Necessity of Parental Spiritual Leadership

Neces baity of P bental phantasmal LeadershipIn this paper, I will show why I believe the pargonnts ar to be the simple sacred caregivers of their children. I believe that at that place is more than just personal preference deciding who should train children spiritually. This has been a topic of much discussion and unrivaled that exigencys to be brought to the attention of parents. Parents in North America have largely left the spiritual raising of their children up to the perform. This is why there are many a nonher(prenominal) children and family pastors. I believe that the performs role is to support the parents in raising children spiritually.It would help to begin by defining some terms. When talking just about spiritual leadership, what then is meant? Spiritual leadership is quite simply leadership that is spiritual. Leadership is the act of leading a group of people. This toilet be by pickings somebody from one place and moving them to a nonher by being an example and correcting should the need arise. Spiritual leadership takes the idea of leadership one cadence further by making it about leading somebody spiritually. What then is meant by spiritual in spiritual leadership? Spiritual pertains to the realm of religion. In this paper, spiritual will refer to the leading and following of Jesus Christ. Now that spiritual leadership has been defined who layabout be spiritual leaders? Spiritual leaders can be anybody who is farther along on the faith journey than the one theyre leading. This might include pastors, get a lineers, leaders, parents, older siblings, or older individuals in the church building. In some cases, the spiritual leader is younger than whom he is leading. Why do children need spiritual leadership? George Barna in his book on transforming childrenK1, says that in order to have a proper relationship with graven image, children mustiness be taught to obey Him.1 Children need someone to templet them along this journey of lif e to decorous more like Christ. They need someone to teach them the subjects of God. They will not and cannot do that on their own. They are in dire need of someone to level them who is more spiritually mature than they are. What does spiritual leadership have to do with families? Moses wrote in Deuteronomy chapter 6 These battle crys, which I am commanding you today, shall be on your try ont. You shall teach them diligently to your sons and shall talk of them when you sit in your ho utilization session and when you walk by the way and when you lie down and when you rise up.2 These verses give a clear denotation that children are to be taught the things of God by their parents. These words were spoken by Moses as a direct command from God. God was to be taught about by the parents all the time. There is a clear indication of this by the words when you sit, when you walk, when you lie down and when you rise up. One can infer that this is to be an both day, every week, every m onth, and every year occurrence. The Bible is clear where talks about parents teaching their children. Does spiritual leadership need to scram from the family or can it come from somewhere else? The two locations that spiritual leadership can come from is the family or the church. The church is a commodious place for Spiritual leadership come from because of the amount of knowledge that or so leaders in the church have. On the other hand, a family is also a great place for it to come from because there is the sheer amount of time that they are with their children and the built in trust the children have for their parents.The question is, is the church and the family equal in terms of training or is one better than the other?When the church leads spiritually, there can be much benefit to the children. Reggie Joiner believes that, The church is a critical part of Gods divine system to demonstrate His redemptive story to the world.3 Over the years, since its inception, the church h as perfected the art of teaching. It has designed strategies to guide children into the knowledge of Jesus Christ. The church has specific vacation strategies called VBS, vacation Bible School, to get the gospel into the hearts of the boys and girls. Many boys and girls give their life to Christ at the VBS. These take place all around the world. George Barna said that, close to church-going parents are neither spiritually mature nor spiritually inclined and therefore they do not have the sense of urgency or emergency about raising their kids to be spiritual champions.4 The church has picked up the slack of parents. This is why there are be orgasm more and more children and youth directors. Churches are realizing that parents are not doing their God-given responsibility to lead their children spiritually. Putting it quite simply when he said, while more than four out of five parents believe they have the pristine responsibility for the moral and spiritual development of their chil dren, more than two-thirds of them abdicate that responsibility to their church. Their virtual abandonment of spiritual leadership for their children is evident in how infrequently they interest in faith-oriented activities with their young ones.5, George Barna identified the key problem in the live ons of parents today. When children come to church they are taught by educators who have spent all week eruditeness a lesson that they will teach to the children. This lesson has been specifically planned to aid in the spiritual development of the child. The Sunday school teachers, many who have done this for many years, are teaching out of the experience and other things that they have learned. This teaching reachs concentrated in its Biblical content. A former childrens director Michelle Anthony stated what most workers in childrens ministry feel when she said, We desire that those in our care will have been spiritually formed by the time they leave our ministry.6 It is this desir e that drives the many childrens workers at churches around the world. All this so far seems well and good, butK2 Barna figured out the problem with this church predominant teaching. He said, So, parents are happy, children receive some ghostlike instruction and experiences, and the churches are serving people. This sounds like a wonderful win-win situation except for one issue the rise is completely unbiblical.7 This leads to an improper view that the church should be the primary spiritual caregivers of children. They can have an influence, butK3 should not be the primary.When parents make the decision to lead spiritually it can have the largest impact on their children. Parents have the unique,opportunity to help them (kids) discover, access, and strengthen their (kids) trust and faith in Jesus Christ8 as authors Powell and Clark correctly identified. Children are born into this world completely helpless. They cannot do anything on their own. As they begin to grow, they become a ttached to their parents. They enumerate to the parents for guidance, support, and encour maturatement. Through this relationship that has been God-given, the parents can use this relationship to begin guiding their children to follow Jesus Christ. As George Barna specified, Spiritual development is a lifelong continual process. It is not to be practiced as a once a week routineK4, but a 24/7 habit.9 This is attainable by the parents and not the church. There are 168 hours in a week. 56 of those are designated as sleeping hours. Children spend some 40 hours in school. This leaves 78 hours of the week that the children are neither sleeping nor at school. These 78 hours can be intentional hours that parents can use to guide their children spiritually. The church lone(prenominal) gets probably 1 to 2 hours a week of spiritual influence over the children. Powell and Clark also stated so well that parents, fabric an unconditional, nonjudgmental, and ever embracing lie with in which our kids can do zip that jeopardizes or even lessen that heat.10 Through this parents can show pragmatically to their children that nothing can drive the kids out of the family. The parents are modeling the same that is true in Gods family. Once they are a part of Gods family, nothing they can do is able to snatch them out of the Fathers hand.11Parents must not wait until children are in school to begin the spiritual training of their children. They can begin as early as when they bring them home from the hospital. By simply singing the song Jesus Loves Me, parents can begin the spiritual training of their children. This song speaks great theological truths. Jesus necks me this I know for the Bible tells me so. The children