Comparison Of Ophelia In Hamlet And William Shakespeares...

Both Ophelia from William Shakespeare’s Hamlet along with the unnamed woman from â€Å"Anne Sexton’s Music Swims Back To Me† both face very horrendous tragedies, this proves to be the undoing of their sanity. In â€Å"Anne Sexton’s Music Swims Back To Me†. The woman in the poem is very perceptibly confused and distraught, she appears lost and there isn’t anything clear to point her towards what to do or where to go. The woman appears to be scared that is until she hears the music. It is the sole thing she has to help her cope. The music calms her, it is her helping hand to remembering her old memories. Inside the mental institution she is revealed to be in as a result of the unrevealed tragedy she is facing. What’s more she is told what to do by†¦show more content†¦Ã¢â‚¬Å"Fear it, Ophelia, fear it, my dear sister,...If she unmasks her beauty to the moon.† (Act 1 Scene 3 line 33-37) Laertes is telling Ophelia that she mustn’t trust Hamlet. That she should keep her beauty and affections a secret and all to herself, for the reason that being cautious and modest is better than being revealing and forward. Furthermore, Polonius goes on to say, â€Å"Marry, I will teach you. Think yourself a baby... Running it thus-you’ll tender me a fool.† (Act 1 Scene 3 Line 105-109) In this quotation, Polonius is saying that Ophelia is still a child, that she is very naive and doesn’t understand enough about the world or men. He tells Ophelia she should guard her heart more fastidiously, that Hamlet is no good for her and that she has been a naive girl for trusting his affections. Ophelia has become accustomed to having her life ruled and directed by men. Now she finds herself without any of them, Polonius is dead, Laertes is abroad for school, and Hamlet is gone to England. With the dependency she has placed on the men in her life, she finds herself suddenly having lost all of them, t his leaves her racked with grief she cannot control, specifically Polonius has left her mad with grief as well as fury. Ophelia has had no choice but live her life according to what men like Laertes and Polonius have told her to do. As aShow MoreRelated Reality, Illusion, Appearance, and Deception in Shakespeares Hamlet1279 Words   |  6 PagesReality, Illusion, Appearance, and Deception in Shakespeares Hamlet   Ã‚  Ã‚  Ã‚   As appearances play an important role in todays society, so they also play an important role in William Shakespeares play Hamlet. From the first scene to the last, Shakespeare elaborates on the theme of appearance versus reality through plot and character.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The plays plot is full of incidents and events that are not what they appear to be. One such incident is Ophelias ambiguous death. 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Hamlet is a reflection of everyday life at some point. Revenge against one another is commonly used in comparison Hamlet to modern life. Shakespeare’s Hamlet eloquently uses foreshadowing and other literary techniques to portray the insanity of Hamlet, which lead to his downfall. â€Å"Hamlet’s test assumes that a criminal, when confronted with his deeds, confesses his guilt throughRead More Reality and Illusion in Shakespeares Hamlet - Appearance and Reality1313 Words   |  6 PagesAppearance and Reality in Hamlet    In today’s society, appearance is everything. What brand do you wear? What hairstyle do you have? What color is your skin? Are you fat? Are you â€Å"cool†? However, appearances are often deceiving, and sometimes first impressions are anything but accurate. The deceptive quality of appearance plays a major role in Shakespeare’s play Hamlet. Throughout the entire play, Shakespeare addresses the theme of appearance versus reality through plot and characterization

Leadership Styles From One Person Or An Organization

The concept and definition of leadership and style may differ from one person or organization to another. Different situations or occurrences may also determine or define leadership and style to people or an organization. The word Leadership has been used in several aspects of human endeavours such as politics, businesses, academics etc. Previously, people viewed leadership as a personal ability, hence the question, Are leaders born or are leaders made. Messick and Kramer (2004) argued that the degree to which an individual exhibits leadership traits depends not only on his characteristics and personal abilities, but also on the characteristics of the situation and the environment in which he finds†¦show more content†¦I will be utilizing the Transformational- Transactional leadership theories to carry out this analysis. Relevant issues/challenges will be highlighted and I will end this with my recommendations on which type of leader I think is best suitable. 2. 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Culture and Organisations Low-Cost Carrier Airline

Question: Discuss about the Culture and Organisations for Low-Cost Carrier Airline. Answer: Introduction Tigerair is the company chosen for the report. It is a low-cost carrier airline operating over Asia Pacific region. Tigerair is an airline based in Singapore holding company Singapore Airlines Limited. Tigerair is one of the leading low-cost airlines in Singapore. It was established in 2004. The company offers a fantastic experience to the customers by providing affordable options for travelling to the customers. The holding company of Tigerair is formed for smooth management of the subsidiary airlines along with a future expansion of the companies. Solving operational issues is another motive of the holding company. The aim of Tigerair is to serve people with a memorable experience by exploring new destinations within an affordable price. The company is committed to maintaining reliability and high standard safety to the customers. Tigerair operates over 40 destinations. The goals include Bangladesh, India, China, Macau, Singapore, Maldives, Thailand, Taiwan, Vietnam, etc. The compa ny has won many awards for its service and low-cost carrier in many countries. It is seen that the firm tries to follow the structure of Europe's low-cost airline Ryanair. Tigerair follows the operating structure of Ryanair. The central topic statement of the chosen company revolves