Interior design profession Essay Example | Topics and Well Written Essays - 1500 words

Interior design profession - Essay Example The advancements in technology, communication, and media today have highly educated and informed the general public regarding the various aspects of interior design and this, in turn, has stimulated enormous interest in the subject as a whole. The creative and technical solutions of interior design have great implications in the modern world as they improve the quality of life and culture of the occupants. Based on a systematic and coordinated methodology, such as research, analysis, and integration of knowledge into the creative process, the interior design process tries to satisfy the needs and resources of the client in producing an interior space to the complete accomplishment of the project goals. Therefore, the work of an interior designer is highly challenging and it incorporates principles from several disciplines including environmental psychology, architecture, product design, and traditional design with aesthetics and cosmetics. In a reflective analysis of the wide-ranging area of the work of an interior designer, it becomes evident that interior design is an essential profession in the modern world and it makes an immense contribution to the adorning of the human environment to make it appealing to live in. Interior design is a profession which covers several significant areas of human life in the modern world and it incorporates the principles of different disciplines such as environmental psychology, architecture, product design, and traditional design with aesthetics and cosmetics. Significantly, the training for interior design is provided by established departments such as art, architecture, human ecology, and home economics and the career disciplines of an interior designer include several vital areas such as environmental planning, space planning, construction engineering, architecture, landscape architecture, interior design, ecology and the interrelation between humans and their environment, design as related to the home etc.

Occupational Behaviour Assignment Example | Topics and Well Written Essays - 2500 words

Occupational Behaviour - Assignment Example utor to why Netflix continues to outperform competition and achieve substantially-high ratings from consumers who appear satisfied with its customer service practices. Based on careful analysis of the firm, its high pay structures and autonomous working environments are missing metrics to determine whether these policies are the genuine catalyst for organisational success and performance. Some research findings have discovered that pay systems are not always effective for achieving long-run job performance and that there are risks to providing too much autonomy. Based on all research and investigation into theory of organisational behaviour and even human psychology, as well as business theory, it is recommended to implement a 360 degree feedback appraisal system at Netflix and engage in the management-by-objectives ideology. These practices will give the firm a new ability to accurately measure true job performance and determine whether there is substantial return on investment for having such liberal HR policies. In order to maintain its reputation as a world class provider of superior customer service, Netflix seeks to hire only the most talented and motivated employees. HR-related perks include generous pay packages, seemingly unlimited vacation opportunities, a reduction of work rules and policies and considerable job role autonomy in order to attract and retain these high performers. This would, theoretically, provide considerable socio-psychological benefits that make employees more committed and motivated to achieve organisational goals. However, there is a potential plethora of problems with providing employees with perks such as the aforementioned to achieve job role performance. First, the case study did not indicate that Netflix has established a metrics system that would measure performance appropriately; a method of ensuring return on investment for these HR activities. Whilst Netflix believes that this will create a culture of commitment for the

Strategies in the management of Human Resources

Strategies in the management of Human Resources The contemporary businesses environment is continuously changing due to the arrival of the information based, knowledge driven, service intensive economy. Managers today are recognizing that speed, flexibility and continuous self-renewal are required in the organization. As people are the number one assets in the organizations and companies, the daily business tasks and functions cannot be completed without people. The skilled and motivated people are the central point in the operation of companies in the new age. HRM is to help an organization to meet strategic goals by attracting, motivating and maintaining employees and also to manage them effectively. Attracting and retaining the quality staff is the competitive advantage for many organizations in challenging economic environment. There are two main approaches to attracting and retaining employees by the strategies employer of choice and employee engagement. Employer of choice has become in HRM in contemporary business recent years. It is representative of a whole new design of corporate culture. Employer of choice is applied in the company priorities by most successful and respected business leaders today. Now more and more employers are using an employer of choice strategy by providing and offering varieties of employee benefits in order to attract and retain best people. There are four measurements for monitoring the companys performance. In addition to market share, consistent financials and being a valuable corporate citizen, the fundamental element for a successful company is being an employer of choice. When companies are losing talent and experienced staff, the companies are losing professionals and expertise that gained at company expense, hard -built customer relationship as well that are very hard to replace todays labour market. To put employer of choice as the top priorities list can give the company competitive advantage be cause it can attract and retain critical human assets. The employee engagement is becoming very important across the globe as the