The Role of Language in Communication and Culture - 923 Words

The notion of culture has been regarded and investigated by researchers who are interested in the study human communication. A large number of studies has been piloted to reveal how people from different cultural background differ in their ways, traditions and behaviors of speaking. However, while cultural diversity is oddly being embraced and highlighted by the academic community in general, a chorus of criticism has been directed against the theory of culture as being facing hard periods of time. In the word of the anthropologists Strauss and Quinn (1997:3), studying the theory of culture is useless and impasse, assuming that culture provides no concern in the process of human interaction. Against criticism attacking culture as a concept and theory, Wierzbicka determinedly defended the notion of culture and the necessity of culture theory to clarify different and similar (if any) cultural behavioral and conceptual characteristics of a specific culture. Unlike the definition of language, the term culture is an ambiguous one. On this base, Barron (2003:24) confirms that culture is a notion which does not have undisputed definition. However , there is a wide range of definitions argue that culture refers to everything that humans identify, know, perceive, or feel throughout associating with or in socio-cultural groupings. Spencer-Oatey (2008: 3) argues that culture is vague group of basic conventions and beliefs that are associated with set of people and that affect eachShow MoreRelatedThe Role Of Non Verbal Communication On Intercultural Communication1411 Words   |  6 Pagescultural organisation,the intercultural communication has become more ligual and more significant than ever before (Wang, 2007). As an international language, English has played an prominent role in making the communication easy between two people with different cultural backgrounds. As a result, the EFL education has concluded the communicative sufficiency as one of the important goals of English as Foreign Language teaching. It seems that intercultural communication will be a successful, as long as theRead MoreNon-Verbal Communication and Inter-Cultural Communication Essay1249 Words   |  5 Pages Nonverbal communication is defined as the approach of conveying information and data by using speech, visuals, signs , behavior etc. Approximately 65% of the communication takes place through nonverbal attributes. Generally communication takes place with three steps. FIRST Is the thought or idea that comes in the mind of the sender. SECOND is the encoding which means sending message to the receiver in a particular gesture or sign or via a particular medium. THIRD is decoding of message which meansRead MoreEssay on Nonverbal Communication: A Notion to Motion1393 Words   |  6 Pagesunpretentious hello are all forms of communication. While it is essential to the coexistence of the human race, communication is the one thing that is common amongst people of all cultures. Crapo (2013) explained that communication is transference of a philosophies and information from one person to another by ones actions, gestures, and words (Human communication, para.1). Although people use different a venues to express their thoughts and ideas, intercultural communication can be misconstrued when learningRead MoreCommunication : Language And Communication1664 Words   |  7 PagesNovember 2015 Language and Communication Imagine moving to a different country and not understanding the language and the not knowing how to ask for help? This would be difficult for anyone to experience. Individuals will most likely encounter someone that speaks a different language. Those that are trying to understand someone that has a different language can be difficult when they do not speak the language. Individuals will try to communicate in some way even if they do not know the language. Some ofRead MoreThe Future Of Black English And Its Academic Impact On African American Children1291 Words   |  6 PagesChildren Introduction Language plays a key role in communication in any society, culture and organization. This medium of social interaction is universal and has been passed down for centuries as a legacy. Therefore, it is imperative that the purity of the language is kept within each framework of heritage. Culture also plays a very important role in the evolution of language. It is the foundation of social engagement and personal commitment. Verbal and non-verbal communication can help define theRead MoreMexican American Culture1658 Words   |  7 PagesEvery culture has their own unique and distinguishing characteristics. One’s cultural identity defines who they are as an individual, group, and community. Their cultural identity may be reflected in numerous ways such as: language, communication styles, religion, beliefs, values, clothing, or other types of aesthetic markers. Cultural identity is formed by many of these traits but is not limited to these specifically. This essay will provide detailed information on Mexican Americans, and theirRead MoreRole Of English As A Global Language Of Communication998 Words   |  4 PagesWhat is the role of English as a global language of communication? The role of English as a global language in the past, present and future has changed over the year especially in areas such as politics, medicine and law. Communication is a skill acquired by individuals which is used each and every day, be it verbally or through physical communication such as newspapers, the media and politics. The English language is a language which is known as a linga Franca. Linga Franca is a language which hasRead MoreCross Cultural Communication And Communication744 Words   |  3 PagesCross-cultural communication is increasingly recognized as a major barrier to leveraging intellectual assets globally. The importance of cross-cultural competency has been identified in numerous areas of business, and strategies are continually developed to improve cultural awareness and effective communication and collaboration. It is important to first establish what is meant by culture and communication. Munter defines culture as consisting of â€Å"values, attitudes, and behavior in a given groupRead MoreUnderstanding Cultures And Intercultural Communication1512 Words   |  7 Pages â€Å"Understanding cultures and intercultural communication in terms of countries and nationalities is no longer relevant or effective.† Evaluate this statement, referring to relevant theories and using examples where appropriate. Student ID: 6749473 Academic subject: MSC Accounting and Financial Management Word count: 1511 Topicï ¼Å¡Ã¢â‚¬Å"Understanding cultures and intercultural communication in terms of countries and nationalities is no longer relevant or effective.† Evaluate this statement, referringRead MoreRole of a Translation as a Mediator Incultural Transformation1068 Words   |  5 Pagesact of understanding a context and conveying it to another language and culture. Studying on language theories, culture and translation and the relationship between these factors are valuable issues dueto the growing importance of human communication in the world. The variety of languages with different culturesand necessity of communications in human life caused translation to be a very effective factor in communication, exchange of cultures, and knowledge. Translation studies emerged as a distinct

Recruitment Plan Free Essays

Executive Summary The main purpose of this report is to establish guidelines for the recruitment and selection of a Restaurant hostess for the Waterfront Hotel, New Plymouth. This report is comprised of identifying job positions, job analysis, job description and selection process, so as to follow a systematic procedure during the recruitment process of the Restaurant Manager. Objectives The objective of this report is to develop a systematic recruitment plan for the Restaurant Manager. We will write a custom essay sample on Recruitment Plan or any similar topic only for you Order Now Contents The contents of this report are:- * Literature review of recruitment plan * Steps of recruitment plan * Job description Job advertisement * Recommendation * Conclusion Literature review of recruitment plan RECRUITMENT:- Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization (EDWIN FLIPPO). It’s the process of identifying and hiring the best-qualified candidate (from within or outside of an organization) for a job vacancy, in a most timely and cost effective manner, as the human resource is the most valuable belonging to an organization. NEED FOR RECRUITMENT:- * Fulfilling the vacancies generated due to promotion, transfer, retirement, termination, death or employee turnover. Creating new vacancies due to growth, expansion and diversification of the business activity of an organization. OBJECTIVE:- * It determines the present and future requirements of personnel of an organization * Increases the or ganizational effectiveness in long term and short term * Identify potential job applicants suitable for the post * Provides opportunities to procure human resource. RECRUITMENT PLAN:- is an organized written strategy that identifies the recruitment objectives for a position and contains different components like job analysis, job description, recruitment announcement and advertisement, interview plans etc. Steps of recruitment plan JOB IDENTIFICATION: Job identification collects the specific description of a position with the skills required to perform the task of the position. The job identification process initiates the recruitment process to determine when a position is needed and the position entails. After identifying the job need, the job description and requirements are written and the job is assigned for a compensation level. JOB ANALYSIS: Job analysis may be defined as a study of jobs to identify the observable work activities, tasks and responsibilities associated with a particular job. It focuses on work behaviours, tasks and outcomes. It helps to prepare job description and job specifications. JOB DESCRIPTION: Job descriptions are systematically prepared written down narrative of duties, responsibilities and the reporting structure of jobs. It also includes the authorities provided to the employees in a particular designation and what level of performances is expected from the employees. It also includes * Job simplification and job design * Job enlargement * Job enrichment RECRUITMENT METHODS: There are mainly two types of recruitment methods:- * Internal recruitment * External recruitment Internal recruitment:- In internal method of recruitment an employee is recruited for a specific designation from the organization itself. Internal recruitment is generally done either by promoting an employee (succession planning) or by transferring a potential employee from a department to another. An organization advertises the employment to its employee by putting it in notice board, newsletters or staff magazines. While recruiting through internal recruitment, the recruiters are generally aware of the potential, strength, weaknesses, personal traits, performance, skills and knowledge of the employee. In the same way the employee is also aware of the work culture and environment, and knows his colleagues, seniors and sub-ordinates in the organisation. Internal recruitment saves a lot of money and time of the organisation. But internal recruitment also leads to de-motivation of the employees who gets rejected in the recruitment process. Different methods of internal recruitment are:- * Transfer * Job posting * Employee referral External recruitment:- In external recruitment, the employees are recruited for a specific designation from outside the organization. This helps to welcome fresh ideas in the organization. The different methods of external employment are:- * Online recruitment * Consultancies * Campus selection from educational institutions * Advertising in newspapers * Govt. Agencies like employment exchange * Walk-ins External recruitment is more time taking and costly than internal recruitment. SELECTION PROCESS: Selection is the process of picking the most suitable candidate who would meet the requirements of the job best and will be successful if hired. The basic purpose of selection is to choose the best suited individual for the job from the pool of qualified candidates. The basic steps of selection process are: Application blank * Selection tests * Selection interview * Reference checks Application blank/form:- it is one of the most common methods used to collect various information about the candidates. As:- * Personal data * Marital data * Educational and academic data * Experience * Extra-curricular activities * References and recommendations It’s a commonly used sele ction tool as it is a formal way of introduction between the candidate and the recruiter. It also helps the recruiter to compare among the candidates against the eligibility criteria and can screen candidates who fail to meet the eligibility criteria. Selection tests:- The selection tests or the employment test attempts to asses intelligence, abilities, aptitude of the candidates. These tests are important selection tools which enables the recruiter to select the most suitable candidate from the pool of the qualified candidates. The different selection tests are:- * Intelligence tests * Aptitude tests * Personality tests During these tests the recruiter also checks the leadership skills, Communication and soft skills, competency, computer-based skill and knowledge of the candidate. Interview:- Interview is a kind of oral examination of candidates for employment. The recruiter (interviewer) asks a set of questions to the candidate through which he/she tries to asses and evaluate the personality of the candidate, the enthusiasm and intelligence of the candidate, situation handling capability of the candidate and different subjective aspects of the candidate as facial expressions, appearance, nervousness etc. The different types of interviews are:- * Non-directive interview * Patterned interview * Structured/situational interview * Panel interview * Appraisal interview Reference check:- Once the interview is over the reference check of the candidates are done. The candidates are required to mention 2-3 references in the application forms, which may be from the individuals who are familiar with the candidate’s academic achievements of may be from the candidate’s previous employer who is well acquainted with the candidate’s job performance. ACCEPTANCE/ HIRING DECISIONS: The final decisions are taken – whether to select or reject a candidate after soliciting the required information through the different techniques and selection tools. The recruiter has to take adequate care in taking the final decisions Job description for a Restaurant Manager: POSITION:- Restaurant Manager – Waterfront Hotel, New Plymouth. SCOPE OF THE POSITION:- * Attend to the customer’s complaints and grievances. * Provide direction, leadership and supervision to the restaurant staffs in accordance to the goals, objectives and standards set up by the organization. * Monitor departmental cost controlling to meet the budget * Ensure the staffs are properly trained and groomed, to maintain quality standards. * Ensure to attend any emergency without any delay and take the necessary steps. * Ensure to perform with high professionalism as per the standards of the organization. Assist the FB Manager. ORGANIZATIONAL RELATIONS:- * The restaurant manager will directly report to the FB manager. * The restaurant manager will be responsible for the day-to-day operation of the restaurant, as well as for providing guidance to the captains and the staffs of the restaurant. DUTIES AND RESPONSIBILITIES: * Overseeing the day to day operation of the restaurant. * Co-ord inating the entire operation of the restaurant during scheduled shifts. * Meeting and getting feedback from the customers. * Responding to the customer complaints. * Advising customers on menu and wine choices. Managing the staffs and providing them with feedbacks. * Analysing and planning the restaurant sales levels and profitability. * Organizing marketing activities. Such as promotional events and discount schemes. * Planning and co-ordinating menus. * Ensure the grooming of the staffs and the hygiene of the restaurant and food-preparation area. * Check the quality of deliveries from the suppliers. * Recruiting, training and motivating staffs. * Checking stock levels and ordering supplies. * Preparing cash drawers and providing petty cash as required. * Maintaining high standards of quality control, hygiene and health and safety. Helping in any area of the restaurant when needed. ELIGIBILITY CRITERIA:- * Bachelor/Master’s Degree in hospitality management. * Minimum 4 years of working experience in any restaurant * Candidate should have good business/managerial skills. * Candidate should have a basic knowledge in computer and PMS. * Candidate should have an excellent communication skills, organizational and time management skills. * Prior experience in cash-handling in restaurant is required. Recommendations: I recommend that the Waterfront hotel should prefer to recruit external employee, as in that case the candidate will have a prior experience of the uties and responsibilities associated with the designation of restaurant manager, hence he will be well versed with the level of performance expected from him. There should be a proper panel of qualified, experienced and skilful people for the selection process of the restaurant manager. Conclusion: I would like to conclude this report by saying that by following this recruitment plan, the organization (Waterfront Hotel) will certainly be able to recruit the suitable person required for the restaurant manager position. Bibliography: How to cite Recruitment Plan, Essay examples

