Jane Eyre Essays - English-language Films, British Films, Jane Eyre

Jane Eyre Essays - English-language Films, British Films, Jane Eyre Jane Eyre Jane Eyre of Charlotte Brontes Jane Eyre, develops drastically within the first few chapters of the novel. Her environment was a major influential factor in Janes development. It would shape the person she is and will be. Jane is a character of strength as a result of her vivid imagination and strong emotions, these made her extremely vulnerable to the environment around her. At the very beginning Jane is very feisty, and almost rebellious towards everyone around her. She seems to be aggravated and irritated by everything around because she is an orphan. With the progression of the novel she transforms by allowing the environment she is in to influence her by opening up to others and slowly terminating that rude little girl which existed at the very beginning. As Jane grows she becomes the influence of her environment. Her boldness, intelligence, kindness, as well as vulnerability transform her role in the novel. Jane has become the authority figure, a woman taking a strand without allowing others to stomp all over her. Janes role has reversed. Jane isnt only the main character of Charlotte Brontes Jane Eyre she is also a revolutionary character. She is a representation of strength, symbolizing the new woman of literature. She was and has influenced her environment by being a blunt and outspoken person.

Battle of Kennesaw Mountain in the Civil War

Battle of Kennesaw Mountain in the Civil War Battle of Kennesaw Mountain - Conflict Date: The Battle of Kennesaw Mountain was fought June 27, 1864, during the American Civil War (1861-1865). Armies Commanders: Union Major General William T. Sherman16,225 men Confederate General Joseph E. Johnston17,773 men Battle of Kennesaw Mountain - Background: In the late spring of 1864, Union forces under Major General William T. Sherman concentrated at Chattanooga, TN in preparation for a campaign against General Joseph Johnstons Army of Tennessee and Atlanta. Ordered by Lieutenant General Ulysses S. Grant to eliminate Johnstons command, Sherman had under his direction Major General George H. Thomass Army of the Cumberland, Major General James B. McPhersons Army of the Tennessee, and Major General John Schofields small Army of the Ohio. This combined force numbered around 110,000 men.   To defend against Sherman, Johnston was able to gather around 55,000 men at Dalton, GA which were separated into two corps led by Lieutenant Generals William Hardee and John B. Hood. This force included 8,500 cavalry led by Major General Joseph Wheeler.   The army would be reinforced early in the campaign by Lieutenant General Leonidas Polks corps.   Johnston had been appointed to lead the army after its defeat at the Battle of Chattanooga in Novemb er 1863.    Though he was a veteran commander, President Jefferson Davis had been reluctant to select him as he had shown a tendency to defend and retreat in the past rather than take a more aggressive approach. Battle of Kennesaw Mountain - Roads South: Commencing his campaign in early May, Sherman employed a strategy of maneuver to force Johnston from a series of defensive positions.   An opportunity was lost in the middle of the month when McPherson missed a chance to trap Johnstons army near Resaca.   Racing to the area, both sides fought the inconclusive Battle of Resaca on May 14-15.   In the wake of the battle, Sherman moved around Johnstons flank forcing the Confederate commander to withdraw south.   Johnstons positions at Adairsville and Allatoona Pass were dealt with in a similar fashion.   Slipping west, Sherman fought engagements at New Hope Church (May 25), Picketts Mill (May 27), and Dallas (May 28).   Slowed by heavy rains, he approached Johnstons new defensive line along Lost, Pine, and Brush Mountains on June 14.   That day, Polk was killed by Union artillery and command of his corps passed to Major General William W. Loring. Battle of Kennesaw Mountain - The Kennesaw Line: Retreating from this position, Johnston established a new defensive line in an arc to the north and west of Marietta.   The northern part of the line was anchored on Kennesaw Mountain and Little Kennesaw Mountain and then extended south to Olleys Creek.   A strong position, it dominated the Western Atlantic Railroad which served as Shermans primary supply line north.   To defend this position, Johnston placed Lorings men in the north, Hardees corps in the center, and Hood to the south.   Reaching the vicinity of Kennesaw Mountain, Sherman recognized the strength of Johnstons fortifications but found his options limited due to the impassable nature of the roads in the area and the need to control the railroad as he advanced.   Concentrating his men, Sherman deployed McPherson in the north with Thomas and Schofield extending the line south.   On June 24, he outlined a plan for penetrating the Confederate position.   This called for McPherson to demonstrate against most of Lorings lines while also mounting an attack against the southwest corner of Little Kennesaw Mountain.   The main Union thrust would come from Thomas in the center while Schofield received orders to demonstrate against the Confederate left and possibly attack up Powder Springs Road if the situation warranted.   The operation was scheduled for 8:00 AM on June 27 (Map). Battle of Kennesaw Mountain - A Bloody Failure: At the appointed time, around 200 Union guns opened fire on the Confederate lines.   Approximately thirty minutes later, Shermans operation moved forward.   While McPherson executed the planned demonstrations, he ordered Brigadier General Morgan L. Smiths division to commence the assault on Little Kennesaw Mountain.   Advancing against an area known as Pigeon Hill, Smiths men encountered rough terrain and dense thickets.   One of Smiths brigades, led by Brigadier General Joseph A.J. Lightburn, was forced to wade through a swamp.   While Lightburns men were able capture a line of enemy rifle pits, enfilading fire from Pigeon Hill halted their advance.   Smiths other brigades had similar luck and were unable to close with the enemy.   Halting and exchanging fire, they were later withdrawn by Smiths superior, XV Corps commander Major General John Logan. To the south, Thomas pushed forward the divisions of Brigadier Generals John Newton and Jefferson C. Davis against Hardees troops.   Attacking in columns, they encountered the entrenched divisions of Major Generals Benjamin F. Cheatham and Patrick R. Cleburne.   Advancing on the left over difficult terrain, Newtons men made multiple charges against the enemy on Cheatham Hill but were repulsed.   To the south, Newtons men succeeded in reaching the Confederate works and were repelled after extended hand-to-hand fighting.   Retreating a short distance, the Union soldiers entrenched in an area later dubbed the Dead Angle. To the south, Schofield conducted the planned demonstration but then found a path that allowed him to advance two brigades across Olleys Creek.   Followed by Major General George Stonemans cavalry division, this maneuver opened a road around the Confederate left flank and placed Union troops closer to the Chattahoochee River than the enemy. Battle of Kennesaw Mountain - Aftermath: In the fighting at the Battle of Kennesaw Mountain, Sherman suffered around 3,000 casualties while Johnstons losses were approximately 1,000.   Though a tactical defeat, Schofields success allowed Sherman to continue his advance.   On July 2, after several clear days had dried the roads, Sherman sent McPherson around Johnstons left flank and forced the Confederate leader to abandon the Kennesaw Mountain line.   The next two weeks saw Union troops force Johnston through maneuver to continue retreating back towards Atlanta.   Frustrated with Johnstons lack of aggression, President Davis replaced him with the more aggressive Hood on July 17.   Though initiating a series of battles at Peachtree Creek, Atlanta, Ezra Church, and Jonesboro, Hood failed to prevent Atlantas fall which finally came on September 2.    Selected Sources: Kennesaw Mountain National Battlefield ParkCivil War Trust: Battle of Kennesaw MountainGeorgia Encyclopedia: Battle of Kennesaw Mountain