around the corporate culture and safety issues of the passengers and the workers. As it is mentioned earlier that Tigerair is a low-cost carrier airline, cost cutting is a vital aspect that is maintained in every step of operations of the company. Due to this cost-cutting issue, the culture of the organisation is getting affected. The enterprise is not having good employee relations in the organisation. The employees including pilots, airhostesses are not provided with extra facilities that the other airlines provide. Tigerair does not have any career planning for their workers. Employees are not provided with proper training of customer service skills and other grooming skills. Theoretical model There are many theoretical frameworks for organisational culture. Models of organisational culture illustrate many aspects of the culture followed by companies. It also suggests the actual type of organisational culture developed by every organisation for smooth flow of operations. In this report, the theoretical models chosen for discussing the cultural issue of Tigerair are the cultural model of Harrison and Schein model. Both these two theories describe different aspects of the behavior of people in a company. Organisational culture model of Schein illustrates three dimensions of organisation cultures such as behaviours and Artifacts, espoused values and shared underlying assumptions. The aspect of Artifacts in the model includes overt, verbal and tangible elements of a company. Organisational Artifacts include dress code, furniture, architecture, official jokes, etc. They are the visible, identifiable elements that are recognised by employees (Hogan Coote, 2014). Rules of behaviour and stated values of organisations are espoused values of the theory. The employees of the enterprise in this way highlight the organisation towards other people and to themselves. The dimension is expressed regarding public statements and official philosophies. Problems can arise if the espoused values of the organisation are not aligned with the assumptions of deeper tacit of the culture (Schein, 2013). The values of the employees play a vital role in determining the organisation culture. Attitude and though t process of the workers create a profound impact on the culture. The culture of a company is influenced by the mindset of the people associated with it. Shared values are intangible factors that create a difference in the organisational culture. Particular facts and beliefs are present in the minds of people that affects the culture of the company (Schneider et al., 2013). Corporate culture's third level is associated with the inner parts of human nature. The underlying assumptions of employees of the company are experienced as unconscious and self-conscious behaviour. It is embedded in the culture of the enterprise. Recognising the assumptions of human behaviour from within is hard. The Cultural model of Schein also enhances organisations for a cultural change. A basis of cultural change could be identified using this model in different corporate entities. As stated by Schein in his model, discussions with the employees of a company can be done to discover their underlying attitude and various aspects of organisation culture. Cultural change in an enterprise is known as transformation process. Employees must be aware of this fact. Behaviour and attitude cannot be taught. It is a slow process. People adopt new behaviour who wants to accept cultural change in an organisation. Figure 1: Schein Organization Culture Model (Source: Created by Author) According to Harrisons cultural model, organisation culture is divided into four groups: task, person, role and person cultures. Task culture refers to project based or matrix structural designs. Task culture is characterised by the power of a team while improving efficiency and helping people to align themselves with the goals of the organisation. Teamwork, group work is practised in task culture. In this culture, the skills and expertise of the person are considered as most important aspect while exerting influence in the organisation. In a person culture, an individual affects a group. An organisation where formal hierarchy is not present, character culture is followed. Companies supporting autocratic leadership have power culture in them. The advantage of this culture is the high speed of decision making by senior management (Schaubroeck et al., 2012). Role culture follows the bureaucratic form of structure. In this culture, positions of a person, job descriptions are more signif icant than characteristics and personal traits of individuals associated with the organisation. High degree of standardisation and formalisation is found along with a lower level in adapting changes. The following diagram shows different dimensions of organisation culture. Figure 2: Harrisons Cultural Model (Source: Created by Author) Schein model is chosen for addressing the problems faced by Tigerair because the theory correctly describes the cultural organisational problems faced by it. It is seen that the three levels of cultures perfectly match the standard of culture followed in Tigerair. On the other hand, Harrison's model of organisational culture portrays different segments of cultures that cannot be aligned with the central topic of the report (Rafaeli Pratt, 2013). The dimensions of Schein model describe various aspects of organisational culture that Harrisons model does not describe. The company faces many cultural issues in the sphere of employee relations, business models, safety and customer satisfaction that can be explained in the light of Schein model rather than Harrison's model of organisational culture. One more aspect that is found in the Schein's model of culture. The issue of cultural change is not highlighted in Harrison's design. On implication of the chosen model, Tigerair can adopt for a cultural shift that is very necessary for gaining a brand reputation as well as increased profitability from the market. Discussion of the topic According to Schein, an organisation cannot adopt a particular culture in a day. Culture develops within a group by the attitude and behaviour of the employees in the due course of time. The view of employees and culture of a company are directly proportional to each other. Both the aspects depend on the degree