Instructional Design for Web-Based Training Project Management

Questions: 1.1 Formulate and record possible outline project specifications 1.2 Identify the factors that contribute to the process of project selection 1.3 Produce a specification for the agreed project 1.4 Produce an appropriate project plan for the agreed project 2.1 Match resources efficiently to the project 2.2 Undertake the proposed project in accordance with the agreed specification 2.3 Organise, analyse and interpret relevant outcomes 3.1 Use appropriate project evaluation techniques 3.2 Interpret and analyse the results in terms of the original project specification 3.3 Make recommendations and justify areas for further consideration 4.1 Produce a record of all project procedures used 4.2 Use an agreed format and appropriate media to present the outcomes of the project to an audience.? Answers: Introduction This report focuses on building up the learners criterion for taking up a project and work accordingly to scoop out the best he/she can get from the project and also deliver it to the other members involved in it. The foundation of a learner for taking up a project and work relevantly stands out as a very complicated procedure, the expected outcomes that we need may not be as favorable as he/she expects and there may be some feud amongst the other members that can also cause some problem regarding the accomplishment of the possible outcome, we are putting forward some remedies that can keep a check on this kind of problems. The learners are provided with units assignments, units which help them in the fields of decision making, giving solution to many problems that may arise during the procedure and also enhance the communication skills, which helps them in making a better commune during the making of the project so that they can work diligently as well as efficiently by engraving a general idea taken from all the heads working under the same project (Prigg and Mackenzie, 2002). So there remains a mutual understanding and a common expectancy for the outcomes regarding the project. The learner also needs to setup some steps regarding the completion of the project under the entitled time span, because the deadline criterion must be of utter importance. The learner also needs to implement some plans, regarding the job division and completion amongst the members for more relevant and efficient outcomes, and also needs to design the project procedure and product being derived from the project and need to present that in the form of all the possible outcomes that we can get by working on the allotted project and should also be headed by reports and results proving the efficiency of the product that we expect after completion of the project. Main Body In this report we may present some assessment criterion needed for the learner to get the entire outcome of the learning process that he/she goes under, and also reinstate his/herself according the mistakes that cull out after the assessment process that is carried out to get the most favorable outcomes from the project itself. The assessment procedure also favors the learner in many ways regarding, decision making, solution for all problems that may arise during the project making procedure, tune up the basic commune that is needed for mutual understanding and involvement of all the heads working on the project, because the most common and puny feuds may cause a critical threat to the allotted deadline for the project (Kerzner, 2001). The deadline is a thing of highest priority during the making of the project because the product obtained after the completion is needed under a certain time roof and a certain shift from it may cause a serious issue that may lead to unwanted outcomes and may further extend to cancellation. Some of the assessment procedures that are inculcated are listed below as a reference for developing better learning eligibility. Formulation of the project 1.1 The project and its specification For the designing of this project we have to devise a prototype model on which the mainframe of the organization will be based on and the establishment of a social network in the organizations working protocols can be embarked so that the organization could face the advancement in the technology of social interaction. Prototype for the network For the engagement of the new technology we must provide a prototype model in order to make the organization interested in building up their network. I am considering the social networking site build up for a football club and its organization so for that we must ensure, to embark the felicitation of the new social networking facility into the organization and its proper functioning and for that reason the prototype model should be presented before the investors who have provided the funds for the endorsement of the project and for that reason the presenting of the prototype must be feasible enough to lure them to hull onto the new idea of the social network and process the interaction facility according to it, the idea of the prototype must be according to the developers concerns of playing the ball according to the needs of the organization and the different types of the implementations are stated below. Analyzing The areas of the implementation process must be identified and the needs of the users along with the needs of the football club staffs should be segregated (Kruse and Keil, 2000). So the developer has every ease of working on the mainframe and present a feasible mainframe for proper functioning. Design Department The design department implements the elements that have been identified after the analyzing process has been done and the areas of work are identified along the needs of the users and the authorities of the football club, the design headed by the developer implements all the changes. Built prototype The final prototype of the developer is further judged upon by the critique bard and the critiques the find out the flaws in the prototype and the implements the changes that should be made in order to provide a better prototypic model which is again sent for analyzing. The Critique prototype The built prototype is judged by a group of individuals, who judge the networking software according to the needs of the users and then decide whether the project contains all the stuffs necessary for the proper implementation and the send it for further analyzing. Implementation The changes made in the prototypic model made by the critique present are further implemented in the build model and the final coding procedure is done according to the changes made in the final model and then the prototype is sent for further testing. Testing The testing procedure checks the features of the prototype according to the needs of the organization and the users who will be using the networking site for the conversation and the interaction process that the organization is expecting to embark by using this model. Operation Then comes the final process that is the operation, the operation final reveals the facts that are optimum enough to serve the purpose of the organization (Eberts, 2002). The further implementation of the project is decided according to the operational behavior of the prototype and so the operation reveals the facts for further consideration of the project. Name- Suggested by the developer or the organization Reason of the Project- Why the project is being implemented in the working mainframe Users- The members and the administrative officials Period of the project- 1 year Funds provided- The investors and the sponsors. Features- Social network facility To who is the project addressed- The manager or the chairman Project designer and developer- The developer of the project 1.2 Procedures for project selection The objectives for the project selection would depend upon the providing the officials and the users of the network with the optimum amount of information required for maintaining the working conditions of the club and its organizational facilities and for that the project needs to be selected according to the needs of the users endorsed in the projects mainframe. 1.3 The specification for the agreed project The specification for the agreed project is mentioned above in the topic where we have to go through certain objectives in order to main proper implementation of the project that is Name- the name of the prototype Reason of the Project- for which organization and what function Users- staffs and the members Period of the project- 1year or more Funds provided- by the authorities Features-what functions would be performed To whom is the project addressed- the manager of the organization or the chairman Project designer and developer- person assigned to develop the project. These are the specifications that are originally decided by the developer along with the organizational heads for the proper implementation of the new social network that is being developed to make the interaction between the club and its members more easy and accessible, accessible in the sense the users and the members would be able to gain a full insight of the club and the organizational facilities without involving with the individuals appointed for the particular operation (Deeprose, 2002). 1.4 project design and planning Figure: The project planning needed for the implementation of the project. Figure: The Project design required by the organization LO2 Improvise the project according to the agreed procedures and the given specification- 2.1 Match the resources efficiently The matching of the resources of the project efficiently to the project and for that reason the developer should lay all his concern on the parameter of the project and the needs of the organization for this project because the objectives of the project not considered then the implementation of the project would become haywire. 2.2 Doing the project development according to the agreed specification The developer should carve out all the requirements of the organization and the members of the network and after getting that information the project designer would be able to portray the project according to the needs of the organization and the users who will be using the mainframe (Croci, 2006). 2.3 Interpret and analyze and finally organize the outcomes The network would allow the organization to scoop out some possible outcomes for the use of the network in the form of better communication of the organization with its members and the proper implementation of functions for the working processes after assessing the possible outcomes from the mainframe network, and the analyzing and interpretation of that data is gained from there and then the outcomes are finally organized. Evaluation of the outcomes of the project 3.1 Evaluation techniques After the implementation of the project the developer should learn from the flaws that the project is imposing on the network and then apply the project specification according to the needs of the organization after removing all those flaws and following some quick action plans for the proper engagement of the project. 3.2 Interpret the outcomes and analyze them to present the results according to the original specifications The results that we obtain from the final implementation of the project should be taken into account and further implementation of the project design should be carried on after discarding the flaws in the project and for that the interpretation and the analyzing of the project is highly necessary to get the results according to the original specifications (Lock, 2004).. 3.3 recommendations for further development The areas that will need more work and consideration to match up with the original design specification should be found and the further improvements that could be made in the areas should be recommended to the developer so that the project carries out the functions according to the original specifications. Outcome presentation 4.1 Produce the record for all the project procedures The proper use of the media tools in the network plan of the social mainframe that the football club is planning to install in the premises of the working process of the clubs working mainframe is needed to endure all the new working procedures that the club is willing to undertake with the help of the network designer and the designer is planning to implement these effects in the form of the webpage that he/she is planning to implement in the working stricture of the mainframe and for that the mainframe must provide all the interaction activities required to properly communicate with the officials and the users of the mainframe and for that to carry on in a smooth way, the developer should allow the organization to keep record of all data being exchanged on the mainframe and the objectives and functions shared on the mainframe and for that the developer should make all the ways possible enough to keep a active record of the procedures of the network mainframe. 4.2 The presenting of the objectives of the project to the audience The developer should devise certain measures to present the objective of the social networking site of the football club to the considered audience by the organization and embrace proper use of social and other electronic media to communicate better with the organizations future objectives of the social networking plan and for that the designer should present the audience with the user interface of the social network by telling them how to register themselves on the site and how to communicate with the members of the organization or with the fellow users and for that the developer should produce the user interface to be as friendly possible to the users and then present it to the audience by considering all the advantages (Cleland, 1999). the disadvantages along with the project and for that the projec6 designer should segregate the advantages and the disadvantages of the project after the implementation of the prototype and should minimize the disadvantages as far as possible before presenting it to the audience. Conclusion The topics inculcated in this report are highly fragile, if any of the step or procedure undertaken goes astray, the outcomes may come as rework in disguise and this may lead to cancellation of the project. Now for the learner, he/she should keep all the above stated steps in mind for proper learning because project Implementation and in all the cases, the Evaluation severely depends of the learner, and so for that highly segregated and intensely worked out project plan should be undertaken to accomplish the project under the given time span and in accordance with the given original specifications, as all the processes that are involved are very transparent to the unit heads, and they can analyze and project for most probable errors, if there isnt any error it is always a big accomplishment but if they can find out any error, it can pose a threat to the group, the unit heads can desire for an entire procedure to be changed or even an entire process and that may cause some serious dea dline problems. In respect of the above mention case study as well as the discussion, it is concluded that the project implementation and evaluation is depending on some other factors of the business model or system. The future prospect of the project will be always define or discussed by the help of the better plans or ideas. The evolution and the implementation of the projects are always depending on the other factors like operational strategy, project management, design and many others. The evaluation and implementation of the project is also dependable on the design of the project. The design as well as the structure of the project is depending how the project will work. The implementation and evaluation of the project as well as future prospect of the project or the business model is depending. The designing of the business model as well as the project is the most important point because the evaluation and the implement, the economy of the organization will increases or decreases. References Bartholomew, L., Cushman, W., Cutler, J., Davis, B., Dawson, G., Einhorn, P., Graumlich, J., Piller, L., Pressel, S., Roccella, E., Simpson, L., Whelton, P., Williard, A. and ALLHAT Collaborative Research Group, (2009). Getting clinical trial results into practice: design, implementation, and process evaluation of the ALLHAT Dissemination Project.Clinical Trials, 6(4), pp.329-343. Cleland, D. (1999).Project management. New York: McGraw-Hill. Conrad, K. (2000).Instructional design for web-based training. Amherst, Mass.: HRD Press. Croci, V. (2006). Project Units 2b and 2c, Nuovo Portello, Milan.Architectural Design, 76(6), pp.128-131. Deeprose, D. (2002).Project management. Oxford, U.K.: Capstone Pub. Eberts, R. (2002).Design, implementation, and evaluation of the Work First profiling pilot project. [Washington, D.C.]: U.S. Dept. of Labor, Employment and Training Administration. Heerkens, G. (2002).Project management. New York: McGraw-Hill. Kerzner, H. (2001).Project management. New York: John Wiley. Kruse, K. and Keil, J. (2000).Technology-based training. San Francisco: Jossey-Bass/Pfeiffer. Lock, D. (2004).Project management in construction. Aldershot: Gower. Lu-qi, H. (2013). Project design and implementation of the fourth national survey Chinese matiera medica resources.China Journal of Chinese Materia Medica. Mobey, A. and Parker, D. (2002). Risk evaluation and its importance to project implementation.Work Study, 51(4), pp.202-208. Pandey, D. (2008).Rural project management. New Delhi: New Age International (P) Ltd., Publishers. Ponnappa, G. (2014). Project Stakeholder Management.Project Management Journal, 45(2), pp.e3-e3. Prigg, A. and Mackenzie, L. (2002). Project placements for undergraduate occupational therapy students: design, implementation and evaluation.Occupational Therapy International, 9(3), pp.210-236. Randolph, S. (2014). Maximizing Project Value: A Project Manager's Guide.Project Management Journal, 45(2), pp.e2-e2. Taranovych, Y. (2013).Web Based Project Coaching. Dordrecht: Springer. Wallace, C. and Legro, M. (2008). Using formative evaluation in an implementation project to increase vaccination rates in high-risk veterans: QUERI Series.Implementation Sci, 3(1), p.22. Wateridge, J. (2001). Successful Project Management.International Journal of Project Management, 19(3), p.191. Wayman, J. (2005).Biometric systems. London: Springer. Wilson, M., Kahn, N. and Wartman, S. (2001). Implementation of the Interdisciplinary Generalist Curriculum Project.Academic Medicine, 76(Supplement), pp.S19-S25. Wright, J. (2002). Effective Project Management.International Journal of Project Management, 20(8), p.633.

