Mother Thersa-Kind Hearted - 1039 Words

Mother Teresa 1910-1997 Albanian missionary Mother Teresa has dedicated her life to helping the poor, the sick, and the dying around the world, particularly those in India. introduction Mother Teresa is among the most well-known and highly respected women in the world in the latter half of the twentieth century. In 1948 she founded a religious order of nuns in Calcutta, India, called the Missionaries of Charity. Through this order, she has dedicated her life to helping the poor, the sick, and the dying around the world, particularly those in India. Her selfless work with the needy has brought her much acclaim and many awards, including the Nobel Peace Prize in 1979. She was born Agnes Gonxha Bojaxhiu in 1910 in Skopje, Yugoslavia†¦show more content†¦Doctors were not sure she would recover. Within days she was fully conscious, asked to receive communion, and requested that the doctors send her home. When she was sent home a few weeks later in early September, a doctor said she firmly believed, God will take care of me. In late November of that same year, Mother Teresa was again hospitalized. She had angioplasty surgery to clear two blocked arteries. She was also given a mild electric shock to correct an irregular heartbeat. She was released after spending almost a month in the hospital. In March 1997, after an eight week selection process, 63-year-old Sister Nirmala was named as the new leader of the Missionaries of Charity. Although Mother Teresa had been trying to cut back on her duties for some time (because of her health problems), she stayed on in an advisory role to Sister Nirmala. In April 1997 filming began on the movie Mother Teresa: In the Name of Gods Poor with actress Geraldine Chaplin playing the title role. The movie aired in the fall of 1997 on The Family Channel even though, after viewing the movie, Mother Teresa refused to endorse it. Mother Teresa celebrated her 87th birthday in August, and died shortly thereafter of a heart attack on September 5, 1997. The world grieved her loss and one mourner noted, It was Mother herself who poor people respected. When they bury her, we will have lost something that cannot be replaced. In

The Death Penalty The Ultimate Sanction - 1382 Words

The Death Penalty: The Ultimate Sanction Paul Domigan Sociology 101 Bunker Hill Community College pdomigan@bhcc.edu Page 1 The Death Penalty: The Ultimate Sanction Paul Domigan Bunker Hill Community College pdomigan@bhcc.edu Overview The death penalty, or capital punishment, has always been a topic of much debate in the United States. There are those who support it and those who oppose it, and each side has their fair share of points being made, backed by supportive evidence. The topics range from the morality of this punishment, including the methods of execution as well as fairness issues in regards to sex and race. The first issue that will be addressed is in regards to the death penalty working to prevent violent crimes. There are 34 states that currently have the death penalty, as well as the U.S. Military, and the federal government. The most frequently used method is that of lethal injection, but several states allow the use of lethal gas, electrocution, and under certain circumstances, the use of a firing squad or even hanging. With all of this being known, does the death penalty do anything to prevent these crimes from being committed in the first place? Most criminal justice experts say that it’s just not possible to prove whether or not having the death penalty in place will prevent or deter violent crime from being committed in the first place. (Parks, 8) Page 2 The Death Penalty: The Ultimate Sanction Paul Domigan Bunker Hill CommunityShow MoreRelatedCapital Punishment Is Deterrence For Crime1570 Words   |  7 Pagespeople are pro death penalty, while others are quite against it, and there are others with amphibological feelings towards the subject. One of the many different questions that originate when the topic of the death penalty arises is if capital punishment is deterrence for crime. Capital punishment stirs up a fierce debate, but over the years research has proven it is not deterrence, and states without the death penalty have a lower crime rate than states than allow the death penalty. The theory ofRead MoreCapital Punishment : The Death Penalty975 Words   |  4 Pagesalso known as the death penalty refers to the lawful infliction of death as a punishment. The first case of death penalty laws was first established in the Eighteenth Century B.C. Capital punishment is still used in the United States despite the controversy surrounding the law. Death penalty is done by either fastening the criminal to an electric chair, hanging