cover everything about Leif Erikson’s life including his grandfather’s banishment from Norway, and Leif’s father’s exile from Iceland. Leif Erikson’s early life, his family, and his visit to Norway to serve under the king. The first recorded European to see North America, Bjarni Herjà ³lfsson, and Leif Erikson’s voyage to America. This paper is also going to talk about Leif Erikson’s brother, Thorvald Erikson’s voyage to Vinland because his tale is interesting. Near the end of this research paper, it will have a paragraph on Leif Erikson’s later life. Finally at the end of this paper it is going to talk about the unknown reason why no other Europeans sailed to Vinland, and Le if’s impact on modern day North America. Leif Erikson’s grandfather, Thorvald Asvaldsson slaughtered a man in Jà ¦ren, Norway in 960 CE. This was the age of the Vikings, but Thorvald was still banished from the land (Mandia, n.d.). So he brought his ten year old son Erik, later to be named as Erik the Red because of his scarlet hair, to Drangar in northwestern Iceland on a farm with rather appalling soil (Where is Vinland?, n.d.). Leif Erikson, son of Erik the Red, and grandson of Thorvald Asvaldsson, was born around 970 CE, in Iceland (Where is Vinland?). It was a convention of norse culture that children did not grow up with their families, instead Leif grew up with a man named Thyrker, practically a foster father to Leif. Thyrker was born in Germany, but he was brought to Iceland because Erik the Red captured h... ... http://www2.sunysuffolk.edu/mandias/lia/vikings_during_mwp.html Ryne, L. (n.d.). Leif Erikson. Retrieved March 11, 2014, from Great Norwegians website: http://www.mnc.net/norway/Erikson.htm Skrà ¥mm, Y. (2004, August 14). Leif Ericsson. Retrieved March 24, 2014, from The Viking Network website: http://viking.no/e/people/leif/e-leiv.htm Soniak, M. (2013, January 23). He Could Have Discovered America, but He Wanted to See His Parents. mental_floss, Retrieved from http://mentalfloss.com/article/33584/he-could-have-discovered-amErika-he-want d-see-his-parents Weitemier, K. A. (n.d.). Leif Erikson. Retrieved March 11, 2014, from Great Norwegians website: http://www.mnc.net/norway/LeifErikson.htm Where is Vinland? (n.d.). Retrieved March 31, 2014, from Canadian Mysteries website: http://www.canadianmysteries.ca/sites/vinland/home/indexen.html

Essay --

Introduction: Sharon Creech’s childhood memories, college experiences, and creative brain significantly affected her writings. She rarely thought of being an author growing up, but as time progressed, she began to really think about it. Creech first became interested when she entered college and something sparked her career. She wrote multiple books with her much thought and creativeness leading her to an outstanding writing career. I. Sharon Creech experienced many journeys as a child, triggering a spark in her writing career. A. Creech accounted for many memories during her early childhood years. She took many trips with her parents and four siblings. She enjoyed the company of others and making memories. Often, grandparents, uncles, aunts, cousins, and friends visited her and her family, making her always used to warm, large, extended family. Her favorite memories came from Creech’s traditional summer vacations to various destinations. She loved road tripping with her â€Å"noisy and rowdy family† across the country. Her never-forgotten memories eventually led to her recreation of the trip into many of her books. 1. â€Å"In the summer, we usually took a trip, all of us piled in a car and heading out to Wisconsin or Michigan or, once, to Idaho. We must have been a very noisy bunch, and I’m not sure how our parents put up with being cooped up with us in the car for those trips. The five-day trip out to Idaho when I was twelve had a powerful effect on me: what a huge and amazing country!† Creech said in author chat in 2002. On Creech’s official website, she stated, â€Å"One other place we often visited was Quincy, Kentucky, where my cousins lived (and still live) on a beautiful farm, with hills and trees and swimming hole and barn and hay... ...s to me, I don't realize that it resembles a real person in any way. It's only later, after a book has been published, that sometimes I can see similarities between the character and someone I know.†(The New York Public Library) 2. Here, she explains the way she bases her characters from and how she begins to write a story with her creative storytelling brain. Conclusion: In conclusion, Sharon Creech’s childhood memories, college experiences, and creative brain greatly affected her later writings. Even though, she did not know what she wanted to do with her life, God helped her figure it out and have a successful career. Her early childhood journeys helped her write her books and create characters. Her teaching experience also helped her have a more effective writing style. Sharon Creech had a remarkable writing career and it is one to never be forgotten. Essay -- Introduction: Sharon Creech’s childhood memories, college experiences, and creative brain significantly affected her writings. She rarely thought of being an author growing up, but as time progressed, she began to really think about it. Creech first became interested when she entered college and something sparked her career. She wrote multiple books with her much thought and creativeness leading her to an outstanding writing career. I. Sharon Creech experienced many journeys as a child, triggering a spark in her writing career. A. Creech accounted for many memories during her early childhood years. She took many trips with her parents and four siblings. She enjoyed the company of others and making memories. Often, grandparents, uncles, aunts, cousins, and friends visited her and her family, making her always used to warm, large, extended family. Her favorite memories came from Creech’s traditional summer vacations to various destinations. She loved road tripping with her â€Å"noisy and rowdy family† across the country. Her never-forgotten memories eventually led to her recreation of the trip into many of her books. 1. â€Å"In the summer, we usually took a trip, all of us piled in a car and heading out to Wisconsin or Michigan or, once, to Idaho. We must have been a very noisy bunch, and I’m not sure how our parents put up with being cooped up with us in the car for those trips. The five-day trip out to Idaho when I was twelve had a powerful effect on me: what a huge and amazing country!† Creech said in author chat in 2002. On Creech’s official website, she stated, â€Å"One other place we often visited was Quincy, Kentucky, where my cousins lived (and still live) on a beautiful farm, with hills and trees and swimming hole and barn and hay... ...s to me, I don't realize that it resembles a real person in any way. It's only later, after a book has been published, that sometimes I can see similarities between the character and someone I know.†(The New York Public Library) 2. Here, she explains the way she bases her characters from and how she begins to write a story with her creative storytelling brain. Conclusion: In conclusion, Sharon Creech’s childhood memories, college experiences, and creative brain greatly affected her later writings. Even though, she did not know what she wanted to do with her life, God helped her figure it out and have a successful career. Her early childhood journeys helped her write her books and create characters. Her teaching experience also helped her have a more effective writing style. Sharon Creech had a remarkable writing career and it is one to never be forgotten.