Peter Browning and Continental White Cap free essay sample

Peter Browning was promoted to the position of Vice-President of Continental White Cap in 1984 after holding the position of Vice President and General Manager of Continentals Bondware Division where he turned losses into profits. Browning was faced with the daunting task of rejuvenating and repositioning the Chicago division in the face of upcoming competition from other producers of vacuum sealed metal closures for glass Jars. In addition, White Caps customer base was being influenced by the new emerging plastic-packaging technology Oick Peiperl, 2011). Below, we iscuss the obstacles Peter Browning faced in the wake of one of the biggest challenges of his career. Even Richard Hofmann, Executive Vice President of the parent company Continental Group, acknowledged that Brownings assignment put him smack dab between a rock and a hard place Oick Peiperl, page 210). Peter Browning: Macro/Micro Problem and Causes Continental White Cap was a very successful company with impressive profits for the last 50 years leading up to 1984. We will write a custom essay sample on Peter Browning and Continental White Cap or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This success caused several major obstacles for Browning with one being that only a few people at White Cap would acknowledge the need for change Oick Peiperl, 2011). Any financial slumps were blamed on a cyclical and transient market. The second obstacle was the well-known family-style culture and long-term paternalistic management philosophy that founder William P. White and his two brothers instilled since the companys inception. This paternalistic management philosophy created great loyalty from the employees, long-standing traditions of Job security and generous benefits packages. Brownings attempt to alter these traditions would be met with great resentment. Another obstacle was the burden of systems and processes keeping White Cap from moving forward and continuing as a market leader. Brownings assignment was to revitalize and reposition the division to remain a market leader Oick Peiperl, 2011). In 1984, there were by then five significant manufacturers in the national market place and 70 worldwide Oick Peiperl, 2011). The advantage White Cap had maintained in the market made it difficult made it difficult to effectively stay competitive with competitors, such as National Can Company, making drastic price cuts to gain market share Oick Peiperl, 2011). Browning came to the conclusion that without production of a plastic cap closure, White Cap would become irrelevant and continue to lose customers. Senior management of White Cap compounded this problem with the reluctance to allow RD to commercialize plastics developments since plastics threats in the past never materializing Oick Peiperl, 2011). Organizational Systems Affected The organizational structure was the first and most obvious affected. The structure was never set up as a hierarchy management system with top down management approach. It is obvious by reading the case that Continental Group, Inc. managed their divisions with a separate operating philosophy. Hence the reason White Cap operated with less than open and cooperative relations with the parent ompany Oick Peiperl, 2011). Continental Group viewed White Cap as this prima donna division witn inta ed salaries 2011). bove its other divisions Oick Peiperl, Psychosocial issues in this case stem from the employees feeling a sense of entitlement from the family culture. When you have over 51 percent of the employee population over 40 and another 30 percent over 50 and these two age groups never witnessing great financial downturns, change isnt going to be a welcome addition. Technical and managerial systems in this case were also affected. Brownings attempt to mov e the company to a more efficient operating model as done with the Bondware Division, would mean leaner management with less layers and a production system that would rejuvenate White Caps competitive advantages dick Peiperl, 2011). This strategy would be met with inherited department management such as Jim Stark, the Director of Marketing. At a time when major, long-term customers in established markets where attracted to the emerging use of plastic- packaging technology, Jim Stark was content with administering outdated existing programs Oick Peiperl, 2011). Another inherited management issue for Browning was the manager of human resources, Tom Green, whos offered nothing in the way f constructive ideas and quick management decisions. However, his twenty plus years with White Cap gave Browning an advocate and voice with employees dick petperl, 2011). The goals and values of the organization were to remain successful in a competitive environment, be a profitable company and to maintain and not demoralize a loyal work force and management Oick Peiperl, 2011). Browning hoped that his success and familiarity with White Cap would lead to creative thinking and a long run at making a successful company survive through change initiatives and competitive forces. Alternative Solutions Even-though Peter Browning was very successful at turning around the Bondware Division of Continental Group, Inc. , and using radical surgery to do so, White Cap would prove to be a much bigger challenge Oick Peiperl, 2011). Browning will need to use a softer approach and get an over-whelming buy-in if he is to be successful. He must make the management and employees realize that Continental Group, Inc. wns White Cap. Not the other way around. Recommendations and Implementation Plans My recommendation would be for Peter Browning to take on a parenting strategy approach. Keep the divisions but introduce a collaboration concept to White Cap management. What the parenting strategy does is focus on resources and capabilities used to build value across business division s. The funds that come from such a strategy could help White Cap reach above their competitors rather effortlessly and build the systems needed to compete in the new plastics technologies. Another recommendation is the horizontal growth strategy. Through this strategy, White Cap could acquire market share, production facilities, or specialized technology. Which is desperately needed as market share was falling fast by 1985 Oick Peiperl, 2011). White Cap could expand into regions that they have not ventured into and will help position them at the top of most plastics markets. Due to competition, White Cap will need to differentiate by providing unique and superior value to customers in terms of quality, special features, or after-sale services. Such as cap replacement tor warrantied products Witn the strategies White Cap nas in place and their proposed plan to become leaner and efficient, I feel that the best strategy would be the competitive strategy. White Cap is doing well with most of their strategic factors and the competitive strategy would help them realize what is taking lace around them, especially since they are in the ever changing lid business where threats and weaknesses can destroy progress due to overlooking competition and innovation. The program I feel that best fits White Cap would be to implement the TQM program (total quality management) as it stresses commitment and without it, nothing will work. TQM also emphasizes prevention. The whole organization will focus on customer satisfaction internally and externally. The emphasis on training in areas such as how to measure and interpret data will greatly improve the operations hrough-out White Cap.

Nintendo Strategy Case #20 Essays

Nintendo Strategy Case #20 Essays Nintendo Strategy Case #20 Essay Nintendo Strategy Case #20 Essay Nintendo’s Disruptive Strategy Case #20 Nintendo started out originally as a playing card company which then focused on electronic toys and video games. When Sony came to the United States Nintendo switched its focus to non-gamers in order to compete; the Wii was their ultimate success. Video games were initially targeted to teenagers however with the growth the target market became young adults in their 20s and 30s. In addition, video games evolved into blue-ray/HD home entertainment consoles able to hold data files and offer online libraries. Sony, Microsoft, and Nintendo tend to competitively battle every 5 to 6 years; Sony with the PS, Nintendo with the Wii, and Microsoft with Xbox. When Nintendo came out with the Wii they focused on non-gamers which were almost a completely different target market. The Wii’s easy-to-use controller increased popularity particularly among female gamers and with the dance mats and physical fitness games families were able to enjoy it together. Nintendos’ revenues nearly tripled from 2006 to 2008. Nintendo was able to turn its low cost hardware into a competitive advantage because they focused on characters instead of special effects. The Wii was half the cost of Xbox and PS games. Wii also included five simple games at no additional cost which was an additional key marketing strategy. In the United States, the Wii sold 600,000 units in the first eight days making $190 million in sales. Nintendo also outsources almost all production of the Wii. Their strategy was to have more than one supplier for the same part so they could get the parts cheaper which in turn further increased production. Then the Wii balance board came along, encouraging health and entertainment focusing on the non-gamers including 40 different activities from yoga to push ups. I learned that like Nintendo you have to meet the technological demands of customers in the future, which Microsoft and Sony failed to do.

Should You Tell Your Boss You Hate Your Job

Should You Tell Your Boss You Hate Your Job You hate your job.  You can barely force yourself to get out of bed in the morning to go to work. You’ve lost your passion almost completely. Your work conditions are appalling. And maybe you’re not alone; maybe your co-workers are equally miserable and this company is totally unredeemable. You want to share how you’re feeling with your boss, if only because she’ll have wanted to have the chance to make things better for you- at least to try and convince you to stay. But you’re worried you’ll get a reputation with the higher-ups as a disgruntled employee and then, even if you do get that raise or title bump, you’ll still be miserable at work.You hate your job so should you confront your boss or just conduct a quiet job search and sneak out without making a fuss?Can Your Boss Fix Things?The first thing to consider is whether there are any improvements to your current position or conditions that could convince you to stay. Would you be happier there if you were actually making fair pay for the work you do? Or if you negotiated some other adjustment to your work load that made your job more fulfilling? Before you decide to talk to your boss first, make sure you know how just high your bar is set for staying. And then be clear that you can’t stick around for anything less.Is Your Mind Already Made Up?But no matter how kind and conscientious your boss is, you don’t owe her anything. It’s still well within your rights to quietly get another job, and then give appropriate notice. It’s up to you to decide what you really want. If the answer is that you’re just done and want out? Don’t bother dragging your well-meaning (and probably powerless) supervisor into a decision process wherein your outcome is already decided.Make a graceful exit, don’t burn any bridges, and make sure you don’t fall into the same trap in your next position. Ask for what you deserve!

Cryptographic overhead of IPsec Protocol suit Research Paper

Cryptographic overhead of IPsec Protocol suit - Research Paper Example The reality that the Internet is deficient in security is still undeniable. So to solve this issue researchers are trying to increase the network security at each layer by designing a range of security protocols. The designed protocols include PGP, S/MIME, and SET which are specifically designed to ensure the security of the application layer. In this scenario, SSL/TLS are used on the transport layer. In this race, IPSec is one of the most important security protocol, which is designed for dealing with the network layer security, ensuring the availability of security services like that data source authentication, access control, data confidentiality and integrity and processing data packages on the IP packet layer (Zheng & Zhang, 2009; Meng, et al., 2010). This report presents a detailed analysis of IPSec and associated aspects. IPSec IPSec is a complete suite of protocols, which carry out specific tasks. As discussed above, the basic objective of IPSec is to provide a variety of sec urity facilities to traffic transmitting between a source and destination. In this scenario, a source or destination can be a host or a router. In addition, these facilities can be used for all packets sent or received, or simply to a particular kind of transmission such as FTP or telnet. Figure1 demonstrates how IPSec ensures the security of data transmission between a host and a destination (Clark, 2002): Figure 1IPSec Operation, Image Source: (Clark, 2002) In this diagram a red line is used to demonstrate that IPSec is implemented on the path between the Host B and Router 1. Basically, IPSec provides a variety of security mechanisms for securing transmissions over a network and these mechanisms can be implemented in different ways. Additionally, IPSec can perform operations on particular kind of traffic at the same time as remaining traffic is moved on a defenseless path. This process is clearly mentioned in the figure, in this figure 1 black links are used to demonstrate this ki nd of communication. A number of separate IPSec protected connections can be established between the two routers and between Host B and Router 1 (Clark, 2002). Implementation of security through IPSec In their paper, (Zheng & Zhang, 2009) provides a detailed discussion on the working of IPSec and the way it ensures the surety of transmission over a network. According to their viewpoint, IPSec implements the security in a network by maintaining the security associations (SAs). In this scenario, a security association is used as a basis to identify the security parameters that will be utilized in data transmission to make it protected, for instance IPSec security protocol, encryption algorithm, hash function and encryption key. Additionally, each security association is typically specified by an exclusive set of parameters such as destination IP address, security parameter index and security protocol. In addition, these associations are established after the negotiation between the co mmunicating hosts in the networks. IPSec is also responsible for maintaining a Security Policy Database (SPD). In fact, a network interface that is established using the IPSec, possesses a pair of Security Policy Database and Security Association Database, which help in processing incoming and outgoing IP packets. One entry of Security Association Database is equal to a security association, on the other hand, Security Policy Database entry refers to a security policy. In this scenario,

Negative Effects of a Monopoly Essay Example | Topics and Well Written Essays - 500 words

Negative Effects of a Monopoly - Essay Example A monopoly reduces consumers’ purchasing power through the increase in the price of services or products. Being the only provider of service or product, the company in power sets the rate at its own will. An example of that is the Pfizer Company, the maker of the Viagra pill, that charged customers a lot because no other pill could be compared to Viagra in effect. Consumers are thus forced to pay a higher price for a service or product that is not actually worth that price. Such system leads to a decline in the standard of living and wellbeing of the society. A monopoly equips the sole vendor to reduce the quality of service or product. As there is no competitor in the market, the sole provider knows that consumers have no option but to purchase the service or product even with a lower quality. The sole provider does not feel obliged to invest much in the business in terms of resources and accordingly, the end product does not measure up to the required standard of quality. A monopoly creates unemployment. As more and more businesses are driven out of the market because of the power of the sole provider, people employed in those businesses become jobless. They either have to regain skills related to another profession or somehow become part of the sole provider. Either way, these jobless people have to go through a lot of emotional, psychological, and financial problems to achieve their destination. Many people with higher skills, hence, have to work at much lower salaries than what would be justified considering their level of education and skills.