or a firing squad shooting at the criminal. In Atkins v. Virginia the year 2002, the court decided that a death penalty could not be imposedRead MorePublic Opinion And The Death Penalty1324 Words   |  6 Pagesand the Death Penalty: A qualitative Approach, Political leaders, judges, criminal justice administrators, and citizen Groups support the capital punishment. Bohm (2003) argues that the public supports the death penalty because it contributes in five ways. First, if the public supports the legislators, he/she can vote in favor of the death penalty and of course against any statutes that are looking for its repeal. Second, Bohm argues that the prosecutors always seek the death penalty for politicalRead More Capital Punishment: Costs Of The Death Penalty Essay624 Words   |  3 Pages Capital Punishment: Costs of The Death Penalty Let us suppose that killing as a form of punishment is a moral and universally accepted practice. Would it then be acceptable to issue this irreparable sanction to a select few while allowing others, equally accountable, to avoid it? It is acceptable to our criminal justice system for it seems to be standard operating procedure. Many embrace the death penalty based on the quot;eye for an eyequot; concept. There is certainly some merit to this argumentRead MoreCapital Punishment : An Ultimate Torture Method Essay1352 Words   |  6 PagesCapital punishment has been used as a penalty for criminal behavior for many years; however, its’ utilization has not been constant throughout American history. The basis of capital punishment has undergone a number of changes and improvements in the past, essentially alternating in and out of public favor. At its’ start, capital punishment was ultimately used as a means of torture. Criminals were bludgeoned, boiled, burned, torn apart by animals, etc.—it was an ultimate torture method. Throughout the advancementRead MoreThe Relationship Between The Crime Victim and The Criminal Justice System1846 Words   |  8 Pagesremains - nothing, except your hope for justice and retribution. The death penalty for murder is emotionally charged and subject of great debate. Although survivors of homicide are the ones directly impacted by the crime, the topics of the death penalty and life without parole come exclusively from a societal, rather than an individual perspective. As well, most of the attention has focused on the institution of the death penalty and singularly on the offender instead of the victim. Thus, leavingRead MoreEssay about PHILOSOPHY1293 Words   |  6 PagesLeviathan to support their own opinions. Transforming and uplifting the case of Gregg v. Georgia into an arena for a debate of Hobbian and Kant philosophies. nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;The majority claims that the death penalty serves two purposes, restitution and deterrence. Quoting the prior case of Fruman v. Georgia, that â€Å"The instinct for retribution is part of the nature of man and channeling that instinct in the administration of criminal justice serves an importantRead MoreTwo Wrongs Don’t Make a Right 1179 Words   |  5 PagesThe death penalty (also known as capital punishment) has been practiced for over hundreds of years. Over the years there has been many different ways of being put to death, from being hung to the electric chair and even being injected with poison. The death penalty is a costly and ineffective way to prevent crimes from happening. The death penalty should not be a ruling in the court of law. â€Å"Since the 1977 resumption of capital punishment in the United States, nearly 1,100 convicted prisonersRead MoreThe Death Penalty, A Reason for Recidivism Essay913 Words   |  4 PagesThe legal definition of the death penalty is a sentence of execution for the crime including murder and some other capital crimes; serious crimes, especially murder, which are punishable by death. The earliest proof of the death penalty dates back to the Eighteenth Century B.C. in the Code of King Hammurabi of Babylon in which 25 crimes were codified. In 1972, the U.S. Supreme Court ruled that the death penalty was cruel and unusual punishment, and stated in the eighth amendment would mean it wasRead MoreDeath Penalty : Analyzing The Capital Punishment s Statistical Effects And Harms1199 Words   |  5 Pages Joshua Baltzley AP Lang, B2 Ms.Wallace 10 January 2015 Death Penalty: Analyzing the Capital Punishment’s Statistical Effects and Harms Imagine what it feels like for people who are on death row. Regrets are racing through their minds. Nerves are shooting up their spine. They start to feel this overwhelming guilt come upon them. This guilt makes them feel as if they deserve this punishment. The truth is they do not deserve it. No human being in this world deserves that punishment. They deserve a