Strategic Management Assignment Essay Example | Topics and Well Written Essays - 2000 words

Strategic Management Assignment - Essay Example b) In the case of a university of your choice, state what you believe to be their core competences and how they show themselves to their several stakeholders. Â  (15 marks) In the pursuit of its mission, all universities must be committed to holistic development of human being and to uphold truth, virtue, character formation, personal integrity and academic excellence. All universities for that matter must have its vision, mission and statement of purpose. They must all have competencies in administration, instruction, research and extension services. This is true to all universities who are mandated to follow and maintain accredited standards and rules that are set by government to ensure that they will perform and function in accordance to constitutional, legal and executive orders. Universities, as center for excellence, should not only be perceived of its educational services but also as a melting pot for tourism, sports, arts, humanities and culture. It’s a social struct ure which helps the country develop human resources to contribute for development, peacebuilding, understanding an appreciation of diversity, and as resource-engine for national growth. The measure of its performance achievement is the number of students who passed and top the bar, government licensure examinations, and its contribution to social developments through research and extension of services. The academe’s competencies provide an integrated approach and system for quality education to promote national identity, cultural consciousness and moral integrity. Graduates of these universities are human resource supply to required regional and national manpower for national development. It must also pioneer in research and extension to lead economic upliftment of communities so that people will lead superior lives. In addition to its traditional function, universities should promote and accelerate integration of graduates to the mainstream of national body politics. Hence, it must also actuate as tool for national policy formulation in addition to its traditional function as an institution of higher learning. Question 5 George Hull is the Chief Executive of a growing industrial company developing and marketing its own products for the brush making machinery, government defense and mobile phone industries in UK. Until now, Hull has organised the company on Functional lines but is having doubts that this structure will serve his new strategy for growth in each market sector. a. What is a Functional organisation and what advantages and disadvantages do you believe this structure possesses when looking to further grow the business. (10 marks) Functional organization emphasizes the role of top positions throughout the business structures to deal with business’ problems and its functional authority restricts itself to guide all departments to ensure performance quality and uniformity in its operations. Often authorities are specialists appointed to m anage relevant or key positions. For instance, a managing director or marketing director is designated to

