To Kill A Mockingbirdz Essay Example For Students

To Kill A Mockingbirdz Essay To Kill a Mockingbird was one of the best book I ever read. Thebook mostly deals with how the main character, Atticus Finch,deals with the controversy surrounding his actions and how hetries to shelter his family from it. The main part of the book takes place at the trial. A womannamed Mayella Ewell, blames a black man named Tom Robinsonof rape. Its not true, but she knows she can get away with it, sincethe people in those days had lots of respect for white women, andblacks were still treated like slaves. The main character, AtticusFinch, defends Tom in the whole case. He is called a Niggerlover for defending Tom, and his childrens friends make fun ofthem at school since their father is defending Tom. Atticus trieshis best to be a fair lawyer, he know that tom didnt rape her. We will write a custom essay on To Kill A Mockingbirdz specifically for you for only $16.38 $13.9/page Order now When they had the trials Mayella Ewell think she will win the casebecause shes white and hes black. When it comes time forAtticus to question Mayella, he proves that Tom didnt rape her. The jury leaves to come up with a verdict. When they come back,they find Tom guilty. He is sentenced to be hung, and it is carriedout. After all this Mayellas father, Bob Ewell wanted revengeagainst Atticus for proving her daughter a liar. Atticus children arewalking home from the Halloween pageant, they found out thatthey were being followed and then they are attacked. The nextthing they know is that they are being carried home, and Jem has abroken arm and Scout a couple of bruises. Scout notices the manwho carried Jem home was Boo Radley, a next-door neighbor whothey never really talked to but know he is a very friendly person bythe way he leaves candy for them on the way to school in a hollowtree outside his house. She later finds out that he had saved theirlives. She accepts him as a friend and tells Atticus that he is Realnice. Atticus agrees and reminds her that most people are whenyou get to know them. I enjoyed reading this book. The book gets its name from whenScout, who is the narrator, and her older brother Jem when theyboth got air rifles for Christmas. They are told never to kill amockingbird because it sings beautiful songs and does no damageto anyone.

How to Use the GRE Essay Topics Sample Book to Improve Your Study

How to Use the GRE Essay Topics Sample Book to Improve Your StudyThe GRE Essay Topics sample book is a very useful tool. It can help you put together a well-structured essay which you can be proud of when it comes time to submit your study plan. For this reason, it is essential that you follow the directions provided in the book for completion. However, you should also consider a few things before you begin.The first thing that you will want to do before you get started with the GRE Essay Topics sample book is to look up a local university bookstore or a second-hand bookshop online to obtain an easy-to-read version of the book. After that, check out the downloadable files on the web which are provided as part of the course. You can see if they contain the proper type of English grammar guide you need and which types of examples you should use when filling in the essay topics section.After that, you will want to begin to check the books against the format and structure required for th e kinds of essays you will be writing. This can take some time but it is well worth it. As you start working on the essay topics, you will soon learn how much you need to know about the different styles of writing you will need to use.When you begin to look at the book for the first time, you will find that most of the topics are written in a somewhat casual manner and you can follow along with the example sentences that are found in the book. You will notice that this style is intended to help you write your own essay topics and you can even follow along with the examples as you write your own. Although it can seem quite overwhelming at first, there are plenty of practice exercises in the book that you can use to create some of your own essay topics.After you have completed the practice exercises, you will want to spend some time reviewing the examples which you have used to write your essay and look for any grammatical details that need to be included in your essay. After all, the se are the sections of the essay that you will be evaluated on. In addition, you may find that some of the examples are rather difficult to understand so it is highly suggested that you go back and review some of the sections several times to make sure that you are writing on a level with the guidelines provided in the book.It is also important that you take your time with the essay topics in the GRE Essay Topics sample book. This will give you plenty of time to think about what kind of language you should use, especially if you have never written about something like this before. When you are finished, you should be prepared to write a compelling and well-researched essay that is likely to provide you with a pass.It can be helpful to spend some time looking through the many essays that you can find in the book of GRE Essay Topics. By doing this, you will learn the basic writing techniques that will make your writing more readable and will help you avoid some common errors. Once you become familiar with the structures and structure of the essay topics, you will find that it will be much easier to write your own personal essay on subjects that are similar to those in the book.By using the techniques and the principles of the GRE Essay Topics sample book, you will find that your work will improve over time. It is important that you pay attention to the book and make sure that you are writing on a level with the required writing standards. Doing this will enable you to be a better writer as well as a better student of all things college and learn the basics of writing in an easy-to-use format.

