Driver behavior and the accident research - MyAssignmenthelp.com

Question: Talk about the Driver conduct and the mishap research. Answer: Presentation This paper shows the effect of variance in Australian dollar on the Australian retail associations. Each cash occasionally encounters variances because of a few outer variables. At the point when the money slides its worth, it makes a negative effect on the retail business. The retail organizations are compelled to raise their retail value which brings about poor customer conclusions (Campbell, 2013). It is watched thatAustralia advertise is recuperated after the 2008 money related emergency. The money variance rate can be characterized as the slight increment or abatement in cash when contrasted with the US Dollar. It additionally talks about the job of the conversion standard and its immediate effect on the countries exchange level. Moreover, the swapping scale impact the ROI. This report will likewise consider various elements that impact the Australian dollar when contrasted with the US dollar. Exploration issue In the current business situation, it is broke down that the change in the Australian dollar swapping scale has expanded the hazard on the specific business. The estimation of Australian dollar has been expanding and diminishing with the US dollar. Subsequently, the association was expected to deal with the conversion scale change issue due to adequately working the business and getting higher benefit (Reboredo, et al., 2014). Foundation In the current business situation, the Australian retail associations confronted numerous issues by variances in the Australian dollar conversion standard. Because of high rivalry in the Australian retail industry, association can't impact countless purchasers and hold them in long haul. Besides, request and needs of clients have direct effect on the budgetary exhibition and market acknowledgment. Australian association utilizes diverse strategy and system when contrasted with a retail association of another nation in light of the fact that every nation has their distinctive approach (Ferraro, et al., 2015). Recorded Background The above chart shows the normal estimation of Woolworths throughout the years. Despite the fact that the estimation of the organization has declined, it has diminished throughout the years. Financial Background The above diagram shows that in the Australian market, the organization has greatest piece of the pie. It has the biggest offer which is more than Coles, its greatest rivals and other outside retailers. Social Background The above chart shows the social commitment of Woolworths in South Africa. The organization has second greatest market in South Africa after Australia. The diagram shows the commitment of the organization in 2009, 2010 and 2011 in South African market. The figures are appeared in South African Rand. The association needs to improve their comprehension in regards to the effect of Australian dollar swapping scale fluctuation.Consequently, it underpins Australian retail association tooperate their business in the Australian. The conversion scale pulls in the business procedure of Australian retail association and produces the issue to make a one of a kind picture in the commercial center. In the current time frame, it is likewise tended to that the Australian retail association faces numerous issues to viably run their businessand achieve their predetermined goal.Hence,Woolworths restricted has expected to build up their insight about the effect of Australia conversion standard vacillation when contrasted with the US dollar on the retail association as it will be effectiveto get higher serious advantages. Also, organization canalso be skilled toattract countless buyers in less time and cost as it could improve their money related execution (Chkili and Nguyen, 2014). Besides, an enormous number of retail organizationshavegained their insight about the Australian conversion scale impact overlooking higher benefit. It will likewise aidan association to improve their mindfulness about new innovations for successfully manage Australian conversion scale variance issues as it will bolster the worker to meet their predefined task inspecified cost and time.The change in Australian trade ratewill additionally impact the interest and offer of item and administrations in the commercial center. In this manner, theorganization will utilize promoting methodologies to deal with the swapping scale change and work their business viably (Gyntelberg, et al., 2014). Through this, an association will be capableto improve their current circumstance of thefirm. In addition, an association will likewise have the option to build up their interior capacities to successfully deal with the emergency circumstance and improve the degree of serious advantage. Close to this, it could likewise be inspected that dollar conversion scale is critical in the business subsequently numerous specialists have finished their exploration concentrate on the job of dollar swapping scale in business. Notwithstanding, there is absence of examination on the effect of Australian conversion scale vacillation when contrasted with the US dollar with regards to retail association. Consequently, scientist has chosen to finish their examination on flow research predicament. Further, it is likewise discovered that there are numerous causes that propelled the specialist to pick this examination issue like thesignificance of the exploration, asset availability,and research inspiration. It would likewise empower the examiner to get the subject information in less expense and time. This exploration studywill help the researcherand peruser to improve their comprehension towards the Australian swapping scale change when contrasted with the US dollar (Chen and Juvenal 2016). Moral Consideration In the exploration, idea of morals is related with the finished up each assignment of examination in a substantial and moral manner by thinking about the standards and guideline of college and privacy of members. It underpins specialist to direct reasonable conduct for finishing their exploration and get avalid result. In this paper, the specialist will confront moral issues in thecontext of copyright acts infringement, counterfeiting, and control of information (Jayasinghe, and Tsui2014). These issues will be moderated by the specialist by utilizing suitable references and reference of theactual creator. Alongside this, for disposing of comparability from the report, an analyst will utilize the specific language to assess the gathered data. What's more, the scientist will likewise take aprior appointmentwith the picked applicants so as to collectinformation incontext of exploration predicament. From this, the analyst will be able to pool the genuine data from the applicants. It will likewise encourage the specialist to keep the legitimacy and unwavering quality of information. Close to this, an analyst will likewise make secure the individual information of members at the hour of examination. It will help the analyst to make arobust relationship with the applicants (Brahmasrene, et al., 2014).Researcher should concentrate on some various elements at the hour of directing their exploration, for example, genuine, solid, straightforward, objective, and non-one-sided as it could be viable to acquire the moral outcome. Writing Review In the viewpoint of Comarda (2017), the vacillations in the cash rate significantly affects the exchange and trade of an industry. The extravagance marks additionally have a huge effect because of the movements in the conversion standard. The greater part of the organizations in various segment use the choice of moving creation as a reaction to the vacillations in the retail business. Be that as it may, the retail or the assembling business is local; subsequently, the instability in the money can strongly affect the style organizations. The variances in the cash additionally shapingly affect the sourcing choice. It brings about the correction or the surrender of the exchange understanding, keeping up the security chance, accessibility of laborers, innovation move, and shopper desires. Every one of these elements work in arrangement making a general more grounded sway on the exchange and the business. According to the report of Euro Investor (2012), the continually changing cash rates strongly affect the benefits of the association. The business associations which have abroad branches or which exchange universally are impacted by the progressions on the variance in the worldwide cash. The Euro Investor report of 2012 has additionally expressed on the off chance that the size of the business association is enormous, at that point it can have solid effect on the benefits and the misfortunes of the organization. There are a few dangers which are should have been assessed when the business are working at a global level. In any case, there are a few methodologies which can be utilized to balance the money introduction of the business endeavors. The least complex technique, which is famously utilized by the little and medium associations similarly. It is the best strategy, if the organizations are don't consider that they are at a high hazard from the vacillations in the swapping scale. Another way to deal with control the effect of the cash on the business association is to support against the hazard presentation. Subordinates is a typical technique which can restrict the introduction to the instability. Despite the fact that it is a muddled strategy, it can diminish t he effect on the hazard. The organizations can likewise deal with the presentation to the money by changing their strategic policies. The business can likewise set up provisions to decrease the presentation to the hazard. McKinnon and Schnabl (2014) assessed that universal and residential financial specialists are influenced by Australian dollar vacillation. It can in a roundabout way influences the organizations in the retail business. Theory identified with degrading can defer in getting assets to financial specialists Australia. In any case, the benefits could be less expensive. Alongside this, worldwide and local speculators center that change in Australian conversion standard speaks to the expansion in the danger of interest in Australia. Worldwide investors are exceptionally convinced from the vacillation of the conversion scale in the Australian dollar when contrasted with US dollar