customer power and employee power are increasing in the modern economic and business world. As 200 companies survey found that it can have $21 million benefit moving a workforce of 8000 employees from low level to high level engagement. And compared with 20% of disengaged the employees, more than 65% engaged employees say that they have a better understanding how to meet the customer requirements and needs. Employee engagement can also make effort on mental and emotional commitment to the organization. Engaged employees are willing to give extra effort to their job that can lead to increase the productivity. Some researches show that the employee engagement strategy makes an average less than three days sick leave per year than six days for the disengaged employees A successful employee engagement strategy helps create a community at the workplace and not just a workforce. When employees are effectively and positively engaged with their organisation, they form an emotional connection with the company. This affects their attitude towards both their colleagues and the companys clients and improves customer satisfaction and service levels. As the question mentioned that the companies must reject the concept that the loyalty is dead among todays employees. The company has to create a challenging environment that can attract and retain people. I totally agree this conception that employee royalty and satisfactory can be build up by employee engagement. It make employee make effort to the organization from coginitive level, emotional level and physical level. Engaged employees always think about the company, feel inspired by their job, they are customer focused in their approach, they care about the future of the company and are prepared to invest their own effort to see that the organization succeeds. It is now a generally acknowledged business fact that employee engagement is a key driver of business success. Employee engagement strategy can be applied no matter in small or large companies. It benefits the organizations and individuals, improving the performance, boosting the bottom line and makes employees happier and the work more enjoyable. However, it is not always the win-win situation. Some organization use employee engagement that can drive work intensification. It would obviously run this risk of being detrimental to the individuals concerned. The organization is expecting the employees to go one step further that can make overtime working normalised. And the over-performance rewarded can leave behind the staffs that just do a good job. In other hand, it is not easy to achieve work-life balance in some high-performance companies under employee engagement strategy. The priority of work with long and non-standard hours takes over family and social life. The increasing effort that engaged employees put into the work time make the work and life unbalanced. The latest research shows th at the employee engagement by high performance work systems may accrue marginal benefits in terms of the higher level of involvement and commitment. However, these benefits are outweighed by the associated increases in responsibility, workload, work-life spill over and work stress. 2. How companies are dealing with the linkages between HR and strategic formulation. Strategic Human Resource Management (SHRM) in an organization can be defined as accepting and involving the HR function as a strategic partner in the formulation and implementation of the companys strategies through HR activities such as recruiting, selecting, training and rewarding personnel. SHRM means linking of HR with strategic objectives to improve business performance and company culture to develop competitive advantage, innovation and flexibility. There are four different levels of linkage between HR strategic and the strategic management process: administrative linkage, one-way linkage, two-way linkage and integrative linkage. These four levels of linkage are very helpful for an organization to categorize which HRM strategy has to be applied. The administrative linkage has no linkage between strategic plan and HR function. It simply engages in administrative work that has no emphasis placed on achieving the linkage in both strategy formulation and strategy implantation. It focuses on day to day activities and personal management. In one-way linkage, the company develops the strategic plan and then informs the HR function. Although it does recognize the importance of human resources in implementing the strategic plan, it precludes the company from considering human resource issues while formulating the strategic plan. In two-way linkage, he strategic planning team informs the HRM function of the various strategies the company is considering Æ’Â   HRM executives analyze the human resource implications of the various strategies, presenting the results to the strategic planning team Æ’Â   The strategic plan is passed on to the HRM executive, who develops programs to implement it. The Integrative linkage is based on continuing interaction. The HRM function is built right into the strategy formulation and implementation processes. In the higher level linkage such as two-way linkage and integrative linkage are characterized by a close relationship between HRM and business strategies. HRM effectiveness can be explained by examine the contributions of the HRM function in the process of achieving strategic integration. In both of the short term and long term, SHRM should complement and contribute to the improvement of the productive capacity of enterprises. Strategic business partner: a role performed by HR practitioners, aiming to execute organisational strategy by aligning HR processes with the organisational strategy. HR managers become able to reengineer the way HR department executes its job, accomplishes those transactional HR jobs cost-competitively, and increasingly turn its attention to truly being a strategic partner with the firms top executives With an integrative linkage, strategic planners consider all the people-related business issues before making a strategic choice. These issues are identified with regard to the mission, goals, opportunities, threats, strengths and weakness, leading the strategic planning team to make a more intelligent strategic choice. While this process does not guarantee success, companies that