of level of different external and internal factors. In an organisational culture, employees experience many events and changes and adapt many circumstances of inner and outer environment (Appannah Biggs, 2015). Culture helps in transforming employees from a base level towards perfectionists in the particular field of work. Thus, workers gain lessons from their past events. Many factors shape the organisational culture such as industry, external environment, nature of the workforce, technologies used by the company, ownership and historical background of the business and size of the workforce (Reiman Rollenhagen, 2014). International integration is a vital factor because it is related to the social structures of the company. The high culture of an enterprise will enhance the company in generating more sustainable competitive advantages in the market. Cultural issues and its relation to the theoretical framework: Senior management of the company follows autocratic leadership. They do not listen to their subordinates. Hence, communication gap is prevalent among different levels of management. Apart from that, the business model of the company is not competent enough to portray them as a low-cost carrier airline. The persons associated with the enterprise are not responsible enough to represent the brand name of the airline (Lohmann Vianna, 2016). Moreover, Tigerair has no such plans in proper training and development of the employees. It results in a bad customer service. Cost cutting in every section is creating a real problem for the company. The cultural issues of the enterprise that are mentioned in the central topic are analysed using Schein's theory of organisational culture. The problems will be analysed on the dimensions of the suggested theoretical framework. Artifacts: Artifacts are the visible elements of the company that are carried by the employees of the organisations. These tangible elements are visible to the external people outside the enterprise and staff within the organisation (Shahzad et al., 2012). Many authors said that the identifiable features are the factors of the reputation of a company. Schein pointed out that Artifacts are the characteristics of the company's organisational culture. However, there are advantages and disadvantages of this organisational theory. The report will focus on the problems in the behaviour of the employees (Petitta et al., 2015). Based on the model of organisation culture by Schein, employees carry the image of the brand. The passengers of the aircraft know Tigerair in many countries for its bad customer service. It is due to lack of training and development provided to the people who are providing service to the passengers. Apart from that, the service of Tigerair is not up to the mark when compared to other low-cost carriers (Martinez, Beaulieu, et al. 2015). Most of the passengers are not satisfied with the flight service such as the welcoming attitude of the cabin crew, air hostesses, complimentary meals and other additional services. These are the identifiable aspects of the people associated with the company. It diminishes the image of the brand resulting in lowering profitability. Employees in many cases use remarks that are deregulatory at workplaces while pulling one another into different controversies (Pearson et al., 2015). On the contrary, it is noticed that many countries voted the airline as on e of the best service provided to the passengers. Customers are also satisfied with the level of service provided by the company to its passengers. It can occur in many cases because the demands and level of expectations are not same for people of different countries (Chikweche, 2015). Espoused Values: In this dimension of the cultural model, internal elements of the organisation are considered. Internal components include strategies, mission, vision, business models, the performance of executives, leadership, team performances, and organisational values. According to Schein, values of the people in an enterprise constitute the culture of that particular company (Srisaeng et al., 2014). In this dimension, the cultural issues of Tigerair are aligned with the espoused values of the business. The company is facing problems in the sphere of leadership, strategies, business models, and other aspects. There is no channel of proper communication among the senior level executives and the junior level executives of the company. Due to lack of communication, many problems arise in different departments. High level employees do not consult with the junior executives for taking any decision regarding the service provided on the flights and other operational issues (Diaconu Maxim, 2012). It is the reason of the changed mindset of the people in the company. Senior management of Tigerair has to understand the importance of the junior employees, as they are the individuals who are dealing with the customers on a daily basis. The changed mindset of individual employees in the company will create a negative impact on the organisational culture (Christina, 2015). However, the company has its presence in many countries of the world, but it failed to meet its goals and objectives. It is known as a violation of the espoused values g Tigerair in many locations. The company follows autocratic leade rship that does not yield positive results in many circumstances (Gudmundsson, 2015). Same thing happened in the case of Tigerair. Managers of the companies take decisions by their judgements and views. They hardly consider any suggestions and ideas from their subordinates and followers. Moreover, the treatment of the senior employees towards their junior executives is not right sometimes. Team members often face humiliation and misconduct from the supervisors (O'Connell Vanoverbeke, 2015). Another aspect of problems of Tigerair is inefficient training and development. Few employees and attendants of flight are not provided with proper training module. It leads to inefficient skills of customer service by the front-end employees. The onboard service of the company is indigent. The cabin crew and other flight attendants usually sell low quality junk foods to the passengers (Taneja, 2016). The level of duty is indigent. The passengers of the flights of Tigerair in many countries raise many complaints that forecast the dissatisfaction