can know first off that Jesus loves them. Second, they can learn to trust the Bible. It is the Bible that accurately tells them the truth that Jesus loves them. The parents are teachingK5 though the song even before the child can speak. Children can know these truths from a very young age and all it begins with is the parent singing the song to them and they are imparting deep theological truth. The authors of Losing Your Marbles plainly state, If kids dont feel loved when theyre young, they may never love themselves in a healthy way.12 This is very easily done by parents who can model the unconditional love that God has for us. Parents can teach their children the love of the Father with the love that they have for their kids. It is kind of ironic that God describes himself as a Father. That is what sets parenting apart from anything else. God has allowed parents to take those young individuals and be able to learn them in accordance with His Word. Jesus welcomed the little children onto His knee. He still wants kids to be with him.In their book Sticky Faith Drs. Powell and Clark say that when kids come to the conclusion by failure or pain that theyre not in control of their faith and they lose interest in their faith, they are going to set that faith aside. Parents must help the kids discover the faith that doesnt fade by staying true to the words of Jesus. They wrote the children need to learn to trust in the one the Father has sent and live convinced that the only thing that counts is faith expressing itself through love.13 Again, Michelle Anthony brought the important truth out when she said, As ministers of Christ, I believe our job is to simply hoist our traverse far and as wide as we can and catch the wind of God. That sail is important, but not as important as the wind.14 As parents drive with children day after day they will be able to see these areas where the Holy Spirit is moving and use that prompting to speak the truth of God into the kids lives. Even a simple thing like walking down the street, there are areas that parents can use to teach about Gods greatness. As the children hear about news articles, parents can use that as a jumping point to speak the truth. As the parents listen for Gods dir ection, they will be able to use random things that can happen every single day as teaching points. Its no accident that God directly told the parents in Deuteronomy to teach the things of God, when you sit in your house and when you walk by the way and when you lie down and when you rise up.15 These words are very strong proof that it must be the parents that lead spiritually. The church is simply not in the kids lives often enough.In conclusion, there is nothing wrong with the church teaching children spirituallyK6, but they must not be the primary. The primary spiritual leadership needs to come from the parents. They have been called by God to fulfill this role. Often parents dont know where to startK7, but, even just reading the Bible with their kids is a great place to start. Its no coincidence that God has placed children in a family and when someone receives Jesus as their Savior they become part of Gods family. The family is very important to God and that is why the parents can reach their children best. The book Think Orange underlying theme is that the parents are red signifying their love for the children and the church is yellow, signifying it as a light in the world. It is only when both come together, red and yellow that you get chromatic. Rather than the church doing one thing and the parents doing another thing, if they work together they can attack two fronts. When you intermix two influences, you amplify whats important16 The best, and most ideal situation, is the family providing the primary spiritual leadershipK8, and the church coming alongside and augmenting the parents teaching with their own teaching. The churchs role is to evangelize the world. The parents role is to disciple and train their children as spiritual leaders. This is not a task that parents can approach half-heartedly, they must daily rely on the Holy Spirit to guide them in this rewarding task.Annotated BibliographyAnthony, Michelle Dreaming of More For The Next Genera tion carbon monoxide gas Springs, atomic number 27 David C. Cook, 2012Boys and girls come to Sunday School every single week and every single week, sadly, boys and girls stop coming to Sunday School. This book explores the ideas of what could happen if boys and girls, entire families, learned about got together. Imagine what could happen to our world if this generation of Christians altered their mindset about the importance of disciple in children. If an entire generation continued to practice the things that they learned in Sunday school as kids. The win over can happen and it starts with parents to taking their role of spiritual leaders seriously.Anthony, Michelle Marshman, Megan 7 Family Ministry Essentials Colorado Springs, Colorado David C. Cook, 2015Ministry to families has become something of an important aspect in many churches today. No longer are specific leaders just ministering to kids but, there is a gradual good luck towards the church providing something for the e ntire family. This book looks at 7 essential aspects related to ministering to families. The first aspect is essential to this report with its title being Empowering Family as Primary. The authors nominate that in one generation there could be a shift in the primacy of parents being the primary spiritual caregivers for kids. Recycling, seatbelts, and sunscreen have changed from obscurity to necessity in only one generation. Think what could happen if we made this the prime thing we were teaching parents.Barna, George Transforming Children Into Spiritual Champions Ventura, calcium Barna Research Group, Ltd., 2003When it comes to raising boys and girls according to the word of God, George Barna leads the pack on championing this cause. He has done extensive research into reasons why children need to the number one priority in the church. He says that children need to be an investment by the church. With all the research that has been done, children are still influenced primarily by t heir parents. Even though churches do have an influence on children, the church is on the lowest tier of influence. Parents must rise up and take their place in leading their family spiritually.Joiner, Reggie Think Orange Colorado Springs, Colorado David C. Cook, 2012With the church averaging only 40 hours of a year to influence a child, compared to the 3000 that parents get, it only makes sense to have parents use that time to spiritually raise their children. The think orange philosophy is that when parents and the church work together, the spiritual training can be attacked on both fronts. Families being red, representing love and church being yellow, representing light, it is when those two combine you get orange. The author stresses that the parents voice needs to be the strongest in a kids life. The parents need to subject field more than their friends, more than a coach, and more than the world. This book, if properly utilized, could change the church today, because it chang es families.Joiner, Reggie Hansen, Elizabeth Ivy, Kristen Losing Your Marbles Cumming, Georgia The reThink Group, Inc., 2013Reggie Joiner weaves the tale of a boy named Simon and his quest to do the right thing at school. This book takes a look at one week out of out of Simons life and the massive changes that can take place in strictly one week. Flipping the book over, Joiner stresses that kids need six things repeatedly in their lives to make a difference. When these six things are done by parents, they can make lasting changes in their childrens lives. The six things are time over time, love over time, words over time, stories over time, tribes over time, and fun over time. These six things done over time, show children that they matter and in these parents can speak spiritually into their kids lives.Newheiser, Jim Parenting is More Than a Formula Philipsburg, New Jersey PR Publishing Company, 2015This book is written as an encouragement to parents that sometimes the best parent ing doesnt follow strict rules. A key portion of the book is on the parental duties as directed from scripture, with the following section on responsibilities of the child for the choices that he makes. This book hits the nail on the head when it points out the very important high point that its only by Gods grace our kids can be saved.Powell, Kara E. Clark, Chap Sticky Faith Grand Rapids, kale Zondervan, 2011This book explores the relationship between children who are raised