History of nursing development Case Study Example | Topics and Well Written Essays - 250 words

History of nursing development - Case Study Example A major revolution in knowledge took place in 1950s when nurses started identifying and shaping necessary requirements for a separate knowledge body thanks to emergence, articulation and investigation of theories in nursing. Modern knowledge in nursing emphasizes research based on clinical questions, definition of concepts as well as variables, control of conditions and accurate instrumentation. According to (Thomas 1997) cited in Winters and Ballou, (2004), science can be defined broadly as â€Å"an intellectual process using all available mental and physical resources to better understand, explain, quantitate and predict normal as well as unusual natural phenomena.† This applied to nursing then it qualifies as a science and this way it is able to meet client requirements in biological, psychological and social terms. As a discipline, nursing utilizes both philosophical and scientific forms of inquiry; it combines social, empirical and applied elements of science and this because it concerns with both general and individual human experiences as well as the relationship between nurses and clients. It is therefore very important for nursing to stand out as an independent body of knowledge in science. Doctoral education in nursing will help prepare nursing scientists with better knowledge and skill to eradicate sources and impacts of scientific error in the field. Nurs es of today are not being cross trained with other fields, goals and research methods in nursing have become clearer. Therefore continuous support for extensive research at the level of PHD alongside peer review evaluation will effectively see the discipline do away with errors. In conclusion therefore the body of knowledge categorized as nursing has evolved over time and continues to improve for better service. It was initially viewed as subordinate with a lot of borrowed knowledge, later grow to formulate own theories and now is concerned with the whole human body hence

Human Resources value proposition of GASCO

Human Resources value proposition of GASCO Introduction: The report presented here is regarding the HR value proposition of GASCO. GASCO is also known as Abu Dhabi Gas Industries Ltd. The company was born in the year 1978, in the very heart of the UAE (United Arab Emirates) in its capital Abu Dhabi. Value proposition is best explained by Ulrichs model which shows the factors one should look for to check whether the HR system helps to realize any value to the organization. The report will find out the same with the help of questionnaire analysis from the HRs in the company. GASCO: GASCO is also known as Abu Dhabi Gas Industries Ltd. The company was born in the year 1978, in the very heart of the UAE (United Arab Emirates) in its capital Abu Dhabi. Replying to a question about the vision of the founder of the company, late Sheik Zayed bin Sultan Al Nayhan he replied that he believed in the sound operation of the Emirates important gas assets. The amalgamation and establishment of Abu Dhabi Gas Industries Ltd or GASCO as a combined venture among the ADNOC (known as Abu Dhabi National Oil Company), Total, Partex, and Shell, and the addition of a wholly owned ADNOC Company named ATHEER in the year 2001, supported GASCO in appreciating the vision to be among the one of the most inventive, caring and respected companies in the hydrocarbon and gas industry. (Author, 2010) GASCOs promise in meeting the prospect of its diverse stakeholders employees, community, shareholders, non governmental bodies and regulatory bodies, was freshly recognized through the restitution of the combined Venture contract originally signed in the year 1978. The new contract, which is now contracted to run until the year 2028, September 30th, will permit GASCO to grasp the peculiarity of being one of the chief players in the worldwide gas and hydrocarbons industry, conducting the transportation of liquid and gas products, onshore gas processing and contributing to the economys GDP of in a responsible and sustainable manner. (Author, 2010) Literature Review: A HR value proposition is a proposal that defines the measurable and quantifiable gains that an organizations or individuals making the proposal promise to deliver. The development procedure of a HR value proposition is based on the reviews and analysis results of the gains, prices and values to be delivered to the customers by an organization, potential customers, and other constitutive groups working within and outside of the organization. It can also be viewed as positioning of a value, where term Value can be defined as = Benefits / Costs (where costs include all the risks taken). (Becker, 2002) Value is said to be added to a HR proposition when the work done by the HR professionals helps people to accomplish their goals and targets. What matters most is the benefits a person receives from this work and not design or the way the program was made or the policies used in declaration. The actions which do not fulfill these goals are not pursued. Hence HR value proposition can be viewed as the exercises, professionals involved and departments which work to achieve this aim and work to obtain productive and positive results for all the stake-holders like people working, managers, etc. (Spickett-Jones, 2003) Regrettably, in some organizations HR proposition is not seen as a group of people brought together to build something productive, rather it is seen as a cost centre. As such many of such groups are closed down during cost cutting processes. In order safeguard their position in an organization; they should increase their influence over their customers and stakeholders. They should emphasize less on their procedure and processes and more on the results and benefits they are providing. They should be in line with the productivity and their stakeholders. (Tuominen, 2004) Nowadays HR personnel are becoming redundant and its ironic that the services that they deliver are more focused on business performance improvements from central goals. With the shift in societies from an old era of business to the new knowledge and service oriented business goals and economies, having a better HR deliverable at ones exposure would become an added advantage and necessity to combat the increasing competition for an organization. (Winfried Daun, 2005) Such HR proposition values are largely effected by