Black Holes Infinity And BeyondIf Theories Of The Essay Example For Students

Black Holes: Infinity And BeyondIf Theories Of The Essay ir Existence Are True, Black HBlack Holes: Infinity and BeyondIf theories of their existence are true, black holes are the most powerful force in the known physical universe. Many people are familiar with the term black hole, but few people actually know anything about them. A black hole forms as a result of a massive star running out of fuel to burn (Chaisson, 193). Once the star is no longer exerting outward force by burning off gases, it begins to collapse under its own intense, inward gravity (Chaisson, 193). It is like slowly letting the air out of a balloon. Once the star is compacted to a certain size, while its mass, or weight, remains the same, its gravity becomes so powerful that nothing can escape it (Hawking, 87). This critical size to weight ratio is known as the Schwarzchild Radius (Hawking, 87). Once a black hole is created in this way, an invisible area, or line around it exists. If any object crosses this line, it can no longer escape the gravitational force of the black hole (Hawking, 87). This line is called the event horizon (Hawking, 87). If black holes are proven to exist, beyond theoretical physics, then they would probably be a very common anomaly in this universe. In 1915, Albert Einstein put forth the first real proposition of such an anomaly in his Theory of Relativity (Bunn, Black Holes FAQ). In the 1930s, three physicists, doctors Volkoff, Snyder and Oppenheimer, were able to prove the validity of black holes mathematically. Since then, black holes have become a very important and integral part of science and the over all understanding of the universe. It has been proven, mathematically, that black holes have infinite, gravity based, escape velocities and an immense effect on light, time and even the very fabric of space. All bodies in space have gravity. According to Einsteins Theory of Relativity, this is because bodies with a large mass, or weight, actually warp space (Chaisson, 77). For example, if a two dimensional sheet of cloth, stretched and suspended at four corners, represents space, and a bowling ball is placed in the center, the sheet will warp downward. If a golf ball is then set at the edge of the sheet and allowed to move freely it will be attracted toward the bowling ball, unless the golf ball is traveling at a speed great enough to not be effected by the curve. This critical speed is known as an escape velocity. This is the speed at which an object must travel to escape a bodys gravitational force (Chaisson, 77). If a body is compacted, such that its weight stays the same but its radius, or size, becomes smaller, its escape velocity increases in parallel (Chaisson, 196). The simple formula for this, in physics, states that a bodys escape velocity is equal to the square root of its mass, divided by its radius (Chaisson, 77). For example, if a bodys mass is two-hundred, and its size is twelve and one half, the escape velocity would be four. If the size of the same body is reduced to two, while its mass remained at two-hundred, the escape velocity increases to ten. Since a black holes size is always decreasing and its weight is always the same, the escape velocity is infinite (Chaisson, 195). This means that nothing can escape a black hole past the event horizon, not even light. Light is made up of waves and particles. It was discovered, in 1676, by Danish astronomer, Ole Christenson, that light travels at a very high, but finite speed (Hawking, 18). .u00454c69498c44611bbed1706ae84b86 , .u00454c69498c44611bbed1706ae84b86 .postImageUrl , .u00454c69498c44611bbed1706ae84b86 .centered-text-area { min-height: 80px; position: relative; } .u00454c69498c44611bbed1706ae84b86 , .u00454c69498c44611bbed1706ae84b86:hover , .u00454c69498c44611bbed1706ae84b86:visited , .u00454c69498c44611bbed1706ae84b86:active { border:0!important; } .u00454c69498c44611bbed1706ae84b86 .clearfix:after { content: ""; display: table; clear: both; } .u00454c69498c44611bbed1706ae84b86 { 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; } .u00454c69498c44611bbed1706ae84b86:active , .u00454c69498c44611bbed1706ae84b86:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u00454c69498c44611bbed1706ae84b86 .centered-text-area { width: 100%; position: relative ; } .u00454c69498c44611bbed1706ae84b86 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u00454c69498c44611bbed1706ae84b86 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u00454c69498c44611bbed1706ae84b86 .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; } .u00454c69498c44611bbed1706ae84b86:hover .ctaButton { background-color: #34495E!important; } .u00454c69498c44611bbed1706ae84b86 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u00454c69498c44611bbed1706ae84b86 .u00454c69498c44611bbed1706ae84b86-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u00454c69498c44611bbed1706ae84b86:after { content: ""; display: block; clear: both; } READ: Developmental Views of Parenting Style and Effecti Essay These properties of light govern that it must be subject to forces of nature, such as gravity. Light travels at such a high speed that it is not observably effected by gravity, unless that gravity is very strong. A black holes gravity is powerful enough to trap light because its escape velocity, being infinite, exceeds the speed of light (Hawking, 82). This is why a black hole is black. Once light crosses the event horizon it is drawn into the hole in space. Although the light is still hitting objects, it is not able to bounce off to indicate their existence to an observer, therefor the black hole appears as a void in space. Closing in on the edge of the event horizon, light