With reference to relevant academic & practitioner literature, write a Essay

With reference to relevant academic & practitioner literature, write a report on the role of HR in equality & diversity in the work place - Essay Example Therefore, the human resource function is most likely to hold the main responsibility for the individuals planning within an organization as well as policies concerning equality and diversity issues. The HR functions are believed to be the main driver of progressive change regarding equality and diversity issues. Arguably, HR is responsible for fostering and promoting workforce diversity through recruitment and selection processes, training programs and policy development among others. This paper discusses the role of human resource in equality and diversity in the workplace. Diversity plays a significant role in the workplace and it reveals that organizations can greatly benefit from developing and maintaining a more diverse workforce. Diversity in the workplace enables organizations to secure a competitive advantage given that the markets are becoming increasingly global and so it assists organizations to discover opportunities in new customers and products. In addition, it attracts a wider talent pool and assists in understanding the needs of a wider customer base. More so, ensuring that there is equality in the workplace is also a very important as it also helps in determining the success of an organization. It is important to treat individuals equally for an organization to be effective and productive. Therefore, it is very important for equality and diversity to be promoted in an organization so as to have a more diverse and motivated workforce. HR is responsible for ensuring that there is equal opportunity and diversity management in the organizat ion. Equal opportunity is about eliminating any form of discrimination in the workplace, especially during the job recruitment process. On the other hand, diversity management involves cultural transformation of the organization to promote the value workforce diversity. When addressing equality in the workplace, the main focus in on gender, ethnicity, age, and disability among