intangibles and managing these intangible properties of an organization. These intangible properties include : research and developments, leadership, brand positioning and strength, quality of service, speed, governance, tacit knowledge, loyalty of customers and the employees, reputation, informal processes, innovation , plant flexibility, trusted networks. Managing these intangible is important because they have deep impact on the shareholder values and are necessary regarding the future growth and expectations of the investors from the organization. (Winfried Daun, 2005) A comprehensive study by Ulrich and Brochbank shows the necessary steps required so as to deliver the required competencies to the stakeholders in a new economy. The figure below shows the systematic display of what should be done and how it should be done. This is the mapping out of HR value proposition, showing how to deliver desired stakeholder values. (Becker, 2002) Figure 1: The Ulrich and Brochbank HR Value Proposition There are 14 HR transformation criteria which have been derived from HR value proposition transformation. These are listed below: HR value proposition element: Knowing the realities of external business world Criterion 1 An efficient and efficient HR function is one which one which HR professionals who can acknowledge the external business environments and realities and adapt measures in such a way to combat these situation, allocating HR resources and apply HR practices accordingly. (Becker, 2002) Serving both the internal as well as external stakeholders Criterion 1- an efficient HR function is generating market value for its investors by increasing intangibles. Criterion 2- A good HR function increases the customer share by connecting with its target customers. Criterion 3- An efficient HR function assists its line managers to deliver strategies by developing capabilities of an organization. Criterion 4: A good HR function elucidates and lays down base for employee value proposition and improves individual abilities. (Aughton, 2005) Creating efficient HR practices Criterion 1: A good HR function can manage people, processes and practices such that it adds value. Criterion 2: An efficient HR function can manage performance management process and practices such that it adds value. Criterion 3: An efficient HR function can manage information process and practices such that it adds value. (Aughton, 2005) Developing HR resources Criterion 1: An efficient HR function can manage work flow design and processes such that it adds value HR value proposition element: Developing HR resources HR transformation criteria. Criterion 2: An efficient HR function adjusts its organization in accordance with the strategies of the business. Criterion 3: An efficient HR function makes a clear strategic plan for coordinating the HR investments with the goals of business. (Aughton, 2005) Ensuring Professionalism of the HR environment Criterion 1: An efficient HR function consists of HR professionals who carry out their duties and responsibilities accurately. Criterion 2: An efficient HR function develops HR professionals who display HR competencies. Criterion 3: An efficient HR function would invest in training, development and growth of its HR professionals. Nowadays, HR professionals make use of systemic-based competencies in order to map defined set of the HR Value Proposition and hence enhance and improve the strategies delineated by Ulrich and Brockbank so as to deliver appropriate value to stakeholders. The efforts taken by the HR professional put in action the HR proposition model by having casual link between initiatives taken by the HRs and business results desired. Instead of having a line of sight with the key stakeholders expressed in words and tables, an orderly among the HR Value Propositions provide HR professionals a clear vision as to how they should actually act so as to deliver stakeholder values. (Stuart E Woodhead, 2000) Mapping out the HR Value Proposition model provides a clear vision and framework that formulates the role of HR professionals as the service key business driver that delivers the proper stakeholder value, going beyond just theoretical model and language. It provides a fabric that generates a shared interpretation of the business, significantly assisting the communication efforts. Hence with the proper programs and policies available, it facilitates a desired environment and culture. Thus by using relevant tools and techniques required to corroborate the systemic-based competencies, the HR professionals can link the fourteen criteria of HR Value Proposition model and incorporates them into well functioning systematic HR business model. (Becker, 2002) In order to understand the working and mapping of Ulrich and Brockbank 14 criteria can be mapped using application of 2 mapping techniques, which are: à ¢Ã¢â€š ¬Ã‚ ¢ System Dynamics mapping à ¢Ã¢â€š ¬Ã‚ ¢ Socio-ecological mapping. System Dynamics mapping is centre to the growth of stakeholders driver model which makes the visible connections between employee growths, capabilities of an organization, experience of customers and returns of the investor. (Tuominen, 2004) Socio-ecological mapping is needed to carry on strategic reviews and growth in the surroundings which have become unpredictable due to intangibles. It is required to represent social trends between and within an organization and its surroundings. Diagram below gives a perspective of a high level system of the HR Value Proposition and extent of these two mapping techniques. Figure 2: System viewpoint of HR Value Proposition System dynamic mapping: System Dynamics mapping gives a technique of describing the underlying structure which establishes a blueprint of events that can more often than not contemplate changes in the efficiency of intangibles like increasing waste, cyclic phenomena in supply chains, lack of innovation, declining sales, worker burnout, and so on. (Spickett-Jones, 2003) The uses of system dynamic mapping for a HR professional are as follows: 1. Modeling and mapping the delivery of the stakeholder values over a particular frame of time (productivity, profitability, customer share etc.) in accordance with the levels of availability of tangible and intangible resources (knowledge, customers, staff, relationship management, suppliers, innovation, reputation, etc.) 2. Exploring and researching new business options like, developing a business case for practicing a new learning and growth initiative by figuring the effects of top line i.e. revenue and bottom line i.e. cost on the business performance. 