travels back to an observer at a slower and slower rate, until it finally becomes in.. visible. This is due to heavy gravity and the effect that a black hole has on time (Bunn, Black Holes FAQ). According to Einsteins General Theory of Relativity, time is not a constant (Hawking, 86). Time is relative to an observer and his or her environment (Hawking, 86). It has been proven that time moves slower at higher speeds (Hawking, 86). An experiment was conducted in which two synchronized atomic clocks were used. One was placed in a jet and flown around the Earth at three times the speed of sound, while the other was left stationary, on the ground (Hawking, 22). When the jet landed and the clocks were compared, the one in the jet displayed an earlier time. This leads to the reasoning that time is just as volatile as light or dirt. In cosmology, a singularity is an event or point that has a future or a past, but not both (Hawking, 49). In human life, death would be considered a singularity. A black hole is also considered a singularity. If an object crosses the event horizon of a black hole, it relatively ceases to exist, it has no future (Hawking, 88). Absolutely nothing in the known universe can survive in or escape from a black hole, so it can be said logically that time is stopped within the event horizon. The only way for an object to escape this fate would be for a strange anomaly to occur in the fabric of space, caused by a theoretically different type of black hole. If the mathematics that describe a black hole are reversed, the outcome is an object called a white hole (Bunn, Black Holes FAQ). As the complete opposite of a black hole, a white hole is an object into which nothing can fall and objects are only spit out (Bunn, Black Holes FAQ). At this point, white holes are strictly theory. Their existence is highly improbable. If certain properties, such as motion or a positive or negative charge are applied to a black hole, then the possibility of a white hole forming within the event horizon arises (Bunn, Black Holes FAQ). This leads to an even more improbable occurrence called a wormhole (Bunn, Black Holes FAQ). In theory, a wormhole would truly be a tear in the fabric of space. Since time essentially has no effect on a black or white hole, if an object were to fall into a worm hole, it could conceivably be spit out anywhere in time or space (Bunn, Black Holes FAQ). If an object falls into a black hole, which has undergone the transformation into a wormhole, it could probably avoid hitting the singularity (Bunn, Black Holes FAQ). Therefor it would not be turned into spaghetti and compacted to the size of a base particle. Instead, it would follow the closest thing to a straight line that it could find, which would be to slip completely through the wormhole (Bunn, Black Holes FAQ). It sounds impossible, but it looks good on paper. If wormholes could exist, according to calculations, they would be highly unstable (Bunn, Black Holes FAQ). If anything were to disturb it, like an object passing through it, it would likely collapse (Bunn, Black Holes FAQ). .ufa85a15a5a2905e7c9f502fb064c9c3b , .ufa85a15a5a2905e7c9f502fb064c9c3b .postImageUrl , .ufa85a15a5a2905e7c9f502fb064c9c3b .centered-text-area { min-height: 80px; position: relative; } .ufa85a15a5a2905e7c9f502fb064c9c3b , .ufa85a15a5a2905e7c9f502fb064c9c3b:hover , .ufa85a15a5a2905e7c9f502fb064c9c3b:visited , .ufa85a15a5a2905e7c9f502fb064c9c3b:active { border:0!important; } .ufa85a15a5a2905e7c9f502fb064c9c3b .clearfix:after { content: ""; display: table; clear: both; } .ufa85a15a5a2905e7c9f502fb064c9c3b { 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; } .ufa85a15a5a2905e7c9f502fb064c9c3b:active , .ufa85a15a5a2905e7c9f502fb064c9c3b:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ufa85a15a5a2905e7c9f502fb064c9c3b .centered-text-area { width: 100%; position: relative ; } .ufa85a15a5a2905e7c9f502fb064c9c3b .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ufa85a15a5a2905e7c9f502fb064c9c3b .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ufa85a15a5a2905e7c9f502fb064c9c3b .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; } .ufa85a15a5a2905e7c9f502fb064c9c3b:hover .ctaButton { background-color: #34495E!important; } .ufa85a15a5a2905e7c9f502fb064c9c3b .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ufa85a15a5a2905e7c9f502fb064c9c3b .ufa85a15a5a2905e7c9f502fb064c9c3b-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ufa85a15a5a2905e7c9f502fb064c9c3b:after { content: ""; display: block; clear: both; } READ: echnology vs. Humanity Essay Though the equations are valid, wormholes most assuredly do not exist. If they did it would probably send shivers up the science fiction communitys spine. In the book, Relatively Speaking, the Author, Eric Chaisson says, The world of science is littered with mathematically elegant theories that apparently have no basis in reality (182). Although black holes have not been conclusively proven to exist, there is strong evidence, in the observable universe, that they do. Black holes are very important to the world of cosmology. They allow for the study of common particles under very uncommon environmental variables. Scientists have vastly increased their knowledge of the universe and the properties of matter through the study of a black holes effects on light, time and the fabric of the space.Works CitedBunn, Ted Black Holes FAQ. NSF Science and Technology Center (September 1995): Online. Internet. http://physics7.berkeley. edu/Bhfaq.HTML Chaisson, Eric. Relatively Speaking: Relativity, Black Holes, and the Fate of the Universe. New York: W. W. Norton Company, 1988. Hawking, Stephen. A Brief History of Time: From the Big Bang to Black Holes. New York: Bantam Books, 1988.