The Best Way to Increase Work Motivation Essay Example for Free

The Best Way to Increase Work Motivation Essay Introduction The purpose of this essay is to distinctively identify the effects of financial rewards on the work motivation of an organization and also whether or not this system of reward can cause an increase in the levels of work motivation already present in the organization. It furthermore aims to discuss weather Financial Rewards are the best way to increase the work motivation present. Although the essay shall primary be focused on Financial Rewards and Work Motivation, other factors that may have an effect on work motivation shall be discussed. For this purpose the understanding of work motivation shall be taken as such: The factors that are internal and external to employees that determine when he or she works, how hard he or she works and how long he or she works (Colquitt, Lepine and Wesson, 2009, pp.178-179). Furthermore the understanding of Financial Rewards to be undertaken is : The entire Reward System which focuses on Salary, Bonuses, Incentives etc., which aims to increase the amount of effort put in by the employees to achieve their work goals and increase work motivation in the organization as a whole (Hollyforde and Whiddett, 2002, p.166). By the conclusion of this essay the need for Financial Rewards its importance and status as apparently â€Å"the best way† to increase work motivation shall understood. There have been countless efforts over the years to understand the numerous factors and desires that determine and help to fully appreciate the intensity, quality, efficiency and reliability of the work performance of an employee. Since the eventual progress of learning and observation of the environment and factors has led to the conclusion that an employee’s performance is one of the most distinguishing factors that the organization or a business needs to cultivate in order for the organization to succeed. Work has always existed and been around in one form or another throughout our history but it is only in the recent couple of decades that we have come to understand the motivation to work or simply work motivation (Kressler, 2003, p.3). We must also take into consideration that different ways of motivation are influenced or can be influenced by the cultural context that it is applied in. People of different cultures may be motivated in different ways by the same rewards or incentives. The System of Reward must not differ substantially from the culture it is implanted in. However we must also note that most motivational theories are biased in the sense that they are US centric and based on studies conducted on test sample populations that may reflect cultural connotations and behaviors only found in the US.(Chiang and Birtch, 2012, pp.538-541) A Theory that seems to understand the disadvantage of a system solely focused on Financial Rewards is the Cognitive Evaluation Theory by E.L. Deci in which Financial Rewards would be seen as the External locus of Control and as understood by this it lessens the intrinsic motivation of the employee or person. It is assumed that activities are likely to be sustained longer if started by being motivated by intrinsic motivation and not an extrinsic motivation (Hollyford, et al, 2002, pp.37-38). According to the description by Kallberg and Rognes (2000) Non-financial rewards tend to have more broader aspects regarding improving performance and are focused on motivation for the long term of an organizations towards their employees. On the other hand as per Hofstede’s Topology in the category of Individualism-Collectivism explains Financial Rewards as being short-term and transactional in nature hence they are preferable for individuals who emphasize the aspects of individual contribution, individual ability and those that support that personal efforts are ultimately responsible for the job outcome. It is also suitable to people who see an increase in Financial Rewards as an attainment of Higher Status and Authority in the organization.(Chiang, et al, 2012, pp.542). Offering Non-Financial or pay benefits have been seen to have a positive effect as quoted by Francois Podeur, â€Å"The employees prove a high degree of organization commitment, are more loyal, feel more motivated to exceed their limitations and personal growth.†(Ciorbagui-Naon, 2010, pp.44) On the other hand as stated in Victor Vrooms Expectancy Theory in 1964 that when rewards are offered employees effort is increased and Money is almost always used as it is supposedly the most powerful and influential incentive in society and is already in fact largely used. . (Zani, Rahim, Junos, Samanol, Ahmad, Merican, Saad and Ahmad, 2011, pp.328-329) Since money is the basis or foundation of financial rewards and most Reward Systems the value of money against work motivation can be directly quoted as follows: â€Å"Money is not everything, Many would be happy with more time off, or more job security, than more money. People are prepared to trade off things for money once they have enough or grow weary of the game.†(Furnham, 2006, p.26-27) Furthermore several studies that have been carried out regarding the relative importance of pay or money have shown that money or pay ranks below factors such as job satisfaction, recognition, good people to work with etc., But the tendency of people to rate the things and factors which are regarded as more socially acceptable or less socially acceptable higher or lower respectively, the results of such studies could have varied or misleading results (Armstrong, 2010, p.143-144). In Concurrence with the above, according to Deming â€Å"Pay is not a motivator† as it buys the things people want but it does not motivate you to work. There is no research that supports paying people more money will encourage them to better the work performance, especially in the long run. This is also agreed upon by Kohn (1993) and Turner (2006). But the studies also concluded that it has a slightly higher or lower effect in different industries for example as in a study by Turner(2006) conducted on factory workers and service businessmen which found little relation between performance and financial incentives in factory workers but found the opposite when the study was conducted on service businessmen. (Zani, et al, 2011, pp.330). Although Financial Rewards are supposedly provided equally according to the Principle of Distributive Justice, this is not always so as most systems are individualistically designed that they cater towards one person’s performance on the whole and may serve to de-motivate the average and low-performance attaining employees. Furthermore according to studies by Thompson (1992b) and Marsden and Richardson (1994), financial incentives related to pay have little to no effect in increasing motivation and work performance. Also according to these studies the effects of Financial Rewards are hard to determine as there are debatable or skeptical ways of monitoring its effectiveness and to also take into consideration the other factors that at the same time may be in effect that may affect performance and motivation such as innovation, new technology etc. Another factor that must be taken into consideration is the way Financial Reward are introduced into the organization and the principles and practices used implementing it, according to a study conducted for The Department of Employment in the UK by Bowey and Thorpe successful l outcomes are more dependent on the effectiveness of communication and Support systems rather than the pay design or financial reward provided. (Armstrong, et al, 2010, pp.147-150). Conclusion On the basis of the above information reviewed and analyzed we can conclude that while financial rewards are the most commonly used and implemented system of reward used today it is not necessarily the best way to increase work motivation on the whole, for the organization. The use of financial rewards cannot be rejected or discarded as it plays a part in motivating an individual but it must be taken into consideration that Financial Rewards work best when within the Framework of an Integrated system of reward that combines both Non-financial and Financial Rewards together. The system that might work best is a system that takes into consideration also the cultural context in which it is placed as this may have an effect on the performance of an individual due to a reward used. Also the ratio of Financial Rewards to Non-Financial Rewards affectedness is dependent on the industry or sector it is situated in. References Armstrong, M. (2010). Armstrongs Handbook of reward Management Practice Improving Performance through Rewards. 3rd ed. London: Kogan Page Limited. pp.143-144. Armstrong, M. (2010). Armstrongs Handbook of reward Management Practice Improving Performance through Rewards. 3rd ed. London: Kogan Page Limited. pp.147-150. Chiang, F.F.T. and Birtch, T.A. (2012). The Performance Implications of Financial and Non-Financial Rewards: An Asian Nordic Comparison. Journal of Management Studies. Vol.49, No.3, pp.538-541 Chiang, F.F.T. and Birtch, T.A. (2012). The Performance Implications of Financial and Non-Financial Rewards: An Asian Nordic Comparison. Journal of Management Studies. Vol.49, No.3, pp.542 Ciorbagui-Naon, R. (2010). Modalities of Non-Financial Motivation of Employees Within Organisations. Annals of the University of Petrosani Economics. Vol.10, No.4, pp.44. Colquitt, J., Lepine, J. and Wesson, M. (2009). Organizational Behavior Improving Performance and Commitment in the Workplace. 2nd ed. New York: McGraw-Hill/ Irwin. pp.178-179. Furnham, A. (2006). Pouring Money Down the Drain?. British Journal of Administrative Management. Vol.53, Issue.2, pp.26-27. Kressler, H. (2003). Motivate and reward Performance Appraisal and Incentive Systems for business Success. Hampshire: Palgrave Macmillan. pp.3 Hollyford, S and Whiddett, S. (2002). The Motivation Hand book. London: CIPD House. pp.37-38. Hollyforde, S. and Whiddett, S. (2002). The Motivation Handbook. London: CIPD House. pp.166. Zani, R. Md., Rahim, N. A., Junos, S., Samanol, S., Ahmad, S. S., Merican, F. M. I., Saad, S. M. and Ahmad, I. N. (2011). Comparing the Impact of Financial and Non-Financial Rewards Towards Organizational Motivation. Interdisciplinary Journal of Contemporary Research in Business. Vol.3, No.4, pp.328-329. Zani, R. Md., Rahim, N. A., Junos, S., Samanol, S., Ahmad, S. S., Merican, F. M. I., Saad, S. M. and Ahmad, I. N. (2011). Comparing the Impact of Financial and Non-Financial Rewards Towards Organizational Motivation. Interdisciplinary Journal of Contemporary Research in Business. Vol.3, No.4, pp.330.