3. Researching and exploring methods to solve a given problem like, exploring different options for improving the falling service quality. Socio-ecological mapping: Socio ecological mapping refers to the people in the concerned environment. Socio-ecological mapping is necessary for understanding relationships between the people in the system through different time frames. From time to time, expectations and values of an organization change around the globe. They need to act through their plans in their environments. This leads to creation of an external environment which has discontinuous and dramatic shifts in its social values and expectations from the community. This leads to a situation when people continuously change their minds regarding the choices about certain services and products. HR professionals should be able to recognize any significant changes socially that can affect their organization because such unsettling and unpredictable surrounding acts upon their industry or concerned organization. Hence, they will need to direct their strategic planning process and plans in accordance with these changes and need to build an organizational environment around, which has continuous learning and information about the surroundings in case their organizations have to be successful for the long term. In order to understand which technique should be used in what environment let us consider two situations. The first situation considers the end results of HR personnel not following socio-ecological representation in an area thats part of the HR Value Proposition as the External Business Realities element. It has not been made explicit by Brochbank and Ulrich. Regardless, this area is necessary for survival of business in the new era of service or knowledge oriented economy. The second situation studies a position in which HR professionals use Systems Dynamics representation to display how their efforts add stakeholder value. Both situations involve System Dynamics mapping for the criteria titled as Serving external and internal stakeholder in the HR Value Proposition Model. In one case, the contribution was important and distinct while in other case was not so significant. Figure 3: Organization in framework with its surroundings Figure 4: Organization in situation with its Industry surroundings The term extended social field addresses to the area beyond the organizations industry environment. This is also in reference with the wider or global community as in contextual environment. According to criterion 1: An efficient and efficient HR function is one which one which HR professionals who can acknowledge the external business environments and realities and adapt measures in such a way to combat these situation, allocating HR resources and apply HR practices accordingly. It insists on the fact that organization should pay attention to its environment outside the firm. The HR professionals should be able to engage in conversation regarding the changes in external surroundings like changes in economy, rates technologies and so on. In order to keep them informed about the new information, HR professionals should conduct environmental scans using processes which have been transformed from OST (Open Systems Theory). OST is social science knowledge body that manages people and their organizations and should have an open, clear, adaptive and active relationship with their surroundings over time so as to ensure viability and good results. It also says that people can be seen as purposeful and informative open systems that can change and generate systems and their surroundings. Serving external and internal stakeholders other criteria are: Criterion 2- an efficient HR function is generating market value for its investors by increasing intangibles. Criterion 3- A good HR function increases the customer share by connecting with its target customers. Criterion 4- An efficient HR function assists its line managers to deliver strategies by developing capabilities of an organization. Criterion 5: A good HR function elucidates and lays down base for employee value proposition and improves individual abilities. These criteria are being depicted in Figure 4 which concerns the Organization in context with the industry environment. Hence we can see that representing the information in form a systematic form makes it easier for organization-industry interface to provide HR professionals with chances to make clear, significant and visible necessary contributions to performance of business forming a unique view; so as to adapt with increasingly significant and emerging new service or knowledge oriented economy. Research Questions The concern here is to verify the extent till which, GASCOs HR system delivers value proposition. For this purpose, we will use the Ulrich model as shown in literature review and will verify the 5 dimensions of the model in GASCO. In this report, we will check whether the five dimensions in Ulrich model are satisfied in GASCO and will comment on the value proposition of companys HR system. The concerned objectives would be as follows: Ulrichs Value proposition dimension Criterias to check for Knowing the external business realities Checking for HRMs efficiency in understanding realities of external business and thus adding value. Serving External and Internal Stakeholders Any increase in the value of investors money by HR system. HR capacity to increase customer share HRs capacity to motivate line mangers to participate in strategic issue. Enhancing individuals ability Creating HR practices Management of employees in such a way that add to value Managing performance of the employees Information is correctly managed and utilized Hr manages work flow design and adds value to the organization. Building HR resources HR alignment to strategic objectives of the business HRs clear strategic planning process and alignment of strategic business objectives with HR objectives Ensuring Professionalism To check the presence of a professional HR system Training and developments presence in the organization. Methodology The methodology involves conducing survey analysis to test the research questions in GASCO as presented in above section. The methodology is divided into two parts: Literature review and finding the factors we should look for finding the value proposition of GASCO Prepare separate questionnaire for every dimension (5 separate questionnaires) Analysis of the result using excel charts The questionnaires would be distributed to HRs in the company. With a small help from of one of our contact in GASCO, we distributed these instruments in the company in which 30 people from HR staff participated. The questionnaires are designed so that they address every aspect of research questions given above. Questionnaire: Knowing the external business realities Do you keep the track of competitors strategies and use the information in forming HR practices? Strongly Agree Agree Dont know Disagree Strongly disagree Do you keep the track of quality of Human resource existing in the market? Strongly Agree Agree Dont know Disagree Strongly disagree Do you conduct regular meeting (formal or informal) with the HRs of competitors so that you can get aware of the external environment of the HR system in the industry? Strongly Agree Agree Dont know Disagree Strongly disagree Do you aware yourself with the rules and regulation of the government that are existing and that can exit in future to make a better HR policy? Strongly Agree Agree Dont know Disagree Strongly disagree Do you choose employees taking into consideration the relations with the suppliers, contractors, clients etc? Strongly Agree Agree Dont know Disagree Strongly disagree Do you consider the cultural aspect of the employees in your HR systems? Strongly Agree Agree Dont know Disagree Strongly disagree Taking the example of the giant recession which the world recently faced, did you took any steps like shortening of work force, reduction of pay to respond to the situation and cut the cost? Strongly Agree Agree Dont know Disagree Strongly disagree As GASCO is an exploration firm, do you intake scientist and other post of employees taking into mind the kind of work going on in the industry? Strongly Agree Agree Dont know Disagree Strongly disagree Technology keeps on changing, when you hire an employee, do you keep in mind the present and future techno skills which the employee should know? Strongly Agree Agree Dont know Disagree Strongly disagree Do you conduct regular training to bridge the gap between present skills and those required as according to recent external environment characteristics? Strongly Agree Agree Dont know Disagree Strongly disagree Questionnaire: Serving internal and external stakeholder Do you keep an eye on companys intangibles and try to increase these in GASCO? Strongly Agree Agree Dont know Disagree Strongly disagree Do you conduct regular training for the employees to increase their capabilities? Strongly Agree Agree Dont know Disagree Strongly disagree Do your staff is in contact of the customers? Strongly Agree Agree Dont know Disagree Strongly disagree Do you keep an eye on the organizational suppliers and try to maintain and build strong relationships with the suppliers? Strongly Agree Agree Dont know Disagree Strongly disagree Do you take the feedback of your distributors and other stakeholders and then apply them in modifying your HR strategies? Strongly Agree Agree Dont know Disagree Strongly disagree Do you encourage your line managers to come up with a solution on their own and appreciate employee participation? Strongly Agree Agree Dont know Disagree Strongly disagree Do your staff make regular visit at customer end and try their best to understand the need of the customers and deliver them on time? Strongly Agree Agree Dont know Disagree Strongly disagree As GASCO is an exploration firm, do you intake scientist and other post of employees feedback in aligning the need of the organization with current trend in the market? Strongly Agree Agree Dont know Disagree Strongly disagree Do you keep an awareness of investors attitude towards the company? Strongly Agree Agree Dont know Disagree Strongly disagree Do you make changes in your policy as to consider the investors reaction? Strongly Agree Agree Dont know Disagree Strongly disagree Questionnaire: Creating HR practices Do you keep try to create policies that helps in building up a culture rather than making just a profitable entity? Strongly Agree Agree Dont know Disagree Strongly disagree Do you conduct performance appraisal of employees on regular basis so that possible value addition action can be taken? Strongly Agree Agree Dont know Disagree Strongly disagree Do you appreciate any value addition in employee by proving certifications or by rewarding the employees adding some value in the firm? Strongly Agree Agree Dont know Disagree Strongly disagree Do you manages the work flow so that every step, the value can be recognized? Strongly Agree Agree Dont know Disagree Strongly disagree Do you use value chain analysis in your system? Strongly Agree Agree Dont know Disagree Strongly disagree Do you encourage performance management techniques at the workplace? Strongly Agree Agree Dont know Disagree Strongly disagree Do your ensure work life balance so that more satisfaction can be creating for employees and the job turnover rate can be enhances? Strongly Agree Agree Dont know Disagree Strongly disagree Do you take employee feedback and try to use these feedbacks in ways that ensure value addition to the organization? Strongly Agree Agree Dont know Disagree Strongly disagree Do you keep information about the employees, their skills, areas of expertise, potential etc? Strongly Agree Agree Dont know Disagree Strongly disagree Do you create a culture of learning and learning sharing? Strongly Agree Agree Dont know Disagree Strongly disagree Questionnaire: Building HR resources Are you aware of Strategic plans of the business? Strongly Agree Agree Dont know Disagree Strongly disagree Do you make adjustment in the organizational human resource, in terms of number of employees, posts in firm etc? Strongly Agree Agree Dont know Disagree Strongly disagree Do you make a periodic diagnosis of the firms requirement and then predict future requirements? Strongly Agree Agree Dont know Disagree Strongly disagree Do you enter into practices like Knowledge management or Learning Management system that can give you a strategic advantage? Strongly Agree Agree Dont know Disagree Strongly disagree Do you hire employees keeping in mind future need of the organization? Strongly Agree Agree Dont know Disagree Strongly disagree Do you take steps to store the knowledge of the present employees so that even in the case these employees do not remain the part of the firm, but still there best practices can be stores in a knowledge