Structures Of Resisitance Essays - Land Management, Feudalism

Structures Of Resisitance The nature of interaction between traditional agrarian society and the ?modern world' has remained a controversial debate amongst anthropologists, sociologists and political theorists. It remains contentious as to whether the dominance of modern values over traditional is desirable; whether the arrival of the market and modern commerce betters or worsens the conditions of rural society and its relationship with the metropol; whether such change is received with apprehension or optimism by the members of rural society. Joel Migdal, for example, puts forth certain arguments proposing the concept of ?culture contact'that exposure and contact are the causes of change.' Migdal identifies three reasons suggesting why such change would be likely to occur: (1) The benefits of the modern far outweigh the benefits of the traditional. (2) The individual is free from severe institutional restraints which would prevent him from making an unimpeded decision. (3) Those individuals who select the new are rational and are optimisers, and those individuals who do not accept the modern fail to do so because of ?wrong? or nonrational values.' Most theorists, however, tend to agree that modern society, for good or bad, is clearly encroaching on traditional agrarian society and gradually moulding its values, economic systems and sociopolitical institutions into variants of the modern equivalent. However, this consensus fails to account for one extremely significant fact: that despite the overwhelming economic, political and cultural dominance of the modern world, traditional agrarian structures continue to persist in various forms: the feudal estates of Third World countries, plantations and latifundismos in Southern Italy and much of Latin America, and so on. The questions thus arise: why do such traditional social relations persist in spite of the modern impulse? Why do customs and rituals and social codes play such an important part in determining rural society? Why do inefficient labour-intensive technology and archaic labour organisation systems continue to determine the process of economic production? And why do state attempts at modernising rural production continually face defeat and fail to effect conclusive change? This paper attempts to answer these and other questions through an analysis of two similar anachronistic structures that exist in the contemporary world: the Italian latifondo and the Latin American latifundismo. Both structures are organised in a very similar manner, and an analysis of both presents a holistic picture of their social and economic organisation. The paper begins by describing the administrative structure of the latifondo, and then goes on to suggest that the socioeconomic peculiarities of the enterprise may be at least partially explained by the rational voluntarist behaviour of the landlord, who allows old structures to persist in light of their cultural peculiarity. In The Mafia of a Sicilian Village, Anton Blok describes the Sicilian latifondo as being ?in its main features ?involutionary?'. Blok invokes this term while alluding to a complex process in which certain structures undergo internalisation and fixity, as suggested by Clifford Geertz in Agricultural Involution. ?Involution', according to Geertz, refers to ?the overdriving of an established form in such a way that it becomes rigid through an inward elaboration of detail'. Blok's study of the latifondo leads him to conclude that this agrarian enterprise underwent such a process at both the social and the economic level. Before further exploring this process, however, it is necessary to first understand the power structure and organisation of the Sicilian latifondo. According to Blok, the latifondo was typically leased out to a gabelloto, who in turn hired a number of permanent employees to manage the enterprise. These administrators generally comprised an overseer (soprastante) and a number of field guards (campieri). The overseer was the gabelloto's ?man of confidence' ? ?he dealt with the peasants set to work on the estates and took care of the general protection of the enterprise.' The campieri assisted the overseer in his work, and ?constituted a kind of private police force which, in the absence of an efficient formal control apparatus, claimed to maintain law and order in the countryside.' This hierarchical structure is replicated in Latin American latifundios, as described by Ernest Feder in ?Latifundios and Agricultural Labour.' Feder further describes the Latin American latifundismo as being characterised by ?absentee landlordism'. He asserts that ?for the rural worker almost every

Biography of Pablo Escobar, Colombian Drug Kingpin

Biography of Pablo Escobar, Colombian Drug Kingpin Pablo Emilio Escobar Gaviria (December 1, 1949–December 2, 1993) was a Colombian drug lord and the leader of one of the most powerful criminal organizations ever assembled. He was also known as The King of Cocaine. Over the course of his career, Escobar made billions of dollars, ordered the murders of hundreds of people, and ruled over a personal empire of mansions, airplanes, a private zoo, and his own army of soldiers and hardened criminals. Fast Facts: Pablo Escobar Known For: Escobar ran the Medellà ­n drug cartel, one of the largest criminal organizations in the world.Also Known As: Pablo Emilio Escobar Gaviria, The King of CocaineBorn: December 1, 1949 in Rionegro, ColombiaParents: Abel de Jesà ºs Dari Escobar Echeverri and Hemilda de los Dolores Gaviria Berrà ­oDied: December 2, 1993 in Medellà ­n, ColombiaSpouse: Maria Victoria Henao (m.  1976)Children: Sebastin Marroquà ­n  (born  Juan Pablo Escobar Henao), Manuela Escobar 1:29 Watch Now: 8 Fascinating Facts About Pablo Escobar Early Life Escobar was born on December 1, 1949, into a lower-middle-class family and grew up in Medellà ­n, Colombia. As a young man, he was driven and ambitious, telling friends and family that he wanted to be the president of Colombia someday. He got his start as a street criminal. According to legend, Escobar would steal tombstones, sandblast the names off of them, and resell them to crooked Panamanians. Later, he moved up to stealing cars. It was in the 1970s that he found his path to wealth and power: drugs. He would buy coca paste in Bolivia and Peru, refine it, and transport it for sale in the United States. Rise to Power In 1975, a local Medellà ­n drug lord named Fabio Restrepo was murdered, reportedly on the orders of Escobar himself. Stepping into the power vacuum, Escobar took over Restrepo’s organization and expanded his operations. Before long, Escobar  controlled all organized crime in Medellà ­n and was responsible for as much as 80 percent of the cocaine  transported into the United States. In 1982, he was elected to Colombia’s Congress. With economic, criminal, and political power, Escobar’s rise was complete. In 1976, Escobar married 15-year-old Maria Victoria Henao Vellejo, and they would later have two children, Juan Pablo and Manuela. Escobar was famous for his extramarital affairs and tended to prefer underage girls. One of his girlfriends, Virginia Vallejo, went on to become a famous Colombian television personality. In spite of his affairs, he remained married to Marà ­a Victoria until his death. Narcoterrorism As the leader of the Medellà ­n Cartel, Escobar quickly became legendary for his ruthlessness, and an increasing number of  politicians, judges, and policemen publicly opposed him. Escobar had a way of dealing with his enemies: he called it plata o plomo (silver or lead). If a politician, judge, or policeman got in his way, he would almost always first attempt to bribe him or her. If that didn’t work, he would order