address these issues are more likely to make a choice that will ultimately succeed. Research has supported the need to have HR executives integrally involved in strategy formulation. The level of HR involvement was positively related to the refinery managers evaluation of the effectiveness of the HR function. HR involvement was highest when top managers viewed employees as a strategic asset and this was associated with reduce turnover. HR practices that are properly implemented do deliver significant financial benefits to an organization. ( profitability, shareholder return, stock prices and organizational survival) Administrative linkage level will either become more integrated or face extinction. In addition, companies will move toward becoming interactively linked in an effort to strategically manage human recourses. Integrating the HR function into strategy formulation may help the strategic planning team make the most effective strategic choice. Once the strategic choice is determined, HR must take the active role in its implementation. HR is emerging as the key concept in assessing the competitive assets of organizations. HR managers and professionals, by virtue of their knowledge of human performance, are well positioned to exercise strategic leadership and contribute significantly to a firms competitive advantage. Therefore, the company has to create opportunities for the HR function to develop a more strategic role in a firms operation (Lawler Mohrman, 2003). As the arrival of the global economy, the HRM has more challenges to create an environment to maintain the competitive advantages. In order to become a strategic partner in the organization, the HR executive must have the abilities to research and training that from being acknowledge of the HR concepts, logic and practices. HR executives have to show the competencies which add more value to the organization. The role of HRM is becoming more creative and strategic to adapt the changes of worldwide workforce structures. More and more high performing companies have HR executive involved in business at a strategic level. There are four major factors of competencies related to how well an HR professional contributes in a strategic way to businesses in areas such as strategic decision making, culture management, fast change, and market driven connectivity. Previously, organization structured on a centralized and compartmentalized basis-head office, marketing, manufacturing, financing etc. By the end of the 1980s, HR played largely on administrative work that focus on HR operations and processing standardisation and technology which has no connection with the strategic management. The role of HR traditionally in the organization is no more than a one- way linkage role. They were doing what the business manager wanted. In recent years, theres a fundamental reassessments of human resources structures and positions. The massive change of business conditions, organizational structure and strategic decision makers has been leading HR to develop their perspectives and functions. Today, senior management expects HR to move beyond its traditional. HR is more tightly linked to corporate strategy and to creating business value through HR services that address a companys most pressing strategic challenges. HR now seek t decentralize and to integrate their operations and developing cross-functional teams. HR is anticipating critical workforce trends, shaping and executing business strategy, identifying and addressing people-related risks and regulations, enhancing workforce performance and productivity, and offering new HR services to help a company improve and grow. In order to become a strategic partner in the company, the HR executives need to fulfil five challenges to help the company to achieve critical goals. Posses and use their knowledge of how people can and do play a role in competitive advantage as well as policies, programs and practices that can leverage the companys people as a source of competitive advantage Firstly, knowledge management is essential for competitive advantage for helping HR to play an important role in developing company culture for organizational learning as a strategic partner. With knowledge management, business success is achieved in a culture of learning and workplace planning. The Research Quarterly found that the HR executives can leverage the company people through knowledge management, for competitive advantage in a challenging economy. HR executive and professionals has to acquire the knowledge and skills that are necessarily link HR to stakeholder value. And HR related policies, programs and rules can have a fundamental influence on workforce behavior that helping company to achieve the competitive advantages. To become the strategic partner, it requires HR executive to be involved in transferring knowledge. HR professionals must know how to optimize policies and practices, how to manage the learning that results from any change or execution process associated with new business structures. And HR executives need to have multiple channels to make sure the engagement of business strategies. HR executives must demonstrate business knowledge includes not only how it fulfills its mission, but also how it serves its customers and differentiates itself from its competitors. When HR professionals demonstrate their understanding of what is driving their business, they will add value by mobilizing the right workforce with the right skills to achieve the business goals of enterprise. Knowledge management requires knowledge managers. Key business resources like labor and capital have substantial organizational functions devoted to their management. Knowledge wont be well managed until some group within a  ®rm has clear responsibility for the job. Among the tasks that such a group might perform are collecting and categorizing knowledge establishing a knowledge oriented technology infrastructure, and monitoring the use of knowledge. HR need to have clear strategies, outcomes, products , services and structures So the HR staff can achieve their goals and deliver the necessary outcomes. HR staff can do this to fulfilling for management roles Strategic HR role- aligns HR and business strategy and delivers the executive of strategy HR executives must be able to translate business needs in HR strategies to build