of the customers. Australia is the country where Tigerair has a bad reputation. Tigerair is the smallest low-cost airline in Australia. Customers are not satisfied with the service of the carrier. It is the result of changed mindset of the employees along with a lack of training module. The new staff are not well acquainted with the mission and vision of Tigerair. Hence, their behaviour towards the customers is different when compared to the organisational goals. Assumptions: The dimension of shared underlying assumptions includes the granted unconscious conduct of the employees of the organisation. It constitutes the essence of the proper culture of the corporation. The model not only includes the internal problems of the company but also it considers the results caused by the internal cultural problems (Carlos Pinho et al., 2014). Tigerair is also noted for the safety issues. Security is paramount in both the sphere of the company as well as the flights. It is mentioned earlier that the firm fails in cost cutting in required sectors. Cutting costs in irrelevant departments results in bad feedback from the passengers. Behavioural aspect is a vital area that is related to the profitability of the company. If the flight attendants of Tigerair are compared to attendants of other airlines, then the differences can be highlighted (Bezrukova et al., 2012). The difference in the behaviour of the employees with the mission of the company is the reas on of the changed mindset. The front-end employees of the company are not aligned with the particular type of organisational culture followed by Tigerair. Communication gap is the most significant problem that is the cause of the unexpected behaviour and attitude of the executives. When new employees are recruited in a company, it is the responsibility of the human resource team to convey the vision and mission of the corporation to them. However, Tigerair has a problem in training modules that leads to misinterpretation of culture by the new employees (Cadden et al., 2013). The underlying subconscious behaviours are the result of lack of communication and training from the company. The gap in communication and guidance from the supervisors, the chance of making mistakes by employees is increased. The company has its operations in many countries of the world. Hence, a bridge of communication is maintained among different branches of the company in the various countries (Chatman et al., 2014). Cross-cultural co mmunication is the best method of maintaining an effective bridge between the different employees at several locations. A vital issue for the company is the safety issue. Due to the pressure of the senior level managers, the junior executives are bound to cut costs from every possible aspect. Under qualified engineers are appointed by Tigerair for the maintenance of the aircraft. It is a big issue regarding the security of the passengers. The employees of Tigerair responsible for cost cutting faces problem from both the senior executives and other external authorities of airlines. In this situation, the behaviours of the employees are not typical (Kuntz et al., 2013). They are often taken as granted by the senior managers. If they raise a particular query, then senior supervisors do not solve the questions. The given attitudes often cause grudges and adverse impact on the cultural aspects of the company resulting in a dangerous level of customer service. The issues in organisation culture of Tigerair are mentioned in a detailed manner and are related to Schein's organisation culture model. However, this cultural model supports the change in organisational culture. Tigerair in its core level of strategic management can follow the change in cultural aspect (Alvesson Sveningsson, 2015). Organisational change for this company is a good solution to improve the present financial conditions along with gaining a substantial reputation of the brand from the market. Conclusion and recommendations The report discusses the organizational culture of the low cost carrier airline, Tigerair. The airline is facing many problems not only in cultural aspects but also in other areas of operations, financials, management, etc. Apart from that, Schein model is explained in a detailed manner that relates the problems faced by Tigerair in cultural perspective. The reputation of Tigerair in the market is falling, as the customers are not satisfied with the service provided by it. The company follows the business model of Ryanair, a famous airline of Europe. However, it fails in implementing the business model actually in the company that results in a huge loss. Apart from that, the most important issue is poor relations among the employees. Recommendations are also provided in the following paragraph that will help the company in mitigating the cultural problems resulting to earning more profitability. There are many facilities provided by the low cost-carrier airline. It does not mean that the airline will cut costs from all fields of operations. Providing best service to the customers should be the main motive of the company along with maintaining a good relation with its employees. Tigerair must implement steps in retention of skilled employees to save costs incurred in the recruitment of new talent pools. It should provide adequate training to the people so that they can provide excellent customer service on the flight. Pilots, airhostesses, and other employees should be provided extra benefits so that they remain motivated towards the work. The most important issue is the safety of the workers and the passengers. Systems of safety are to be included in the flights. Skilled engineers are to be recruited for maintenance of the aircraft. Senior management of the organisation must follow participative leadership in the organisation so that executives and junior level managers can take part in the decision-making process of the company. References Alvesson, M., Sveningsson, S. (2015).Changing organizational culture: Cultural change work in progress. Routledge. Appannah, A., Biggs, S. (2015). Age-friendly organisations: the role of organisational culture and the participation of older workers.Journal of Social Work Practice,29(1), 37-51. Bezrukova, K., Thatcher, S., Jehn, K. A., Spell, C. S. (2012). The effects of alignments: examining group