Helios Essay Example for Free

Helios Essay The author makes a point that the corporations should look to the city of Helios for new business opportunities or a new location. Author makes this point on the evidence that the unemployment in the city has been lower when compared to the regional average and that it has historically provided more manufacturing jobs than its share of the region. Further, the author says that Helios is attemption to expand its economic base by attracting companies to focus on Research an developmen of innovative technologies. However, the evidence provided by the author does not straight away lead to the conclusion that the corporations should consider Helios as a new location for seeking business opportunity. The following paragraphs explains how the evidence is not sufficient and the assumption incorrect. Firstly, the author states that the unemployment rate was lower in Helios when compared to the regional average. However, Helios being a industrial center of a particular region, its unemployement rate cant be compared with the region, but shall be compared with other developed cities. Further, author states that Helios has provide more than its share of regions manufacturing jobs. It fails to provide the information regarding its share of jobs in other sectors. The author wrongly assumes that the high share of jobs in manufacturing sector as a representative of its share of total jobs. Further, unemployment rate and high share of manufacturing jobs are not the criterions that corporations look for when investing in a new location. The author should have provided some other information which corporations look for in order to make a more logical conclusion. Further, author states that Helios is attempting to expand its economic base by attracting companies that focus on research and development of innovative technologies. Author fails to state what is being offered by Helios to attract the corporations. Author once again fails to provide complete information. Author must have stated the various schemes, stimulus packages, tax exemptions, land allocation etc which could be offered to the companies if they invest in Helios. Thus, the author does not provide valid evidences and complete information in order to evaluate the argument putforth. Author should provide additional specific and relvant information so that corporation can evaluate whether to invest in Helios or not.

Leadership Development Case Study

Leadership Development Case Study Student Name: Yu Bao Assumption1: Susan is an Authority-Compliance leader. This kind of leader just like Susan places heavy emphasis on task and job requirements, and less emphasis on people, except to the extent that people are tools for getting job done (Northouse 2017, p75). During Susans work, she likes to her staff have high efficiency and demonstrating strong organizational citizenship behavior. Assumption2: Susan and in-group members have high-quality leader-member exchanges. Mature partnership refers that high degree of reciprocity between leaders and followers (Northouse 2017, p143). In-group members are skilled in getting job done that cause General Manager trust Susan can get everything done. At the same time, members can gain more opportunities. Assumption3: Susan and out-group members are during stranger phase. During this phase leaders and followers relate to each other within prescribed organizational roles (Northouse 2017, p142). when out-group members have some mistakes or problems in work, Susan just asked the assistant managers to make a strict task criteria attached to solving the issues rather than talk to members who have some negative emotions. Assumption4: Susan is a Transactional leadership. This kind of leader is in the best interest of followers for them to do what the leader wants instead of focus on followers need and their personal development. Susan likes to train her staff to be more efficient and task-focused, and also doesnt suffer fools lightly. Its means she doesnt have patience to help some staff to develop their capacity. Assumption5: If Susan want to her staff getting better she needs to change her leadership to Transformational Leadership. Transformational leadership produces greater effects than transactional leadership. Whereas transactional leadership results in expects outcomes, transformational leadership results in performance that goes well beyond what is expected (Northouse 2017, p142). Question2 In this case, there are two kind of relationship between Susan and her staff. Susan is known as a heavy emphasis on task and efficiency. Under her leadership, she likes to see staff who shows highly organizational citizenship behaviors(OCBs). Because of that, a part of her staff who adapts to her style or willingness to get the job done form an in-group. In the Leader-Member Exchange (LMX) Theory of Leadership, followers who are interested in negotiating with the leader what they are willing to do for the group can become a part of the in-group. In the meantime, leaders prefer to provide more information, opportunity, right to followers (Northouse 2017, p139). This is due to LMX makes the concept of the dyadic relationship the centerpiece of the leadership process (Northouse 2017, p146). It is focus on both leaders and followers perspective. In this way, followers also pay more attention, show more trust, provide more support to their leaders. As mentioned earlier, this kind of bi-directional theory will train a virtuous cycle. In other words, it will foster h igh-quality leader-member exchanges. Graen and