Organizational Behavior Study Guide Essay Example for Free

Organizational Behavior Study Guide Essay Organizational Behavior – is the understanding of how organizations work and how to have people perform efficiently. It is extracted from different areas of study, and is interested in how these fields are integrated into workplace behavior. Basic Leadership Model – knowledge of OB x behavioral skills = leadership effectiveness Organizational Behavior – 1) individual level is where members make sense of the world and derive motivation. 2) how teams function. How they deal, ethical decision making, and power politics. 3) Organizational level – how the firm is structured, selecting developing talent, creating sustaining a culture, manage change. Behavioral skills – facilitate team decision making, effective communication, effective negotiation, use power wisely, and managers organization change. Organization change over time – theories become more complex and and yet more accurate but they are harder to apply since they are all based on the situation and culture limits the applicability of these theories also. Pre 20 century – work was done from home/crafts, orgs were military and church, Adam Smith division of labor and theories of use of machinery to save labor costs. 1900 – industrialism and mass production using division of labor. 1920 – scientific management fred taylor: cult of efficiency task analysis, standardization, pay by performance, training, and systemic selection. Classical management: Henry Fayle: PODSC: planning, organizing, directing, staffing, and controlling. Unity of command: one leader, specialization: doing one activity and people got good at it so replacing was easy. Scalar chain: the yields of an output TxC input multiplied by constant. Span of control: how many subordinates under control. During this time was 5 to 7 now its over 20. 1930 Hawthorne studies by Elton mayo. Findings were that interaction in the test group had increased productivity; feelings and supervision had big effect in production. Informal groups also were formed due to interaction. 1940 –group dynamics: when teams made their own decisions they required more information to be shared with employees and yet this was complex but made them have a sense of commitment to the job. Bureaucracy with Max Weber: job descriptions, specific responsibility, written rules, right of appeal, fair and equal treatment and managing became a profession to learn. 1950- Task leaders were only concerned with accomplishing the task. Social leaders were concerned with employees. Limits to rationality suffice rather than maximize. There is a limit of how much info. You can absorb. Gordon Howell: it asked for professionalism and more scientific knowledge. 1960,1970-Systems thinking environment and organization explaining and predicting behavior. Contingency thinking variables on factors. Leadership is contingent on many factors. 1980 and now – Mckribbin porter studies asked for more communication, and social skills and cultural diversity. Leader-awareness will make a better leader. Biographical traits, personality, attitudes and values, ability influences your perception and motives. And perception and motivation influence productivity, absence, turnover, and satisfaction. When hiring: skills, attitudes and values, and personality are looked at if you fit in the organization and see how well you work in teams. People who don’t fit in will have low performance high absenteeism/turnover. Age-older people are less likely to be absent for avoidable reasons and more likely to be absent for unavoidable reasons. (such as illness). Older people have les employment opportunities. Their job provides them with higher wages and pension benefits. Productivity there is no relation with age. Positive satisfaction 60+. Gender- no gender differences and no differences in productivity. Women are more likely to be absent because of children. Marital status- in general married people are more stable, brings job to be more valuable, fewer absence and turnover rates, more satisfied. Tenure – people who have been around for a long while are likely to stay and there is decreased turnover. Tenure on previous jobs help predict employees future turnover. Promotes conveys loyalty. Extra experience leads to increased productivity. Ability – skills that individual posses. Intellectual ability: mental activities, thinking, reasoning and problem solving. Those individuals who have a high intellectual ability and work at jobs that do not challenge them become bored and lack motivation. Physical ability: require physical traits for some jobs. Emotional intelligence: self awareness becoming aware of yourself and your areas of strength. Self management working without constant supervision. Self motivated ability to persist if there is setbacks or failures, social skills the ability to deal with others and their emotions, empathy ability to sense how others are feeling. Emotional intelligence affects job performance as employees can relate to each other. Cultural Values – experiences learned that shape our behavior. High low power distance: how equal or unequal you are between others in your society, u.s is low/democratic. Uncertainity avoidance: preferring structure than unstructured. Cognitive dissoance: when there is a conflicting emotion or tension after making a decision. Refers to any incompatibility than an individual might perceive between two or more if his or her attitudes, or between his or her behavior and attitudes. Personality – heredity, environment, situations determine personality. Locus of control: the degree to which people believe they are masters of their own fate. When we succeed we take credit for it, but when we fail, we blame others. Internals: in control of our destiny and are more satisfied and fewer absences. Externals: believe their lives are controlled by outside forces higher absences and less satisfaction. Extroversion: social, assertive. Introverted: reserved, timid. Machiavellianism: pragmatic, emotional distant, ends justify means, aggressive tactics. High mach’s: less persuaded, win more, manipulate more, flourish face to face and when there’s no rules. Self esteem: more confidence, higher risk takers. Self monitoring: ability to adjust to external behavior and situations. High Self monitors: aware of outside cues, and put on faces. Perceptions-input gives meaning to surrounding. Influenced by perceiver: attitudes, motives, interests, experiences, expectations. Target: motion, size, background, similarity. Situation: time, work, social. We judge people to find a behavior based on motives and interests. Attribution Theory- Attribution theory- Tries to explain the ways in which we judge people differently, depending on the meaning we attribute to a given behavior. We attempt to determine if a given behavior is internally or externally caused. Assessed by 3 factors: Distinctiveness- whether an individual displays different behaviors in different situations. Consensus- is his response unique or expected from everyone in a similar situation? Consistency- does the person respond the same way over time? Fundamental attribution error- The tendency to underestimate the influence of external