faultlines, organizational cultures, and performance.Journal of Applied Psychology,97(1), 77. Cadden, T., Marshall, D., Cao, G. (2013). Opposites attract: organisational culture and supply chain performance.Supply Chain Management: an international journal,18(1), 86-103. Carlos Pinho, J., Paula Rodrigues, A., Dibb, S. (2014). The role of corporate culture, market orientation and organisational commitment in organisational performance: the case of non-profit organisations.Journal of Management Development,33(4), 374-398. Chatman, J. A., Caldwell, D. F., O'Reilly, C. A., Doerr, B. (2014). Parsing organizational culture: How the norm for adaptability influences the relationship between culture consensus and financial performance in highà ¢Ã¢â€š ¬Ã‚ technology firms.Journal of Organizational Behavior,35(6), 785-808. Chikweche, T. (2015). Tiger Airways suspension crisis: back in the skies but will the passengers come back?.Marketing, 331. Christina, L. (2015). The Importance of Cultural Intimacy in Airlines Cabin Operations and its Impact on Passenger Satisfaction. A case study on Singapore Airlines. Diaconu Maxim, L. (2012). The Development of the Low-Cost Carriers Business Models. Southwest Airlines Case Study.Annals of the Alexandru Ioan Cuza University-Economics,59(1), 231-238. Gudmundsson, S. V. (2015). Limits to the low-cost niche? Finding sustainable strategies for low-cost long-haul airlines.Finding Sustainable Strategies for Low-Cost Long-Haul Airlines (June 22, 2015). Hogan, S. J., Coote, L. V. (2014). Organizational culture, innovation, and performance: A test of Schein's model.Journal of Business Research,67(8), 1609-1621. Kuntz, J. R. C., Kuntz, J. R., Elenkov, D., Nabirukhina, A. (2013). Characterizing ethical cases: A cross-cultural investigation of individual differences, organisational climate, and leadership on ethical decision-making.Journal of Business Ethics,113(2), 317-331. Lohmann, G., Vianna, C. (2016). Air route suspension: The role of stakeholder engagement and aviation and non-aviation factors. Journal of Air Transport Management, 53, 199-210. Martinez, E. A., Beaulieu, N., Gibbons, R., Pronovost, P., Wang, T. (2015). Organizational Culture and Performance.The American Economic Review,105(5), 331-335. O'Connell, J. F., Vanoverbeke, K. (2015). Research report: Philippine Airlinesflying in a changing landscape.Tourism Economics,21(6), 1295-1307. Pearson, J., Pitfield, D., Ryley, T. (2015). Intangible resources of competitive advantage: Analysis of 49 Asian airlines across three business models.Journal of Air Transport Management,47, 179-189. Petitta, L., Probst, T. M., Barbaranelli, C. (2015). Safety Culture, Moral Disengagement, and Accident Underreporting. Journal of Business Ethics, 1-16. Rafaeli, A., Pratt, M. G. (2013).Artifacts and organizations: Beyond mere symbolism. Psychology Press. Reiman, T., Rollenhagen, C. (2014). Does the concept of safety culture help or hinder systems thinking in safety?.Accident Analysis Prevention,68, 5-15. Schaubroeck, J. M., Hannah, S. T., Avolio, B. J., Kozlowski, S. W., Lord, R. G., Trevio, L. K., ... Peng, A. C. (2012). Embedding ethical leadership within and across organization levels.Academy of Management Journal,55(5), 1053-1078. Schein, E. H. (2013). Notes: towards a model of organizational therapy.Humanness in Organisations: a Psychodynamic Contribution, 91-102. Schneider, B., Ehrhart, M. G., Macey, W. H. (2013). Organizational climate and culture.Annual review of psychology,64, 361-388. Shahzad, F., Luqman, R. A., Khan, A. R., Shabbir, L. (2012). Impact of organizational culture on organizational performance: an overview. Interdisciplinary journal of contemporary research in business,3(9), 975. Srisaeng, P., Baxter, G. S., Wild, G. (2014). The evolution of low cost carriers in Australia.Aviation,18(4), 203-216. Taneja, N. K. (2016).Designing future-oriented airline businesses. Routledge.

Global Intelligence Community Essay Example For Students

Global Intelligence Community Essay 2 SEP 2002GLOBAL INTELLIGENCE COMMUNITYThen need for the intelligence community to grow has become obvious. There is no longer a safety zone within the United States against global threats. The position that the United States took after the War of 1812, actually the war that lasted from 1812 to 1815, was known as the Monroe Doctrine, and this standard of protecting America only has been the cornerstone of all policies even after World War II. The twenty-first century will require more than the United States own intelligence effort. The need for a global intelligence action has become apparent. On September 11, 2001 terrorism from abroad became a reality. There is no way for the United States to prevent future attacks on Americans without working as a coalition force with the other nations to identify, track, and eliminate terrorist networks around the world. One of the main problems with fighting a war on terrorism is that the nations of the world have become to accustomed to working alone as individuals vice working together. The United States will need to change its approach in order to conquer the worldwide threat of terrorism. The way to defeat terrorism at home and around the world is to form an international counter-terrorist task force. In order to prevent future acts of terrorism on the United States and around the globe, the free-nations of the world will have to come together and form a large task force to counter against the terrorist threat. The main problem with forming a world wide counter-terrorist headquarters is that there is no one single definition of terrorism. Each country has a definition of the word terrorism based on the political stance that the country takes on use of force (UNITAR, 29). The United Nations must first come up with a clear definition of terrorism in order to facilitate the creation of an international counter-terrorist organization. Once an international organization is established free-world nations will help to compile a detailed database of suspected terrorists and terrorist activities. Such items would include: the plutonium market, human intelligence reports, money trails of terrorist funds, etc. With a large database as the main weapon utilized by the organization, the individ ual nations could have information at their fingertips in order to make quick and timely decisions about