Uhl-Bien (1991) suggested that leadership making develops progressively over time in three phases: (1) the stranger phase, (2) the acquaintance phase, and (3) the mature partnership phase. In Susans case, she and her in-group members are in the phases 3, they are highly efficient, getting things done, and also have more opportunity to new internal job as well as which is the most favored by management team. Overall, Susan and her in-group members have same goals and more egalitarian , the most important, they have a reciprocal influences to each other. On the other hand, Susans leader style is focus on task and job requirements. She does not like to sitting down and askingwhy. Because of this, a number of members who are oppose to Susans leading method become an out-group. followers in the out-group are less compatible with the leader and usually just come to work, do their job, and go home (Northouse 2017, p139). In this case, Johnson Fellows who is a member of out-group start to absent demonstrations of company products, morning teas and so on. After Susan hear about this, she just uses a transactional technical approach and never solved emotional states. Therefore, this situation become worse and worse. Susan and out-group members are in the stranger phase. The interactions in the leader-follower dyad generally is rule bound, relying heavily on contractual relationships. They have lower-quality exchanges. The motives of the follower during the stranger phase are directed toward self-interest rather than toward the good of the g roup (Graen Uhl-Bien 1995 ). Because of Susans leadership style, the out-group members are increasingly demonstrating. The LMX theory also has some criticisms, one of the most important drawback is the theory runs counter to the basic human value of fairness. it gives the appearance of discrimination against the out-group. (Northouse 2017 ,p147) It is perhaps the mean reason why Johnson does not attend to some meeting hostile to other staff. The felling about unfair will cause conflict and deteriorate relationship between leader and members. This situation would tend to low staff morale even to increasing the rote of staff turnover. Question3 In Ridgeway case, there are several problems. In the first place, staff is divided into two organize under Susans leading. In addition, because of Susan used modulating the emotional strategy during her work and does not acknowledge her staffs feeling as valid also not going to work to alleviate them. It causes that out-group members are dissatisfied to her. Furthermore, as mentioned earlier, some staff who have worked for Ridgeway for more than 10 years miss and hope to the high-quality LMX. To the first problem, Followers in the in-group receive more information, influence, confidence, and concern from their leaders than do out-group followers (Northouse2017, p139), so that, out-group members have no chance to communicate with their manager, and also the manager would not waste time on contribute a high-quality LMX with members. After that, the relationship between Susan and out-group will be worse. The solution to this problem Susan should to spend more time on talk with the staff who have negative emotions and try to address the source of the problem. And also need her to treat every employee fairly. In this way, she maybe will enhance the quality of LMX. And try her best to narrow the gap between two group. To the second and third problem, Susan can use the strategies of interpersonal emotion management(IEM)In her case, she like to solve problems via strict task criteria instead of address why they have negative emotions. It makes a lot people resent her stance or complain her. Williams (2007) outlined four interpersonal emotion management strategies used to manage others emotions: situation modification, cognitive change, attentional deployment, and modulating the emotional response. (GootyWilliams 2016) Hence, there are two kinds of solutions. In short-term, Susan can use attentional deployment in this case. Attentional deployment involves distracting attention away from the elements of a situation. Susan can use humor distracting the follower in order to induce more positive emotions.it will reduce negative emotions over a period of time. By using this strategy, leader does not alleviate source of negative emotion in the environment. Meanwhile even though followers feel good at that time, after a few days or several times, they will feel leaders ignored their emotion and also not be concerned. GootyWilliams(2016) suggest Attentional deployment is a kind of emotion-focused IEM. And it will negatively relate to LMX. In this way, Susan just could use it during a period of time. In contrast, she can use situation modification or cognitive change in long-term. In her case, she has to change her mind, she can address why the staff do not want to attend the meeting and try to fix the problem by communicate with who has negative emotions. On the other hand, she also can courage the depress staff, show them the situation in a positive light, and everything will be better day by day. In both way, they are problem-focused strategy. Leader who use these strategies should attain 3 main points: met role expectations of the leader, create an attribution of benevolence, emotion rich communication in the relationship. After that, followers obligation is created, followers will fell their leader care about them and is watching out of them, and validated and promote open communicate of followers thought. Thus, LMX is enhanced, the core of IEMS is formed, the