event planner Essay Example

event planner Essay Example event planner Essay event planner Essay Event Planning To start with an event planner is a person whose profession is the planning of social events, as parties and fundraisers. To be an event planner you need to have patience because not everything you do will turn out the way you want it to. If you want to have a successful event, brainstorming is the key. To be an event planner you need to have developed some of the following skills; verbal and written communications, organization and time management, project anagement and multi-tasking, self-starter and team player, understand Microsoft office applications, detail and deadline-oriented, calm and personable under pressure, negotiation, budget management, staff management, marketing and public relations, and interpersonal skills with all levels of management. Also event planners will develop the following knowledge; Venue selection, catering, production, entertainment, gifts, transportation, lodging, and conference services. Those who chose to be an event planner as a career usually have a bachelors egree in hospitality management, public relations, marketing, or business administration. Also, sometimes event planners come through administrative roles that include planning responsibilities. There are many types of planners; there are wedding planners, sport events, corporate events etc. To plan an event having a guideline is very important. You need to have an overview of what your event is going to consist of, you need steps. The first step is determining the purpose of the event, who and what is it for. Second is assess resources, having to know who youre working with before planning. Third is determining the needs and interests. Who will be coming to the event, what type of people are they, what are their interests? Fourth is brain storm ideas, list all suggestions review every idea. Fifth is develop a timeline, make a list of tasks that needs to be done then make a schedule that shows when every task and how it should be completed. Sixth is reserve space, this is needed to be in advance, as early s possible because there are always events going on and space is always an issue. Seventh is develop a budget, you have to set a amount to spend on the event and even having ticket sales to cover for the event. You might need speakers, performers, volunteers, or hire staff members to help provide safety for the event. Ninth are details, complete and confirm all the details concerning the event. The last step in the event itself, whatever the case maybe have fun planning and hosting the event, let the hard work show off. event planner By ringram9121

All Aboard! 5 Tips to Launching Successful Blog Tours

All Aboard! 5 Tips to Launching Successful Blog Tours Though the time frame and number of stops varies, it’s typically 5-10 sites within a four week period. Think of it like a ten city booking, minus the â€Å"stage fright† and travel expense.  What are some of the benefits to writers who are â€Å"on board† with this promotional tool? and social media buddies that can bring in potential book sales on a much larger scale than if authors were to promote through their efforts alone.  Ã‚     Blog Tours can help to generate a â€Å"buzz† about books and creative projects for a considerable period of time between â€Å"Tweets†, Facebook discussions, reviews and recommendations. There To make the most of yours, here are a few tips to optimize your efforts.  1. Do your homework. Not all sites are created equally. Before embarking on your journey, consider your goals, the desired readership, and the reputation of the blog. Though you can have a wonderful experience at any number of sites within popular niches, to get more bang for your buck, tour those with at least 100 followers, an â€Å"active community† or a Google Page Rank of at least a 3.  2. Be prepared to become actively involved in the process. In other words, you’ll get out of it what you put into it. Respond in a timely fashion to readers’ questions and comments. Be gracious.

Pros and Cons of Legalizing Marijuana, Cocaine and Heroin Research Paper

Pros and Cons of Legalizing Marijuana, Cocaine and Heroin - Research Paper Example Currently the largest problem facing Florida is cocaine followed by marijuana. The use of heroin remains low except for Boca Raton and Miami-Dade. The greatest numbers of people turning to drug rehabilitation centers do so due to marijuana addiction. In 2007 alone more than 13,000 people entered treatment facilities in Florida to deal with marijuana addiction. Around 47% of these people were aged between 12 and 17 years of age. Similarly the number of cocaine addicts seeking help was some 10,000 in 2007. It has also been estimated that some 380,000 people in Florida are addicted to illicit drugs but did not seek any help (Narconon, 2011). When the Florida drug scene is considered, it is noticeable that the abuse of legal drugs is much higher in Florida than the abuse of illegal drugs. In 2006 alone some 1,400 people in Florida died from overdoses of benzodiazepines such as Xanax or from overdoses of a narcotic such as OxyContin. On the other hand some 633 people died in Florida in 2006 from cocaine overdose. Moreover most of the marijuana that is found in Florida is grown locally rather than imported. Between 2006 and 2008 the number of indoor marijuana plants eradicated shot up from 36,000 to 78,000. (Narconon, 2011) All in all the Florida legal and illegal drugs scenario presents a grim picture that needs further support from the government in order to deal with this menace at large. Drugs such as marijuana, cocaine and heroin have been legalized in certain parts of the world such as the Netherlands but the impact of these policies is often underplayed or overplayed in order to make an argument. In order to realize the true impacts of such policies, it is pertinent to consider the peculiar socio-economic circumstances that surround the legalization of drugs in these nations. Portugal decriminalized the possession of drugs for personal use in 2001. By law anyone caught with such drugs was subject to therapy and