Navajo Tribe Issues Essay -- American History Native American

Residing in the Southwest United States, the Navajo Indian tribe is one of the largest tribes in America today. In their own language, they refer to themselves as Dinà © which means â€Å"the people†. They are an old tribe with descendants tracing their roots back to the thirteenth century. The first contact that the Navajos had with white settlers was during the Mexican American War in 1846. The United States conducted peaceful relations with the Navajo for over fifteen years. Forts were built to help protect the Navajo from Spanish/Mexican raids on the Navajo’s cattle. Eventually, a new military commander, James H. Carleton, was named in New Mexico and he began to raid Navajo lands with a vengeance. He ordered the Navajo to surrender. When the majority of the Navajo refused, their crops were destroyed and they were forced to leave their lands in what is called ‘The Long Walk’. They were forced to a reservation in Fort Sumter, New Mexico some 300 miles away. The reservation failed because it was designed to support four to five thousand but there were nine thousand Navajos that were displaced onto the reservation. Finally a treaty was developed that included parts of their homeland as the reservation and the Navajo were then allowed to return to the new reservation. For the most part, the Native Americans prospered with a few skirmishes from white settlers. The prosperity didn’t last as the U.S. government decided that the Navajo cattle were overgrazing the land. Immediately, over eighty percent of all the livestock was exterminated in what was called ‘The Navajo Livestock Reduction’. This was a low blow to the Navajos, culturally and economically. The government then started to try to mainstream the Navajo tribe by placing childre... ...28, 2010, from http://jn.nutrition.org/content/127/10/2114S.full The Navajo Nation - Services Page. (n.d.). The Navajo Nation - Home page. Retrieved November 27, 2010, from http://www.navajo.org/services.htm#news The Technology Opportunities Program. (n.d.). National Telecommunications and Information Administration. Retrieved November 28, 2010, from http://www.ntia.doc.gov/otiahome/top/index.html World Facts and Figures - GDP per capita by country. (n.d.). World Facts and Figures. Retrieved November 28, 2010, from http://www.worldfactsandfigures.com/gdp_country_desc.php Yurth, C. (n.d.). The Navajo Times Online - Education: For 40 years, an Indiana University program has provided dedicated teachers to Navajo. navajotimes.com - The newspaper of the Navajo People. Retrieved November 28, 2010, from http://www.navajotimes.com/education/2010/0810/081910teach.php

“Progressive Proportional and Regressive Tax System”

Throughout history, every organized society had some form of government. In free societies, the goals of government have been to protect individual freedoms and to promote the well-being of society as a whole. To achieve those goals and meet the expanses all governments need some revenue, and that revenue is raised mostly through taxes. In USA, governments levy several different types of taxes on individuals and businesses. The Federal Government relies mainly on income taxes for its revenue. State governments depend on both income and sales taxes. Most county and city governments use property taxes to raise their revenue. Nearly all tax structures contain two basic parts: the tax base and the tax rate. The tax base is the amount to which the tax rate is applied to determine the tax due. The tax rate is basically a percentage rate applied to the tax base, and it can be progressive, regressive, or proportional. Progressive taxation refers to a tax that takes a larger percentage from the income of high-income people than it does from low-income people. And this is a basic principle underlying the income tax laws of the United States – people should be taxed according to their â€Å"ability to pay. For example, a person making $200,000 in a year might pay 30% of his income in taxes ($60,000), while someone with an income of $30,000 might pay only a 10% tax rate ($3,000 in taxes). Most income taxes in US are considered progressive. What can be disadvantage of progressive tax? Well, some individuals may think that progressive tax is discouraging the success. Why to work hard, and try to increase inc ome and wealth, when half of that will be â€Å"taken away† in taxes!? It is simply unfair! Because the taxes are then redistributed to poorer individuals through government aid programs, some see this as socialism. But despite opposition most economists believe that progressive taxes are the best form of taxation, because the lower class individuals, who are already socially and economically disadvantaged, are shielded from large tax burdens. A tax system may also be regressive or proportional. A proportional tax system, called sometimes flat tax, is one where the rate of tax is the same for all taxpayers, regardless of the level of their tax base. Example of proportional taxes may be state and local sales taxes, real estate taxes, personal property taxes, custom duties etc. Advantages of flat tax can be its simplicity and predictability. Opponents declare that proportional tax is in reality a regressive tax, as both the lowly – paid and highly – paid individuals consume products. No matter if they want to or not, they have to spend a certain amount on necessities like food, clothing, or pay property taxes, and flat tax takes up a higher percentage of an individual’s budget that has a low income, than it does for an individual with a higher income. A regressive tax system is one where a tax rate decreases with an increase in the income. The example of regressive tax is Social Security (FICA), because the maximum amount of wages subject to the Social Security tax for 2009 is $106,800. After an individual reaches $106,800, no more FICA tax is withheld. No matter what structure the tax system has – progressive, regressive or proportional, most people don’t enjoy paying at all. Unfortunately taxes are inevitable, and refusing to pay them does not make sense. Thanks to them we can drive on the paved streets, seek the justice in court system, send children to public schools and be able to wake up every morning feeling safe.