individual nations national security. With an international counter-terrorist database the different nations of the world would be able to work together to solve terrorism dilemmas. One of the main problems with fighting terrorists is the constant movement of goods, property, and people from nation to nation. In the United States alone, 8.8 billion dollars worth of goods and 1.3 million people enter the nation everyday, but the United States Customs Service is only able to inspect about 2 percent of inbound traffic (Thornberry). With an organized customs and contraband team working under an international counter-terrorism organization, all goods and personal property could be regulated prior to crossing any international borders. As for the people traveling, extensive background checks will be preformed prior to persons boarding flights with this large centralized database. Any p arties thought to have terrorist associations could automatically be detained to find out what the reason for travel is, or at least long enough to check thoroughly the individuals body and carry-on for any contraband. Another responsibility of the international counter-terrorism task force is to educate all people worldwide of the effects and repercussions that these terrorists and the terrorist organizations are inflicting on everyone. The lesson that the American media taught through coverage of the Oklahoma City bombing was that Americans do not like to see other Americans being killed (Grosscup, 117). The same philosophy may be the key to the international success of attacking terrorism and as well as lead a good majority of the worldwide population to shun these terrorist organizations. Granted this technique will not work on all people, but reduction in the number of active terrorists as well as those that may sympathize with terrorist movements makes the mission of the war o n terrorism easier. As long as the people of the world are educated on the fanatical acts that are taking the lives of innocent and decent citizens, the possibility of siding against a terrorist organization becomes greater. Another part of educating, which has had more than substantial results, is to utilize the media for an international most wanted list. To many times the most wanted lists are put out and the only people to see them are government employees. The show Americas Most Wanted has resulted in a 94 percent capture rate of the criminals profiled according to a recent CNN report. The reward is partially an incentive, but the greater reward of peace of mind is what motivates the everyday citizen to pick up the telephone and make the world a safer place. An approach similar to this can be adapted for the international scene utilizing all mediums (internet, newspaper, television, radio, etc.) to disseminate information on the terrorists and the organizations that are respons ible for terrorist actions. The approach of using the all-available media to contact as many people as possible will help to bring a good majority of the terrorists to justice. With the implementation of an international counter-terrorism task force, the individual nations will not only have the assets of each others information, but each others personal skills as well. The situation where one nation may want to coordinate a human intelligence operation, but may not have enough manpower to properly set the mission up can be solved with virtually unlimited skilled personnel trained to adapt to the said mission. The international task force would be able to set up a translation center as well, allowing foreign-language translators to more easily assist investigators of terrorists from anywhere in the country. The assets for setting up an international counter-terrorist task force are already established. The many different national counter-terrorist task forces that already exist all have the basic same goals of ridding the world of all threats to peace. The only thing that the international community needs is to do is work together against the evil terrorist forces that have set out to destroy the very fundamental right that the majority of the world has come to enjoy: The right to enjoy a life without fear. The events of September 11, 2001 will continue to haunt the world until the world fights back with an effective plan to prevent future attacks. In order for any nation to be safe from the evils of terrorism the nations of the free world need to unite against the forces of hatred and fight back together. By forming an international counter-terrorist task force, the world will be better prepared to defeat terrorism. .u6f0c310639ab5434c1bd3fe208398919 , .u6f0c310639ab5434c1bd3fe208398919 .postImageUrl , .u6f0c310639ab5434c1bd3fe208398919 .centered-text-area { min-height: 80px; position: relative; } .u6f0c310639ab5434c1bd3fe208398919 , .u6f0c310639ab5434c1bd3fe208398919:hover , .u6f0c310639ab5434c1bd3fe208398919:visited , .u6f0c310639ab5434c1bd3fe208398919:active { border:0!important; } .u6f0c310639ab5434c1bd3fe208398919 .clearfix:after { content: ""; display: table; clear: both; } .u6f0c310639ab5434c1bd3fe208398919 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u6f0c310639ab5434c1bd3fe208398919:active , .u6f0c310639ab5434c1bd3fe208398919:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u6f0c310639ab5434c1bd3fe208398919 .centered-text-area { width: 100%; position: relative ; } .u6f0c310639ab5434c1bd3fe208398919 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u6f0c310639ab5434c1bd3fe208398919 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u6f0c310639ab5434c1bd3fe208398919 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u6f0c310639ab5434c1bd3fe208398919:hover .ctaButton { background-color: #34495E!important; } .u6f0c310639ab5434c1bd3fe208398919 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u6f0c310639ab5434c1bd3fe208398919 .u6f0c310639ab5434c1bd3fe208398919-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u6f0c310639ab5434c1bd3fe208398919:after { content: ""; display: block; clear: both; } READ: A Sixteenth Birthday Party EssayWORKS CITEDGrosscup, Beau. THE NEWEST EXPLOSIONS OF TERRORISM. FarHills: New Horizons, 1998. Thornberry, Mac; Congressman. FDCH Congressional Testimony. 24 Apr 2001. UNITAR (United Nations Institute for Training andResearch). GLOBAL TERRORISM. AMU Reprint: New York, 2000.