the person killed, occasionally including the victims family in the hit. The exact number of men and women killed by Escobar is unknown, but it certainly goes well into the hundreds and possibly into the thousands. Social status did not matter to Escobar; if he wanted you out of the way, hed get you out of the way. He ordered the assassination of presidential candidates and was even rumored to be behind the 1985 attack on the Supreme Court, carried out by the 19th of April insurrectionist movement, in which several Supreme Court justices were killed. On November 27, 1989, Escobar’s cartel planted a bomb on Avianca flight 203, killing 110 people. The target, a presidential candidate, was not actually on board. In addition to these high-profile assassinations, Escobar  and his organization were responsible for the deaths of countless magistrates, journalists, policemen, and even criminals inside his own organization. Height of His Power By the mid-1980s, Escobar was one of  the most powerful men in the world, and Forbes magazine listed him as the seventh richest. His empire included an army of soldiers and criminals, a private zoo, mansions  and apartments all over Colombia, private airstrips and planes for drug transport, and personal wealth reported to be in the neighborhood of $24 billion. Escobar could order the murder of anyone, anywhere, anytime. He was a brilliant criminal, and he knew that he would be safer if the common people of Medellà ­n loved him. Therefore, he spent millions on parks, schools, stadiums, churches, and even housing for the poorest of Medellà ­n’s inhabitants. His strategy worked- Escobar was beloved by the common people, who saw him as a local boy who had done well and was giving back to his community. Legal Troubles Escobar’s first serious run-in with the law came in 1976  when he and some of his associates were caught returning from a drug run to Ecuador. Escobar ordered the killing of the arresting officers, and the case was soon dropped. Later, at the height of his power, Escobar’s wealth and ruthlessness made it almost impossible for Colombian authorities to bring him to justice. Any time an attempt was made to limit his power, those responsible were bribed, killed, or otherwise neutralized. The pressure was mounting, however, from the United States government, which wanted Escobar extradited to face drug charges. He had to use all of his power to prevent extradition. In 1991, due to increasing pressure from the U.S., the Colombian government  and Escobar’s lawyers came up with an interesting arrangement. Escobar would turn himself in and serve a five-year jail term. In return, he would build his own prison and would not be extradited to the United States or anywhere else. The prison, La Catedral, was an elegant fortress which featured a Jacuzzi, a waterfall, a full bar, and a soccer field. In addition, Escobar had negotiated the right to select his own â€Å"guards.† He ran his empire from inside La Catedral, giving orders by telephone. There were no other prisoners in La Catedral. Today, La Catedral is in ruins, having been hacked to pieces by treasure hunters looking for hidden Escobar loot. On the Run Everyone knew that Escobar was still running his operation from La Catedral, but in July 1992 it became known that the drug kingpin had ordered some disloyal underlings brought to his â€Å"prison,† where they were tortured and killed. This was too much for even the Colombian government, and plans were made to transfer Escobar to a standard prison. Fearing he might be extradited, Escobar escaped and went into hiding. The U.S. government and local police ordered a massive manhunt. By late 1992, there were two organizations searching for him: the Search Bloc, a special, U.S.-trained Colombian task force, and â€Å"Los Pepes,† a shadowy organization of Escobar’s enemies made up of family members of his victims and financed by Escobar’s main business rival, the Cali Cartel. Death On December 2, 1993, Colombian security forces- using U.S. technology- located Escobar hiding in a home in a middle-class section of Medellà ­n. The Search Bloc moved in, triangulated his position, and attempted to bring him into custody. Escobar fought back, however, and there was a shootout. Escobar was eventually gunned down as he attempted to escape on the rooftop. Although he was also shot in the torso and leg, the fatal wound passed through his ear, leading many to believe that Escobar committed suicide. Others believe one of the Colombian policemen fired the bullet. Legacy With Escobar gone, the Medellà ­n Cartel quickly lost power to its rival, the Cali Cartel, which remained dominant until the Colombian government shut it down in the mid-1990s. Escobar is still remembered by the poor of Medellà ­n as a benefactor. He has been the subject of numerous books, movies, and television series, including Narcos and Escobar: Paradise Lost. Many people remain fascinated by the master criminal, who once ruled one of the largest drug empires in history. Sources Gaviria, Roberto Escobar, and David Fisher. The Accountants Story: inside the Violent World of the Medellin Cartel. Grand Central Pub., 2010.Vallejo, Virginia, and Megan McDowell. Loving Pablo, Hating Escobar. Vintage Books, 2018.

3 Types of Erroneously Located Modifiers

3 Types of Erroneously Located Modifiers 3 Types of Erroneously Located Modifiers 3 Types of Erroneously Located Modifiers By Mark Nichol The three sentences below demonstrate related syntactical errors: a misplaced adjective clause, a misplaced modifier, and a dangling participle, respectively. Discussion following each example explains the error, and a revision solves it. 1. Shortly after Smith spoke, Jones’s ruling was released, which was in favor of groups who say the state provides constitutionally inadequate mental health care for prison inmates. The parenthetical in this sentence, and adjective clause, must immediately follow not the phrase that includes the noun to which it pertains but the noun itself: â€Å"Shortly after Smith spoke, Jones’s ruling, which was in favor of groups who say the state provides constitutionally inadequate mental health care for prison inmates, was released.† 2. Even as he reassured them that their jobs were safe at the morning meeting, he told other advisers he knew he needed to make big changes. This sentence contains a misplaced modifier that suggests that the jobs were safe at the morning meeting, but they were safe in general, so the additional, nonessential information â€Å"at the morning meeting† should immediately follow the part of the sentence that it modifies: â€Å"Even as he reassured them at the morning meeting that their jobs were safe, he told other advisers he knew he needed to make big changes.† 3. After electing to take another flight, we are reaching out to the passenger to resolve this issue. The participial phrase (so called because it includes a participle- in this case, electing) features a dangling participle because the phrase refers to the passenger but immediately precedes the subject we. Often, a sentence that includes a dangling participle is easily revised by changing the subject so that it pertains to the participial phrase, but in this case, the result would be the awkwardly passive statement â€Å"After electing to take another flight, the passenger was contacted so that we could resolve this issue.† A better alternative is to convert the participial phrase to an independent clause: â€Å"The passenger elected to take another flight, and we are reaching out to her to resolve this issue.† Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Grammar category, check our popular posts, or choose a related post below:7 English Grammar Rules You Should Know20 Rules About Subject-Verb AgreementNeither... or?