up individual, team and organizational capabilities. HR strategy should be directly relevant to business requirement and delivering value that lead to an intense focus on structural realignment for HR teams. It requires HR to have competing perspectives, values and services. It also involved meeting stakeholder need for respect and ownership. HR executives need to widen the focus on learning new behaviours, changing attitudes and processes. Management of company infrastructure role- reengineers organization processes and builds an efficient infrastructure Management of employee contribution role- listening and responding the employees- employee commitment and capability is increased Transformation and change role- ensuing the organization has the capacity for change and delivers a renewed organization HRIS- HR information systems- technology is facilitating the transformation of HR function HRIS is designed to help provide information used in HR decision making such as administration, payroll, recruiting, training, and performance analysis. HRIS makes HR department working more effective to handle daily administrative tasks. Using the value-added approach to justify the HRIS expenditure links the system with the key business direction of the organization, and makes the critical of HR information to business success. The HRIS becomes not just a way to reduce administrative costs, but a key element of the business strategies. In additional to providing a framework of justifying HRIS expenditure as a strategic investment, the value-added approach emphasizes the role of HR as an active strategic partner in achieving the originations strategic business objectives Technology is facilitating the transformation of HR function. These technology solutions can cover multiple HR tasks, such as recruiting, benefits administration, and training administration. Applications and data a re usually shared in common across the company, with links to other systems in services centre operations, finance, and accounting as well as third-party systems for such tasks as payroll and benefits. Modern HRIS are comprehensive, accurate and accessible systems for recording employee and work data relevant to HRM, HR and organizational planning. HRIS helps the organization to improve strategic planning and program development and faster information processing times. By increasing administrative efficiency, technology allows HR to have fewer staff marking more value-added contributions to their organizations. The rapid evolution of electronic HR delivery systems is pushing more information in more usable formats to employees and managers who can use it directly for the benefit of their organizations. Fast and cheap access to accurate real time HR information Access and the ability to analyse, assess, interpret, manipulate, leverage and share the information effectively will be key to giving organizations a strategic edge. Successful data mining will be made possible by the use of date warehouses with their ability to consolidate internal and external information with powerful analytical tools Ubiquitous access to information to improve employee effectiveness and efficiency. This means working from anywhere and at anytime, the size, format, the footprint of technology deliverables will more from departmental desktop devices operating under the full control of the user organization to a mixture of hand-held, pocket-sized, integrated devices and wireless linkage that provide needed access on a real time basis to centralized processing and data storage capabilities. Instant access to all needed knowledge and to essential meaningful data will be a keystone for the successful enterprise. A variety of analytics and decision trees. Smart self-service. Customized content. HR executives must implement the new plans or programs. HR executive must have the skills to oversee the change in a way that ensures it success. Change was more successfully where HR professionals had been involved in developing the vision of the organisation, strategic planning, the change required and where the HR manage was well paid and reported directly to CEO. In previous times, change is constant. HR executives like scanning, scenario building and search conferences can help to predict the future and manage change. However, the most effective HR executives will not depend on formulas but will develop their strategic intelligence including foresight, partnering with people who complement their strengths, visioning with systems thinking, motivating and empowering their collaborators to realize their visions to create a winning future for their organizations. HR executives must have integration competence, the ability to integrative the three other competencies to increase the companys value. Although specialist knowledge is necessary, a generalist perspective must be taken in making decisions. This means that how HR all functions fit together to be effective and recognising that changes in any one part of HR package are likely to requires changes in other parts of the package. There are a few competencies the HR executives have to master to become a strategic partner. The integration competency is one of the most important that can integrate the other three competencies together to increase the organizations value. HR executives are playing the role as connecting hiring, training and worker evaluations via organizational competencies. From talent mapping and planning to performance evaluation, recruitment, retention and even benefits administration, todays human capital professionals are constantly seeking new ways to streamline, integrate and align human capital functions with broader corporate objectives The organization management has to realize that it is very important to have an integrated and consistent technology platform for HRM. The more integration between activities as diverse as recruitment, payroll and benefits management, training/development and performance measurement, the better HR executives can be at overall workforce planning and managing and motivating individual workers. As the result, the organization can be more effective These developments lead to an entirely new set of competencies for todays strategic Hr executive. The new strategic role of HR shows both opportunities and challenges. These include forming a series of partners with senior executives, line managers and external providers of HR services. As companies cope with the economy, HR can be instrumental in helping organizations leverage knowledge-based resources for business results. As highlighted in Creating People Advantage, critical HR challenges focus on three strategic categories, all related to knowledge management: 1) developing and retaining the best employees (talent, leadership development, work/life balance); 2) anticipating change (demographics, change, cultural transformation, globalization); and 3) enabling the organization (becoming a learning organization). (4) As indicated in a SHRM April 2009 poll of U.S.