An Outline of Analytical Psychology Essay

Analytical Psychology is the school of depth psychology based on the discoveries and concepts of Carl Gustav Jung. Jung gave the broadest and most comprehensive view of the human psyche yet available. His writings include a fully-developed theory of the structure and dynamics of the psyche in both its conscious and unconscious aspects, a detailed theory of personality types and, most important, a full description of the universal, primordial images deriving from the deepest layers of the unconscious psyche. These primordial images are called archetypes of the collective unconscious. The latter discovery has enabled Jung to describe striking parallels between the unconscious images produced by individuals in dream and vision and the universal motifs found in the religions and mythologies of all ages. The concept of the collective unconscious gives analytical psychology an added dimension in comparison with other schools of psychotherapy. It takes the theory and practice of psychotherapy out of the exclusive realm of psychopathology and relates it to the whole history of the evolution of the human psyche in all its cultural manifestations. See more: outline format for essay The practice of analytical psychology thus becomes not only a therapy for neurosis but also a technique for psychological development applicable to normal and superior individuals. An abstract, theoretical presentation is alien to Jung who always strove to engage the response of the whole man, not just the intellect. This presentation should thus be recognized as no more than a two-dimensional sketch of a three-dimensional reality. Libido: The psychic energy that directs and motivates the personality is called libido. Interest, attention and drive are all expressions of libido. The libido invested in a given item is indicated by how highly it is valued. Libido can be transformed or displaced but not destroyed. If the libido attached to one object disappears, it reappears elsewhere. Libido is the dynamism of the life process manifested in the psychic sphere. The theory of libido is closely connected with the law of opposites. The processes of the psyche depend on a tension and interplay between opposite poles. If one side of a pair of opposites becomes excessively predominant in the personality, it is likely to turn into its contrary. This is called enantiodromia. A one-sided conscious attitude constellates its opposite in the unconscious. See Jung’s essay â€Å"On Psychic Energy† (1). Psychological Types: Analytical psychology distinguishes several psychological types. These refer to innate differences in temperament which cause individuals to perceive and react to life in different fashions. There are two attitude types, the extravert and the introvert. The extravert is characterized by an innate tendency for the libido to flow outwards, connecting the individual with the external world. The extravert naturally and spontaneously gives greatest interest and value to the object – people, things, external accomplishments, etc. He or she will be most comfortable and successful when functioning in the external world and human relationships, and will be restless and ill at ease when alone without diversion. Having little relation to the inner world of subjectivity, the extravert will shun it and tend to depreciate subjective concerns as morbid or selfish. The introvert is characterized by a tendency for the libido to flow inwards connecting him or her with the subjective, inner world of thought, fantasies and feelings. Greatest interest and value is given to the subject – the inner reactions and images. The introvert will function most satisfactorily when free from pressure to adapt to external circumstances. He or she prefers their own company and is reserved or uncomfortable in large groups. Both introvert and extravert have the defects of their strengths and each tends to undervalue the other. To the extravert, the introvert appears self-centered and withholding of himself. To the introvert, the extravert appears shallow, opportunistic and hypocritical. Every individual possesses both tendencies, but one is usually more developed than the other. As a pair of opposites they follow the law of opposites. Thus, an excessive, one-sided emphasis on one attitude is likely to lead to the emergence of its opposite. The opposite, however, because it is undeveloped and undifferentiated, will appear in a negative, crude and unadapted form. Thus the extreme extravert will become a victim of negative inferior introversion in the form of depressions. The extreme introvert is likely to have episodes of compulsive extraversion which are crude, ineffectual and unadapted to outer reality. In addition to attitude types, we also distinguish four function types. The four basic psychological functions are thinking, feeling, sensation and intuition. Thinking is the rational capacity to structure and synthesize discrete data by means of conceptual generalizations. Feeling is the function which determines value. It is the function that values and promotes human relationships. Sensation is that function which perceives and adapts to external reality via the senses. Intuition is defined as perception via the unconscious, that is, the perception of representations or conclusions whose origin is obscure. These four functions arrange themselves into two pairs of opposites: thinking – feeling and sensation – intuition. Although every individual has all four functions potentially at their disposal, in actuality one function is usually more fully developed than the others. This is called the superior function. The one least developed is the one that is most primitive and unconscious – the inferior function. Often a second function will have achieved considerable development which approaches that of the superior function. This is an auxiliary function. Since any one of the four functions may be superior, we have the possibility of four function types: the thinking type, feeling type, sensation type, and intuitive type. The thinking type is found more often in men than in women. The thinking type’s mental life is concerned largely with the creation of intellectual formulae and the fitting of all life experience into these forms. To the degree that the individual is identified with the thinking function and unconscious of the other functions, the thinking will tend to be autocratic and limit the full experience of life. Since feeling will be the inferior function, its values will suffer the most neglect. Human relationships will be quickly sacrificed if they interfere with the ruling formula. The feeling type is found more often in women than in men. The development and sustenance of personal relationships is the major aim. A sensitivity to human needs and a willingness to meet them is its outstanding characteristic. It finds its greatest satisfaction in rapport with others. In its extreme, this function type can be objectionable in its excessive emphasis on personal matters. Since thinking is the inferior function, its capacity for abstract, impersonal judgments will be neglected or denied. Thinking will be accepted only so long as it plays a subservient role to the interests of feeling values. The sensation type is characterized by the excellent adaptation to simple, matter-of-fact reality. He or she is content to relate to life on its most elementary terms without subtlety, reflection or imagination. The sensation type appears stable and earthy but may lack creative spark. Vision and imagination, which could mitigate this earthbound state, are products of intuition, which is the inferior function of this type. The sensation type, in fact, will often depreciate intuitive expressions as unrealistic fantasies and thus be deprived of badly needed leaven at times of mental heaviness. The intuitive type is motivated chiefly be a steady stream of new visions and possibilities, derived from active intuition. The new, the strange and the different are a constant lure. He or she often perceives obscure connections between things which seem separate and unrelated. The intuitive mind works in quick jumps, which is sometimes difficult for others to follow. When asked to proceed more slowly, he or she is apt to become impatient, perhaps considering listeners slow in making connections. This type’s weakness lies in its inferior sensation function. The relationship to reality may be poor. The hard work required to bring a possibility into actuality or to make an intuitive flash generally accepted seems too onerous. He or she may remain misunderstood with insights, which if they are to bear fruit, must be patiently developed by others. The function types are seldom as definite as would appear by these descriptions. Usually the development of an auxiliary function will soften and modify the sharp characteristics here described. In addition, we have a further complication. According to the attitude type, each of the function types may have either an introverted or an extraverted orientation. Ideally, all four functions should be available to the individual in order to have a complete response to life experience. It is one of the goals of Jungian psychotherapy to bring in to consciousness and to aid the development of the inferior undeveloped functions in order to approach psychic wholeness. Many conflicts in human relationships and disputes can be understood through the theory of psychological types. For instance, Jung has explained the difference between the psychological theories of Freud and Adler on this basis. Freud’s theory is concerned chiefly with the individual’s need for and love of the object. Thus it is an extraverted theory. Adler’s theory is based on the individual’s need to maintain his own self-esteem, prestige and power. Adler emphasizes the inner, subjective need; hence his is an introverted theory. Differences in type can underlie difficulties in interpersonal relationships. Marital conflicts are often related to differences in psychological type. Knowledge of one’s own type and of the fact that other equally valid types exist can often help to relativize one’s own personal reactions and can lead to more conscious and fruitful human relationships. (2) Structure of the Psyche: The psyche can be divided into conscious and unconscious aspects. The ego is the center of conscious and the starting point for all empirical psychology. It is the seat of individual identity, and all contents which are conscious, must be connected with it. The unconscious includes all psychic elements which are outside conscious awareness and therefore are not connected with the ego. Contents of the unconscious are first encountered as complexes. A complex is an emotionally charged unconscious psychic entity made up of a number of