base? Strongly Agree Agree Dont know Disagree Strongly disagree Do you have a position like KMO or Knowledge management officer so look after the suture aspect of the company? Strongly Agree Agree Dont know Disagree Strongly disagree Are your plans for strategic Human Resource planning transparent and everyone is aware with the same? Strongly Agree Agree Dont know Disagree Strongly disagree Do you considered the case where GASCO enters into another strategic partnership with a new firm and to deal with issues like cross cultural management, work force diversification etc? Strongly Agree Agree Dont know Disagree Strongly disagree Do you have a clear strategic planning process? Strongly Agree Agree Dont know Disagree Strongly disagree Questionnaire: Ensuring HR professionalism Does HR system in the company have clear roles? Strongly Agree Agree Dont know Disagree Strongly disagree Do you have a clear documented HR policy which is well structured and is comparable to best practices in the industry? Strongly Agree Agree Dont know Disagree Strongly disagree As the workforce is UAE is devised in terms of religion background, educational history, culture etc. do your policies are neutral for all of the employees and are you can equal opportunity employer? Strongly Agree Agree Dont know Disagree Strongly disagree Do you follow a well framed system for recruitment and selection? Strongly Agree Agree Dont know Disagree Strongly disagree Do you have a policy document for various aspect of Human Resource Management in the organization? Strongly Agree Agree Dont know Disagree Strongly disagree Do you keep the record of previous training and development of employees and make provision for future training according to that only? Strongly Agree Agree Dont know Disagree Strongly disagree Do you think that HR practices in GASCO helps employees to find their core competencies and which in turn, help the company to generate its own competencies? Strongly Agree Agree Dont know Disagree Strongly disagree Do you conduct training for recruiters and other HR staff regularly? Strongly Agree Agree Dont know Disagree Strongly disagree Are you connected to any professional HR practice organization which provides you regular guidelines to work and helps you to standardize your HR system and practices? Strongly Agree Agree Dont know Disagree Strongly disagree Do you have a clear strategic planning process? Strongly Agree Agree Dont know Disagree Strongly disagree Presentation of results Result for knowing the external business realities Do you keep the track of competitors strategies and use the information in forming HR practices? Do you keep the track of quality of Human resource existing in the market? Do you conduct regular meeting (formal or informal) with the HRs of competitors so that you can get aware of the external environment of the HR system in the industry? Do you aware yourself with the rules and regulation of the government that are existing and that can exit in future to make a better HR policy? Do you choose employees taking into consideration the relations with the suppliers, contractors, clients etc? Do you consider the cultural aspect of the employees in your HR systems? Taking the example of the giant recession which the world recently faced, did you took any steps like shortening of work force, reduction of pay to respond to the situation and cut the cost? As GASCO is an exploration firm, do you intake scientist and other post of employees taking into mind the kind of work going on in the industry? Technology keeps on changing, when you hire an employee, do you keep in mind the present and future techno skills which the employee should know? Do you conduct regular training to bridge the gap between present skills and those required as according to recent external environment characteristic

Comparing the Voice of Frost in Mending Wall, After Apple-Picking, and

The Voice of Frost in Mending Wall, After Apple-Picking, and The Wood-Pile    The "persona" narratives from the book - "Mending Wall," "After Apple-Picking," and "The Wood-Pile" - also strive for inclusiveness although they are spoken throughout by a voice we are tempted to call "Frost." This voice has no particular back-country identity, nor is it obsessed or limited in its point of view; it seems rather to be exploring nature, other people, ideas, ways of saying things, for the sheer entertainment they can provide. Unlike poems such as "Home Burial" and "A Servant to Servants," which are inclined toward the tragic or the pathetic, nothing "terrible" happens in the personal narratives, nor does some ominous secret lie behind them. In "The Wood-Pile," for example, almost nothing happens at all; its story, its achieved idea or wisdom, the whole air with which it carries itself, is quite unmemorable. A man out walking in a frozen swamp decides to turn back, then decides instead to go farther and see what will happen. He notes a bird in front of him and spends so me time musing on what the bird must be thinking, then sees it settle behind a pile of wood. The pile is described so as to bring out the fact that it has been around for some time. With a reflection about whoever it was who left it there, "far from a useful fireplace," the poem concludes. And the reader looks up from the text, wonders if he has missed something, perhaps goes back and reads it again to see if he can catch some meaning which has eluded him. But "The Wood-Pile" remains stubbornly unyielding to any attempt at ransacking it for a meaning not evidently on the surface. This surface is a busy one, as when the speaker meets the bird: A small bird flew be... ...essing it, when he has no audience to be bullied or flattered, when he is free, and speech takes one form and no other." Despite the presence of back-country characters and scenes in this "book of people," it is as a book of sentence sounds that it most truly exists, as a triumphant vindication of the poetic theory Frost had designed, and as a monument to how much could be accomplished by trusting to the rendering of speech. At the end of "Home Burial," the wife lashes out at her husband in exasperation: "You - oh, you think the talk is all . . ." But for the composer of these poems, the talk is all, whether that of his imagined characters or of himself speaking aloud. Works Cited Frost, Robert. "Mending Wall." The Norton Anthology of American Literature. Ed. Julia Reidhead. 5th ed. 2 vols. New York: Norton, 1998. Frost: A Literary Life Reconsidered.