Amazon Research Paper Example | Topics and Well Written Essays - 3000 words

Amazon - Research Paper Example He reduced the list to just five products that he felt were most promising and they included computer hardware, computer discs, books, and videos. Bezos finally came to a decision that his company would be involved in selling books, because of the huge world-wide demand for the large number of titles that are available in form of print, literature and low price points for books (Chan, 2001). Initially, Bezos founded Amazon in his garage in Bellevue, Washington. Amazon began as an online bookstore, which was an idea that was triggered off after conversation with John Ingram, formerly of Ingram Book (now called Ingram Content Group) alongside Patel Keyur who is still a major shareholder in Amazon. During its first 2 months in business, Amazon was able to sell to all the 50 states in the US and 45 other nations. Within just two months, Amazon had increased to $20,000 in a week. Whereas the usual mail order catalog and brick and mortar bookstores could offer and carry around 200,000 titles, a store that is online could offer and carry many times more, because Amazon had almost limitless virtual warehouse compared to the actual product suppliers and makers. Bezos thought of a name that would begin with an â€Å"A† since he wanted it to appear first in alphabetic order. He chose Amazon since it was a place that was different and exotic (Chan, 2001). Amazon.com can be referred to as an â€Å"e-tailer†, a company that carries out its retail business over the internet. Amazon conducts all of its business on the web, and brick and mortar are not needed here.Amazon.com sells all types of products, from electronics, clothing, jewelry to food. This idea of carrying out business online is known as e-commerce or rather e-business. E-business is composed of the process of selling, buying, exchanging or transferring services, products or information via computer networks, such as the internet