associated ideas and images clustered around a central core. On investigation, this core is found to be an archetypal image (see below). One recognizes that a complex has been struck by the emergence of an affect which upsets psychic balance and disturbs the customary function of the ego. The ego stands between the inner world and the outer world, and its task is to adapt to both. By its extraverted orientation, it relates itself to external reality. By introversion, it perceives and adapts to inner, subjective reality. The requirement for external adaptation leads to the construction of a psychic structure which mediates between the ego and the external world of society. This mediating structure is called the persona, the Latin word for the ancient actor’s mask. It is the partially calculated public face an individual assumes towards others. The persona is composed of various elements, some based on the individual’s personal propensities and others derived from the society’s expectations and the early training of parents and teachers. The persona is a mediating compromise between individuality and the expectations of others. It is the role one plays in society. It is also a protective covering that shields from public view what is personal, intimate and vulnerable. The characteristic symbol for the persona is the clothes we wear. Dreams involving missing or inappropriate clothes refer to a persona problem. Ideally a persona should be appropriate, well fitting and flexible. It is especially important that the individual realize that he is not identical with his persona. The persona sometimes lends one a prestige and authority belonging to the collective group which is not properly used for personal ends. To identify with the persona can cause inflation and alienation from reality. Other persona disorders include a lack of persona which leaves the individual sensitive and exposed to every social touch, and a too rigid, defensive persona which is a barrier to realistic adaptation. For further discussion of the persona, see (3). Just as the persona stands between the ego and the outer world, so another psychic entity stands between the ego and the inner world of unconscious. This entity is called the shadow. The shadow is a composite of personal characteristics and potentialities of which the individual is unaware. Usually the shadow, as indicated by the word, contains inferior characteristics and weaknesses which the ego’s self-esteem will not permit it to recognize. The shadow may be personified in dreams by such figures as criminals, drunkards and derelicts. Technically it must be of the same sex as the dreamer. As with all unconscious contents, the shadow is first experienced in projection. This means that an unconscious quality of one’s own is first recognized and reacted to when it is discovered in an outer object. So long as the shadow is projected, the individual can hate and condemn freely the weakness and evil seen in others while maintaining a sense of righteousness. Discovery of the shadow as a personal content may, if it is sudden, cause temporary confusion and depression. This will be most likely if the ego’s previous attitude has bee especially inflated. The shadow is the first layer of the unconscious to be encountered in psychological analysis. It is not always a negative content. In many cases unconscious positive potentialities of the personality reside in the shadow. In such cases we speak of a positive shadow. Furthermore, the evil and dangerous aspect of the shadow is often due more to its circumstances than to its essence. Just as animals which have become vicious by starvation and brutal treatment can be changed into loyal companions by loving care, so the shadow loses much of its negative aspect when given conscious acceptance and attention. The problem of the shadow and its projection applies to collective psychology as well. The persecution of the Jews by the Nazis is a terrifying example of the extent to which a collective shadow projection can go. The same psychological mechanism operates in discrimination against other minority groups. For more on the shadow, see (4). The first layer of the unconscious, the shadow, is also called by Jung the personal unconscious, as distinguished from the collective unconscious. The personal unconscious or shadow contains personal contents belonging to the individual himself which can and properly should be made conscious and integrated into the conscious personality and ego. The collective unconscious, on the other hand, is composed of transpersonal, universal contents which cannot be assimilated by the ego. Between these two layers of the unconscious, the personal and the collective, is another entity with, so to speak, one foot on each side. This is the anima in a man and the animus in a woman. The anima is an autonomous psychic content in the male personality which can be described as an inner woman. She is the psychic representation of the contrasexual elements in man and is depicted in symbolic imagery by figures of women ranging from harlot and seductress to divine wisdom and spiritual guide. She is the personification of the feminine principle in man, the principle of Eros, pertaining to love and relatedness. The projection of the anima is responsible for the phenomenon of a man’s â€Å"falling in love. † Too much identification of the ego with the anima causes the man to outwardly manifest feminine qualities. Anima moods or states of anima possession can be recognized by their characteristic features of resentment and emotional withdrawal. Such a condition renders a man psychically paralyzed and impotent. It is most likely to occur in relation to a woman with whom he is emotionally and sexually involved. With full psychological development, the anima leads the man to the full meaning of human relationship and provides him an entrance to the deeper layers of the psyche, the collective unconscious. The animus is the corresponding representative of the masculine contrasexual elements in the psychology of women. It can be expressed in symbolic imagery by a multitude of male figures from frightening, aggressive men threatening rape to divining bringers of light. It is the personification of the masculine principle in women, the principle of Logos, which is the capacity for rationality and consciousness. A woman’s â€Å"falling in love† is likewise due to the projection of the animus. Subjective identification of the ego with the animus causes the woman to lose contact with her feminine nature and to take on more masculine qualities. The animus-possessed woman is more interested in power than in relatedness. As with the man’s anima, the animus is most often activated in relation to an emotionally significant man, especially a man with whom she is sexually involved. Indeed, the anima and animus have a marked affinity for each other. The slightest evidence of one is likely to evoke the other in the partner. With maturity and maximum development, the animus can become a valuable psychic entity enabling the woman to function with objective rationality and, similarly to the anima in a man, opens to her the collective unconscious. Further discussion of anima and animus is in (5) and (6). The collective unconscious, more recently termed objective psyche, is the deepest layer of the unconscious which is ordinarily inaccessible to conscious awareness. Its nature is universal, suprapersonal and non-individual. Its manifestations are experienced as something alien to the ego, numinous or divine. The contents of the collective unconscious are called archetypes and their particular symbolic manifestations, archetypal images. The concept of the archetype has a close relation to the concept of instinct. An instinct is a pattern of behavior which is inborn and characteristic for a certain species. Instincts are discovered by observing the behavior patterns of individual organisms. The instincts are the unknown motivating dynamisms that determine an animal’s behavior on the biological level. An archetype is to the psyche what an instinct is to the body. The existence of archetypes is inferred by the same process as that by which we infer the existence of instincts. Just as instincts common to a species are postulated by observing the uniformities in biological behavior, so archetypes are inferred by observing the uniformities in psychic phenomena. Just as instincts are unknown motivating dynamisms of biological behavior, archetypes are unknown motivating dynamisms of the psyche. Archetypes are the psychic instincts of the human species. Although biological instincts and psychic archetypes have a very close connection, exactly what this connection is we do not know any more than we understand just how the mind and body are connected. Archetypes are perceived and experienced subjectively through certain universal, typical, recurring mythological motifs and images. These archetypal images, symbolically elaborated in various ways, are the basic contents of religions, mythologies, legends and fairy tales of all ages. Such images also emerge from the collective unconscious of individuals through dreams and visions in cases of deep psychological analysis, profound subjective experience or major mental disorder. The experience of encountering an archetypal image has a strong emotional impact which conveys a sense of divine or suprapersonal power transcending the individual ego. Such an experience often transforms the individual and radically alters their outlook on life. Archetypal images are so various and numerous that they defy comprehensive listing. For our purposes, we shall describe four broad categories of archetypal imagery. I. The Archetype of the Great Mother, the personification of the feminine principle, represents the fertile womb out of which all life comes and the darkness of the grave to which it returns. Its fundamental attributes are the capacity to nourish and to devour. It corresponds to mother nature in the primordial swamp – life being constantly spawned and constantly devoured. If the great mother nourishes us, she is good; if she threatens to devour us, she is bad. In psychological terms, the great mother corresponds to the unconscious which can nourish and support the ego or can swallow it up in psychosis or suicide. The positive, creative aspects of the great mother are represented by breast and womb. The negative, destructive aspects appear as the devouring mouth or the vagina dentata. In more abstract symbolism, anything hollow, concave or containing pertains to the great mother. Thus, bodies of water, the earth itself, caves, dwellings, vessels of all kinds are feminine. So also is the box, the coffin and the belly of the monster which swallows up its victims. See Neumann(7). II. The Archetype of the Spiritual Father. As