in the church who is that walk outside(a) from it as they get older. The numbers speak of 50% of kids walking away from their faith, their faith does not stick. The essential leading factor with the decision to stay or leave the faith is the influence that parents have on the kids. The authors write that as children get older they need to have developed faith for themselves otherwise, it will not stick and they will walk away. In order to make Faith stick, parents must have conversations with their children a bout spiritual things throughout the week and not only on Sundays.1 George Barna, Transforming Children Into Spiritual Champions (Ventura, California Barna Research Group, Ltd., 2003), 612 Deut. 66-7 (NASB)3 Reggie Joiner, Think Orange (Colorado Springs, Colorado David C. Cook, 2012), 364 George Barna, Transforming Children Into Spiritual Champions (Ventura, California Barna Research Group, Ltd., 2003), 1115 George Barna, Transforming Children Into Spiritual Champions (Ventura, California Barna Research Group, Ltd., 2003), 1096 Michelle Anthony, Dreaming of More For The Next Generation (Colorado Springs, Colorado David C. Cook, 2012), 297 George Barna, Transforming Children Into Spiritual Champions (Ventura, California Barna Research Group, Ltd., 2003), 1148 Kara E. Powell and Chap Clark, Sticky Faith (Grand Rapids, Michigan Zondervan, 2011), 379 George Barna, Transforming Children Into Spiritual Champions (Ventura, California Barna Research Group, Ltd., 2003), 11610 Ibid.11 John 10 29 (NASB)12 Reggie Joiner, Elizabeth Hansen, Kristen, Losing Your Marbles (Cumming, Georgia The reThink Group, Inc., 2013), 4713 Kara E. Powell and Chap Clark, Sticky Faith (Grand Rapids, Michigan Zondervan, 2011), 3614 Michelle Anthony, Megan Marshman, 7 Family Ministry Essentials )Colorado Springs, Colorado David C. Cook, 2015), 12115 Deut. 66-7 (NASB)16 Reggie Joiner, Think Orange (Colorado Springs, Colorado David C. Cook, 2012), 134K1commaK2commaK3commaK4commaK5awkward sentenceK6commaK7comma here insteadK8comma

The Dangers Of Totalitarianism Philosophy Essay

The Dangers Of Totalitarianism Philosophy EssayTotalitarianism Totalitarianism Of, relating to, being, or imposing a form of government in which the political authority exercises absolute and centralized control over all aspects of life, the individual is subordinated to the state, and opposing political and cultural expression is suppressed (Dictionary.com). Essentially, totalisticism is a type of government in which the psyche or people in occasion definek to maintain absolute control over every person under their authority, with virtually all importance eliminated from the concept of an individual. George Orwell witnessed firsthand the horrific lengths to which totalitarian governments in Spain and Russia would go in order to sustain and increase their mightiness and was deeply disturbed by the widespread cruelties and oppressions he observed. Yet the phenomenon of totalitarianism, though somewhat novel in its twentieth-century extent, is nonhing new. Prominent philosophers, from the ancient Plato and Aristotle to the early-modern Machiavelli and Hobbes, discussed totalitarianism as it manifested itself in its various forms, oddly monarchy or, more controversially, in Platos polis. In this sense, totalitarianism and its char portrayaleristics have been chief(prenominal) concerns for writers and political philosophers by dint of unwrap the ages.1984 1984 is a political novel scripted with the purpose of warning readers in the West of the dangers of totalitarian government. Orwells primary goal in 1984 is to demonstrate the terrifying possibilities of a totalitarian society, the most extreme acknowledgement imaginable of a modern-day government with absolute power. The title of the novel was meant to indicate to its readers in 1949 that the story represented a real possibility for the sound future if totalitarianism were not opposed, some variation of the world described in the novel could become a reality in unaccompanied thirty-five years. Orwel l was concerned by the role of technology in enabling oppressive governments to monitor and control their citizens every aspect of humankind life to the extent that regular(a) having a disloyal thought is against the law. The protagonist, Winston Smith, is the looking glass into Orwells horrifying perfect communist society, where all of Winstons worst paranoids and fears are realities. Winstons timidly rebellious personality sets out to challenge the limits of the fellowships power and attempts to gain individuality towards throughout the plot. This resistance allows the reader to understand, through Winstons eyes, the societys harsh oppression which includes Psychological Manipulation, Physical conquer, Control of Information and tale and Language as Mind Control.Psychological Manipulation The Party barrages its citizens with psychological manipulation in their attempt to control the human judgement and to overwhelm the minds efficiency for indep break offent thought. The P arty seeks to eliminate all throught detestation, the crime of thinking whatsoever liaison against the infallible Big Brother. The act of thinking about committing a crime is, the essential crime that contained all others in itself (Orwell, 19). That action is considered by the Party the most horrible, for only with thought and a conscious decision to take action will any action be performed without thoughtcrime, no crime would be committed. As such, the Party utilizes every possible method of eliminating thoughtcrime. Winston commits a thoughtcrime when he purchases a diary and in it writes, D throw with Big Brother, (Orwell, 19). He consequently reflects on the inevitable consequences of his action Whether he went on with the diary, or whether he did not go on with, do no difference, the Thought Police would get him just the same, (Orwell, 19). The Party has the power to realize any committed thoughtcrime and to punish the criminal. Additionally, the giant telescreen in every c itizens dwell blasts a constant stream of propaganda designed to make the failures of the Party appear to be successes. The telescreens alike monitor behavior everywhere they go, citizens are continuously reminded, especially by means of the ever-present signs reading BIG BROTHER IS WATCHING YOU, that the authorities are scrutinizing them. 1984 reveals that technology, which is generally perceived as working toward moral good, prat also facilitate the most diabolical evil. Furthermore, the Party weakens family structure by inducting children into Junior Spies, an organization which brainwashes and encourages them to spy on their parents and report any cases of disloyalty to the Party. The Party also forces individuals to suppress their sexual desires, treating sex as only a procreative duty to create new Party elements.Realizing the importance of the human mind, the Party not only threatens the society, entirely also channels the peoples potential into actions to benefit the Pa rty. The Party institutes the Hate Period for two minutes every day, a film of Emmanuel Goldestein, the say enemy of the people, is sh ingest and viewers are driven to anger. As Winston declares, The horrible thing about the Two Minutes Hate was not that one was obliged to act a part, except that it was impossible to avoid joining in, (Orwell 12). By utilizing the power of the human mind, the Part is able to further their control over their society.Physical Control In addition to manipulating their minds, the Party also controls the bodies of its citizens. The Party constantly watches for any sign of disloyalty, to the point that, as Winston observes, even a tiny facial coerce could lead to an arrest (Orwell, Ch 6 or 7). A persons own nervous system becomes his greatest enemy. The Party forces its members to undergo mass morning exercises called the Physical Jerks, and then to work long, grueling days at government agencies, keeping people in a general state of exhaustion (Orwell , Ch 3). Anyone who does manage to defy the Party is punished and reeducated through systematic and brutal torture. When Winston is arrested, he is able to experience first-hand the punishment constructed by the Party. The Party fully believes in the importance and rightness of their actions, and OBrien, who is an important member of the Party, explains how their society is different We are not content the negative obedience, nor even with the most abject submission. When finally you surrender to us, it must be of your own free willEveryone is washed clean, (Orwell, 210). Winston must fully surrender to OBrien. It does not matter what he says, but rather what he