People And Organisational Development

People And Organisational Development This paper deals with the various problems organizations face while implementing change. It looks at change both from the organizational point of view and the individuals perspective focusing more on the latter. It considers the various process and models involved in change management. The paper compromises gists of a case studies which is attached as an appendice. Finally the paper concludes by pointing out the drawbacks and offering suitable suggestions for the organization undergoing change taking into account the short term and long term benefits. NOTE: Case study summarized in appendix 1   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  CCC- Coxs Container Company   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  BBC- Byfields Business College Introduction Change is a continuous process which every organization or individual undergoes at some point. Defining change management is sometimes a very complicated process. To find the exact definition to fit the purpose underpins the professionalism of the organization. Voropajev (1998) states change management as an integral process related to all internal and external factors in projects, influencing project changes. It also involves identification of possible changes already occurred and coordinated changes across the entire project. (Appendix) write out the 6 points in Voropajev BNET Business Dictionary best describes it by keeping it simple and states it as â€Å"the coordination of a structured period of transition from situation A to situation B in order to achieve lasting change within an organization.† To make it simpler we can describe it as the changes organizations perform to realize benefits or to develop a profit making business. Change is the requirement for competitive success. Change is not a simple process done overnight, it requires thoughtful planning and implementation and should involve consultation and involvement of all the people (stakeholders, employees, consumers) who are going to be affected by the change. Change management faces both internal, external factors and approaches related to projects. Hence managing change is a very important. Change is not a single action or initiative. It involves various theories underpinned by Cameron Green (2004) such as Organizational change Team Change Individual change Cultural change The core objective to be put forward is whether the organization is entitled for benefits due to the changes suggested and the dis-benefits the organization will face if the changes are not initiated. Change needs to be measurable, realistic and achievable for it to have an impact on the organization and individual. Burnes (2009) identified the two dominant managing change approaches as identifying the strengths and weakness of organizations, and situations they are designed to address. But even by applying this does not cover problems organizations face. Burnes (2009) also states that both planned and emergent changes have benefits both practically and theoretically but they neglect other approaches. So a framework built to fit change is a better option and making it flexible for future changes goes even further. The ADKAR model (Appendix) proposed by porsci () acts as a useful tool and when realized in a sequence of steps helps individuals and organizations to manage successful change. Many organizations used this to good effect and Jeff Hiatt (1998,2006) developed it further and prioritized on individuals when achieving change successful. Reasons for Changes Problems facing Coxs Container Company (CCC) Nearing retirement of Founder Managing Director High Market Competition Reduced margins Erica Wilson survey entirely on her own Fear of job cuts No training Change not consulted with employees Cultural issues Non co-operation of manager employees Addition of new consultant Lack of communication between top management employees 2/3 staff work in the production department Are people ready to change? What is the best strategy for change? What is the best leadership style Vermeulen (1997) Resistance to change We (human beings) have always constituted to the major share of resistance to change. The bulk of scientific evidence suggests that the more the individual is enabled to exercise control over his/her task and relates his efforts to his fellows it is lot more likely to gain a positive commitment. Paton James (2008) This shows a basis of a democratic government. A fair amount of disagreement and resistant is often seen in change because it is disruptive and stressful. Kotter and Schlesinger (1979) suggested four ways why people resist change Parochial or narrow-minded self-interest Misunderstanding Low tolerance to change Different assessments of the situation People tend to posses fixed ideas and follow certain rules which have worked well for them in the past. But due to advancement in technology, science and trends different organizations tend to be updated with the latest advancement which requires changes or perhaps even re-organising the way they work. Organizational personnels not adapting to this change face the 4 change resistance stated above by Kotter and Schlesinger. But the leader has to assess the situation before implementing the new changes. BBC CCC (Appendix) both dont indicate the assessment being carried out taking all stakeholders involved in the change. Who Performs the Change? A highly debated question is that not many people like change and the people making the decisions come in the firing line if it backfires. Habits are part of every persons life but is counterproductive when it deals with change. Change process or change curve evolves through number of mental phases. Denial Frustration Negotiating or bargaining Depression Acceptance Experimentation Discovery of delight Intergration Baekdal, Hansen, Todbjerg and Mikkelsen (2006) Leaders or managers are the people who initiate the change. As mentioned earlier by Cameron Green (2004) the various changes taking place usually the initiator plays a huge part. At BBCs (Appendix) the director forced changes which affected the work environment and a lot of resistance from employees was portrayed but it invariablelly brought down the performance. Two rather contrasting points to put forward both in BBC CCC the individuals accepted change and the individual repelled changes respectively. John l Thompson 73 Role of Leader in Change Management Leaders seem to infer the phrase change management as means of getting the organization to perform what they want. Cramm (2003) in her research article stress that this only affects the people. This could only lead to the lack of the vision not being migrated from the head of the leader to the hands of the employee. Even strategic planning can go to the drain if there is lack in vision. VISION  Ã‚  Ã‚  Ã‚  STRATEGY  Ã‚  Ã‚  Ã‚  IMPLEMENTATION Leaders need not possess single recommended style. Thompson (1997) Some are autocratic others democratic in the way they make their decisions. Each relies on different strengths such as planning and analyzing, some are intuitive and visionary. What exactly we need of leaders is going up to people and involving them as part of the process. Gaining Inputs Stakeholder views Likes Dislikes Cramm (2003) states that â€Å"true spirit of change management is enabling all employees to express and apply their knowledge in a way that benefits each of them and the organization.