factors and overestimate the internal factors when making judgments about others’ behaviors. Self-serving bias- The tendency for individuals to atribute their own successes to internal factors and blame failures on external factors. Frequently used shortcuts in judging others: Selective perception- The tendency to selectively interpret what one sees on the basis of one’s interest, background, experience, and attitudes. Halo effect- the tendency to draw a general impression about an individual on a basis of a single characteristic. â€Å"he is all good and nothing bad† or vice versa. Contrast effect- Evaluation of a person’s characteristics that is affected by comparison with other people recently encountered who rank higher or lower on the same characteristic. Ie. Someone being assessed right after an expert or someone that does a bad job will affect how you view that person. Stereotyping- Judging someone on the basis of one’s perception of the group to which that person belongs.Profiling/Stereotyping- A form of stereotyping in which a group of individuals is singed out- typically on basis of race, ethnicity- for intensive inquiry, scrutiny, or investigation.Self- fulfilling prophecy- a situation in which a person inaccurately perceives a second person, and the resulting expectations cause the second person to behave in ways consistent with the original perception. Motivation- how much effort an individual puts forth to achieve organizational goals. Performance = motivation, ability, opportunity. Learning Theory – environment determines an individuals behavior. Law of Effect(operant conditioning, or reinforcement theory) behavior is a function of its consequences. People got to learn to behave a way to get what the want. Shaping Behavior- individuals behavior is shaped by rewarding each successive step that moves them closer to a desired response. Positive reinforcement: following a desired response with something pleasant, negative: following a response by termination or withdrawal of something unpleasant. Punishment: causing an unpleasant condition to eliminate an undesirable behavior. Extinction: eliminating any reinforcement that maintains behavior. Applied: Well pay vs sick pay, lotteries, and recognition programs. Need Theory- the individual is in control of changing behavior and not the environment. Maslows Hierarchy: Maslow’s hierarchy of needs. From Low to high. 1. Physiological- food, water, shelter, bodily needs 2. Safety- protection from emotional and physical harm 3. Social- affection, belongingness, friends 4. Esteem- self respect, autonomy, recognition, attention 5. Self actualization- achieving full potential, growth As each need becomes satisfied the next need becomes dominant. A substantial satisfied need no longer motivates. High order needs: internally satisfied such as social , esteem, and self actualization. Low order needs: externally and psycho and safety needs. Extrinsic rewards such as pay tends to decrease motivation for something that was intrinsically rewarding. Extrinsic rewards given to someone performing an interesting task causes interest in the task. Two factor theory: intrinsic factors such as advancement, recognition, responsibility, and achievement, are related to job satisfaction and extrinsic factors such as supervision, pay, company policies, and working conditions are associated with dissatisfaction. Hygiene factors – these factors are conditions surrounding the job â€Å"low order needs† and people complain about and in order to motivate people on the job hertzburg suggests to emphasize characteristics that people find intrinsically rewarding. Equity Theory- comparison of outcomes such as rewards and promotions, to inputs such as effort, skills, experience, and knowledge to others in the organization and then respond to eliminate any inequities. Inequity (under rewarded) low performance and over rewarded performance will increase. Job enrichment (vertical)- is the vertical expansion of jobs, increasing the degree to which the worker controls the planning, execution, and evaluation of his or her work. Expanding jobs vertically gives employees the opportunities, responsibilities, and controls that were previously reserved for management. Autonomy, feed back results, feedback channel, and recognizes individuals desire to grow. Job enlargement (horizontal)- is the idea to expand jobs, more tasks to work with, broaden the job. Skill variety, task identity: seeing the job getting fully done, task significance allows employees to form natural work units where asks they perform create meaningful whole. Employee Involvement Programs- allows orgs to focus on areas their workers know best. Gives sense of belonging, power, information, attitudes/values, and rewards move down the org, allows high needs to be satisfied, becoming motivated, committed, performance up, and satisfied. Line of sight: things way too far away that decreased motivation. Expectancy Theory- belief that an employee will be motivated to exert effort when it will lead to good performance then reward and hence satisfy its goals. Developed by Victor Vroom. Expectancy (effort – performance) belief That effort will lead to good performance. Skills experience and performance clarity is satisfied. Instrumentality (performance – reward) belief that good performance will lead to desired outcomes. Valence (reward – personal goal) the degree to which org. rewards will satisfy your needs and how attractive they are intrinsic and extrinsic. Effort to perform = expectancy, instrumental, valance. Gain Sharing- a formula based on group incentive plan. Focuses on productivity cost saving rather than profits. Relies less on extrinsic factors. Gain can happen without profit. Skill based pay- pay levels are based on how many skills employees have. Technical, managerial, and social. Provides flexibility to perform diff. tasks and skills are interchangeable. Facilitates communication between people to gain better understanding of the jobs. Downside, no promotions and there are limitations to how much you can learn before you top out. Timed training rotation: periodic shifting of an employee from one task to another. When employee becomes not challenged the employee is changed to maintain motivation levels high. Trait Theory- differs leaders from non-leaders. By looking at personal qualities to traits. Works well when in no structure or ambiguous teams. Leaders are born not made. Emergence of leadership rather than the leaders effect on performance. They have to be ambitious, energy, honesty, integrity, high self monitors. However, the theory may not work because fails to clarify the importance of different traits. Not a clear cause and effect relationship. Behavior Theories- assumes that leaders can be trained and the goal here is to develop potential leaders. The problem with these theories is that effective behaviors do not generalize across situations. Ohio studies: 2 dimensions: initiating structure: extent to which a leader is likely to define goals and expectations. Leaders focus is task. Consideration: the extent to which a leader has a relation with employees, trust, respect for ideas, and feelings. The leader is people oriented and focused on the employees.