believes, for in the mind lies the final power. Describing the process enacted by the Party, OBrien says, There are three stages in your reintegrationThere is learning, there is understanding, and there is acceptance, (Orwell, 215). In order to attain the state desired by the Party, one deemed mentally deranged must underg o all three of these stages, as Winston eventually does. However, Winston initially is unable to truly believe everything said by the Party. He is able to say that he believes, and perhaps wants to believe, but doubt still remains. As the final push to belief, Winston is taken to the infamous Room 101. OBrien tells Winston, The thing that is in Room 101 is the worst thing in the worldit varies from individual to individual (Orwell, 233). The greatest possible torture is individualized, and with this torture, comes anything. After going through weeks of this intense treatment, Winston himself comes to the conclusion that nothing is more powerful than physical pain-no emotional loyalty or moral conviction can overcome it. At the end of the book Orwell writes, He had won the victory over himself. He loved Big Brother (Orwell, 245). By conditioning the minds of their victims with physical torture, the absolute power of the Party allows Winston to believe in everything that society does .Control of Information History The Party also has a control over all sources of information. It manages and rewrites the content of all newspapers and histories for its own ends. The Party does not allow individuals to keep physical records documenting the past which prevents people from challenging the governments motivations, actions, and authority. Citizens become perfectly willing to believe whatever the Party tells them. Winston believes having no physical records such as photographs and documents, makes ones life lose its outline in ones memory. Winston only vaguely remembers a time before the Party came to power, and memories of his past go far his mind only in dreams, which are the most secure repositories for thoughts, feelings, and memories that must be suppressed in waking life. Furthermore, Winston considers Oceanias relationship to the other countries in the world, Eurasia and Eastasia. match to official history, Oceania has always been at war with Eurasia and in al liance with Eastasia, but Winston knows that the records have been changed. Winston remembers that no one had heard of Big Brother, the leader of the Party, before 1960, but stories about him now appear in histories going back to the 1930s. By controlling the present, the Party is able to manipulate the past. And in controlling the past, the Party can justify all of its actions in the present. (Chapter III)Language as Mind Control One of Orwells most important messages in 1984 is that language is of central importance to human thought beca drug abuse it structures and limits the creative thinkers that individuals are capable of expressing. The Party has introduced Newspeak to replace English. Its purpose is to alter the structure of language to make it impossible to even conceive of disobedient or rebellious thoughts, because there would be no words with which to think them. Syme, an intelligent Party member who works on a revised dictionary of Newspeak, says, Dont you see that the whole aim of Newspeak is to narrow the range of thought? In the end we shall make thoughtcrime literally impossible, because there will be no words in which to express it (Orwell 46). The Party is constantly refining and perfecting Newspeak, with the ultimate goal that no one will be capable of conceptualizing anything that might question the Partys absolute power. coating on 1984 Intro to Philosophers The partys methods, from its implementation of psychological manipulation and absolute physical control to its control of information and history and its use of language as mind control, point toward the ultimate aim of the party itself absolute, centralized control over the lives of the inhabitants of Oceania. This goal characterizes the ruling power of Oceania squarely as totalitarian. The line between the head-to-head and public spheres, present in every single other regimen, is blurred to such an extent that every action becomes inherently political. Before the twentieth centu ry, the idea of such a regime was itself unconceivable nevertheless, the philosophers of the past such as Plato, Aristotle, Machiavelli and Hobbes provide a glimpse to power similar in extent to the one Orwell chronicles in 1984.Plato Platos Republic gives this ancient perspective on the adequate to(p) of powerful political orders. It is not difficult to advance the claim that the polis Plato presents in his Republic is fundamentally totalitarian. The guardians of the polis itself use several of the same methods as those of Oceania, and one of the aims of the polis is to create a harmonious structure, one which is often identified with an idea of unity-is similar to that of a totalitarian regime which, by destroying the difference between the public and private spheres and by bringing every action to the political realm, strives to create a unity among the men subject to it. While two things separate the polis from the Party-popular satisfaction with the rulers and the lack of ince ntive to rule-some of the ideas present in the Republic, such as the concentration of political power and the exertion of power over daily life, are clear even in Orwells 1984.The first major component of the totalitarian-like regime in the polis is the extent to which political power is saturated in the guardian class of citizens. In the polis, as in other totalitarian orders, there is no alternative to the ruling party. The guardians are meant to be the only power capable of ruling, and the entire structure of the polis is founded upon the idea that they will in fact be the rulers. A similar structure is found in totalitarian systems, wherein power is firmly concentrated on one bloc or person. Socrates insists that this concentration of power does not indicate anything more than a means to a good end and that the producers will be grateful to those above them for ruling philosophically. There is no such guarantee in a totalitarian regime, but for better or worse, whether in Platos utopian (or dystopian) society or in potential systems of the future, once power is centralized to such a great extent, there is no guarantee that the rulers will not abuse of their subjects for their own benefit, tangible or otherwise, except for their good will and magnanimity.The second major totalitarian indication of the polis is its control over the daily life of citizens, which is accomplished by means of education, itself a form of psychological manipulation. Control over popular forms of media constitutes one of the keystone assets of the rulers of the polis, just as it does in 1984, and poetry, music, theatre, and other such arts, a vital part of the culture of a city in Ancient Greek times, would be subject to the regulation and approval of the citys ruler. The introduction of the noble lie adds to the totalitarian nature of the guardians. The noble lie, despite the good it intends to bestow upon the populace, is still a lie, and it represents a propagandistic concern with regard to how much the populace is actually able to consent to the leadership itself. In addition, education itself poses an issue in this respect. Given the encompassing control over education by the guardians, the possibility of mass deception, a feature most often associated with totalitarian regimes, becomes real. Despite Platos insistence that these methods are to be used for good, they are in reality frighteningly similar to those utilized by the Party in 1984.The third similarity between the polis and a totalitarian regime is found in the notion of collectivism. The terms by which Plato refers to the members of his society provide some insight into this strong collectivism. Never is any individual member of society referred to as an individual. This fact emphasizes the collective sense of unity and harmony for which Platos polis strives. However, it is important to remember that one of the ultimate aims of totalitarian government is to eliminate the trace between the i ndividual and other members of society, creating the same sense of concord found in the Republic. Yet Plato takes this collectivism one step further, instituting the sharing of wives and the mass, rather than familial, raising of children, much in the same way that more communistic totalitarian regimes remove any trace of natural ties found through familial bonds in favor of those artificially created by the state.