† Burnes (2009) also emphasis that employee empowerment as crucial to successful change, especially when there is attitude and culture involved. For this in turn leads us to motivation being an important criterion. He further compared three theories in order to understand employee involvement. Depth of Intervention Cognitive Dissonance Psychological Contract Burnes (2009) There are a few key aspects to be considered by leaders or managers who take on challenge of change. Recognizing group consent a major influence on willingness to change Convey and emphasize two trust Training a part of building process Allowing enough time for change Encourage people to adopt basic idea to fit the real world and them   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Vermulen (1997) et al. Deal Kennedy (1988) The employees have to be convinced that this change is going to benefit them and is done taking into account the best interest of the organization and the employees. Fragmented leadership is a huge cause of outputs being brought down. There always is a need for a well structured plan to achieve transformation. Carr Littman (1990, p. 195) et al. Vermulen (1997) identified nine steps needed for successful cultural transformation process. Planning for cultural change Assessing the current state of quality culture Training managers and the workforce Management adopting and modeling the new behavior Making organizational and regulation changes that support quality action Redesign individual performance appraisal and monetary reward systems to reflect the principles of total quality management Changing budget practices Rewarding positive changes Using communication tools to reinforce TQM principles Hence the leader has to pay extensive attention to cultural change since it is a sensitive issue. Diagnosing and analyzing the organizations character will provide assessment of the strength and weakness. This can be further built upon. This makes the implementation a easier procedure to be carried out. Managing the Individual Culture Changing organizational structure can be done rather quickly but the cultural change is a long process and consumes time. Kanter (1992) et al Burnes (2009) The fact that many people or even teams are repulsive towards the word change is that they are worried if their individual roles and responsibilities would be affected. People are more suited towards performing actions which they are familiar with. Hence Cameron Green (2004) stress the fact that managing the individual and people within the organization is an important criteria. Thompson (1997) states that if culture and power is overlooked, implementation may not be possible. Baekdal, Hansen, Todbjerg and Mikkelsen (2006) state that change management is more about the people and higher efficiency does not come from working harder but from within. Higher efficiency comes from motivation, complete understanding for the entire process and self worth. This has to be focused on a large scale if the company is to improve. The strategic leader plays an important part in the culture of the organization. Attitudes and behavior of employees are affected as well as willingness to accept responsibilities and taking measured risks due to these changes. The culture of an organization is associated to the personality of the individual. Culture and communication cannot be separated and for this to be put in place common assumptions have to be made. Catwright et al Mullins (2005) sees culture as a system of management authority and states three ways employees react. They identify themselves with their organization accept its rules when it is the right thing to do. Internalize the organisations values when they believe they are right and They motivated to achieve the organization objectives Catwright et al Mullins (2005) There are many types of cultures seen in organizations which are cited in Mullins (2005) pg 892 893). But person culture plays as a huge part usually. It sometimes could be people getting together to agreeing with a certain system like the one of sharing cakes on Fridays at BBC. This atmosphere has worked well and has not hindered their success. But forced changes made by the new management has affected the working and led to inefficiencies. Every organization has its own unique culture and large organization posses a mix or cultures. Different people like working in different environments and they get more satisfied and this makes them happy which reflects on their performance. But Dean Kennedy et al Burnes (2005) categorise corporate cultures bearing two factors The degree of risk associated with the organisations activities and The speed at which organizations and their employees receive feedback on the success of decisions or strategies. Change Factors Free market competition is a driving source for organizations and individuals to innovate and change Communication communication strategy Involving people who are going to be directly affected by the changes is crucial and setting up a communication strategy is vital. This has immense effect on reducing the uncertainty people face and assures them of their involvement. By implementing this particular procedure the employees are draw into discussions and gives them the right to debate about the changes. This discussion can convince them why the change is needed rather than just being told to do changes which they really dont know why is being suggested. This can reduce anger, frustration etc being cultivated. This is best described in a mini case study cited in Burnes (2009) where the trade union convenor for NHS had problems with the top managements way of implementing change. Change was not consulted but ordered. This de-motivated the entire department and lack of staff support was evident. The situation seemed not like changing until the new chief executive taking the post on the very first day saw the problem and went to the head of the union. This was a huge step forward since it gave the union head and its employees the assurance of their involvement and them being heard out. This resulted in changes not being possible previously were possible now. It required only a little bit of courtesy and thought to initiate this step. This small win was a big step forward which contributed heavily to the change process. 