Being There Essay -- essays research papers fc

â€Å"Being there† is a story of a man named Chance who knew nothing other than gardening and what he saw on television. His actions, judgements, and thoughts were all a reproduction of his experiences with television shows and gardening. After being backed up into by a limousine driver Chance became the focus of America’s daily news. Although not being able to read or having any common knowledge about the outside world Chance uses his knowledge of gardening and what he sees on television to help him in conversations with people and to excel in the real world.   Ã‚  Ã‚  Ã‚  Ã‚  Having no contact with the outside world while growing up, television was Chance’s only view of what society was like. By flipping through the channels, Chance noticed the different ways people would interact with each other. Television provided him with different ways of looking at people and society. Television was his escape to be whoever he wanted to be. When Chance came into contact with different people he had an idea of how to act in their presence. When Chance was about to have dinner with Mr. Rand and E.E. he decided to imitate â€Å"the TV program of a young businessman who often dined with his boss and the boss’s daughter† (Kosinski, 39).   Ã‚  Ã‚  Ã‚  Ã‚  Also when Chance was being interviewed on â€Å"This Evening†, he used his knowledge of gardening and what he saw on television to get him through the interview. When being asked if he agreed with the President’s views on econom...

Accounting: Prudence Concept Essay

Prudence concept: revenue and profits are included in the balance sheet only when they are realized(or there is reasonable ‘certainty’ of realizing them) butliabilities are included when there is a reasonable ‘possibility’ of incurring them. Also called conservation concept. Du Pont analysis A type of analysis that examines a company’s Return on Equity (ROE) by breaking it into three main components:profit margin, asset turnover and leverage factor. By breaking the ROE into distinct parts, investors can examine how effectively a company is using equity, since poorly performing components will drag down the overall figure. To calculate a firm’s ROE through Du Pont analysis, multiply theprofit margin (net income divided by sales), asset turnover(sales divided by assets) and leverage factor (total assetsdivided by shareholders’ equity) together. The higher theresult, the higher the return on equity. Return on Equity ROE. A measure of how well a company used reinvestedearnings to generate additional earnings, equal to a fiscal year’s after-tax income (after preferred stock dividends but before common stock dividends) divided by book value, expressed as a percentage. It is used as a general indication of the company’s efficiency; in other words, how much profitit is able to generate given the resources provided by itsstockholders. investors usually look for companies withreturns on equity that are high and growing. Net Working Capital Net Working Capital, is defined as Current Assets minus Current Liabilities. Current assets include stocks, debtors, cash & equivalents and other current assets. Current liabilities include all the short-term borrowings. The formula is the following and the figures are expressed in millions: operation costing hybrid of job-order and process cost systems. Companies that manufacture goods that undergo some similar and some dissimilar processes use this system. Operation costing accumulates total conversion costs and determines a unit conversion cost for each operation. However, direct material costs are charged specifically to products as in job-order systems. Amortization 1. The paying off of debt in regular installments over a period of time.  2. The deduction of capital expenses over a specific period of time (usually over the asset’s life). More specifically, this method measures the consumption of the value of intangible assets, such as a patent or a copyright. Preliminary expenses These are incurred for the incorporation of a company. They may be paid by the promoters before the company is incorporated or by the company after it is incorporated. And they include the following: a) professional charges paid for drafting of memorandum of association and articles of association; b) professional charges for consultation in incorporating the company; c) cost of printing of the initial copies of MoA and AoA; d) stamp duty for the documents; e) registration fee paid to the Registrar of Companies (RoC) for incorporation; f) bank charges incurred on the above; and g) incidental expenses such as stationary, conveyance, and so on. capital gain The amount by which an asset’s selling price exceeds its initial purchase price. A realized capital gain is an investment that has been sold at a profit. An unrealized capital gain is an investment that hasn’t been sold yet but would result in a profit if sold. Capital gain is often used to mean realized capital gain. For most investments sold at a profit, including mutual funds, bonds, options, collectibles, homes, and businesses, the IRS is owed money called capital gains tax. opposite of capital loss. Leverage 1. The use of various financial instruments or borrowed capital, such as margin, to increase the potential return of an investment. 2. The amount of debt used to finance a firm’s assets. A firm with significantly more debt than equity is considered to be highly leveraged. Leverage is most commonly used in real estate transactions through the use of mortgages to purchase a home. Job Costing Job Costing involves preparation to calculate the costs involved of a business manufacturing goods. These costs are recorded in ledger accounts throughout the year and are then shown in the final trial balance before the preparing of the manufacturing statement accounting concept and conventions In drawing up accounting statements, whether they are external â€Å"financial accounts† or internally-focused â€Å"management accounts†, a clear objective has to be that the accounts fairly reflect the true â€Å"substance† of the business and the results of its operation. The theory of accounting has, therefore, developed the concept of a â€Å"true and fair view†. The true and fair view is applied in ensuring and assessing whether accounts do indeed portray accurately the business’ activities. To support the application of the â€Å"true and fair view†, accounting has adopted certain concepts and conventions which help to ensure that accounting information is presented accurately and consistently.