Pattern of Multinational Corporation based on cultural difference

Pattern of Multinational Corporation ground on ethnical differenceWith the development of economical globalization, the internationaloperation has become an key abbreviate of development for enterprises.Multinational corporations are playing to a ampleer extent and to a greater extent important procedures in theworld economy. While getting the big world market, they soak up to be facing to a greater extentcomplex internal and external focussing environments. The cultural differenceis a noticeable captivate figure. With much practice of solicitude, moremanagers and scholars began to pay attention to this problem and do a lot of searches. How to issue the adverse influence of culture difference in international corporations homo option circumspection (HRM) has become afocus in the field of trans-culture management.Subsidiaries and joint ventures in foreign countries are chief(a) vehicles to market products internationally and to take advantage of the manufacturing cap abilities of other countries (Li and Scullion 2006). Providing with the competitive labor embody and abundant imaginativenesss, China now is the i multitude manufacturing powerhouse where foreign investments have been booming up over the past decade. However, if there are major gains to be made, there are also risks. One of these is the management of military force-out options (Sergeantand Frenkel 1998). Challenged by mainly the culture differences, managing the Chinese employees is never an easy task for a foreign manager. The high lay out of turnover has been a substantial problem in managing Chinese employees in joint ventures in the Peoples Republic of China (Beamer, 1998). Many of the foreign executives still hold the thought processl that Chinese employees are eager to act as for foreign companies in order to learn those advanced management knowledge and so on, and simply believe that the employees commitment is driven by such attitude. And wherefore behave like evan gelists on a mission to convert Chinese plenty to Western business practices (Jean 2009). However, as menti wizardd by Courtois (2009), the expectations and characterizations of Chinese nationals are shifting. Mentioned by Gross (2007) as well, most importantly, there is the need to ensure that differences in topical anaesthetic practices and management are ironed out. At the very least, such differences should be understood and respected.In another word, it is crucial that foreign managers shall understand the importance of learning how culture difference could be a key issue when managing Chinese employees and therefore make sure that they have the right attitude on managing Chinese employees before they start it.Cross-cultural look forers have argued for the need to develop frame operations that arsehole help people from disparate cultures overcome obstacles to work together productively (Bond 2003). Some of the typical Chinese culture which are easily to be have-to doe wi th in work must be fully understood and foreign executives shall be aware of how to play with these culture differences so that enable themselves to manage people in an utile way. Such management which is based upon learning the culture and behavior of Chinese employee will help the partnership to form a stalls and efficient HRM method in the long run. With increasing of the practical draw gained by foreign executives, more and more typical work tie in Chinese culture has been familiarized by western countries. Such as face and guanxi, were once and maybe still are the hard culture concepts for foreign executives to deal with when managing Chinese employees.Another challenging issue foreign managers have to face is that there is no such mature HRM knowledge in China. In early time, Child (1994) pointed out HRM is absent in Chinese companies while recently Li et al. (2007) mentioned that in China, HRM policy and practice are in a suppose of flux. Therefore, this has made it di fficult for foreign managers to introduce their preferred accession in joint ventures (Sergeantand Frenkel 1998).Literature ReviewHuman choices management theoryHuman resources management functionsHuman resource management (HRM) is a function in an organisation wherein it focuses on employee- cogitate activities. In other words, it deals with the management of, recruitment of and providing direction for the people who work in the organisation. It is usually involved with issues that are related to people. Among these is the process of hiring, organisation development, compensation, wellness, employee motivation, administration, performance management, safety, training, communication and the benefits . Similarly, Ledge (2005) states that homophile resource management is the management of a workforce and it can be both an academic theory and business practice. In addition, According to Lipiec (2001), human beings resource management is the process of coordinating an organisations human resources, or employees, to meet organisational goals. Human resource professionals deal with such areas as employee recruitment and selection, performance evaluation, compensation and benefits, professional development, safety and health, forecasting, and labour comparisons.Price (2004) defines human resource management as a belief of people management on the idea that human resources are significant factors in maintaining the success of a business. He discussed that a company meets a competitive advantage by practicing an efficient usage of its personnel, using their expertise and creativity to reach the organisations dissolves. Moreover, human resource management (HRM) seeks to employ capable, flexible and committed personnel. In contradiction, Bach (2005) stated that HRM is unitarist, the interests of employees and other stakeholders are marginalised, there is a great importance on the case-by-case firm that is channeled on each employee, there is a logical playing dow n of external and collective issues.Some of the challenges today in human resource management are maintaining a diverse workforce, dealing with major technological changes, keeping up with governmental regulations, handling corporate restructuring and downsising, and formulating strategies essential to personnel management . These challenges need to be addressed in order to render an effective management of human resources.It is tell that the philosophy of human resource management is based on the simple belief that human resources are the most important as launch in achieving and sustained business success. This realisation became the driving force coffin nail the institution of human resource management resulting in organisations taking a strategic approach to the management of their people. The true worth of human resource management is becoming more widely understood as human resource management steadily interweaves all aspects of people management and development within the company . Thus, the HR has to gain knowledge of and become skilled at in the host country because the condition may be diametrically opposed to the dwelling nation. Even on a more personal note, managers in HR have a lot to do with the employees in the company. Especially in a foreign country, the manager should be aware of the local practices and traditions if there are any. The fringe benefits the company offers may have to be adjusted in relation to what the host country deems acceptable. Considering all these responsibilities and the ramifications involved if there is no proper implementation, the position as HR manager should be handled by one who has relevant qualifications and experience.Although the knowledge may be gained and experience earned, it is necessary primarily because the tasks involved calls for managerial functions. They may not be very necessary if the need is for HR staff. As a member of the staff, there will be a lot of information to be gleaned and eventua lly, imbued. However, as the position specifically requires managerial functions, so should there be expertise in the field.HRM should not be underestimated. Efficient management is no mean feat, especially in a foreign setting like in host countries where there are a myriad of differences in the social, cultural, political, economic and ethical aspects.Overall, it can be said that the human resource management is not just about the functional responsibility of a company. More so, there is a need for managers to participate in the practices of the human resources in a daily basis. In other words, the human resource management is not just a mere department of the company notwithstanding it entails the spry participation of the head of the company such as the manager (Human Resource Management, 2007). we adopt a holistic perspective in considering the impact of the countrys environment as well as the international corporations (MNCs) strategy on human resource (HR) practices. More importantly, we argue that within MNCs human resource management (HRM) is playing a central role in the process of balancing local and global forces. HR can be critical in helping MNCs deal with local differences while also helping the company implement practices that are critical for its global strategy. Specifically, we argue that HR plays a key role in maturation social great, which may provide the necessary substitutes for formal control that would otherwise be neglected. Our contribution lies primarily in outlining how this new role of creating human capital confers on HR the task of filtering mission-critical practices through a localization mesh that ensures success. In addition, given the importance of social capital as an informal appliance that allows MNCs to coordinate and integrate activities, we suggest ways in which an MNC can build social capital within the context of the Latin American pan-regional cultural values.2.3 foreign Human Resource ManagementInternationa l human resource management or IHRM is about the management of people in the international environment. By international, IHRM implies that it involves the hybridizing of multiple fields in the management. For instance, it includes the human resource management as well as international management. with the phenomenon of international human resource management, one is able to gain a broader meaning and intelligence of the traditional HRM (Academy of Management Human Resource Division, 2004). Many expatriate human resource (HR) policies, featurely in the area of compensation, remain rooted in the past because they continue to favor the