Development Validation Emotional Intelligence â€Free samples

Questions: 1. Response to leadership behaviour and modeling 2. Lack of principles of emotional intelligence 3. Stores manager expected action 4. Relationship between store manager and staff morale and its effects 5. Misinterpretation of cultures behaviour 6. Solution to cultural misinterpretations 7. Culture expression and communication promotion 8. Uncooperative employee management 9. Learning, personality communication styles on employee behaviour 10. Managing own emotional, team and performance needs 11. Employee emotions, development and team performance needs 12. Relation between emotional effective people and business objectives 13. Emotional impact and decision making 14. Emotional decision making process 15. Employees policies, procedures, legislations and safety concerns Answers: 1. The Wollongong NSW stores manager behaviour is characterized with poor leadership and lack of emotional awareness. The best approach to respond to her is by acting with integrity and avoiding confrontational approach. First set a meeting with her, secondly during the meeting we mutually agree I voluntarily take ownership of what is happening in the organization. Thirdly, is to try and bring calm among employees telling them that the current concerns are being acted upon by top management. According to DiPaola Tschannen-Moran (2014) cultivating a positive leadership behaviour model involves; avoiding cases that may lead to embarrassment of workers, cultivating moral and ethical behaviors, jointly participation on responsibility with all team members, and lastly capitalizing on the strength of all the current team members. 2. There are five principles of emotional intelligence that the store manager did not demonstrate they include; self-awareness, self-control, adaptability, empathy and conflict management. Goleman, Boyatzis, McKee (cited in 2013) stated that the principles of emotional intelligence are recipe to good leadership. The store manager lacked self-awareness by not recognizing own emotions where she was seen to be stressful. The manager also lacked self-control by not managing own emotions by yelling to departmental managers. The manager lacked adaptability by not adopting to the current competitive changes in the industry. In addition the manager did not show empathy by ignoring views and perspective of others. Lastly the store manager lacked conflict management skills by not resolving matters in a calm way or in a professional way. 3. There were certain actions that the manager should have demonstrated to cultivate positive leadership. The store manager should have established current real facts of the problem before making quick judgments and actions. She needed to focus on the current work environment by establishing organizational strength and capitalizing on them, and identify ways of addressing organizational weaknesses. The store manager should have encouraged participative approach in addressing the situation. Participation among employees in making decisions jointly (Brownell 2015). In addition the store manager should have carried out a self-evaluation to identify own weaknesses, and ways to manage any stress related situations. Lastly the store manager should have taken full responsibility or ownership of the situation that increased employee job security and confidence in work (Armstrong, 2013). 4. The relationship of the store manager behaviour and employees morale is a negative one. It is characterized with lack of emotion control, dominance with one party, lack of confidence; blame game, lack of cooperation, uncertainty and tensions at work. Negative relationship in working environment is stated to be one of the recipes to failure and good working performance (Ramsdal 2016). The relationship within the institution has resulted to employee wanting to leave the organization, departmental managers setting unrealizable sales targets to sales persons. These affect relationship between parties they become disrespectful and non-cooperative. There is rising tensions and job security uncertainty. The indicators show development of lack in trust in work environment. The eventual result is decrease in overall performance of the organization. 5. From the case extract two examples of misinterpretation of behaviour manifested by the workforce include; lack of cultural misunderstanding, ignorance and communication, and lack of awareness of different societal lifestyles practices (Ramsdal 2016). The woman employee and the other employees were unable to understand the different societal lifestyles practices between them. Such misinterpretation of behaviour result to confusion, misunderstanding, and conflict among the employees. The cultural differential behaviors among employees was not interpreted and communicated to them, this lead to the current situation in which the workforce were ignorant and insensitive to each other. They need to tolerate each other. 