stage for the relationship better is set. (GootyWilliams 2016) Question4: Susans leader style is quite conform with Transactional Leadership. In this kind of leadership have two factors: Contingent reward and Management-by-exception. Contingent reward is an exchange process between leaders and followers in which effort by followers is exchanged for specified rewards. (Northouse 2017, p171) In Susans case, staff by improving the efficiency for more opportunities or appreciated from general manager. Management-by-exception It is leadership that involves corrective criticism, negative feedback, and negative reinforcement. (Northouse 2017, p171) Susan also using passive corrective criticism during her work. She gives employee a poor performance evaluation without ever talking with them about their prior work performance. Then she uses more negative reinforcement patterns to forcing staff depressive emotions and improving the efficiency. Meanwhile her method is quite similar with some part of Pseudotransformational leadership, which refers to leaders who are se lf-consumed, exploitive, and power oriented, with warped moral values. (Northouse 2017, p163) In brief, Susan always focus on her own goal instead of listens carefully to the needs of staff. She does not like her staff have different idea with her and would not give her subordinates more time to find a unique way to solve problems. For example: Ben and his group. If Susan want to change her leadership to transformational leadership, she has to following the four components of transformational leadership: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. (Northouse2017, p167) At first, individualized consideration, Susan needs to help her staff to achieve their true potential by considering their unique needs and desires. She should to find out why out-group members have negative emotions. she also can create a learning environment to solve the problems both in work and in emotions. Thus , it will help growth development. After that, be a charisma leader, using Idealized influence and inspirational motivation. Image of an attractive, realistic, and believable future to her staff, articulating a direction and then consistently implementing the direction even though the vision may have involved a high degree of uncertainty. (Northouse 2017, p173) In addition, instead of criticism show more benevolence and patience to staff and also need to expression high expectation to them. In this way Susan will be admired, trusted and respected by their followers. In the end, intellectual stimulation which means leaders challenge their followers to question long-held assumptions and approach old situations in novel ways, stimulating them to be more innovative and creative. à ¯Ã‚ ¼Ã‹â€ Anderson Sun 2015à ¯Ã‚ ¼Ã¢â‚¬ °Ben already showed a kind of tendency that he want to solved the problem in a more creative way, but Susan was really hurried to the result. Maybe she should give him more time to done this on his own way. Follow these steps transformational approach can be implemented. But when Susan Implement this method she also need to be cautious to negative impacts of transformational leadership. Such as followers may have the tendency to free-ride on the transformation leaders social networks to conserve resources so they will perhaps be less likely to develop their own social networksà ¯Ã‚ ¼Ã‹â€ Anderson Sun 2015à ¯Ã‚ ¼Ã¢â‚¬ °or followers will think leaders not be harsh if they slack on performance.(NgChua 2016) Question5: Unlike many of leadership theories, authentic leadership is still in the formative phase of development. Formulations about authentic leadership can be differentiated into two areas: (1) the practical approach; and (2) the theoretical approach. On the practical approach side: Bill George identifies five dimensions of authentic leadership: purpose, values, relationships, self-discipline, and heart. In Susans case, which aspects will appropriate to her are values, relationships and heart. Values or values and behave means leaders who have a clear idea of who they are, where they are going, and what the right thing is to do. (Northouse 2017, p199) In this aspect, Susan need to realize that she is a leader, she just need to uses her value guide her leadership instead of hands-on everything. Relationship refer to leaders have the capacity to open themselves up and establish a connection with others. Through mutual disclosure, leaders and followers develop a sense of trust and closeness. (Northouse 2017, p199). The mean reason that Susans staff opposition to her is she never talk to them and address the source of problems. It makes their relationship became distant and lack of trust. Therefore, she should to communicate with her subordinates to create a trusting relationship. Heart and compassion is an important aspect of AL. It refers to being sensitive to the plight of others, opening ones self to others, and being willing to help them. (Northouse 2017, p200) Susan like her staff have high efficiency and doesnt suffer fools lightly. But, as an AL she need to empathizing with others and try to help them pull through. On the theoretical approach side, Walumbwa identified four components: self-awareness, internalized moral perspective, balanced processing, and relational transparency. In Susans case, balanced processing, and relational transparency will be appropriate. Balanced processing It refers to an individuals ability to analyze information objectively and explore other peoples opinions before making a decision. (Northouse 2017, p203) When Ben has