expatriate over local staff and do not take into scotch the increasing qualifications and aspirations of these local employees. Inequitable treatment leads to low commitment and poor work performance among local staff. More importantly, inequitable treatment creates tension in the midst of local and expatriate employees and causes the local staff to be less willing to be cooperative or supportive of the expatriates with whom they have to work. Without local support, expatriates may experience greater difficulty adjusting to their new jobs and the new environment, which is a contributing factor in the failure of expatriates. It is critical that multinational companies are aware that some vivacious HR practices have potentially unintended negative consequences and that neglecting the impact of these practices on local employees hurts the effectiveness of the organization as well as the ability of expatriates to come through in their assignment.According to Briscoe and Schuler (2004), there is an increasing need to discuss the issue on international human resource management because the conduct of business is progressively international in scope and managing human resources is critical to the successful conduct of global business. With the emerging trends such as globalization and modernisation, the process of international human resource management is greatly affected. Particularly, the changes incurred by international human resource management have been greatly shaped by these trends. Through globalisation, there is a perceived disappearance of the national or geographic boundaries. The conduct of business activities from one country to another has become highly possible through the globalisation process. And with the aid of modernisation, the conduct of business affairs or activities has become faster and more convenient.Budhwar and Debrah (2001) provide various factors that paved the way for the increased need in human resource management by business organisations. According to them, human resource management is all the more important because of the increasing levels of globalisation as well as internationalisation of business, the growth of new markets (such as in Africa, Eastern Europe, China, India, South-East Asia and Latin America), the growth of new international business blocs (such as NAFT A, the European Union, ASEAN) and an increased level of competition among firms at both national and international level. And so, it seems to be that the world develops to become a global business village, thereby increasing the need to know the ways in which managers in various parts of the world cope with the problems and issues that are related to the management of human resources.This con aims to get a clearer picture of why multinational companies (MNCs) send out expatriates. It identifies three organizational functions of international transfers position filling, management development and coordination and control. Based on an data-based study with results from 212 subsidiaries of MNCs from nine unalike home countries, located in 22 different host countries, it shows that the importance that is attached to these functions differs betwixt subsidiaries in MNCs from different home countries, amidst subsidiaries in different host regions and in addition varies with the level of cultural difference. Sees position filling as most important for subsidiaries of US and British MNCs and in the Latin American and Far Eastern regions. It argues that these differences might have important consequences for expatriate management. It sees management development as most important for subsidiaries of German, Swiss and Dutch MNCs and as tending to occur more in Anglo-Saxon countries than in the Far East.Indeed, the internationalisation of almost all business is perspicuous on the prevalence of MNCs/MNEs (Multinational Corporations/Multinational Enterprises). And so, as the business organisations become more active in the international arena, the need for human resource management becomes more crucial. But as one tends to venture into the international business, there are more problems and issues that need to be addressed. And so, the globalisation of business presents the managers and the organisations more challenges and difficulties especially in the field of human resource management.This has been confirmed by Clark et al. (1999) by stating that while there is an increasing number of organisations that seek to operate in foreign markets, there is also an increasing challenge for the international management of human resources. Among the key three challenges to international HRM are marginality, parochialism and ethnocentrism. With this, it is essential to develop a better understanding of, and sensitivity to, the impact of different national settings on the management task.2.4 Significance of Human Resource ManagementThe need for human resource management by business organisations, especially the major ones, is crucial to its success. In fact, this aspect cannot be eliminated by organisations if they are to ensure an effective and successful conduct of business. This is because human resource management serves as an organisational function that realises the goals of the company. With the effective management of human resources, the company i s also effective in the conduct of its activities or the delivering of its business. And so, it can be said the human resource management is integral to the success of every business organisations.Jahn (1999) considers the public as the greatest assets of the organisation. Because without the humans, organisations will not be able to unadulterated the everyday functions such as cash flow management, dealing with customers, communicating through all forms of media as well as making business transactions. Indeed, it is the humans and their potentials that drive the organisation. The human resource management ensures that employees are able to meet the goals of the organisations. In other words, HRM maximises the productivity of an organisation through the process of optimising the effectiveness of its employees. And in spite of the ever-increasing pace of change in the business world, this mandate on HRM is unlikely to change in any entire way. According to Encyclopedia of venial Business (2002), the basic mission human resources will always be to acquire, develop, and retain talent align the workforce with the business and be an excellent contributor to the business.Furthermore, the managing of international employees by multinational and domestic organisations is perceived to be important in the changing landscape of the business environment. In fact, there has been a fundamental change in the global thinking, as evident in the actions, of the organisations. With this, human resource management is important in realising the need for organisations to remain innovative in what may be contracting and rationalising markets or even markets that are being shaken up by new entrants and new competitive behavior. Meanwhile, the initiatives which are aimed at improving the fiscal, temporal as well as functional flexibility are introduced in order to address the need to deliver the radical cost improvements. And with the increasing flexibility, there is also the des ire of the firms to change their employee and their sense of involvement (Brewster, Harris and Sparrow, 2004).Today, the true worth of employees among business firms is more widely expressed through human resource management. The idea that human resources are the most important asset in achieving and sustained business success becomes the driving force behind the creation of human resource management resulting in organisations taking a strategic approach to the management of their people. Since this conceptual realisation, human resource management has become increasingly influential in the fashions and implementations of corporate strategy.A analyse of the origin guides us in providing an adequate definition of strategic HRM. Management development as delimit by Bromley as follows A conscious and systematic process to control the development of managerial resources in the organization for the achievement for goals and strategies (Molander,C. (1986) Management Development. Bromley Chartwell-Bratt) The traditional concept of workforce or succession planning (forecasting vacancies and/or new knowledge, skills, and abilities, identifying/cultivating in-house and outside talent pools) is more important than ever in a fast paced environment. (Robert Kreitner., 2001). The idea Human Resource Management (HRM) came from the U.S. in the 1980s because the companies in USA were developed at that time, because of this, the models of Strategic HRM were emerging. The strategic HRM pays its attention to the manpower planning. It focuses on the effective management of people. It views people as a source of competitive advantage. HRM is a strategic way of developing, motivating and gaining the potential of both the people and the external resources.The combine of a globalized workforce with massive mobility is compelling organizations to work with growing numbers of people from different cultures, with different customs, values, beliefs, and practices. This article describe s some of the factors HR managers and company leading must account for to create global people policies and practices that reflect the common culture of the organization, yet adapt to local realities and business involve. Cases drawn from the authors consulting work with multinational business not besides describe specific challenges faced by those firms, but also highlight the broader trends that all global companies need to understand and manage. As multinational corporations become increasingly central to the world economy, the need to attract and retain executives to manage these corporations gains in importance. For the multinational executive, the traditional business functions of marketing, finance, production and personnel must be synthesized with unfamiliar political, economic and sociocultural systems. These unique dimensions of the multinational executives job require a reward/compensation system that considers these diverse variables. Through a detailed books review and discussions with specialists in the field, thirteen factors were identified as being unique to the multinational executives job (1) size of the company, (2) number of expatriates abroad, (3) exertion characteristics, (4) relative inflation, (5) relative living costs, (6) cultural differences, (7) currency fluctuations, (8) relative