Hard Times Essay

Hard Times opens with a look at a Utilitarian educational system.   The readers are introduced to a method of teaching that is centered only on facts and nothing else: no imagination, and â€Å"unnecessary† information (Hard Times†¦..2006). Schoolmaster Thomas Gradgrind fully supports the Utilitarian system, and has brought up his children Tom and Louisa ( and their siblings) in this way. Mr. Gradgrind’s longtime pal Josiah Bounderby – a factory owner – is also an enthusiast of Utilitarianism (Hard Times†¦..2006). Louisa Gradgrind is a miserable and misled girl, while his brother Tom is an unwholesome and ambitious young man (Hard Times†¦..2006). When a circus performer’s daughter, Sissy Jupe, enrolls at the Gradgrind School, she unsettles the people around her by her interpretation of life, which could be turned fanciful in contrast with the facts of Utilitarianism (Hard Times†¦..2006). Sissy’s father had outlasted his usefulness at the circus and ran away, deserting Sissy. Mr. Gradgrind felt sorry for Sissy and hired her on as a servant (Hard Times†¦..2006). One day, Messrs. Gradgrind and Bounderby informed Sissy that she had to  decide between living a better life through obtaining education and leaving all her circus friends behind, or go with the circus (Hard Times†¦..2006). Sissy chooses the former, because she knew that this is what her father wanted for her, and why he abandoned her. In the first chapter, we are also introduced to the people at the mill, who is represented by Stephen Blackpool – who desired a divorce from his alcoholic wife (Hard Times†¦..2006). By the end of the first book, Mr. Grandgrind obtained Louisa’s consent to marry Mr. Bounderby (Hard Times†¦..2006). In Book one, Mr. Dickens established differences between fact and fancy. There are no hidden metaphors in Mr. Dickens’ style of writing in Book One. The teacher’s name is M’choackaumchild – reminiscent of choking children’s imaginations (Hard Times†¦..2006). Mr. Gradgrind’s name symbolizes grinding of facts† (Hard Times†¦..2006). As time went by, Sissy Jupe becomes a member of the Gradgrind family, and provides a contrast to the lackluster Louisa, who has gotten married to Mr. Bounderby (Hard Times†¦..2006). In the meantime, Tom tries his best to work his way up in life (Hard Times†¦..2006). Tom makes friends with a dashing associate of Mr. Bounderby, named James Harthouse, who develops an attraction for Louisa (Hard Times†¦..2006). In due time, he confesses his passion for  Louisa, who spurn his advances (Hard Times†¦..2006). Mr. Harthouse asked Louis to elope with him, but again, Louisa turned him down(Hard Times†¦..2006). Louisa returns to her father house and confronts his father about his pretentious way of educating her, and of depriving her of the real facts of life (Hard Times†¦..2006). Meanwhile, Mr. Blackpool travels to Mr. Bounderby’s place at the advise of his paramour, Rachel, and informs Mr. Bounderby that that he is not joining the labor union due to its crooked boss, Mr. Stackbridge (Hard Times†¦..2006). Mr. Bounderby accuses Blackpool of allegiance and fires him from his job, on the spot. Meanwhile, Tom tells Mr. Blackpool to wait for him outside a bank, for new about a job Tom could have for him. While waiting outside (with Mr. Bounderby’s mother, Mrs. Pegler), a larceny occurs at the bank (Hard Times†¦..2006). Mr. Blackpool and Mrs. Pegler immediately become suspects. When Mr. Gradgrind and Tom find that Mr. Blackpool has fallen into a mineshaft, the latter divulges that it was Tom who made him wait outside the bank (Hard Times†¦..2006). When Mrs. Pegler is found, she revealed that Mr. Bounderby is her son, and that all his stories of self-made success were a sham. Mr. Bounderby is humiliated (Hard Times†¦..2006). Mrs. Sparsit, a nosy woman working in a bank who was snooping on Mr.  Harthouse and Louisa decides to tell everything to Mr. Bounderby, who decided to give Louisa until 12 o’clock the next dawn to spurn Mr. Harthouse once and for all, or the marriage is forfeited (Hard Times†¦..2006). At the same time, Mr. Bounderby confesses to Mrs. Sparsit that she was aware of everything about Louisa and Mr. Harthouse, and of Louisa’s preserved honor, and how she went home to her father’s house in order to resist temptation. Mrs. Sparsit comes out in a bad light. Louisa and her father are both convinced that Tom was involved in the bank theft, and that he framed up Mr. Blackpool. Tom admits it, Sissy suggests that he hides with the circus, and his father finds a way to send him away from shame on board a ship. Mr. Gradgrind is outraged by how Tom turned out to be, and felt the weight of Utilitarianism collapse on him. Mr. Gradgrind gives up his system, and accepted the â€Å"circus philosophy†because of all the troubles that Utilitarianism has brought on their lives. Recurring Themes in â€Å"Hard Times† â€Å"Fact† vs â€Å"Fancy† The difference between fact and fancy is highlighted in the early pages of the novel. The Gradgrind system embraced a life full of facts and science, and scorned the concept of an imaginative life. Because of this, the Gradgrind system choked the souls of their students little by little. It took a Sissy  and her circus troupe to teach them that, in contrast, life cannot be devoted exclusively to labor, and that people have to be happy. Fidelity Fidelity touches on the conflicts in personal interests, honesty and faithfulness that happens all through out â€Å"Hard Times.† Messrs. Bounderby and Harthouse were consistently dishonest, while Louisa and Sissy were steadfastly truthful. In Louisa’s story, her fidelity is highlighted when she refused Mr. Harthouse’s advances even though she has attracted to him, in spite of her displeasure with her husband. Sissy’s fidelity is highlighted by her strong conviction that the day will come when her father will come back for her. Escape The theme of escape underscores the vast difference between the lives of the rich and the poor. In Mr. Blackpool, we see a man yearning to escape from his unhappy marriage but cannot even escape his dreams for serenity. Tom indulges in vices as escapes from his boring life. Louisa desires to escape from her father’s rigid system. Finally, Mr. Harthouse seeks escapes in adventures, easily escaping each time when his adventures lose their luster. Mr. Gradgrind represent the English ruling class during the Industrial Revolution. Mr. Bounderby symbolizes the Darwinist idea that anyone can  achieve success through hard work. This is very important because we find out later in the novel that he is a fraud. Te description of Coketown represents what the Industrial Revolution does to people – working but not living a meaningful life.