different idea with Susan, as an AL, who will open about her own perspectives, but are also objective in considering others perspectives. In another word, she need give more time to Ben to complete his idea before her tell the GM. Relational transparency is about communicating openly and being real in relationships with others. As previously mentioned about relationship, Susan need to talk with her staff more not only Job-related but also about daily life. It is noteworthy that there are other factors such as positive psychological capacities, moral reasoning, and critical life events that influence authentic leadership. (Northouse 2017, p203) A lot of findings show that AL is directly and positively related to followers trust in the leader and the experience of positive emotions. (AgoteAramburu 2016) Susan could show more positive emotions just like confidence, hope and so on. It will have a positive impact to implement AL. List of references Agote, L. Aramburu, N. Lines, R. (2016), Authentic leadership perception, trust in the leader, and followers emotions in organizational change processes. The Journal of Applied Behavioural Science, Vol. 52, (1), 35-63. Anderson, M. H. Sun, P. Y. T. (2015), The downside of transformation leadership when encouraging followers to network. The Leadership Quarterly, 26, 790-801. Graen, G. B., Uhl-Bien, M. (1991). The transformation of professionals into self-managing and partially self-designing contributions: Toward a theory of leadership making. Journal of Management Systems, 3(3), 33-48. Graen, G. B., Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level, multi-domain perspective. Leadership Quarterly, 6(2), 219-247. Little, L.M. Gooty, J. Williams, M. (2016), The role of leader emotion management in leader-member exchange and follower outcomes. The Leadership Quarterly, 27, 85-97. Northouse, P. G. (2016), Leadership: Theory Practice. Sage Edge. London Ng, K.Y., Chua, R.Y.J. (2006). Do I contribute more when I trust more? Differential effects of cognition- and affect-based trust. Management and Organization Review, 2, 4366.

Role of Training and Development in Employee Empowerment

Role of Training and Development in Employee Empowerment Research Objective The main objective of my dissertation is to analyse how training and empowerment assist organization in the hospitality industry in general and the Hilton Group in particular gain the much needed strategic advantage over their competitors and help them gain and sustain market share in the long run. The dissertation will also demonstrate the various actions that are may be initiated by organizations in the hospitality industry to achieve higher levels of empowerment within its workforce without compromising on its internal controls. Research Questions What is the role of training and development in employee empowerment at the Hilton Hotels? Why is empowerment necessary in the running of Hotels, with particular reference to the Hilton Hotel Chain? What strategies or policies are pursued by organizations to enable them improve the level of skills and knowledge of their employees to meet emerging challenges? The dissertation will also attempt to answer the following questions: Does active implementation of training and learning policies lead to the empowerment of employees? What is the meaning of empowerment of employees within an organizations setting? What are the likely benefits of empowered workforce to the organization? Even though a lot of research may have been done in related or similar topics, this dissertation will objectively examine the findings of other researchers on similar topics, critique their findings and arguments and build a neutral position that may stand the test of thorough independent analysis and that is in line with the current theories of HRM and management in general. The Context(s): The hospitality industry in the UK has often been faced with many challenges which on one hand, prompted employees to be more responsive to the challenges they face and on the other hand, challenged industry players to remain competitive in the wake of aggressive competition from competitors. This industry, in particular, benefits and integrates their employees and other human resources (providing the industrys services) with the structural and integral part of the organizational strategy as a strategic partner. This allows companies such as the Hilton plc. to invest in people, train them in order to prosper and survive within the competitive environment. Other challenges for this industry include the ever changing demands of consumers tastes and preferences, rising demand for extra services, thus hard to accommodate. Additionally these customers preferences has made it practically unviable to continue with the old ways of doing business as it present many obvious risks of losing clients to more dynamic competitors. Thus training and empowering employees will help reduce these risks in some way or another. The Hilton Group Plc. is made up of some 500 hotels located in some 50 countries across all regions of the world (DAnnunzio-Green, Maxwell Watson, 2004). The Hotel presently employs over 60,000 employees in its worldwide operation and has a management structure divided in to the key regions of its operations, with each region headed by a president, all answerable to the board of directors (DAnnunzio-Green, et al, 2004). The terms training, education, development and learning may appear synonymous and be used interchangeably in other applications, but from HRD point of view, they are different but also mutually