buying power, (9) difficulty with communication systems, (10) freedom to act enjoyed by the executive, (11) key strategic and financial measures for which the executive is responsible, (12) exposure to different legal systems, and (13) working under different political systems. These factors were then presented (via questionnaires) to samples of international line executives and human resource management executives, who were asked to rate the desirability of using these variables in a compensation program for international executives. The similarities and differences of opinions contained in their responses were analyzed, and reasons for the differen ces were studied and documented. Finally, using statistical techniques, the inquiryer developed a set of decision-making systems that incorporated many of the traditional and nontraditional variables developed earlier in the explore. Customer satisfaction has become a very important aspect of business management in the high technology market. Companies that provide products and services worldwide often are concerned that customer satisfaction may be wedged by cultural differences. This study examines measures of customer satisfaction in areas around the world to determine whether or not there is a difference in satisfaction scores provided by Help Desks. A sample of more than 11579 surveys from three large international companies in the computer and medical electronics areas was used. The statistical results at a 5% confidence level indicate there is a difference in customer perception in Help Desk support amid that provided to US customers than that provided to Thailand customer s. The results clearly indicate that companies need to understand these differences in order to optimize the use of their resources and to adjust their service offerings to respond to their different customer needs and expectations. A growing body of research has challenged the commonly accepted view that multinationals have evolved into globally integrated nets, demonstrating instead that such organizations are sites of conflict between competing rationalities emerging from distinctive national institutional contexts. However, this research has neglected professional service firms (PSFs) in spite of them often being held as exemplars of the integrated network model. This article redresses this imbalance by focusing, in particular, on how PSFs seek to coordinate the horizontal flow of their human resources as a mechanism of inter-unit knowledge sharing. The purpose of this paper is to examine the effect of individual factors on the transfer of human resource management (HRM) knowl edge in Chinese subsidiaries of multinational corporations, and to explore the relationships between individual factors and introduce the concept of joint effect-integrated capability. Based on the notion that certain factors can affect knowledge transfer (KT), Cindy2008 examines the effect of four factors, i.e. cultural difference and adaptability, language and communication, working relationship, and motivation and willingness, on the transfer of HRM knowledge. Data were collected through semi-structured interviews conducted between January and April 2004 and an exploratory data analysis was carried out with the aid of Nvivo software. The study has found that Chinese HR managers have the ability of all four factors to facilitate the transfer of HRM knowledge. The findings unless suggest that integrated capability-joint effect could be generated from the four factors and affect the transfer process jointly. When the capability is positive, it facilitates the transfer. Conversely , when the capability is negative, it impedes the transfer. The findings not only extend the understanding of the effect of single factor on KT, but also the interrelationship between individual factors, their joint effect-integrated capability and the transfer process. Existing research has concentrated on studying the effect of single factor on KT, knowledge management by and large. There is little research investigating the correlations between individual factors. He addresses this gap and introduces the concept of joint effect, integrated capability. So-called cross-culture human resource management, the enterprise is cross-cultural human resources management. Cross cultural enterprises, just as its name implies, it is to point to by from different cultural backgrounds and cross-cultural differences exist composed of staff. In cross-cultural in human resources management, enterprise or the company is due by the two countries or multinational companies in the host country compose d of partnership and across the nation, the government and international business management of cross-cultural economic entity, so the cultural factors of influence multinational enterprise is comprehensive.Research method and methodologyThere are two research methods, that is ,qualitative and numerical research methods. The former focuses on a descriptive method,the laster is to be gathered from the source are in descriptive form and thus may vary based on the source or the respondent. quantitative research method can be useful for the study if the focus is on driving towards a point or deriving a particular information based on the other information that were gathered. We try to combine both the qualitative and quantitative research method.2.1qualitative and quantitative researchWhile the research will be using statistical means for the interpretation of the data, descriptive assessment will also be combined to give the researcher more insight concerning the cultural adaptability of companies in the foreign market as well as issues regarding the human resource management of the corporations.so one of the most important approaches for this research is the semi structured interview which can provide abundant objective information and help me to gain insight into the related problems and phenomena. Interview can be more in-depth and can address more complex hypotheses and it is easier to obtain the appropriate respondent through interview (Alderman 2009). In order to explore the ideas behind related problems, both foreign managers and representatives of Chinese employees will be interviewed as I believe that comparison of ideas from both sides will help this research to generate more depth and objective view towards the research question. Moreover, the information provides by Chinese employees could explore the idea of how Chinese employees view their foreign managers management methods, and that paves the way for further analysis. The interviewed will be cond ucted with both structured questionnaire and free talk. The aim of such a design is to collect basic required data for analysis and obtain any new ideas could possibly be given by interviewees at the same time as the interview goes on.Besides, through interview, other specific HRM practices could be explained in a detail way, issues such as recruitment, performance management, training, retention, etc. These information are essential for the research to deploy the analysis of HRM issue. Beside, with these data gained from the interview and the previous review of related literatures, a qualitative analysis could be achieved eventually.Another effective approach is email contact with key persons in the organization. Such approach is particular effective as the way of operating it is relatively easy and free. When the research proceeds, some new information may need to be acquired in order to help develop necessary analysis in different stage of the research. Through email contact, suc h information acquisition could be achieved in an effective way. Telephone interview could be more effective compared to email contact, however, considering that the topic of the conversation may not be that free as it involves different culture and ideas about other peoples behaviour and so on, therefore, telephone interview is not an appropriate approach for this research.In addition, one of the superior managers from headquarters who is in fool away of the overall HRM within the whole group will also be contact through email. By doing so, a view on managing Chinese employees in the subsidiary from the parent company could be derived, which could help the research to achieve a more complete analysis towards the topic. Meanwhile, email contact could also be perceived as an effective way to prove the information gained from interview. Questions in the email will be designed differently according to the position and the role of the receiver within the company.2.2Comparative research Comparative research focus is found the differences and similarities between different cultures, and then determine what theory is applied to all cultures, which is only applicable to a particular cultural background. This method is not the premise of so-called body culture, only different culture of the similarity is believed to be the ordinary phenomena. Most experts and scholars all previous is adoptive the method of comparison research of cross-cultural management problems, because in the management of cross-cultural environment, you need to identify the differences between the different cultures, and only after comparing to identify.2.3 Data Collection DesignFor the research strategy of this study, the fundamental idea is to make comparison of related literatures and empirical experiences provided by communicating with related employees in the case study, so that to obtain depth understanding of opinions explained by those related literatures and to explain the practical situa tion with more relative literature reviews, therefore, to achieve a more overall and practical research on this topic through such comparison.For the research design of this study, basically, this research will be conducted based on a case study of a multinational manufacturing company in China. Before that, relative literature review will be processed in order to generate more accurate analysis and ideas on the research question. The ultimate quality and success of research are often a reflection of the time and effort invested in developing research ideas and concepts, a stage of planning that includes becoming familiar with the literature (Congdon and Dunham 1999). Then, taking the advantage of the fact that I had been working for the company for almost 5 years and had built up good relationship with all related managers and other employees, I can easily get access to the company and get sufficient information as required for this research. Besides, the company is showing great i nterest of this research and would like to cooperate with my work since this research could somehow help them to improve the management of Chinese employees in some way.This research adopted the personal administered questionnaire. Clark et al, (1998) stated that the great advantage of the personally administered questionnaire is that the researcher has more control, can clarify or repeat any questions and can strengthen unrestricted questions by allowing larger answers and asking supplementary questions. Through this process, new factors maybe identified and a deeper understanding of the