My Hometown in the Vietnam

The Vietnamese proverb ‘dat lanh chim dau’, which means ‘wherever there is good soil, there are flocks of birds coming to settle down†, shows that people tend to move to a place in which they can live and make money in a fairly easy way. Ho Chi Minh City is one of the biggest cities in the south of Vietnam, which provides people with a great number of various jobs; therefore, people from many different parts of the country keep on moving to this city, hoping to find out their ‘paradise’. For those who have been living in this city for a long time, more than 10 years for example, their ‘used-to-be paradise’ is getting worse and worse. Sharing these ‘native’ citizens’ viewpoint, I strongly disagree with the flattering statement that Ho Chi Minh city is a much better place to live today than 10 years ago. Pollution is the first thing that makes Ho chi Minh City a worse place to live in. the layout of Ho Chi Minh City was established only for its five hundred thousand residents more than 100 years ago. Its drainage system has been overbooked to drain for a city of over seven million people nowadays. Consequently, the so-called ‘the pearl of the Far East’ is getting more and more polluted. Water pollution is only part of the pollution facing all the dwellers of this biggest city in Vietnam. The air pollution here is no less serious. Thousands of factories are still located inside this city and keep on releasing poisonous smoke. Various means of transportation, especially millions of motorcycles, do contribute to the ever-increasing air pollution in Ho Chi Minh city. The second thing that makes Ho Chi Minh City a worse place to live in is its high cost of living. Nowhere else in Vietnam do you have to pay such great sums of money just to lead a rather simple and really humble life. Food, public utility, means of transportation, tuition fees accommodation and a variety of private services such as tailoring, hairdressing, renovating, etc. here are all much higher than the so-called standard legal income of the majority of the city dwellers. Consequently, they have to struggle hard to make their two ends meet. They do not usually have time to enjoy themselves. In other words, a great number of these city-dwellers just earn enough money to be physical beings, not emotional or spiritual beings. Its increasing crime and disorder also makes Ho Chi Minh City a worse place to live in today than ten years ago. A number of the city dwellers, especially young illiterate guys of lower social classes, cannot earn their living legally. They allow themselves to rob or steal anything they can to satisfy their needs, irrespective of how serious the consequences of their frightening acts are. It is impossible for anyone who dares to live in Ho Chi Minh City to get rid of the lack of safety and order resulting from the above-mentioned kind of crime. In other words, the city dwellers have to face their fate/destiny every minute in their life. To tell the truth, I was born and grew up in Ho Chi Minh City and I am old enough to witness the tremendous, multifaceted changes and social reforms here. However, I can hardly say that I love my hometown very much because I am afraid that it does not deserve my love. Up to now, I have been trying my best to work hard and lead a simple but respectable life here. I do not dare to break any official law or well-established social rule. And I often jeer sarcastically at myself, saying how foolish I am in such a crazy, disorderly environment. Probably, you do not approve of my pessimistic perspectives; but that is me! †

Mandela

Nelson Rolihlahla Mandela was a South African anti-apartheid revolutionary, politician, and philanthropist who served as President ot South Africa trom 1994 to 1999. He was south Africa's first black chief executive, and the first elected In a fully representative democratic election. HIS government focused on dismantling the legacy of apartheid through tackling Institutionalized racism, poverty and Inequality, and fostering racial reconciliation. Politically an African nationalist and democratic socialist, he served as President of the African National Congress from 1991 to 1997.Internationally, Mandela was Secretary General of the Non-Aligned Movement from 1998 to 1999. A Xhosa born to the Thembu royal family, Mandela attended the Fort Hare University and the University of Witwatersrand, where he studied law. Living in Johannesburg, he became involved in anti-colonial politics, joining the ANC and becoming a founding member of its Youth League. After the South African National Part y came to power in 1948, he rose to prominence in the ANC's 1952 Defiance Campaign, was appointed superintendent of the organization's Transvaal chapter nd presided over the 1955 Congress of the People.Working as a lawyer, he was repeatedly arrested tor seditious activities and, with the ANC leadership, was unsuccessfully prosecuted In the Treason Trial from 1956 to 1961 Although Initially committed to non-violent protest, he co-founded the militant umkhontowe Slzwe In 1961, In association with the South African Communist Party, leading a sabotage campaign against the apartheid government. In 1962, he was arrested, convicted of conspiracy to overthrow