6. The employee who brought the complaint need to be explained the need of knowing the different cultures, and how they influence work relationships and practices, work need to understand how diverse relationship can be developed and encouraged by recognizing each other behaviors, beliefs, and practices and respecting them. Other expectations among employees are the need to have a creative cultural communication mechanism that will serve the purpose of dealing with misunderstanding and conflicts resulting from workforce cultural diversity. They need to have a multicultural collaboration mechanism that will help them work harmoniously and reduce conflicts (Sue Rasheed 2015). 7. Cultural expression is important in management of cultural diversity in working environment. It can be developed by avoiding any kind of misjudgments, learning to listen and tolerating others, accepting and appreciating other cultural differentials, and taking a leading role in mentoring and empowering individuals to participate in cultural events and functions. Cultural communication is important in ensuring each working employee is working together and understanding each other cultures, beliefs, and practices (Matsumoto and Hwang 2016). Cultural communication can be promoted by employees by overcoming language barriers, setting a common interest working environment, and meeting employee communication needs from different cultures. 8. There is need to understand how the employee feels by adopting some of the principles of emotional intelligence (Brett et al, 2016). Example of the principles of emotional intelligence to adopt include: self-awareness, self-control, empathy, and conflict management. I will practice self-control by managing emotions when addressing the matter. I will meet with employee and practice empathy to understand how the employee feels and opinions towards trainings and team building sessions, and reasons why the employee is against such events and sessions. Through conflict management resolutions skills we will be able to identify the best solutions to the given problem. 9. It is critical to understand the learning, personality and communication styles to be able to deal with the employee. The employee prefers to learn alone in solitary, do not like sharing ideas, and is an introvert does not enjoy company of the others. It is then important to combine the three styles and principle of emotion known as empathy. Using empathy one will be able to understand what the employee feels, reasons, and own fears. Better ways can be employed to integrate the employee to accept the trainings and integrate with others via team building initiatives (Nguyen et al, 2016). 10. In ensuring a balance of own emotional, team and performance needs are met a comprehensive approach involving some of the principles of emotion intelligence will be employed. In addressing the matter self-control will be the basis of all judgments and resolutions. Explanation to the employee will be done on the role the importance of working in cohesiveness, and motivating employee (Delahaij, van Dam, 2016). Integration of employee to consultative programs will encourage participation and increase performance needs to the organization. The employee can be given position as group/ team leaders or given tasks to present during such events or occasions. 11. The employee emotional, development and team performance needs can be enhanced through a contextual mechanism. Through empathy, it will be possible to identify employees reasons against trainings and team building sessions, and provide additional avenues that the employee prefers. Explaining to the employee is necessary regarding the importance of trainings and need of engaging with others in teambuilding activities. Other way of promoting performance needs is to engage the employee to tasks, and encouraging leadership roles. Understanding the employee will motivate the employee to think he is important and accepted by the organization and other employees (Gagn and Howard, 2016). 