Identity essay Example | Topics and Well Written Essays - 500 words

Identity - Essay Example nvolves the readers through emotions, in certain cases the individual starts following the character depicted in the book or movie and correlate real life with the life represented by their role model in the novel or movie. In certain cases such perceptions provide a great impact on the developing conscience of the individual. This revolutionizes thoughts and outlook as the condition of brainpower is full of strenuous contemplations. A couple of books called "Garcia Girls Lost Their Accents" by Julia Alvarez and "Farewell to Manzanar" by Jeanne Wakatsuki are two outstanding books illustrating the distinctiveness an individual possess. To some extent the novels imposes thoughts that changes the outlook and provide the courage to survive in difficult situation. The novels inflict how to maintain stability and comfort in tough times (Identity). I personally feel enlightened after reading the books called "The Five people I meet in Heaven" by Mitch Albom, this made me feel that how important my life is for me, what difference I made in my group, in my community, in my society and what am I contributing! It simply made me feel my worth, my self esteem and hence made me realize that everyone in the universe is important, everyone around me is important and what really does not matter to me could bring a remarkable change in others life. It has really changed my outlook and personality. I became more concerned with others, forgive and forget what harm others have done, locate deliverance, the book has magical power as it has made me more concerned about sufferings of others. All this helped me to adjust in a different environment as I am now an international student who is coping up within a different cultural circumstances. I like to listen to the songs to de-stress myself, had enough experience of life and people as I have been visiting more of places, interacting with different groups of individuals belonging to different cultural and ethical backgrounds but above

SABMiller Strategic Marketing Plan Lab Report Example | Topics and Well Written Essays - 1000 words

SABMiller Strategic Marketing Plan - Lab Report Example SABMiller’s vision is to be the most admired company in the global beer industry; they are slowly accomplishing this by becoming the world’s largest brewers. SABMiller own over 200 brands of beer, they employ around 70,000 people in 75 countries, on top of this they are also the largest bottlers of coca-cola products. In Australia, SABMiller own over 58 beer and cider brands that are in the Australian Market. In late 2011, SABMiller bought out Fosters Group Limited which provided them exposure to the Australian beer and cider market. SABMiller believe that their competitive edge comes from their superior marketing and branding as well as having an understanding that every brand has a story and heritage that will always sit close to home within the local communities. SABMiller is such a successful company because they believe in corporate social responsibility and looking after the local community. They know, to succeed, you must be aware of and be able to manage your st akeholders, whether their employees, management, local community groups, local breweries, government and the media. It is for this reason that SABMiller is successful and able to be the largest brewer globally, they understand the needs of their business, both internationally and locally. Fosters Group Limited Fosters was first developed in 1888 when two brothers, William and Ralph Foster, first brewed Fosters Lager. Fosters Group Limited is part of the world’s largest brewing groups SABMiller. Fosters places it primary focus on its brewing activities as the majority of its sales revenue is driven from Carlton United Brewery. The majority of their business is done in the Australian and Pacific regions. Fosters employs approximately 2000 people, with most of those employees being employed in Australia. Fosters does trading in more than 45 countries and is the leading provider of premium beverages in beer, cider, spirits and non alcoholic drinks. Fosters Group limited prides th emselves on being the leader of innovation by investing in their brands and maintaining the highest quality standards. They wish to remain steadfast in market. Carlton United Brewery Carlton United Brewery was founded in 1854 in Melbourne, Victoria. It was in 1907 that Carlton United Brewery and Fosters joined forces, in 1983 Fosters Group Limited bought out Carlton United Brewery making the merger official. Carlton United Brewery has more than a 50% market share in the off-premise beer category. Carlton United Brewery is the largest producer of cider in Australia, producing 3 of the top rated brands. In 2007 Carlton United Brewery transformed into a franchise distribution model creating an easier way to service customers and produce top quality customer service. Due to the franchise distribution model Carlton United Brewery is now able to service over 17,000 customers and 20,000 total including hotels, clubs, liquor stores, restaurants and bars with around 800,000 deliveries made a round Australia each year. Strongbow Cider Strongbow cider was first produced in 1887; it was not until 1970 that Strongbow was first introduced into the Australian market. Bulmers was the first company to produce Strongbow, they held onto Strongbow until 2003 when Fosters Group Limited bought them out. Fosters Group Limited continue to produce and distributes Australia’s leading cider brand, Strongbow consists of five different product types they are Strongbow clear, original, dry, sweet and pear cider. 3.2 SBU The Small Business

Manage Continous Organisational Improvement Essay Example for Free

Manage Continous Organisational Improvement Essay Abstract The sector of healthcare is vital for living that no one may deny. The advancement of technology has been a blessing in disguise for human health. Times are gone when people used to wait in long queues to get attention from the doctors and paramedical staff. The governments of the world were also responsible to not properly utilising the healthcare setup. In many parts of the world, it was still deemed as forbidden until the advent of 21st Century. Manage Continuous Organisational Improvement INTRODUCTION The sector of healthcare is vital for living that no one may deny. The advancement of technology has been a blessing in disguise for human health. Times are gone when people used to wait in long queues to get attention from  the doctors and paramedical staff. The governments of the world were also responsible to not properly utilising the healthcare setup. In many parts of the world, it was still deemed as forbidden until the advent of 21st Century (Alison; 2012). DISCUSSION Change management is something everyone thrives upon be it a business or medical science. For effective progress in any field of study, what matters the most is a well laid out and proper action plan. For example in business arena, gaining momentum is important in terms of financial aspects. For it one who is interested in business must be familiar with implementing a business plan to the suitable effect. The first and the foremost aspect is how much investment would be required for the project to be undertaken. Every country encourages ideas and the best way to be known for this purpose is to bring out something creative. In any aspect of profession, planning plays a vital role as well as management. In all most all the line of work, there is need for budgeting, staffing along with other strategizing options. In