The Main Theme of “On Liberty”

The main theme of on liberty was the individual. Everything else, society, education,government and so forth had their basis in the individuals rights to his own liberty. Noone, no member of society, government, even God, if he appeared before an individual, could inforce his will upon him. That is not to say that you couldnt change someones mind through discussions, but instead, that noone had a right to force his views upon another. Your happiness is yours(individual) to enjoy without any infringements. Conversations between individuals or groups of individuals is essential in eveloping the notion of liberty. Mill claims that you should feel free to convey your views openly without forcing them onto others. After all, a man who learns from noone but himself has a fool for a teacher. There is however an exception to this rule. That is, if an individual in any way harms or comes onto anothers rights to liberty, or causes a social threat, hence he or she is subjected to forced inclinations by other members of society. For example, walking around nude on the streets of Cairo might be youre cup of tea, alas, in Cairo they prefer coffee. In other words, if ou offend other individuals, you are in fact infringing on their rights as free citizens who poses a sovereign mind. However if you choose to remain nude while in the comfort of your hotel room in Cairo, then there is no reason why you According to Mill, education is a fundamental requirement for being an individual as well. But once again, there should be no forceful applications towards what is being taught. Man is after all, a rational being and has the capabilities to reason things through. Education serves more as a guide then as a factual basis for each individual. No wo individuals can have the exact same experiences in life. Therefore, it is up to the individuals themselves to conclude what they perceive to be their own ideas of happiness. An individual who follows traditions and customs soleley because they are inherrent in society, is nothing more than an animal. The very fact that you can reason said mill, means that you have the option of disregarding all customs and traditions if you feel they are not beneficial towards your happiness. That is not to say that you shouldnt follow customs and traditions, merely that you ought not to, for the sake of eing just another brick in the wall. The progressive nature of humans leads to the ultimate conclusion that there is no need for a governing force outside society consisting of individuals that have their own interests at heart. There should not be a government, a monarch, a ruler that is outside society. Instead, it should be attached to the people, having their best interests at heart. Rulers are not needed to protect the people from themselves. In fact, they should be in all regards, responsible to the people and subjected to being removed by he people, beacause it is the people who ultimately have the power. This is a true democratic state, with individuals as the microscopic entities that make it up. Members of this society must not allow themselves to be surpressed by any group who claim to be their legitimate representative of the state. This will subdue individual growth and sovereignity, creating a state with tyranny at its heart. TO avoid this, individuals should freely express themselves, their beliefs, ideas and so forth. No government has the authority to silence individuals who convey their eliefs as the truth. Even if there are a thousand people with a thousand different views, it is for the benefit of society as a whole to hear them out, for there is a chance that among the various beliefs, one of them may contain the essence of truth. Noone has the right to silence another merely because they express conflicting views. Members of society must be able to keep an open mind towards other individuals â€Å"truths†. Reason and logic will see to it that they are capable of readjusting and reconstructing themselves if they find that there is truth in what another individual ays. This is exactly why individuals and society are The only way a state can progress is by allowing its members to progress. Supression of individual rights and happiness will lead to nothing more than stagnation. Governments are the watchdogs of the people, granting them liberty to expand without inteferences. Mill undoubtedly believed in laissez-fairre for the very reason that it promoted individuality with minimum government intervention. All said, Mills on liberty held the individual as the nucleus of society, with everything else revolving.

Summarization of Antonin Scalia-God’s Justice and Ours

God's Justice and Ours† Antonin Scalia opens up his introduction stating he wants to make clear that his moral views on capital punishment do not have persuasion on how his referendums in capital cases that come to the Supreme Court. Furthermore, Antonin Scalia is not daunted to state his views on church-state issues and has consistently shown he has scant use for the First Amendment's separation of church and state.In an essay he rites titled, â€Å"God's Justice and Ours,† Scalia explains why he is compelled to support the death penalty despite his church's opposition to the practice. Moreover, he explains his worldview about how a government acquires moral authority and why the nation-state can permissibly eradicate its own citizens. He concludes that government is an instrument of God and an institution that operates with â€Å"divine authority behind† it.In addition, he goes on to write that people of faith should fght as effectively as possible† any ef fort to â€Å"obscure† our government's religious underpinnings. However, the complication is that Scalia is one-ninth of this country's highest Judicial body. He has unique responsibilities that demand strict neutrality and objectivity. While Scalia can be credulous on whatever he wants about issues of faith, he may not practice religion as the basis for Judicial rulings.In short, he avowed on the Bible to uphold the Constitution, not the other way around. In conclusion, Scalia has relinquished any pretense about keeping a healthy distance between the institutions of religion and government. He has consciously and intentionally turned his back on the framework set up by the Founding Fathers, which created a secular government based on a secular Constitution adopted by â€Å"we the people. † Our laws were not created to enforce a divine authority, however according to the Constitution, to â€Å"form a more perfect union.