-based organizations and multinational companies, the primary focus of companies now is workforce planning. Although hiring expectations are low, talent management priorities remain high despite the economic downturn (see Figure 1 Competitive challenges influencing HRM The challenge of HR innovation Knowledge management It is no secret that knowledge is power. Knowledge management can create competitive advantage for a company and its customers. By sharing information and best practices, organizations create expanded opportunities for market share and financial growth. Furthermore, knowledge management provides a means for organizations to differentiate themselves from competitors. Second, KM can create a truly customer-focused culture. Appropriate organization resources can be directed toward solving customer problems or meeting customer needs quickly and effectively. Third, knowledge management can be a catalyst. Through tools, resources, and systems, it can help ignite creativity and innovation in the development of an organizations products and services. Fourth, KM can improve time to market. By leveraging best practices, learning and other time-savers to improve productivity, products can be introduced faster. Last, KM can expand a companys strategic options. By leveraging intellectual property in research and development efforts as well as overall market and business strategy, organizations can discover new ways to create value. Knowledge management can provide an organization with man benefits. Organizations can more effectively counter problems and threats and can respond more proactively to opportunities. In a knowledge based economy, managing knowledge along with other resources is a requirement, not an option. Knowledge workers Self-managing, automony, responsibility for continuing innovation Knowledge workers in todays workforce are individuals who are valued for their ability to interpret information within a specific subject area. They will often advance the overall understanding of that subject through focused analysis, design and/or development. They use research skills to define problems and to identify alternatives. Fueled by their expertise and insight, they work to solve those problems, in an effort to influence company decisions, priorities and strategies As the workers become more knowledge based, firms will need to implement strategic human resource practices in order to retain their tacit knowledge base either by retaining the tacit knowledge or by retaining the knowledge worker and thus retaining a critical competitive advantage. Performance of knowledge based industries depends on organizations attracting, holding, and motivating knowledge workers (Drucker, 2003). The transition to knowledge workers is having a significant impact on human resource practices. The knowledge workers must think like entrepreneurs, and the firms must think of the knowledge workers as entrepreneurial professionals as well as ensure a learning organization where tacit knowledge is actively diffused throughout the firm. This will allow the firm to better manage their knowledge resources through HR practices and help sustain their competitive advantage. High-performance work systems (HPWS)- combining people and technology- self-managing work teams Change in employees work roles and skill requirement The use of teams to perform work Changes in the nature of managerial work Changes in company structure Increased ability of HR information HRM practices in HPWS The challenge of sustainability The challenge of globalisation The challenge of attracting and retaining people NOKIA CASE:- Connecting People Exernal and internal people Nokia is the worlds leading mobile phone supplier and a leading supplier of mobile and fixed telecom networks including related customer services. Nokias corporate headquarters are in over 120 countries and employees are more than 47000 people worldwide. Human Resource Management plays an important role for Nokia to become the giant among the communication rivals, HRM in the new economy should to be human centric with a strong technology focus. Nokia use the SHRM to leverage on emerging technologies to better satisfy the wants and needs of the knowledge workers and in the process to build a competitive advantages. Nokia Australia is recognized as an employer of choice having been named National Best Employer in 2002 by Best Employer to Work for in Australia Awards sponsored by Hewitt, AGSM and John Fairfax. Nokia is one of only five companies to have consistently featured in the Best ployer category since the inception of these awards. Nokias HR policies have played a key role in helping the company to reach its 45 percent share of the global handset market and industry-leading profit margins of 20 to 25 percent, at a time of technological change and intense competition from Asian manufacturers. At Nokia values are the foundation and people the core. Nokia offer a workplace with a world of opportunities, engaging work, global culture and competitive rewards. The goal of Nokia HR is to create an environment in which all employees can fulfill their potential. It is crucial for the company to have the ability to adapt successfully to the high speed of change in the global market. The scale of Nokias business also means that Nokia employees can lead or participate in projects that have global impact, affecting the lives of millions of people and fulfilling Nokias mission: connecting people. Attracting, motivating and retaining people have become the main external influence on Nokias HR strategies. These four elements are: The first element of Nokia HR strategy is the Nokia way and values. Nokia