the context of globalization and global economy, change management becomes evident when we find that companies are overlooking the global parameters of a business where change is constant. In the context of this change, outsourcing is global strategic alliance that fosters a winning international strategy. The implementation of the policy of health is a complex topic that incorporates conceptual models. It is all about the guiding principles, rules, and regulations that lead to operational strategies. There are several one must be familiar with in order to accomplish explicit healthcare policy. To understand it, the cognition with health policy or governmental law is important. These also comprise of process of funding along with decisions taken at decentralised or national level. These widely effect upon how to deliver such services (Alison; 2012). The contemporary healthcare concept incorporates people from various fields related to medical technology including surgical equipment and medications. Access to evidence from medical and health research as well as latest information is also included within. The area of healthcare is notably one of the few areas which is blessed by heavy spending of the governments and the individuals alike. Alternatively the individual with less income is forced to pay a higher co pay and deductible for a lesser amount of coverage (Alison; 2012). SCENARIO You have recently taken on the role of change manager in an organisation. The organisation has decided to introduce the concept of continuous organisational improvement and you have been asked to lead this development. Before embarking on this work you decide that it is necessary for you to complete some detailed thinking in a number of key areas. In carrying out this assignment you should either use an organisation you have or currently work for. You must know this organisation well at a strategic level. Alternatively you should use the case study material provided. Firstly you need to give careful consideration of how a culture of continuous organisational improvement will be created. The process of change is inevitable in every organisation and NHS is no different. Mr. Regal has been appointed as a new Change Manager for NHS and is a dedicated individual who knows how to run things for the benefit of the organisation. He has been working in many prestigious organisations and thus he is also familiar with psychology of team working alongside him. Mr. Regal knows that all employees of NHS will need his active support to get the job done. For this purpose, involvement of staff and planning at early stage are a key to sure success to bring the process of change. It must also be noted that the policies to bring change must not oppose organisational policies such as redundancy, reorganisation and redeployment (Elizabeth; 2012). Before progressing any further, it is important that people within NHS must have idea of what change is all about. There are many types of changes including the ones instigated from ideas within NHS whereas some come from beyond the organisation. Other ideas include temporary and permanent ones all working for benefit of the organisation (Elizabeth; 2012). Since NHS is a complicated organisation thus many changes within are not clearly defined. In a typical organisational change model, new ways of working, unfamiliar team structures, processes and procedure are encompassed. Speaking individually, changes made at staff level can bring out pessimism, optimism, motivation, energy, enthusiasm and excitement to fear, anxiety, challenge, resistance, ambiguity and dread on various  instances. The fear within the staff is due to the concerns over new management and workload as well as job security and pensions. Thus various emotions can come into play and leads to distraction from development and provision of service. The staffs of NHS are ready to deal with anxiety which may be due to anticipating change. Surely, it will take Mr. Regal to get to know about the employees and the old standards that have been the hall mark of success for NHS. However, these techniques of the past wont last long and thus change in the system is mandatory. Thus it is important to introduce such techniques that are part and parcel of modern day mechanism (Gallouj Djellal; 2011). Mr. Regal knows what is the main reason of downfall of organizations i.e. those who are not willing to manage or identify change in human components. He has been performing his services as a freelance consultant for last 10 years. He suggests that the involvement of the individuals working within the organisation is necessary so that the way of thinking and behaviour may be altered. Now this may seem to be easier said than done as it requires thorough practice, time and motivation. The change in behaviour may not be easily measurable or achievable since the elements of humans are unable to get attention they require. As a line manager, it is the duty of Mr. Regal to lead from the front to identify and manage such human elements. NHS must also bear in mind that the change of initiatives must not go beyond the desired capacity. If it happens, the key resources required may turn uncontrollable. The extra workload must be shared by senior support and managers according to the resources and plan of action (Gallouj Djellal; 2011). Before starting anything, what matters the most is planning same is with organisational change. It is never easy for people to accept what comes within that change process. They find it difficult to adjust or absorb to change and also for the management, it is not an easy task. They may have to face various reactions to it including temporary reductions in performance measurements and activity. For this purpose, a proper timetable must be provided which may give the employees enough time to get ready. This may also produce the impact desired by Mr. Regal and the new management of NHS (Karen, Jean Gretl; 2012). CLARIFICATION/RATIONALE The second step is to what the outcomes of it may be the Clarification/Rationale. For this, it is important that the management is familiar with measurable outcomes. Mr. Regal and his team managing all must have a comprehensive vision that may lead NHS to new developments. The staff may get affected by the change being implemented. COMMUNICATION INVOLVEMENT Mr. Regal knows that in order to have proper implementation of plans, the doctors, nurses as well as other workers in NHS must have confidence. For this purpose, it is necessary that they must have recognition of benefits and responsibilities, acceptance, understanding, will, interest, and  awareness. This could only be achieved if proper strategy regarding effective communication and involvement is drawn (Karen, Jean Gretl; 2012). It is important that all the stake holders of NHS must be taken in confidence before the implementation of policy. The communication between the both parties is vital to reach a break through. Ineffective communication may result in difference of opinion. Thus by implementing proper communication skills, effective involvement can be ensured. RISK ASSESSMENT Mr. Regal suggests that implementing the process of change within NHS may be easier said than done provided that proper planning is implemented. Nevertheless with a process of change also comes the feeling of fear from within such as negative reactions, doubt, change in working and location. This is something that must be assessed at the earliest and must be done by a competent team. They are the individual who look to safeguard the interests of working groups specially the vulnerable people who may get impacted by the change. For