12. There is close relationship between emotional effective pressure and achievement of business objectives. Emotional effective people are characterized with self-motivation, confident, love work, set and achieve realistic targets. It is necessary for management of Wollongong hardware to set realistic sales performance to employees but make sure they are emotionally motivated to make them effective. Ahuja (2016) state that employees can effectively be motivated through number of contextual factors which include; instituting employee welfare programs that cover health, safety and wellbeing. In addition they need to engage employees in a consultative manner in order to tap the strength of the employees 13. Direct consideration of employee emotion can lead to better decision making in achieving intended business objectives. Better decision making is a consciously activity that require a sound mind in order to be able to choose the best alternatives or solutions. Sales targets can be achieved if only better decisions are made with positive emotionally workforce. A positive emotional person can easily make justifiable decisions that lead to accomplishment of intended objectives (Krishnakumar et al 2016). Creation of a conducive, non-pressure and good working environment can be useful in setting a well emotional stability conducive for employees to make effective decisions. 14. The decision making process should be emotional process involving every of organization members. The process of decision making will involve top management identifying the problem facing sales drop followed by an evaluation of solutions to address it. The top management will be required to set and agree on the required particular sales performance targets with its sales force. In addition they will provide any exclusions and inclusions from various functions. All members will expected to participate in implementation process by meeting required sales targets. The last stage required all members to monitor, and communicate their performance (Kanbur Ronconi, 2016). 15. The management of employee emotional needs and work performance requires addressing a number of contextual factors which include: the code of ethics both external and internal governing employee profession, work place safety and health acts, organizational policies on management of human resources, employee procedures manuals, national acts on management of employees, and other existing welfare programs for employees. Decisions within the organization will depend on integration of the factors to avoid conflicts, costs or legislative court battles. They will help in modeling Wollongong employees positive behavior, inspire them, create emotional awareness and promote positive team building (Almatrooshi Singh, 2016). Reference lists Ahuja, S., 2016. The impact of emotional intelligence on an organizational leader's ability to make effective decisions. International Journal of Research in Finance and Marketing, 6(1), pp.105-112 Almatrooshi, B. and Singh, S.K., 2016. Determinants of organizational performance: a proposed framework. International Journal of Productivity and Performance Management, 65(6) Armstrong, M., 2013. Human resource management. Palgrave publishers. Brett, J.F., Uhl?Bien, M., Huang, L. and Carsten, M., 2016. Goal orientation and employee resistance at work: Implications for manager emotional exhaustion with the employee. Journal of occupational and organizational psychology. Brownell, J., 2015. Listening: Attitudes, principles, and skills. Routledge. Delahaij, R. and van Dam, K., 2016. Coping style development: The role of learning goal orientation and metacognitive awareness. Personality and Individual Differences, 92, pp.57-62. DiPaola, M. and Tschannen-Moran, M., 2014. Organizational citizenship behavior in schools and its relationship to school climate. Journal of School Leadership, 11(5), p.424. Gagn, M. and Howard, J., 2016. A motivational model of employee attachment to an organization. Handbook of Employee Commitment, p.59. Goleman, D., Boyatzis, R. and McKee, A., 2013. Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press Kanbur, R. and Ronconi, L., 2016. Enforcement Matters: The Effective Regulation of Labor. Krishnakumar, S., Hopkins, K., G. Szmerekovsky, J. and Robinson, M.D., 2016. Assessing workplace emotional intelligence: Development and validation of an ability-based measure. The Journal of psychology, 150(3), pp.371-404. Matsumoto, D. and Hwang, H.C., 2016. The cultural bases of non-verbal communication. American Psychological Association. Moran, R.T., Abramson, N.R. and Moran, S.V., 2014. Managing cultural differences. Routledge Nguyen, Q., Kuntz, J.R., Naswall, K. and Malinen, S., 2016. Employee Resilience and Leadership Styles: The Moderating Role of Proactive Personality and Optimism. New Zealand Journal of Psychology, 45(2), p.13. Ramsdal, H., 2016. Flexible organizations and the new working life: A European perspective. Routledge. Sue, D.W., Rasheed, M.N., 2015. Multicultural Social Work Practice: A Competency-Based Approach to Diversity and Social Justice. John Wiley Sons.