the state, and sentenced to life Imprisonment in the RivoniaTrial. c Mandela served over 27 years in prison, Initially on Robben Island, and later in Pollsmoor Prison and Victor Verster Prison. An international campaign lobbied for his release. He was released in 1990, during a time of escalating civil strife. Mandela joined negotiatio ns with President F. W. de Klerk to abolish apartheid and establish multiracial elections in 1994, in which he led the ANC to victory and became South Africa's first black president. He published his autobiography in 1995.During his enure in the Government of National unity he invited several other political parties to join the cabinet. As agreed to during the negotiations to end apartheid In South Africa, he promulgated a new constitution. He also created the Truth and Reconciliation Commission to investigate past human rights abuses. While continuing the former government's liberal economic policy, his administration also Introduced measures to encourage land reform, combat poverty, and expand healthcare services. Internationally, he acted as mediator between Libya and the unitedKingdom in the Pan Am Flight 103 bombing trial, and oversaw military Intervention In Lesotho. He declined to run for a second term, and was succeeded by his deputy, Thabo Mbeki. Mandela became an elder sta tesman, focusing on charitable work in combating poverty and HIWAIDS through the Nelson Mandela Foundation. mandela By ericJang politician, and philanthropist who served as President of South Africa from 1994 to 1999. He was South Africa's first black chief executive, and the first elected in a fully representative democratic election.His government focused on dismantling the egacy of apartheid through tackling institutionalized racism, poverty and inequality, Johannesburg, he became involved in anti-colonial politics, Joining the ANC and repeatedly arrested for seditious activities and, with the ANC leadership, was unsuccessfully prosecuted in the Treason Trial from 1956 to 1961. Although initially committed to non-violent protest, he co-founded the militant Umkhonto we Sizwe in 1961, in association with the South African Communist Party, leading a sabotage conspiracy to overthrow the state, and sentenced to life imprisonment in the RivoniaTrial. c Mandela served over 27 years in p rison, initially on Robben Island, and later in tenure in the Government of National Unity he invited several other political parties to Join the cabinet. As agreed to during the negotiations to end apartheid in South the former government's liberal economic policy, his administration also introduced services. Internationally, he acted as mediator between Libya and the United Kingdom in the Pan Am Flight 103 bombing trial, and oversaw military intervention in combating poverty and HIV/AIDS through the Nelson Mandela Foundation.

Help You Do an Expository Essay like a Pro an Explicit Example About Friends

Help You Do an Expository Essay like a Pro an Explicit Example About Friends They say that friends are the family you can choose. Its also an invisible shield that keeps you warm on a cold day. Read about the qualities of a great friend and think whether you are the one. What Is an Expository Essay? An expository essay is a type of written discourse that serves the purpose of explaining, describing and providing information to the reader. This is a simple expository essay definition. Expository essays can also be fairly accurately termed ‘information’ or ‘informative’ essays. 50 MOST POPULAR EXPOSITORY ESSAY TOPICS If you are looking for expository essay examples here is a great one below Expository Essay Example: Qualities of a Good Friend Of all the friends one gets to have in a lifetime, the good friends are the ones who last longest and become family. Friends are the people we let into our walled-off lives – they are the people we know well and with whom we have a bond of mutual affection. A good friend is someone who defends and protects, who is loyal, considerate and kind, a person who is fun and brings out the best in their friends. The list of qualities making up a good friend is endless and depends on the individual. However, there are many common qualities that can be seen in all â€Å"good† friends. For starters, a good friend is a person on which someone else can always depend. This can probably be said about all good friends. They are dependable. When another friend needs them, they are the first there to help. They make their friend’s problem their own problem, too. Whether it’s money, time, resources or emotional support, a good friend is always there for someone they care about, for their other friends. They are reliable – you can always rely on a good friend. Its kind of a little miracle, that your friend always happens to be there for you, willing to offer their time and energy. Also, another quality of a good friend is being a good listener. Sometimes, people just need someone to talk to, someone who will listen and put their own thoughts, concerns, and opinions aside just for a few minutes. Being a good listener is a friend attractor, actually, because listening demonstrates one’s support, sensitivity, empathy, kindness, and consideration – among other things. In times of celebration