inclusive (Buckley Caple, 2007). Whitener (2003) in her paper titled Impact of Human Resource Activities on Employee Trust emphasizes the role of training in providing more knowledge and skills to employees to enable them perform their respective jobs better. Thus the primary role of training according to whitener is the enhancement of skills, while it may also serve the purpose of motivating the employees if offered in recognition for exemplary performance (Whitener, 1997) The aim of the training program would be to enable the organization gain sustainable strategic advantage that would not be easily replicated among competitors (Porter, 1985 as cited in Clardy, 2008). To be earmarked for enhancement through training and development would be the skills that add value to the organization commonly referred to as core competencies (Clardy, 2008). In this dissertation I will also show how training and empowerment are related. In the Barret and OConnel article of 1999, found in the journal of The Institute of Study of Labour, the authors assert that despite the challenges so far faced, training has gained prominence in the recent past as a key tool for empowerment for improvement in productivity and operational efficiency (Barret OConnell, 1999). According to Barret OConnell, (1999), there are two forms of training; general and specific training. General training is that form of training which boost productivity in the firm where it was provided and all firms, while specific training only raises productivity in the firm where it was provided. Organizations thus would seem to favour specific training and would readily pay for it for it since it is likely to give them a competitive advantage in their business (Barret OConnell, 1999). Since the main focus of the dissertation is empowerment of employees through training and development of a learning culture, it would be important to address the theoretical background information relating to the research topic. Case in point is training and learning, which must be properly understood in order to authoritatively argue about its role in empowerment of employees. According to Buckley Caple, (2007), training refers to imparting new skills or reinforcing previously known skills and knowledge on employees for a positive change in behaviour that would change the way they work and behave. This will also be illustrated in literature review as I intend to show why Buckley thinks that training is a relevant activity that need to be pursued by all organizations in order to achieve their long term mission and objectives. Research design (including methods) or critical approach: Research Methodology: In order to achieve the main objectives of the study, it would be inevitable to collect and analyse data and other information so as to enable arriving at a conclusion. One method that would be used would involve the collection of information and data from secondary sources such as the library, internet sources, journals, newspaper articles to collect as much information as possible relevant to the research topic. This would also involve using available data from credible sources such as hotel industry regulated websites, journals and magazines or from previous peer reviewed and published works by other researchers and comparing the information there on to establish a common pattern that would guide the discussion and the conclusion of the research questions. For this particular dissertation, the bulk of the information and data will be obtained from peer reviewed and published research articles in similar research subjects. The main reasons for adopting this methodology are that it is generally simple to undertake and does not require a lot of time and resources to undertake. This is because the research does not involve field based data collection which is often more time consuming and expensive. This makes the approach ideal in situations where there is limited time and researches to undertake the research, which is indeed applicable to this dissertation. Further the data and information collected would be generally accurate since it would be based on published peer reviewed researches and other papers on the same topic which have stood the test of rigorous scrutiny by HR professionals and other management researchers over the years and found to be authentic. The books and other materials that may be used would generally also bear accurate information and would provide useful insights in to the theoretical background of the research subject. Research Strategies In order to effectively carry out the research assignment, it would be important to identify the appropriate research strategies that would be acceptable and help in answering the research questions conclusively. This dissertation would use both deductive and inductive research strategies to achieve this aim. Norman Blaikie in his book titled, Designing Social Research published in 2009 define inductive research strategies as those strategies that help in answering the what research questions and are generally explorative and descriptive in nature (Blaikie, 2009). Deductive strategies would also be used in order to address the why research questions that form part of the dissertation. Blaikie (2009) also describes deductive strategies as those research strategies that assist in answering the why questions and are most suitable for pursuing the purpose of explanations Ethical issues: There should not be any ethical issue related to my research. Special resources required: No special resources will be required for my dissertation.