Cheating and Plagiarism - The Plague of Plagiarism Essay -- Argumenta

The Plague of Plagiarism Simply defined, the word plagiarism mode the unauthorized use of the language and thoughts of another author and the representation of them as ones own (Plagiarism). While many students understand and comprehend the first article of this definition, many encounter problems with the second part - the thoughts part. Many students in todays educational system are frequently unable to develop their own thoughts, opinions, and ideas relating to the subject calculate that they are studying. However, when people at a university are educated according to the ways set forth by John Henry Newman in The stem of a University, their ability to create original concepts would be cultivated to the point, where they do not feel the need to plagiarize and cheat. Newman also states that in the end, the university will spend a penny citizens that can give back to society (48). Jeffrey Hart makes a similar point in How to Get a College Education. Therefore, acc ording to both Newman and Hart, an honest someone will be fashioned by the university. Since honesty does not breed treachery, should not cheating then be minimized? Plagiarism and its sister cheating are plagues on society that only serve to corrupt it. Nevertheless, the education given by a university can diminish and, perhaps, even eradicate the sickness by instilling in students, a sense of honor, and implementing harsh penalties on those caught cheating or plagiarizing. The fostering of independent thought is sometimes forgone in todays educational system. At times, students are encouraged to just complete their assignment instead of thinking about what they are doing so that they may fully understand their... ... undivided disease. So, if universities devote even part of their programs seriously to curing society of this plague, it is quite possible that cheating and plagiarism can be eradicated once and for all. Works Cited Clayton, Mark. A Whole Lot of C heatinGoing On. The Presence of Others. 3rd ed. Ed. Andrea A. Lunsford and John J. Ruszkiewicz. New York Bedford/St. Martins, 2000. 185 - 190. Hart, Jeffrey. How to Get a College Education. The Presence of Others. 3rd ed. Ed. Andrea A. Lunsford and John J. Ruszkiewicz. New York Bedford/St. Martins, 2000. 126 - 131. Newman, John Henry. The Idea of a University. The Presence of Others. 3rd ed. Ed. Andrea A. Lunsford and John J. Ruszkiewicz. New York Bedford/St. Martins, 2000. 126 - 131. Plagiarism. Random House Websters College Dictionary. 2nd ed. 2001. Cedrone 4

Hitler :: essays research papers

Adolph Hitler was responsible for World War II and the massacre of millions whom he ruling to be inferior. He was also one of the most powerful and influential leaders of the 20th Century. Hitler single handedly built up his Nazi party into a massive power, which would eventually control most of Europe and North Africa. How is it, that a man of such evil had so much influence and control? We would standardized to think that never again will such tragedy occur. Never, would we let such a man into power. Yet, it happened in the 1930s, only 70 years ago. What factors resulted in Hitler rising to power? Rather than one single reason, it was the perfect combination of luck and leadership, at just the right conviction.In Austria, 1889, Klara and Alois became the proud parents of a child boy Adolph. As a young boy, he attended elementary school at the Benedictine monastery at Lambach. His early school years went well. Adolph acquire good grades, became a choirboy, and anticipated one day becoming a Catholic priest. As he got older, he began getting into serious quarrels with his father. This fighting, he later on claimed, caused his marks to slip. By the age of sixteen, he had quit school. Once out of school, Adolph refused to find work or learn a trade. Rather, he spent his time going to the Opera, and reading. For hours on end, he would read books on German history and mythology. As a result of the reading, he soon found himself very interested with the worlds tribulations. A school friend later recalled Hitler was always up against something and at odds with the world. I never saw him taking anything lightly. At the eager age of eighteen, Hitler had a new dream. He wanted to become an artist, as this was now his one true passion. The Vienna Academy of Fine humanistic discipline quickly turned him down after his entrance examination. This rejection would hurt him for his remaining life. Another devastating event followed shortly after the death of his belov ed pay off only four days prior to Christmas. Hitler later wrote It was a dreadful blow. I had honored my father, but my mother I had loved. Her death put a sudden end to all my high-flown plans. Poverty and hard reality compelled me to take a quick decision. I was faced with the problem of somehow qualification my own living.

Analysis Of Star Wars Essay -- Papers

Analysis Of Star Wars This essay will be analysing the opening sequence of Star Wars. It will be focusing on camera angles, binary opposition and codes and conventions. This acquire is a typical example of sci-fi, we can tell this by the use of visual codes and convention. The film is set in space and Spaceships atomic number 18 in conflict with each other, there be lazers being fired, robots are running around and there is a clear divide between good and evil. At the beginning of the sequence there are words scrolling back into the distance telling a story. This sets the survey and lets the audience know what is happening. When the last of the words have faded the camera tilts cut down to reveal the surface of a planet. A small ship flys by, whence a much larger ship follows. This second ship almost fills the whole screen, which gives a sense of fear and feels slightly intimidating to the audience. Whilst the two ships are battling, the Rebel s ship has its main reactor shut down the Rebels ship is the smaller of the two, and is now unable to move anywhere we know this because of the first two characters we meet, C3PO and R2D2, these are the two main robots in the film. C3PO is a narrator figure, he tells the audience what is going on and what could happen He is also the one in terror whereas R2D2 is very calm and laid back. There are many close ups of each robot so the audience feels connected to them, especially C3PO because he seems human. only if even though R2D2 is not human people can still connect with him because he is slightly comic in the focus he makes noises and the way he talks to himself. Also each robot has its own colour t... ...if that is spiralling too. The camera cuts to outside the Pod from here it is very clear that the Pod is spiralling down almost out of control. It fades into the distance until it cant be seen. Cutting between characters is sometimes quite rapid in a time of panic of confusion. Its used to institute different emotions in the same situation. The camera angles in the film are varied to show different feelings and emotions. For example, when Darth Vader is introduced the camera is tilted up to show he is tall and powerful. Colouring is also very clear, right from the time the audience board a ship it is clear which ship they are on, this is because of the robots colouring and the humans clothes. The robots are decorated with friendly colours, white, blue and gold, and the humans clothes are plain with no armour.

Gene Therapy and Cancer :: Genetics Science Technology Medical Essays

Gene Therapy and CancerIn 1997, an estimated 1.38 million Americans will be newly diagnosed with cancer (Blaese, 1997). The treatments available only cure half of them. umteen new strategies, including gene therapy are in developmental stages for treating cancer. Nearly half of all gene therapy trials currently under way deal with cancer and experts cerebrate a number of these applications will be in use within the next three to five years (Lyon, 1997). Cancer is considered a genetic disorder. Studies meet identified a small number of genes that must be mutated to bring about development of cancer or maintain the growth of malignant stalls (Klug, 1996). twain main properties of cancer are uncontrollable cell division and the ability to spread or metastasize. Both are results of genetic alterations. Mutations in the cells that lead to certain(prenominal) forms of cancer, can be identified as inherited in some families. In most cases, however, it is difficult to identify a simp le pattern of inheritance. in that location are two ways to regulate cell division. One way is with tumor suppressor genes, which usually function to inactivate or repress cell division. These genes or their products or both, must be inactivated sporadically for cell division of take place. If they are permanently inactivated or lost through mutation, uncontrolled cell division occurs. Another way cell division is regulated is by proto-oncogenes, which usually promotes cell division also. These genes can be in an on or off mode and when in the on mode, cell division is promoted. When the genes or their products or both are inactivated, cell division is stopped. If they are permanently switched on, cell regulation is stopped and tumor formation begins. Oncogenes are the mutant form of proto-oncogenes. An example of a transformation of a proto-oncogene to an oncogene is the p53 gene, which encodes a thermonuclear protein that acts as a transcription factor. The p53 gene is usually a tumor suppressor gene that controls passage of the cell from one phase of mitosis to another. The mutations in p53 gene are estimated to be associated with over half of all cancers. The most prevalent cause of death in cancer patients is metastasis, where cancer cells detach from the original tumor site and settle elsewhere in the body, to grow and divide producing another tumor. There are two kinds of tumors, benign and malignant. Benign tumors can be removed and usually do not return.