500 words Management Union Meetings Having management union meetings to address the problems facing the organization and the drop in operational quality is needed. The fact that none of the changes have been discussed with the union is seen as a drawback. The management and the employees can come to mutual agreements and speak over conflicts which are hindering the changes from not being employed. Perhaps suggesting a few compensations to employees might work in favour of the management. Corbett (1994) Drawbacks of Change To every positive there is a negative. If change is not realized tendency to rely on a particular area is too strong and critical factor needed for success will not be built upon. In this every changing world change is the essence for success. Case study at McDonalds Thompson (1997) the smallest change such as change in menu also affects the people involved in making the food since they are accustomed to making the same previous menu. The motivation and moral is suppressed due to this change which will affect quality and time initially. But the organization is going to benefit so this change has to be realized. Forced change and accepted change are two changes which are not discussed often. Case Study Wave management Since over 2/3 of the companys employees work in production department and the fact that they have been working for the past 10 years, managing them to adapt to the changes is critical. Two main steps to put down are Involvement of employees in changes Finding ways to manage them Ezzamel, Green, Lilley Willmott (1995) state that organizations should be leaner, creative and adaptive. Bureaucracy hierarchical control have a lot of drawbacks. Having a network with a shared culture will make the employees committed to the core values of the organization which will bring down the cumbersome hierarchy and its cost. This is needed since there seems to be a vacuum when it comes to confrontation between top management and employees. This new wave management can lead to lot of future emphasis such as Problem-solve through participation Facilitate employee self-discipline Effectively develop HR Flexibly appreciate contingency ambiguity Ezzamel et al. (1995) Ezzamel et al. (1995) also state that managers are not required enforcing rules to control workforce. But this could lead to some problems with respect to disciplinary and motivation. Having cross-functional managers is a way to bring the top management and employees closer. This will bring self disciple as well as a constant monitoring process together which will benefit the organization. This eradicates functional specialism and boundary wjich are seen as obstacles for project management. Strategic management The steps mentioned below is probably the basic best process in achieving change. Planning to achieve the desired output needs a strategy to be implemented. Morgans (1986) et al. Burnes (2009) organizational metaphors 8 point description is good but many people rather prefer Johnsons Scholes (1993) et al. Some problems cannot be solved but only managed and adding value helps to manage change. Values such as awareness, responsibility, teamwork, tolerance and teamwork are supreme just as flexibility and change readiness. Specify time line Specifying the time line for the change to take place is often neglected by organizations. As seen from CCC or BBC case study (Appendix) there is no mention of time frame which does not help to achieve short term or long term wins. This could sometimes weaken the change process and become barriers for change management. Drawing time lines analyzing time lines are crucial to planning and implementation process. 500 words Remedies Motivation Engaging people Ways to make them understand (Educate Regulate them of the situation) Stats (projections) Positive attitude we are not victims, dont take it personal, global competition Get out of a comfort zone loss or opportunities Be a better player you fail company fails Re tool and re invent yourself einstien slogan Ask better questions + attitude Poor planning involve team communicate Dont see the point why will they want to change If ROI is not there then no company will be happy Motivation Manage change Setting Exampes Managing change is an important ingredient to achieving change. It is the responsibility of the management and many organizations fail to do so. There is no point blaming the workers. McCormic () states that effectively dealing with emotional response to change as a key criteria. Managers have their reasons to resist change. This may be due to the fact that they might feel that the change is not going to have effects or lack of trust in the management. Possible solution Top management needs to consider solutions from managers and them in turn from workers. People disagreeing must not be beaten down for their expressions. Top management must review the suggestions and analyze there is enough funds (Executive Sponsorship) to carry out the process if agreed. Open communication two way and honest opinions must be given Expectations must be robust and everyone must be aware of the change. Reporting system must be initiated on mutual grounds. By implementing these steps most managers will tend to be won over by the management and the employees will follow suit. Cultural effects on TQM Culture plays an important part in an organization involving every individual contributing to it and helps change over a period of time. Management plays the most important roles in achieving this transformation. Vermulen (1997) Vermulen (1997) identifies companys culture as major issue hindering TQM and change. Companies through is policies and day to day actions usually send signals defining what is important and proper which in turn helps employees act accordingly. If an audit could be carried out like questionnaires, personal interviews etc this can assess the situation and a feedback system would be created which helps gain commitment and awareness of the present situation. Vermulen (1997) states management must accept and follow accordingly even though there might be differences more than conformance. But what this does in the CCCs situation is that since 2/3 of the company employees work in the same department and are of similar cultural background. This is not always the solution. What effects change can bring STUDENT ID : 469131Page 8