Free College Admissions Essays: The Outreach Program :: College Admissions Essays

College Admissions: The Outreach Program The Panuluyan was a real eye-opener for me. It made me become aware of the things, which I have normally taken for granted. It was so surprising to see how much little they have, yet at the same time they cherish each little blessing they receive and they never cease to be grateful for what is given to them. It made me see that it was easier to please those who have less, because they expect less. The trip to Camarin also made me realize how much different we are, yet very much the same. We have different concerns, different views, and different standard of happiness. But at the same time all of us have the same basic needs, has his own dreams, needs to be loved, longs to be free from struggle and pain, and desires to be happy. We are two planes on the same ground. One thing that struck me was the warmth and hospitality they have shown and given us. They welcome us to their home ad treat us like guests. They serve us food and drinks alongside with their profuse apology "pasensya na ho kayo, ito lang ang kaya namin", although they might not have enough for themselves. They are very thankful for the help our school has given to their children, which might be one reason why they wanted us to be as comfortable as possible. On the house our group was assigned to, we noticed that sandals and slippers were removed before entering the house. We asked the owner if it was necessary for us to remove our shoes since the path leading to their house was muddy, but she hastily replied "ay wag na po! 'wag na!" So we just wiped our shoes and entered the house with it. It was only when we entered the house, not more than the size of my room, did we realize that the same place we stood was also where they slept! And we trampled it with our muddy shoes. Despite their situation, I noticed that the people in Camarin are generally happy. Everyone in the barangay knows everyone, the neighbors help each other out; families back each other up and are always there for each other. Even their goals are selfless. The woman we talked to only wishes for her children to finish school and hopefully have a 'better' life in the near future. Free College Admissions Essays: The Outreach Program :: College Admissions Essays College Admissions: The Outreach Program The Panuluyan was a real eye-opener for me. It made me become aware of the things, which I have normally taken for granted. It was so surprising to see how much little they have, yet at the same time they cherish each little blessing they receive and they never cease to be grateful for what is given to them. It made me see that it was easier to please those who have less, because they expect less. The trip to Camarin also made me realize how much different we are, yet very much the same. We have different concerns, different views, and different standard of happiness. But at the same time all of us have the same basic needs, has his own dreams, needs to be loved, longs to be free from struggle and pain, and desires to be happy. We are two planes on the same ground. One thing that struck me was the warmth and hospitality they have shown and given us. They welcome us to their home ad treat us like guests. They serve us food and drinks alongside with their profuse apology "pasensya na ho kayo, ito lang ang kaya namin", although they might not have enough for themselves. They are very thankful for the help our school has given to their children, which might be one reason why they wanted us to be as comfortable as possible. On the house our group was assigned to, we noticed that sandals and slippers were removed before entering the house. We asked the owner if it was necessary for us to remove our shoes since the path leading to their house was muddy, but she hastily replied "ay wag na po! 'wag na!" So we just wiped our shoes and entered the house with it. It was only when we entered the house, not more than the size of my room, did we realize that the same place we stood was also where they slept! And we trampled it with our muddy shoes. Despite their situation, I noticed that the people in Camarin are generally happy. Everyone in the barangay knows everyone, the neighbors help each other out; families back each other up and are always there for each other. Even their goals are selfless. The woman we talked to only wishes for her children to finish school and hopefully have a 'better' life in the near future.