is a networked organization with speed and flexibility decision making. Nokia provides individuals with a platform for personal growth in a challenge environment with a clear vision, goals and management principles. The Nokia Way brings talented people together who share the principles and success. Through the extensive employee engagement, Nokia have renewed their values that reflect their business and changing environment. Nokia is continuing engage all the stakeholders and employees to meet the needs of customers. And Nokias HR strategy includes the passion for innovation through new and improved ways and better understanding the world. Professional and personal growth (Challenge of Innovation) Nokia is focusing on professional and personal growth. Only with truly innovative ideas can make the company and its people to develop the industry and improve the products and services. Commitment to Self-developments People at Nokia is continuously looking for ways to improve their performance in order to stay at the forefront of technology and develop own competencies. Employees are encouraged to create their own development plan and take advantage of the variety of available learning solutions and methods. On the job learning is heavily encouraged. Nokia has the high-performance work systems (HPWS). First, Employees reward and compensations at Nokia is related to the companys performance.Nokia provides employees with market competitive rewards through a flexible global structure, which can address diverse and changing business and employment environments, as well as specific individual preferences. Nokia rewards employees for good performance, competence development, and for overall company success. This creates a positive and encouraging environment with opportunities for employees to optimize their potential and be rewarded fairly. Higher performance and contribution will lead to higher rewards. The Nokia global market competitive rewards structure addresses the need for flexibility, personalization, empowerment and commitment. Second, Nokia has the coaching and management training system. Coaching is regarded as a vital part of continuous learning. Highly skilled colleagues at Nokia provide employees with rich sources of experience and knowledge. Receiving coaching and partic ipating in different teams will fuel employees ´ development as well as give them the opportunity, every day, to share ideas and goals with innovators and industry leaders. Employees have access to a wide variety of training activities. Through global network of Learning Centers, Nokia HR aim to offer a consistent standard of training and development to all employees. The Learning Market Place Intranet contains information on all Nokia ´s learning solutions including e-learning as well as classroom training. Management Training Nokia place particular focus on developing managers in management and leadership skills. It is one of the key areas in competence development. There is a full range of training available from new managers ´ programs to senior programs for our more experienced people. Internal Job Market (Changes in the place of work) All employees at Nokia are invited to look at the job opportunities available inside Nokia. All vacancies, with the exception of very senior positions, are advertised internally. Employees are encouraged to improve their competencies through changing their positions. Internal job opportunities, the possibility to register to our internal candidate pool and other services for job-seeking inside the company are available through the Internal Job Market Intranet. The aim is to give Nokia people the opportunity to manage their own careers. Performance Management Nokia has created a successful performance management system across the whole

What it Means to be an American Essay example -- Papers USA Citizenshi

What it Means to be an American What does it mean to be an American? In my eyes to be an American means to have privileges, rights, and freedom. America isn't perfect, but it is one of the only countries that have rights given to people of different diversities and gender. America does not have tremendous poverty. Instead we have choices given to us by the people who fought and died for the American people. Without George Washington and the other patriots who planted the first seed in the ground and help plant the American nation we live in now who knows what America would be like now. One of the most important and well-known facts about America is freedom. We are granted the freedom or choice in our lives and how we live. We are given freedom of speech and press that lets us give our opinions and aspects of the community we live in. also we have the freedom of voting for our leaders and representatives. The American people are also given freedom of clothes, music, and number of kids. This right of freedom in our lives is one of many rights given to us. Equality in America is very important, and people have fought for it for years. In my opinion equality makes people more open minded about other peoples cultures and creates a better nation. There are still people in America and in other countries who do not believe in a community of equality and the respect of other cultures, and that is something that is not perfect about America. With that way of thinking and believing those people create the hysteria of violence and hate in America. All because they do not know about the culture they hate so bad, but we still have the people who do believes that equality is important, and they ... ... The people in America are not surrounded by a majority of starving people. Instead we have one of the most powerful economy in the world. America offers so much to the people who live in the U.S., but America will always be full of criticism, violence, and people who are offended by everything. America still seems to manage to be one of the world's best nations. The first Americans planned America to be as successful as it is, but for America to be more peaceful. America is not one of the most peaceful places, but it is not the most dangerous place to live. Even political parties lie and cheat each other. A lot of the Americans are greedy, because they take advantages of what America offers to their citizens. Even though America is not perfect I am still glad to live in the U.S.