the great mother pertains to nature, matter and earth, the great father archetype pertains to the ream of light and spirit. It is the personification of the masculine principle of consciousness symbolized by the upper solar region of heaven. From this region comes the wind, pneuma, nous, ruach, which has always been the symbol of spirit as opposed to matter. Sun and rain likewise represent the masculine principle as fertilizing forces which impregnate the receptive earth. Images of piercing and penetration such as phallus, knife, spear, arrow and ray all pertain to the spiritual father. Feathers, birds, airplanes and all that refers to flying or height are part of this complex of symbols which emphasizes the upper heavenly realms. In addition, all imagery involving light or illumination pertain to the masculine principle as opposed to the dark earthiness of the great mother. Illumination of the countenance, crowns, halos and dazzling brilliance of all kinds are aspects of masculine solar symbolism. The image of the wise old man as judge, priest, doctor or elder is a human personification of this same archetype. The positive aspect of the spiritual father principle conveys law, order, discipline, rationality, understanding and inspiration. Its negative aspect is that it may lead to alienation from concrete reality causing inflation, a state of spiritual hubris or presumption that generates grandiose thoughts of transcendence and results in the fate of Icarus or Phaeton. III. The Archetype of Transformation pertains to a psychic process of growth, change and transition. It can express itself in many different images with the same underlying core of meaning. Perilous journeys to unknown destinations, exploration of dark places, purposeful descent to the underworld or under the sea or into the belly of a monster to find a hidden treasure are expressions of this archetype. The theme of death and rebirth as well as the symbolism of initiation rites in all of their various forms; the crossing of rivers or waters or chasms and the climbing of mountains; the theme of redemption, salvation or recovery of what has been lost or degraded, wherever it appears in mythological or unconscious symbolism – all of these are expressions of the archetype of transformation. The theme of the birth of the hero or wonder-child also belongs to this archetype. This image expresses the emergence of a new, dynamic content in the personality presaging decisive change and enlargement of consciousness. (8) A rich and complex example of this archetype is provided by the symbolism of medieval alchemy. In alchemy, the psychic transformation process was projected into matter. The goal of the alchemists was to transmute base matter into gold or some other supremely valuable object. The imagery of alchemy derives from the collective unconscious and belongs properly to the psychological process of transformation. (9) IV. The Central Archetype, The Self, expresses psychic wholeness or totality. The Self is defined by Jung as both the center and circumference of the psyche. It incorporates within its paradoxical unity all the opposites embodied in the masculine and feminine archetypes. Since it is a borderline concept referring to an entity which transcends and encompasses the individual ego, we can only allude to it and not encompass it by a definition. As the central archetype is emerging, it often appears as a process of centering or as a process involving the union of opposites. Alchemical symbolism gives us numerous examples of the central archetype as a union of opposites. For example, the philosopher’s stone, one of the goals of the alchemical process, was depicted as resulting from the marriage of the red king and the white queen, or from the union of the sun and moon, or fire and water. The product of such a union is a paradoxical image often described as hermaphroditic. Other images which are used to express the union of opposites are the reconciliation of opposing partisan factions and  the reconciliation of good and evil, God and Satan. The emerging central archetype gives rise to images of the mandala. The term mandala is used to describe the representations of the Self, the archetype of totality. The typical mandala in its simplest form is a quadrated circle combining the elements of a circle with a center plus a square, a cross or some other expression of fourfoldness. Mandalas are found everywhere in all times and places. They seem to represent a basic unifying and integrating principle which lies at the very root of the psyche. Mandalas can be found in the cultural products of all races. A fully developed mandala usually emerges in an individual’s dreams only after a long process of psychological development. It is then experienced as a release from an otherwise irreconcilable conflict and may convey a numinous awareness of life as something ultimately harmonious and meaningful in spite of its apparent contradictions. (10,11) Psychological Development is the progressive emergence and differentiation of the ego or consciousness from the original state of unconsciousness. It is a process which, ideally, continues throughout the lifetime of the individual. In contradistinction to physical development, there is no time at which one can say that full psychic development has been achieved. Although we may distinguish various stages of development for descriptive purposes, actually one stage merges into another in a single fluid continuum. In the early phase, the ego has very little autonomy. It is largely in a state of identification with the objective psyche within and the external world without. It lives in the world of archetypes and makes no clear distinction between inner and outer objects. This primitive state of ego development is called, after L? vy-Bruhl, participation mystique, and is shared by both the primitive and the child. It is a state of magical participation and interpretation between the ego and its surroundings. What is ego and what is non-ego are not distinguished. Inner world and outer world are experienced as a single totality. This primitive state of participation mystique is also evident in the phenomena of mob psychology in  which individual consciousness and responsibility are temporarily eclipsed by identification with a collective dynamism. Jung made no effort to present a systematic theory of psychological development. However, some of his followers, especially Neumann(12), have attempted to fill in this gap. Following Neumann, the stages of psychological development can be described as follows. The first or original state is called the uroboric stage, derived from uroborus, the circular image of the tail-eating serpent. It refers to the original totality and self-containment which is prior to the birth of consciousness. The ego exists only as a latent potentiality in a state of primary identity with the Self or objective psyche. This state is presumed to pertain during the prenatal period and early infancy. The transition between this state and the second stage of development corresponds to the creation of the world for the individual psyche. Thus world creation myths refer to this first decisive event in psychic development – the birth of the ego out of the unconscious. The basic theme of all creation myths is separation. Out of undifferentiated wholeness one element is discriminated from another. It may be expressed as the creation of light – the separation of light from darkness, or as the separation of the world parents – the distinction between masculine and feminine, or the emergence of order out of chaos. In each case the meaning is the same, namely, the birth of consciousness, the capacity to discriminate between opposites. The second stage of psychological development is called the matriarchal phase. Although beginning consciousness has appeared, it is as yet only dim and fitful. The nascent ego is still largely passive and dependent on its uroboric matrix which now takes on the aspect of the great mother. Masculine and feminine elements are not yet clearly differentiated so that the great mother will still be undifferentiated as to sex. To this stage belongs the image of the phallic mother incorporating both masculine and feminine components. Here, the ruling psychic entity is the great mother. The predominant concern will be to seek her nourishment and support and to avoid her destructive, devouring aspect. The father archetype or masculine principle has not yet emerged into separate existence. Mother is still all. The ego has achieved only a precarious separation and is still dependent on the unconscious, which is personified as the great mother. The matriarchal phase is represented mythologically by the imagery of the ancient Near Eastern mother religions, for example, the Cybele-Attis myth. Attis, the son-lover of Cybele, was unfaithful to her. In a frenzy of regret, reflecting his dependent bondage, he was castrated and killed. The matriarchal phase corresponds to the Oedipal phase as described by Freud. However, analytical psychologists interpret incest symbolically rather than literally as was done by Freud. The matriarchal phase is the phase of original incest, symbolically speaking, prior to the emergence of the incest taboo. In the life of the individual, this phase corresponds roughly with the early years of childhood. The third stage is called the patriarchal phase. The transition is characterized by particular themes, images and actions. In an attempt to break free from the matriarchal phase, the feminine with all its attributes is rejected and depreciated. The theme of initiation rituals pertains to this period of transition. The father archetype or masculine principle emerges in full force and claims the allegiance of the individual. Tests, challenges, rules and discipline are set up in opposition to the sympathy and comfortable containment of the great mother. The incest taboo is erected prohibiting regression to the mother-bound state. Once the transition to the patriarchal stage has been accomplished, the archetype of the great father, the masculine spirit principle, determines the values and goals of life. Consciousness, individual responsibility, self-discipline and rationality will be the prevailing values. Everything pertaining to the feminine principle will be repressed, depreciated or subordinated to masculine ends. In childhood development, the patriarchal phase will be particularly evident in the years preceding puberty. The fourth phase is designated the integrative phase. The preceding patriarchal stage has left the individual one-sided and incomplete. The feminine principle, woman and therefore the anima and the unconscious have been repressed and neglected. Another change or transition is thus needed to redeem these neglected psychic eleme.