Mexico Essays (6926 words) - Economy Of The Arab League,

Mexico Mexico Country Profile Country Formal Name: United Mexican States (Estados Unidos Mexicans). Short Form: Mexico. Term for Citizen(s): Mexican(s). Capital: Mexico City (called Mxico or Ciudad de Mxico in country). Date of Independence: September 16, 1810 (from Spain). National Holidays: May 5, commemorating the victory over the French at the Battle of Puebla; September 16, Independence Day. Mexico Geography Size: 1,972,550 square kilometers--third largest nation in Latin America (after Brazil and Argentina). Topography: Various massive mountain ranges including Sierra Madre Occidental in west, Sierra Madre Oriental in east, Cordillera Neovolcnica in center, and Sierra Madre del Sur in south; lowlands largely along coasts and in Yucatan Peninsula. Interior of country high plateau. Frequent seismic activity. Drainage: Few navigable rivers. Most rivers short and run from mountain ranges to coast. Climate: Great variations owing to considerable north-south extension and variations in altitude. Most of the country has two seasons: wet (June-September) and dry (October-April). Generally low rainfall in interior and north. Abundant rainfall along east coast, in south, and in Yucatan Peninsula. Society Population: Estimated population of 94.8 million persons in mid-1996. Annual rate of growth 1.96 percent. Language: Spanish official language, spoken by nearly all. About 8 percent of population speaks an indigenous language; most of these people speak Spanish as second language. Knowledge of English increasing rapidly, especially among business people, the middle class, returned emigrants, and the young. Ethnic Groups: Predominantly mestizo society (60 percent); 30 percent indigenous; 9 percent European; 1 percent other. Education and Literacy: Secretariat of Public Education has overall responsibility for all levels of education system. Compulsory education to age sixteen; public education free. Government distributes free textbooks and workbooks to all primary schools. Official literacy rate in 1990 was 88 percent. Health and Welfare: Health care personnel and facilities generally concentrated in urban areas; care in rural areas confined to understaffed clinics operated mostly by medical graduate students. Life expectancy in 1996 estimated at seventy-three years. Infant mortality twenty-six per 1,000 live births. Leading causes of death infections, parasitic diseases, and respiratory and circulatory system failures. Religion: About 90 percent of population Roman Catholic, according to 1990 census. Protestants (about 6 percent) ranked second. Number of Protestants has increased dramatically since 1960s, especially in southern states. Mexico Economy Overview: From a colonial economy based largely on mining, especially silver, in the twentieth century, the economy has diversified to include strong agriculture, petroleum, and industry sectors. Strong growth from 1940-80 interrupted by series of economic crises, caused in part by massive overborrowing. 1980s marked by inflation and lowering standard of living. Austerity measures and introduction of free-market policies led to a period of growth from 1990-94. Membership in North American Free Trade Agreement (NAFTA) in 1993 led to hopes of continued economic growth. However, growing trade deficit and overvalued exchange rate in 1994 financed by sale of short-term bonds and foreign- exchange reserves. Series of political shocks and devaluation of new peso in late 1994 caused investor panic. Inflation soared, and massive foreign intervention was required to stabilize situation. Although overall economy remains fundamentally strong, lack of confidence makes short-term prospects for strong growth unlikely. Gross Domestic Product (GDP): Estimated at US$370 billion in 1994; approximately US$4,100 per capita. Currency and Exchange Rate: Relatively stable throughout most of twentieth century, the peso (Mex$) began to depreciate rapidly during economic crisis of 1980s. In January 1993, peso replaced by new peso (NMex$) at rate of NMex$1 = Mex$1,000. Exchange rate in January 1993, US$1 = NMex$3.1; rate in April 1997, US$1 = NMex$7.9. Agriculture: Contributed 8.1 percent of GDP in 1994. Main crops for domestic consumption corn, beans, wheat, and rice. Leading agricultural exports coffee, cotton, vegetables, fruit, livestock, and tobacco. Industry: Mining, manufacturing, and construction contributed 28 percent of GDP in 1994. Industrialization increased rapidly after 1940. By 1990 large and diversified industrial base located largely in industrial triangle of Mexico City, Monterrey, and Guadalajara. Most industrial goods produced, including automobiles, consumer goods, steel, and petrochemicals. World's sixth largest producer of petroleum and major producer of nonfuel minerals. Energy: More than 120 billion kilowatt-hours produced in 1993, about 75 percent from thermal (mostly oil-burning) plants, 20 percent from hydroelectric, and the rest from nuclear or geothermal plants. One nuclear plant with two reactors at Laguna Verde in Veracruz State. Huge petroleum deposits discovered in Gulf of Mexico in 1970s. In 1995 sixth-largest producer of oil and had eighth-largest proven reserves. Exports: US$60.8 billion in 1994. Manufactured exports include processed food products, textiles, chemicals, machinery, and steel. Other important export items are metals and minerals, livestock, fish, and agricultural products. Major exports to United States are petroleum, automotive engines, silver, shrimp, coffee, and winter vegetables. Imports: US$79.4 billion in 1994. Main imports are metal-working machines, steel-mill products, agricultural machines, chemicals, and capital goods. Leading imports from United States include motor