Nelson Mandela Essay

In order to achieve something great, you must have desire, you must truly want it from the bottom of your heart. Born July 18, 1918, in a small town in South Africa, Nelson Mandela had the greatest passion to do anything to win his country’s independence. He fought for the rights of blacks in South Africa and for helpless people around the world. Motivated by his actions, the president of South Africa, P.W. Botha, imprisoned Mandela for twenty-seven years. When he was released in 1990, he immediately came back into the fight he had left for so long. He was elected president by the people of South Africa in 1994. His term in office ended in 1999, however, he still fought for racial equality and peace. Mandela died on December 5, 2013, in Johannesburg, South Africa. Although he has passed, his legacy still exists around the world today. Nelson Mandela should be the man of the century because he helped bring an end to apartheid in South Africa and his leadership not only affected the people of his country, but also people all around the world. According to Biography in Context, at the age of 24, Mandela joined the African National Congress which was a group who worked to establish social and political rights for blacks in South Africa. Mandela’s actions in the ANC caused him to be put in prison. Mandela stated that, â€Å"his organization only wanted equal rights for South Africans of all races, and added that the only way they would show their unhappiness was by nonviolent disruptive tactics† (Contemporary Black Biography 2). The ANC became illegal causing Mandela to form the Spear of the Nation which was a group that directed sabotage actions against government installations and other symbols of apartheid. These acts of violence resulted in life in prison for Mandela. Although he was cut-off from the entire world, he never lost hope, and the people never forgot this courageous leader. On February 11, 1990, one of the most prodigious events of the year, Mandela was free for the first time in twenty-seven yea rs. In 1993, the nation was moving closer to free and  fair elections. On Election Day, in the first-ever democratic election, Mandela had been victorious, and became the first ever black president of the Republic of South Africa. During his presidency, Mandela focused on issues such as, â€Å"health, housing, education, and the development of public utilities and economic stability. The government also introduced legislation requiring workplace safety, overtime pay, and minimum wages† (Contemporary Black Biography 5). Mandela improved his countries living just in the short years that he was in office. The words that once came out of young Mandela’s mouth, â€Å"I have fought against white domination, and I have fought against black domination. I have cherished the ideal of a democratic and free society in which all persons live together in harmony and with equal opportunities. It is an ideal which I hope to live for and to achieve. But if needs be, it is an ideal for which I am prepared to die† (Contemporary Black Biography 3). These words show the power and passion behind the heart of Mandela. He was willing to die for the freedom of his people like Christ died for our sins. The love he had for his country was like the love a mother and father have for their children. His courage, strength, and dedication changed the world forever. Mandela’s actions were too tremendous to only affect the little country of South Africa. His actions affected many places around the world. He encouraged many people to stand up for their rights of freedom. Although people such as President Reagan, according to NBC News, said the ANC was a terrorist group and they should not be praised and represented around the world because it engaged in, â€Å"calculated terror†¦the mining of roads, the bombing of public places, designed to bring about further repression† (Robert Windrem). I, along with many other people, do not believe this is true. Mandela was only fighting for the freedom which his country deserved, fighting for the happiness of his people, and fighting for the generations to come. The actions that Mandela took were only caused by the first sight of violence from the British police. If you were being controlled, and forced to live your life the way certain people wanted, wouldn’t you do whatever you co uld to stop it? Nelson Mandela left a legacy that will last for hundreds of years. The  apartheid movement that he led in South Africa, not only affected South Africans, but also affected nations on the other side of the globe. He is a man who will stand out from any other in the past and upcoming centuries. I believe that Nelson Mandela is the man of the century because the world, today, would not be the same if he had never fought for the rights that we all deserve. Works Cited Contemporary Black Biography, . â€Å"Biography in Context.† Nelson Mandela. Contemporary Black Biography, 05 Dec 2013. Web. 13 Apr 2014. Windrem, Robert. â€Å"NBC News.† Nelson Mandela a terrorist until 2008. NBC News, 07 Dec 2013. Web. 13 Apr 2014.