Aristotle vs Plato Essay -- Metaphysics,The Four Causes, Soul and Body

Aristotle is considered by many to be one of the most influential philosophers in history. As a student of Plato, he built on his mentor’s metaphysical teachings of things like The Theory of Forms and his views on the soul. However, he also challenged them, introducing his own metaphysical ideas such as act and potency, hylemorphism, and the four causes. He used these ideas to explain his account of the soul and the immateriality of intellect. Prior to Aristotle, philosophers like Parmenides and Heraclitus argued about the existence of change. Aristotle used the terms act and potency to respond to Parmenides arguments about change’s non-existence and bridge the gap between Parmenides and Heraclitus’ polar views. Aristotle used act and potency to examine numerous things such as, motion, causality and metaphysics. He explained that the act or actuality of a thing is its truest way of being and that potency or potential is a things capability of being, further than its current existence. For example, a soccer ball is in actuality on the field; but in potentiality it can be kicked and enter the goal. According to Aristotle’s reasoning, the becoming or change of the soccer ball occurs when a potential is actualized. Though these changes occur, the thing itself stays the same. When the ball is kicked, it loses the actuality of being on the field and gains the actuality of being in the goal; in turn, the bal l then loses the potentiality of being in the goal and gains the potentiality of being on the field. Aristotle later explains that the â€Å"full reality† of a thing is when the actuality and potentiality of a thing are combined. He notes that while things can be â€Å"pure potency,† meaning not actual or real, that there is... ...usible argument. I can see the understanding in both schools of thought. If I were to think logically I would say Aristotle, because he based his conclusions on science and evidence. However, it is their views on the soul where I make my decision on who I (If I had to choose) agree with. I personally believe that the soul, my soul, is something that exists separate from my body. I believe that my body is a temporary and imperfect thing, but that my soul is immortal. I cannot say that I have come to this conclusion because it is the more â€Å"plausible† answer, but rather a belief in my faith that this life is temporary and all souls are eternal. While I understand that this view isn’t completely in line with Plato’s, I think Plato’s is closer than Aristotle’s to mine. Aristotle. "De Anima." Basic Works of Aristotle. Ed. Richard McKeon. New York: Random House, 1941.

Cookie-N-Cream Case Study ANS Essay

1. What are some location advantages that Cookies-N-Cream has that a brick-and-mortar retailer doesn’t have? Are there any drawbacks to a mobile vendor’s choice of location? The first advantage that comes to mind is the lack of property tax. Selling out of a van eliminates this tax. It also allows them to drive to the customer, they can relocate to a busier place if the location they are currently set up at is slow. The drawback is it may be difficult to find if a returning customer is looking for them. Also, a stolen van equals a loss in their entire inventory. 2. Discuss site costs, retailing and office equipment, and other financial considerations of a mobile vendor such as Cookies-N-Cream. A mobile vendor needs to have a reliable vehicle. A vehicle that breaks down will cost money to fix and also means they will lose out on a day’s work. Fuel costs must also be brought into consideration. A register and safe must be purchased that can run in the van. The van must also be customized so the store can be operational. This may cost some money to get it the way the owners want it to be. The owners also need to purchase licenses to sell in various areas. Each one of them cost a significant amount of money. 3. What legal considerations affect Cookies- N-Cream’s choice of location? How do those compare with the legal considerations of brick-and-mortar and home-based businesses? Having a mobile business means the owners need to be sensitive to each area they enter to sell. Each location may have its own set of rules or laws, so they need to be knowledgeable in each. A brick and mortar store does not have to deal with varying rules. The same goes for home-based businesses. However a home-based business needs to be sensitive of the laws of operating out of a home. A business with large equipment can not run their business from a residential area.

TKAM

A hero is a person who carries divergent qualities and abilities and is admired by others for his achievements and his brave deeds. In the book To Kill a Mockingbird by Harper Lee, Tactics Finch is exhibited as man who stuck with his morals, values, beliefs and ethics regarding all situations he was put through throughout the novel. He stood on his ground, making a luminous understanding to the people of Macomb that nothing would affect his thinking.Finch is a hero through his effectuation that are underscored right through the evolve and his abilities that were demonstrated and explained through other characters in the novel. Despite all Finch took the challenge of defending a â€Å"colored† man in the time of when slavery was abolished but black people were thought to be lower than white people. In life, one is taught and influenced by many of how to approach, and solve problems. One should be capable of standing strong in his/her beliefs despite what others might not say.Ta ctics Finch was a man who believed in what was right as cliche as it might sound he did not believe in the popular convictions because according to him success was not in winning in fact he did not mind loosing as long as he put his best in the situation. Often in life, one confronts