this purpose, an implementation plan must be designed according to the time frame of change (Karen, Jean Gretl; 2012). MONITORING Monitoring within the organisation is necessary to know about the activities the employees are engaged in. This also depends on what type of change is being implemented within the organisation. In many organisations the best way to get feedback is to make use of various perspectives. The best form of monitoring can be done on the basis of complaints, facts, reports, opinion, outputs, behaviour and levels of error. It is not necessary for techniques of monitoring to be elaborate but they must be appropriate and timely. Despite of its effectiveness, it may be considered as violation of privacy matters of the employees. Many organisations make use of various tools including the audio monitors and cameras. The employees too may enjoy various benefits of monitoring  including the safety measures. Many organisations including the hospitals and banks make use of close circuit television systems (CCTV) to monitor for safety. ORGANIZATIONAL LEARNING Mr. Regal is of opinion that NHS must implement organisational learning which facilitates room for improvement. He explains that only those organisations that are willing to learn from their mistakes and ready to transform succeed. This phase of learning may not necessarily be a beneficial one. There might be a possibility that any individual within NHS may learn but not share with his team mates. Similarly, the subordinates in NHS may not be share the information learnt due to its policies. In order for NHS to become a learning organisation, it is important that it is ready to change, learn and adapt. In todays competitive marketplace, an organisation maintaining its position in rapid changing environment is a tough ask. Everyday constant developments are being made thus providing corporations to transform into learning organisation. Mr. Regal believes that NHS has a capability to provide platform for learning. This may be stored in the minds of the people as well as the organisational memory in form of written documents, policies and procedures. If NHS successfully transforms itself as a learning organisation, it may widen the prospects by creating practices (Neil, Jo; 2013). In order for NHS to prosper according to the modern phenomenon of change, it is important that it must learn from experience directly as well as others. The organisation may directly learn from experience by working on procedures of incremental refinement. Mr. Regal explains that it is natural for an organisation like NHS to be faced with number of obstacles including the lack of learning orientation. This is one of the most important of all the barriers in any organisation. These may be further classified into three types environmental, individual/group and organisational. In order for NHS to progress, the  people within the working group must have an active mind. The barriers of learning within an organisation include management practices and corporate culture. Besides that concern from external stake holder, industries, and public policy results in external barriers. EMBEDDING ORGANIZATIONAL CHANGE Mr. Regal suggests that NHS must act according to the standards of modern day organisation. Like others, it must introduce initiatives of change regularly perhaps on multiple levels too. Mr. Regal emphasises that proper process of research needs to be implemented on total quality management. This in turn will build cultures of compliance and health. As an organisation NHS has always worked on phenomenon of high quality care for all. Today, many leading organisations throughout the world are focusing on system of the organisation and system health at the same time. These are linked with a promise that quality work today may pave way for tomorrows high-quality work. The hallmark of a healthy organisation is that they embed culture promoting engagement, trust and openness. They achieve it on the basis of learning and improvement process. In almost all the organisations, there are often contradictory aspects hidden. In NHS, the priority is the measurement of higher outcomes such as population health. The founding principle of NHS has always been high quality care for all (HQCfA). The main point of focus is how this may be achieved emphatically. For this purpose the priority of work is done is patient and population which is deemed as weakest link. WHAT IS QUALITY IMPROVEMENT? Quality improvement is something that every organisation must thrive upon. There are various approaches and definitions and may be more fruitful than the other one. In medical practice, the purpose of quality improvement is to look for ways to provide better services and care. Mr. Regal says that change management may only be effective if the team performs as a single  unit. Quality Improvement is a team process at its core. When the circumstances are right the team perform according to different perspectives, knowledge, skills and experience. This helps in bringing out improvements that last long and is beneficial for the entire team as one unit. In order for the program to be successful, it is important that the top leadership as well as the employee support the process of change. Both qualitative and quantitative methods are employed for the process of Quality Improvement. This helps for improvement of safety, effectiveness and efficiency. NHS has always thrived on leadership and engagement for improvement. Every organisation has a room for improvement in one way or another. Same is with NHS as assessed by Mr. Regal along with his management team. As a matter of fact changes needed in NHS include changes made on a drastic level. Change management is a process of transition from current to new mode. It is important for the individuals to be ready for the change. The first and the foremost step, is focusing on the ability of leadership. Mr. Regal must act as a role model for other employees within NHS to follow. He must set an example that becomes cornerstone of the organisation. He must implement rules and regulations that maybe followed in the long run. As a leader, he must avoid using thought process that creates separation in form of perks. Mr. Regal knows that talking to people working in the organisation on policy matter will restore their trust on him. Also he may be able to know about the problems faced by the employees and solve them individually. Two other aspects that matters the most are passion and genuineness. IDENTIFIES AREAS FOR IMPROVEMENT In order to bring change within NHS, each working group must know what role they need to play. They must realise importance of their role in the process and consider it as a historical one. As a supreme command, it is the duty of Mr. Regal to communicate with each and everyone involved in the process. Those who have concerns regarding the change need to be addressed at the earliest. In order to bring down frustration, Mr. Regal must keep in mind the six phases that reflect the reaction of the people affected by the change. IMPACT OF THE PROPOSED CHANGES ANTICIPATION: Many of the employees are anxious what the change may be and how will have an impact on them. Such employees are unable to know what it has for or against them and dont know what to expect. CONFRONTATION: This is the stage where people discover that something good or bad is going to happen. Many times they are able to figure out that the plan of change has already been initiated. REALIZATION: The third phase is of realisation where the impact of the change is in front of the people. The results will always be different as realised by the