Beloved & novel

This novel is set just after the Civil War; therefore slavery is still on the minds of all the characters. Toni Morrison mad one of the main characters of Beloved a ghost because she wanted the characters to remember where they came from and this very evident from the start of the novel. The house was haunted by all of Denver and Sethe’s dead relativities. The house which is called â€Å"sweet house† isn’t very sweet. In fact, Paul D says, â€Å"If the house was so sweet, people would have stayed† (Morrison 13).Even though the characters have moved on, memories come back to us no matter what else happens in over lives. Sethe and Denver keep seeing and talking to ghosts because the ghosts are the entire have in their lives. The ghosts equal all the memories of slavery that Sethe has. Morrison also uses ghosts in Beloved to equate slavery with a type of death . This death is the end of a part of a life and start of another part of a life.However, the memorie s of slavery were still so strong after the Civil War that the images of slavery were hard to escape. The color of death was always in Sethe’s dreams; baby blood, pink gravestones and nothing more (Morrison 39). In addition, when Beloved came into Sethe’s, Denver’s and Paul D’s lives she hovered over Sethe like a ghost who wished to haunt her (Morrison 51). Beloved like all of the other ghosts represents the past.Beloved doesn’t like when Sethe concentrates on anything or anyone but her (Morrison 100). In other words, Beloved wants Sethe to focus on all the bad memories of slavery. The supernatural events in the book contrast with what the reader expects in the ‘real world’ because it is possible that the reader would expect that if Sethe and Denver were actual people living in society they would wish to leave the house that is filled with a ghost that seems to be tied to the memories of slavery.In addition, they both would want to go outside more and enjoy what life has to offer them. Moreover, in the ‘real world’ Sethe and Denver would probably attempt to both contact the ghosts through a medium or a ghost whisperer and ask why they are haunting the house and why these ghosts aren’t letting them go on with their lives. In addition, Sethe and Denver might even attempt to perform an exorcism hoping to get rid of the ghost or ghosts in their home so they can get on with their lives.Moreover, in the ‘real world Sethe would see marring Paul D and possibly having a baby with him as a great way to start a new life after the horrible life she had because of slavery and Denver would be happy because she would have the father that she never had. Furthermore, Paul D might intervene in this situation by demanding that Sethe and Denver get some professional help because they both play and with and talk to ghosts that live in the house instead of interacting with a real human being who loves both of them.However, in the book both Sethe and Denver, especially Sethe are bewitched by Beloved and don’t wish to go on with their lives. Paul D wishes to have a baby and a life with Sethe and Denver but Sethe is too scared to do that (Morrison 131-32). Also, Sethe thanks Beloved for showing her that what is in the house is all that Denver and she needs and she doesn’t need the world, which includes Paul D outside the house in the ‘real world’ (Morrison 185). Morrison seems to be saying that sometimes human beings make their own reality.In other words, human beings create the reality that they need to survive even if that reality is false. In this book, fantasy is reality. Even when all three of them go outside to ice skate Beloved is still there and not Paul D (Morrison 174). Sethe and Denver ice skating with Beloved, who is a ghost isn’t al all realistic. In one way, it seems like Sethe and Denver are attempting to get away from the ghost because they go outside and ice skate and they are happy, but, at the same time it also seems like both Sethe and Denver are trying to hold on to a bit of the past along with the present while ignoring the future.Sethe is bewitched by a ghost because she sees herself as Beloved and vice-versa (Morrison 216) Sethe seems to be losing herself. She is losing her own identity. I think that Morrison makes the contrast between the world of the supernatural and the ‘real world’ to remind the reader that sometimes human beings can get so haunted by past memories, ghosts if you will, that the past bleeds into the present and into the future. In fact, human beings can get so absorbed in memories that they forget the present.This is very apparent when Sethe lost her job because of Beloved and Denver gets pushed out of Sethe’s life little by little the more Beloved stays there (Morrison 240). The contrast between the two worlds is also done to show that human beings can come out of their haunted world with a bit of help from your friends. The community broke Sethe out of the ghostly trance that Beloved had on her (Morrison 260). Morrison seems to be suggesting that the strength of the many will help the will of one. In addition, Paul D. tries to help Sethe by bathing her (Morrison 260).In addition, he says to Sethe that they need some tomorrows because they have seen more yesterdays than anybody (Morrison 273). I also think that the multi-colored quilt that Paul D imagines on the bed represents the bright future that he wants to have with Sethe and Denver. However, at the end of the novel when Beloved is talked about (Morrison 275), that Morrison is illustrating that the memories or ghosts of a human’s past may never go away completely. Works Cited Morrison, Toni. Beloved. New York: Alfred Knopf, 1987.