Conflicts Between Fathers and essays

Conflicts Between Fathers and essays The respect that a father receives as head of the family is obvious in the Iliad. Not only is the father the primary concern in the Iliad, but also the paternal expectations are the basis for the heroic code. However, women in the Iliad are a contradiction to the fathers in the beliefs that the heroic code is not the most important aspect of the warriors' lives. The warrior comes after the king in the social structure. Although he ranks second, the warrior has a powerful position in society. The warrior is dependent on the community for glory and commemoration because that is the only way he can reach the status of a "hero." The thought of being a hero is every warrior's dream. In order to obtain that goal, the warriors followed a heroic code, a set of rules, which have the potential to elevate a reputation to that of a hero. The code incorporates many regulations, but the biggest part of the heroic code comes from the paternal endorsement of the father. With the opening of the poem, we see how important that father's name is in describing the identity of the hero. Agamemnon, in his first introduction to the reader, is referred to as "Atreus' son."(1.8). Genealogy even has the power to cease battle between enemies. Such is the case with Diomedes, challenged by Glaukos on the battlefield, who questions him about his descent. After Glaukos has given the full story of his ancestry, Diomedes realizes that their grandfathers have been friends and says, "Why, you are my friend! My grandfather, Oineus, made friends of us long ago"(6.119-121). Because of their grandfathers' friendship, it was understood that they were to be friends as well. The paternal expectations addressed to the son consist of what the son has to live up to in order to please the wishes of his father. The son must be a great warrior, surpassing the strength and greatness of his father. He must never shame the generations of his fathers. Hektor illu...

Predicate Grammar Glossary for Spanish and English

Predicate Grammar Glossary for Spanish and English A predicate  is  the part of the sentence that complements the subject by indicating either a state of being or an action. Generally speaking, a complete sentence has a subject and a predicate. The subject typically is a noun or pronoun (in Spanish, the subject doesnt have to be explicitly stated) that either performs some action or is described after the verb. In a sentence such as The woman is reading the book (La mujer lee el libro), the subject of the sentence is the woman (la mujer) and the predicate is is reading the book (lee el libro). Predicates can be classified as either verbal or nominal. A verbal predicate indicates some sort of action. In the sample sentence, reads the book is a verbal predicate. A nominal predicate uses a copulative verb (most commonly a form of to be in English, ser or estar in Spanish) to identify or describe the subject. In the sentence The woman is happy, the nominal predicate is is happy (est feliz). Also Known As Predicado in Spanish. Examples In the sentence I would like a cup of coffee, (Yo quisiera una taza de cafà ©) the predicate is would like a cup of coffee (quisiera una taza de cafà ©). In the sentence Estn mas fuertes que nunca (They are stronger than ever), the entire sentence in Spanish is the predicate because the subject is not stated. (In the English translation, the predicate is are stronger than ever).

The future of US military intervention Research Paper

The future of US military intervention - Research Paper Example Whereas the United States policy makers were quick to launch these interventions, the results of such moves have offered invaluable lessons regarding future military interventions. This research paper seeks to analyze the future of U.S. military interventions in regard to past interventions in countries such as Iraq and Afghanistan. The case in point is the Malian case where at least three terror organizations are suspected to be operational in this North American state. However, the United States has been cautious in its move to send its military to this nation. What are some of the probable reasons that have triggered such an attitude? Will United States consider intervention in future humanitarian crisis in Mali as even the extremist Islamic terrorist organizations continue propagating acts of terror on Malian citizens and neighboring states? These are some of the major question that this research paper seeks to analyze. Background The last decade has seen the United States milita ry engaged in two major wars- the Iraq war and the Afghanistan war. Thousands of army personnel each year are sent across the seas to eliminate illegal terror groups or regimes that threaten the national security of the U.S. and the world in general. It is worth noting that these interventions have been a matter of necessity rather than desire to exercise superiority complex. For instance, the U.S. intervention in Iraq was necessitated by the fact that the Iraq leader, Sadaam Hussein, propagated all sorts of human abuses against its citizens as well as threatened the U.S. homeland security. On the other hand, the choice for President Bush’s government to send military in Afghanistan was necessitated by the terrorist attacks in American soil in 2001. Al-Qaeda, which is a terrorist organization harbored in Afghanistan, claimed responsibility for the attack that killed approximately 3000 people and left a trail of massive destruction behind1. Nearly 12 years ever since the first troops made their way to Afghanistan in the wake of the September 11 attacks, American has been left counting its losses. Over seven thousand lives have been lost and approximately $3 trillion spent. U.S. policymakers are now faced with a far different strategic reality than it did before the commencement of the war. Currently, the U.S. economy is comparatively weaker and there is mounting pressure to cut down on the budget spent in the military. Also, the military forces have significantly been worn out following constant deployment of the forces. As a result, the idea of sending additional ground forces overseas appears almost unthinkable even in cases where the course pursued is significantly justifiable2. According to the recent polls conducted and released by Gallup and the Council on Foreign Relations, the United States domestic support for military action has hit its lowest mark ever since the years following the Vietnam War. As all this developments and considerations are t aking place, the reality on the ground is that unstable regions around the globe-North Africa, the Middle East, and Central America are in dire need for U.S. support in terms of expertise, technical aspect and advisory. In vein of the above developments, the biggest question that remains in the mind of many Americans is whether United States will be willing to carry out further military interventions in countries such as Mali. It is almost