Demat account Essay Essay Example

Demat account Essay Essay The trading on stock exchanges in India used to take topographic point through unfastened call without usage of information engineering for immediate matching or recording of trades. This was clip consuming and inefficient. This imposed bounds on trading volumes and efficiency. In order to supply efficiency. liquidness and transparence. NSE introduced a nation-wide online to the full automated screen based trading system where a member can plug into the computing machine measures of securities and the monetary values at which he likes to transact and the dealing is executed every bit shortly as it finds a duplicate sale or purchase order from a counter party. Screen based electronic system electronically matches orders on a rigorous price/time precedence and hence cuts down on clip. cost and hazard of mistake. every bit good as on fraud ensuing in improved operational efficiency. It allows faster incorporation of monetary value sensitive information into predominating monetary values . therefore increasing the informational efficiency of markets. We will write a custom essay sample on Demat account Essay specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Demat account Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Demat account Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer It enables market participants. irrespective of their geographical locations. to merchandise with one another coincident. bettering the deepness and liquidness of the market. It provides full namelessness by accepting orders. large or little. from members without uncovering their individuality. therefore supplying equal entree to everybody. It besides provides a perfect audit test. which helps to decide differences by logging in the trade executing procedure entireness. The sucked liquidness from other exchanges and in the really first twelvemonth of its operation. NSE became the taking stock exchange in the state. impacting the lucks of other exchanges and coercing them to follow SBTS besides. Today India can tout that about 100 % trading return topographic point through electronic order fiting. In order to advance dematerialization of securities. NSE joined custodies with taking fiscal establishments to set up the national securities depositary Ltd. ( NSDL ) . the first depositary in the state. with the aim of heightening the efficiency in colony systems as besides to cut down the threat of fake/forged and stolen securities. This has ushered in an epoch of dematerialised trading and colony. SEBI has made dematerialised colony mandatary in an of all time -increasing figure of securities in a phased mode. therefore conveying about an addition in the proportion of portions delivered in dematerialised signifier. There is an increasing penchant to settle trades. peculiarly in high value securities. in demat signifier. Such high degree of demat colony reassures success of turn overing colony. What is DEMAT In India. a demat history. the abbreviation for dematerialised history. is a type of banking history which dematerializes paper-based physical stock portions. Conversion of Securities from Physical ( Paper ) Mode into Electronic Mode is Called Dematerialisation. The Client opens Demat Account with any DP. Upon Demat. the Certificates are destroyed and recognition entry of precisely equal figure of Securities is created in Depository in Electronic manner. The B. O. history of holder is credited and the securities loose their individualities. The dematerialised history is used to avoid keeping physical portions: the portions are bought and sold through a stock agent. This history is popular in India. The market regulator. securities and exchange board of India ( SEBI ) mandates a demat history for portion trading above 500 portions. As of April 2006. it became compulsory that any individual keeping a demat history should possess a lasting history figure ( PAN ) . and the deadline for entry of PAN inside informations to the depositary lapsed on January 2007. Dematerialisation is the procedure by which physical certifications of an investor are converted to an tantamount figure of securities in electronic signifier and credited in the investor’s history with its DP. In order to dematerialise certifications ; an investor will hold to first open an history with a DP and so bespeak for the dematerialisation of certifications by make fulling up a dematerialisation petition signifier [ DRF ] . which is available with the DP and subjecting the same along with the physical certifications. The investor has to guarantee that before the certifications are handed over to the DP for dem at. they are defaced by taging â€Å"Surrendered for Dematerialisation† on the face of the certifications. Aim of the Study †¢ The chief aim of the survey is to cognize about the potency of the market sing people’s covering in portion market. †¢ To cognize the function of Demat Account.†¢ To cognize the process of opening DEMAT ACCOUNT.†¢ The aim is to cognize that how many people in the metropolis are cognizant of the UNICON SECURITIES PVT. LTD. †¢ To cognize where people have already opened their demat a/c and on what footing. Procedure for Opening an History A demat history are opened on the same lines as that of a Bank Account. Prescribed Account gap signifiers are available with the DP. demands to be filled in. Standard Agreements are to be signed by the Client and the DP. which inside informations the rights and duties of both parties †¢ The DP functionaries will do available the relevant history opening signifier ( depending on whether the client is a retail investor or corporate client/clearing member ) and stipulate the list of paperss sing mentions that should be submitted along with the signifier. It will besides give a transcript of the relevant understanding to be entered with the client. in extra. †¢ The client will subject the duly filled in history opening signifier and client has to see personally for opening the history in DP. The DP functionaries have to make in individual confirmation and stick on the â€Å"IN PERSON VERIFICATION† cast on the history opening signifier. It should besides supply such paper ss sing mentions. as specified by the DP. along with the history opening signifier. After put to deathing the understanding the client has to send on it to the DP. †¢ The DP functionaries will verify that the history opening signifier is punctually filled in. It will besides verify the enclosed paperss. if any. Incomplete signifiers will be forwarded to the client for rectification. For Corporate Clients. the DP functionaries will verify if the board declaration for the authorised signers is enclosed. †¢ In instance the paperss are non proper. the DP functionaries will reject the signifier and adumbrate the client of the same. saying the grounds for making so. †¢ If the signifier is in order ; the DP functionaries will accept the same and stick on the cast â€Å"verified with original† on each and every cogent evidence after seeing the original cogent evidence. †¢ After completion of all certification. the DP functionaries will verify the pan from income revenue enhancement web site. And affix the cast â€Å"PAN VERIFIED† with day of the month and mark on the cast. †¢ The DP functionaries will come in the client inside informations as mentioned in the history opening signifier in the DPM ( package provided by NSDL A ; CDSL to the Participant ) screen provided for the intent. In instance of NSDL A/c