situations where they have to make a decision, a decision that will lead them to the right path and having only one chance of doing so. Sometimes in failure was where one would find their victory.Tactics Finch, a successful lawyer in Macomb, Alabama, was authorized to take up the case of defending a black or â€Å"colored† man as referred in the novel regardless of the â€Å"usual Macomb disease† that conquered the whole town. Finch's kids, Jean Louis offered as Scout and Gem, were being bullied in school for their father defending a black man that is wrong no matter what the circumstances are. They were being questioned and they questioned their father about why Finch would defend a black when it is not accepted or considered good in the people of Macomb.Tactics Finch was a well respected man of the town, he always knew what to do and what not to do. When the kids questioned he simply answered â€Å"l am simply defending a Necrosis name's Tom Robinson† (Lee 75). Tactics Finch was a man of his words, once said he put all his strength to accomplish the task. His confidence and dignity made him a heroic figure for the people in town, in fact many people looked up to him. Once the word was spread of him taking Robinsons case, the citizens knew that he might Just have s chance of being Justified.On the day of the Robinson Trial, when Tactics entered the court room people stood up for him as respect. Reverend Sykes had even demanded for Scout to stand up when her father entered the courtroom. Considering the fact that Sykes was black, all the â€Å"colored† groups stood up as well. California, a black woman who worker in Finch's home, took Gem and Scout to h er lack people church where they were not disrespected or kicked out rather was welcomed warmly. If Tactics had denied to take up Robinsons case than the situation would have been different because than the kids could have been treated the complete opposite.However, the black people completely aware that Tactics definitely possessed the traits to handle such a complicated case in a such a difficult situation which Just made them respect him and his family more. Not Just taking up the Robinsons case made Finch a hero but it was throughout how he helped others in need. Finch was known as the â€Å"One-Shot Finch† as he was the best shooter in the whole town and got his work done in one gun-shot, no more than one. Finch had been successful in saving the town from a â€Å"mad dog† by shooting at it with one shot.This was a new side to Finch that his kids were not aware of, and when witnessed it, it left them stumped. Miss Maude, a woman who always spoke with a reason, seem ed to know Tactics pretty well, she told Gem and Finch, when younger Finch was known as the â€Å"01†² One Shot† (98 Lee). That had left the kids a bit confused since they were strangers to this news about their father. Miss Maude cleared their confusion that their father was capable of performing everything. Miss Maude told them that Tactics Finch was the best checker player and had knowledge in playing Jews harp.Tactics once said muff never really know a man until you stand in his shoes and walk around in them† and to Scout â€Å"As Tactics advised me to, I tried to climb into Gem's skin and walk in it† were two clear examples of showing how his kids followed his suggestions (Lee 57). Because for Gem and Scout he was a true hero in their eyes; they were so sure that Tactics Finch would give it his best regardless of how implicated the situation is. Their father was who they looked up to and knew that he was always correct.Not did he only defend a black mal e, but remained respectful to everyone in the town including Mrs.. Dubos. Mrs.. Dubos remained grouchy and mean all the time to everyone, Tactics always tried to ignore her ignorance and talk to her in a cheerful- attitude†Ã¢â‚¬ ¦ You look like a picture this evening†(Lee 100). Mrs.. Dubos was not the only one that Tactics tolerated, but his sister, Alexandra also gave him, the kids and mainly California a really difficult time. Tactics and the kids thought of California as their Emily member; however, Aunt Alexandra never appreciated their presence.Also, as Tactics said † †¦ Scaloppini's not leaving this house until she wants to. She's a faithful member of this family†¦ † (Lee 137). Tactics is a major influence to others especially when he is clearly highlighted that courage and believing in one self helps to overcome any obstacle that comes in ones way. Tactics stated in the book that you must fight despite you seeing chances of loosing more than winning. He did not believe racism existed as he was the one who went out in the courtroom to defend a black despite seeing no chances of him inning.He was well aware that no matter how strong his case would be racism would always come in the way and prevent from him wining; however, that did not discourage in fact it Just made him work harder on his case and presented exceptionally well which even left the audience in the courtroom stumped. Finch believed in equality, and no matter what race you are humanity should always exist no matter what the circumstances become. He fought till the very end, from risking his life for Robinson to making a solid and strong speech which was mind blowing end to the case.Finch protected his family well which he also took pride in; ergo, he never got egotistical about it because often he doubted himself not to be a good father despite him trying so hard to be a good. He was able to give his children advice on what they were struggling on. Finch was a strong, determined man who did not tolerate any kind of nonsense and only went through decisions of his own that he thought were correct in is eyes Often in life, one confronts situations where they have to make a decision, a decision that will lead them to the right path and having only one chance of doing so.