and in times of hardship, what everyone needs and wants and requires is someone they can express their thoughts, emotions, concerns, and celebrations to. It’s a rather simple, almost innate need – to have a friend. On top of that, a good friend is thoughtful. A good friend is a friend who will, upon hearing of their friend’s bad day, will change their plans and plan something that friend will definitely find uplifting. A good friend in someone who will, upon getting the news about their friend’s promotion or a new job, will throw a party in their name and celebrate with them to make the moment memorable and special. Thoughtfulness means mindfulness, which requires being a good listener and caring about a person. Everyone wants respect, needs it and has to have it. It feels good. It’s a feeling of deep admiration for someone or something elicited by their abilities, qualities, or achievements, something all good friends also must have or demonstrate from time to time. Most good friendships are supported by mutual respect. This means they look up to that person and have an immense amount of satisfaction in being close to, associating with this person and calling them a â€Å"friend.† Lastly, straightforwardness is also a quality that can be found in good friends. This means they say things as they are and can be honest without sugarcoating the truth. This occurs only in the case the friends trust each other’s opinions and can share them. The qualities of a good friend range, as there are tons of different qualities that people find valuable and attractive in others. But the qualities listed above – that illustrate how a good friend is dependable, a good listener, thoughtful, respectful and straightforward – are the ones most people most likely see, or want to see, in a really good friend. A really good friend will always help you to face facts and make your life easier. Always be a good friend! If you are looking for an excellent expository essay that will be written according to your requirements, will contain proper formatting, language, and structure, feel free to contact our writing staff and  place your order  with us. We have written hundreds of expository papers in the past and have developed extensive expertise in expository essay writing.

Alpha Kappa Omega Batch ’81 Essay Essays

Alpha Kappa Omega Batch ’81 Essay Essays Alpha Kappa Omega Batch ’81 Essay Paper Alpha Kappa Omega Batch ’81 Essay Paper In the Batch ’81 ( MVP Pictures. 1982 ) by Mike de Leon used the school as microcosm of Philippine society under soldierly jurisprudence. Seven pupils are at the same time applied to be members of a fraternity. The Masterss asked them to make the rites of inductions. to prove their stableness in the determination to be frat brother through physical and psychological anguish. Repeatedly emphasized the demand for the neophyte curse to be faithful to her extremum of the ritual. Misconstruing as to hold a neophyte in a coaction of rival fraternity. there was a bloody conflict that killed two neophyte lives. In the last portion of the film. Sid Lucero ( Mark Gil ) the strongest applier. now runs induction ritual. In a scene. the maestro asked and if you do non reply the inquiry right they press its switch button and the neophyte will endure the current with Ronnie Roxas. Jr. . ( Ricky Sandico ) one of their co-workers. The inquiry. Is Soldierly Law good or bad for the state? . Notably one of the appliers is the instructor. Santi Santillan ( Noel Trinidad ) . Superior to his age he wants be a member. but he demonstrated more endurance and fortitude. If the reappraisal described him as an look and penetration of the movie. appears to affect the bending Academy values oppose Batch ’81. The high spots of Mike de Leon movie is the scene of contending between Omega and Sigma Alpha Omicron Kappa Sigma. Extreme force and bloody slaying of the content of the scene but no direct manifestation of dismaying item. De Leon attributed the Nazi perversion of the metropolis occupied by Germany during World War the legal fraternity force. In a presentation of pupils. accommodate the Alpha Kappa Omega of scenes. At the terminal of Batch ’81 was master SID. the neophyte who rabidly conform to the Torahs of Alpha Kappa Omega. He besides now makes the new batch of the neophyte. Obviously the point of Mike de Leon is that Heritage of the sadism of soldierly jurisprudence governments. and in the hereafter. go on the being of inhuman treatment and force being implanted in the people. Subject: To promote the pupils to be a neophyte members and demo the induction rites of different fraternities. Chemical reaction: In this film it shows how much obstruction you will meet when you join fraternities. The hurting will last everlastingly and I will non even seek to fall in in any of this fraternity. I felt sad and clemency to the people who joined in frats. Director: Mike De Leon Miguel Pamintuan de Leon is a celebrated Filipino movie manager. cameraman. scripwriter and movie manufacturer. His is besides known as Mike de Leon. He was born in Manila on May 24. 1947 to Manuel de Leon and Imelda Pamintuan. His involvement in filmmaking began when he pursued a master’s grade in Art History at the University of Heidelberg. Germany.