opening the SR. Assist will capture all the inside informations in the DPM and enter the client’s signature ( on the signifier ) as specimen for mandates in the hereafter. †¢ After come ining client inside informations in the system. a client history figure will be generated by the DPM. The DP functionaries will come in this in the history opening signifier. After that the officers will verify the inside informations in the DPM captured by the SR. Assist. and activate the history. †¢ The DP functionaries are non allowed to give the demat a/c no to the clients until the a/c is activate. this is applicable for both NSDL A ; CDSL. †¢ When the demat a/c is activated the DP functionaries have to direct the client maestro and the transcript of understanding between DP and client at the client’s reference DEMAT Process †¢ The registered holder of the securities makes the petition. †¢ Securities must be recognised by Depository as eligible. †¢ Client submits DRF A ; physical certifications to DP. DP checks securities. †¢ Client defaces certifications and DP clouts two holes on name of company. †¢ DP enters demat petition in system for Depository. †¢ DP despatchs certifications along with DRF to R A ; T.†¢ Depository records the inside informations and sends to R A ; T.†¢ R A ; T agent verifies the inside informations and confirms to Depository. †¢ Depository credits the demat securities to BO a/c of client and intimates DP electronically. †¢ DP issues statement to client

Dos and donts for the First Day of Classes

Dos and donts for the First Day of Classes You Should and Should not Do during the First Class Almost every student finds the beginning of a new semester exciting. You are going to have new classes, new teachers, maybe new mates, a fresh start Here are some tips that might help you when it comes to having a good first day of classes. Arrive Early The first impression is very important and nothing can be worse than being late to the first class. It shows disrespect to the professor and your fellow classmates. Since it is the first class, you might have never been to this classroom before. For this reason, it is necessary to get to know where the class will take place ahead of time. You can have a walk there the day before you actually have that class. Do not Sit in the Back of the Class During the first week of classes, students mentally claim their spot so pick your one wisely once you first walk in the classroom. It is not necessary to sit in the very front, but make sure you do not pick the seat in the very back, as well. By sitting in the back row, you will find that there are so many distractions there and chances are that you will not be able to hear what your professor says or see what he writes on the board. The middle will do just fine. Read the Course Syllabus Beforehand A good way to have a head start in your classes is to thoroughly read the syllabus. This will help you be prepared to ask important questions at the first class and to know what to expect from every teacher. Do not Wait until Last Moment to Purchase Textbooks You should purchase or borrow all the necessary textbooks as soon as it is possible. Many professors prefer getting started right away and if it takes more than a week for your textbook to be delivered, that already puts you behind. The day your professor tells you what book you will need, you should start searching for it. Exchange Information with a Friend Making a friend in each of your classes is often easier said than done, especially when you are studying at a big college. During your first day, ensure you have somebody you can contact from every class you attend in the case you have any questions related to the class. This is very helpful in case you miss a class or do not understand a certain assignment. Do not Procrastinate If your teacher gives you an assignment right at the first class, make sure to get started on it as soon as it is possible. If you start procrastinating from the very beginning, it will be very difficult to stay on track later.

Relationship between Organizational Culture, Leadership Behaviour and Essay

Relationship between Organizational Culture, Leadership Behaviour and Job Satisfaction - Essay Example Approaches to Research In my career as a student, I have had a little scope to perform researches and therefore had limited knowledge in the field. From this particular module, emphasising on the various approaches used in a research purpose, especially those regarding cultural issues, I was able to come across multiple facts which will surely help me in my future endeavours in the field of academic researches. Research is defined as the expansion of knowledge and/or the use of existing information as a resourceful way in generating new concepts. From my learning, I understood that the collected data are implemented or used in the research process through certain approaches which are often regarded to be the strategies or steps through which the collected data are used systematically. In my study to this particular module, I learnt that the approaches to research, especially those concerning cultural differences, are categorised into four different phases such as separation, encultur ation, assimilation and integration or pluralism while elaborating on the issue. With regards to my module learning, I was able to define the separation approach as a process to identify the individualistic behaviour of restraining own cultures and desires from being influenced by others. Through enculturation approach, I have been able to notice those groups’ practices in which the members keep hold of their primary rules and behaviours, without incorporating other sets of value system from differing ethnic rudiments (Kim & et. al., 2009). Similarly, with the help of assimilation approach, I gained knowledge regarding certain measures to cooperate with the superior culture in order to gain confidence from them for future career developments. From the discussion with regards to integration or pluralism approach, I learnt that it reveals the strategies of managing the cultural diversification and therefore I would categorise the approach as a more practical and objective-orien ted one (Berry, 2011). After gaining an in-depth knowledge regarding the approaches, I can state that the integration, often regarded as pluralism approach, is the most realistic research method which motivated me to work in a group with different cultured members. I also learnt that research focusing on the identification and evaluation of cultural differences are often based on theoretical pursuits, such as those inscribed by Trompenaar and Hall. The theoretical explanation presented by Hall upon the cultural differences helped me to understand the levels or dimensions present within the culture. The theory focuses on the cultural differences in terms of social level, personal freedom and time management as well. From the lecture class, I was also able to gather adequate information that along with the levels of culture, the personal attitude related to liberty and time management also leads to diversification of culture within the environment (Nardon & Steers, 2004). I further le arnt that from a similar perspective, Trompenaar presented the theoretical concept stating the differences of culture with the help of seven dimensions. From the Trompenaar’s theory, I learnt that five of the factors deal with the people’s relationship amid the society and the remaining two factors helped me to indicate the time management