people. DEPRESSION: Besides being intellectual people begin to know the outcome of the change that makes them emotional. They begin to mourn on the past but cant do anything about it leading to stress and depression. ACCEPTANCE: In this phase, people begin to acknowledge the process of change both emotionally and intellectually. In any organisational setup, people at first have some reservation but seeing the benefits may change their opinion. Nevertheless, there is no reassurance to it. ENLIGHTENMENT: In this last phase, people begin to wonder how they were able to manage the old ways while this change has turned out to be more fruitful to them. EVALUATION OF THE PROPOSED CHANGES TO THE ORGANISATIONAL ACTIVITIES Bringing change management and to make it work effectively is not a piece of cake for anyone. A consultant like Mr. Regal too will require time to convince employees working within NHS. For this purpose, it is important that why to bring out the best service from the organisation the world has ever seen. It is important that the management and the staff both support one another for the accomplishment of the goals desired. As a unit both of the organisation stake holders need to understand the importance of the decision. The plan is to make NHS sustainable and best value organisation for the benefit of the people. This model of Change in NHS vows for the improvement collectively in terms of experience and knowledge. This process may also take into account former employees of NHS who had a history of quality services within the organisation. Since its birth, the organisation of NHS has worked for the benefit of humanity. Today it stands tall as the largest organisation of Europe dedicated to provide detailed healthcare services at minimal or low rate. Mr. Regal hopes with his new change policy, the organisation may become the largest healthcare organisation in the entire world. However, for that purpose, proper mechanism of work needs to be planned. The day when NHS was born, it comprised of more or less 14 regional hospital boards. Today it is also known to be the extensive employer of the nation (Nigel; 2011). CHANGES REQUIRED INTRODUCING IMPROVEMENTS TO THE ORGANISATIONAL ACTIVITIES NHS may benefit a lot from change process by introducing improvements to the activities of the organisation. In aiming for continuous improvement, NHS must market what they work for i.e. healthcare services. Mr. Regal emphasises that proper planning leads all the way to success for organisations initiating change. Despite this change process being beneficial to the organisation like NHS,  but there are certain things that may turn against if the management isnt prepared. These challenges may be because of not creating ample room for improvements, slower adoption, work surroundings, resistance and ultimately not creating the necessary improvements for the organization. If in future NHS further aims to make itself better by bringing in new concepts, they must know how to manage and operate it effectively (Nigel; 2011). To begin with changes need to be done must be planned first but implemented gradually. This may help in bringing helpful change to one and all. The employees must be taken into confidence for the implementation of policy and thus building awareness is important. Inform the employees, inviting them to be the part of change process. Make an announcement and publish it via intranet besides informing the employees by meeting them. It is also important to mention the date and time of the process to take effect. Involve in all the employees of the company so that documentation; scheduling or minutes of meeting can be carried out (Nigel; 2011). It is important to satisfy the employees that the change that is going to happen is for betterment of the organisation. Those who have questions or concerns related to it need to be satisfied. The employees are mainly concerned with how the policy change may affect them. For this purpose, it is important for Mr. Regal to remain calm and patient and address the situation effectively. In order for the assistance of the employees, he must provide documentation for the changes going to happen within NHS. Write step by step instructions things required for the completion of expected process. To help out the employees of NHS, he must offer practice and training programs so that they may learn about the new procedures. It is not necessary to implement changes overnight; it may require slow but progressive steps towards the change. The best way is to make changes one at a time. It may help the employees to learn about new procedures before moving to next step. Feedback from the staff involved is also important as comments, suggestions, ideas or concerns may help to move to the next  milestone. This may also help the employees getting closer to Mr. Regal and they may understand process in far better way. Also it is his responsibility what employees have to say about the possible changes in the procedure. Do appreciate where credit is due when any employee comes up with suitable alternative or suggestion. Mr. Regal must be open to all the employees of NHS and thus answer any questions that emerge in their minds. In case of success motivate employees by giving them appreciation through barbecues or pizza parties. This helps to bridge the gap between the management and the employees. The engagement of variety of people such as user groups, as clinicians, administrative staff and patients is also helpful for the improvement of the services. This way conflicts within an organisation may also be avoided. AGREE AND COMMUNICATE THE PROPOSED CHANGES WITH STAKEHOLDERS Before approaching the stake holders Mr. Regal and team has to go through thorough research. The best way of it is to accompany with the group of experts having good networks. Their role will be to conduct brain storming sessions to the people and groups associated. Make a list of the changes associated with NHS and record it on laptop or flipchart. On finalising the names in the list, then the stakeholders must be arranged according to affect, power and influence. There are 9Cs in healthcare service are Competitors, Commissioners, Customers, Collaborators, Contributors, Channels, Commentators, Consumers, and Champions. CONCLUSION Change management is essential part of business and so do healthcare industry. Both of them rely upon the use of technology, organisational structure, management systems and processes. A hierarchy of organisation includes the bureaucratic processes and chain of command. For this purpose approval with the management is considered mandatory. Thus the roles of employees and leaders are well defined one has to obey the order while the  other has to command. References Alison, Hann; (2012); Health Policy and Politics; Ashgate Publishing, Ltd; ISBN: 140949120X, 9781409491200; pp 150-151. Elizabeth, McCormick; (2012); Change for the Better: Self-Help through Practical Psychotherapy; SAGE; ISBN: 144626808X, 9781446268087; pp 300-301. Gallouj Djellal; (2011); The Handbook of Innovation and Services: A Multi-disciplinary Perspective; Elgar Original Reference Series; Edward Elgar Publishing; ISBN: 1849803307, 9781849803304; 750-751. Karen, Luker, Jean, Orr Gretl, A. McHugh; (2012); Health Visiting: A Rediscovery; John Wiley Sons; ISBN: 1444335812, 9781444335811; pp 230-231. Neil, Gopee Jo, Galloway; (2013); Leadership and Management in Healthcare; SAGE; ISBN: 1446294862, 9781446294864; pp 250-251. Nigel, Crisp; (2011); 24 Hours to Save the NHS: The Chief Executives Account of Reform 2000 to 2006; Oxford University Press; ISBN: 0199639957, 9780199639953; pp 200-201.