Dance With The Devil Essay

Hit the dance floor with The Devil Essay Hit the dance floor with The Devil Essay Hit the dance floor with the fallen angel A little youngster named William†¦. A little youngster named William was attempting his best to make a million. His poor old mother was working 12hour movements to keep them two alive. In the interim William was setting off for college and was concentrating hard. William and his poor mama lived in a ghetto focal of New York. William felt frustrated about his mom, buckling down, and was giving his best to help her a shot monetarily. Tragically he couldn’t find a new line of work. He has made some new companions in school which has enormously affected his life. Inside two months of considering he has started to build up an appalling mentality, disturbing conduct and nauseating language. William consistently pondered where his mates got their new garments from. Where do they get their cash from †he knew his friends’ guardians were not rich enough to get them this. At some point, his companion Tom requested that he take a little envelope and take it to the area on the envolope. Before he said yes he aske d his companion what is in the envelope. His companion clarified there were a few medications in there which should have been conveyed. In the event that he helped him out his companion would assist him with bringing in some cash. After only a month William was taking in substantial income. He figured out how to treat himself and help his poor mother monetarily; his mom pondered where he was getting all the cash from †he generally overlooked that question. Following a couple of long stretches of William doing so well he needed increasingly, to an ever increasing extent. A short time later William gets acquainted with a couple of posse individuals by Tom. Pack individuals didn't know about William, they needed him to demonstrate how wanton he was †they needed him to demonstrate that he was as hard as a bicep. They revealed to him he would need to execute somebody †where it counts inside William was apprehensive yet answered with certainty â€Å"give me that firearm and show me the target†. A couple days’ later two pack individuals take William for a drive and they wind up smoking medications and savoring liquor a vehicle. Around 12 PM they see a woman strolling into a square of pads , so they gradually follow her. William felt extremely chilly, he got extremely anxious. They put a pack over her head and took her onto the rooftop and ambushed her †one of the posse individuals pulled out a firearm and gave it over to William. They disclosed to him she was an observer and she needed to pass on. They put the pack over her head. William was paralyzed. The lady before him was his mum. William felt very stunned, irritated and blameworthy. He hopped off the rooftop. Never hit the dance floor with the villain on the grounds that the hit the dance floor with the fallen angel may keep going forever. This film is so imperative to me since it majorly affected my life. From this film I have discovered that cash isn’t everything. Cash can’t purchase satisfaction, and cash can crush individuals. Medications? They are loaded with issues, they are brimming with inconvenience, and they are loaded with

The Working Conditions of Psychologists

The Working Conditions of Psychologists Student Resources Careers Print The Working Conditions of Psychologists By Kendra Cherry facebook twitter Kendra Cherry, MS, is an author, educational consultant, and speaker focused on helping students learn about psychology. Learn about our editorial policy Kendra Cherry Updated on February 14, 2020 Markus Haefke / Getty Images More in Student Resources Careers APA Style and Writing Study Guides and Tips If youve ever considered becoming a psychologist, then youve probably wondered a little bit about what the working conditions might be like. As with many other professions, a psychologists specialty area and workplace are the major determinants of the working conditions. For example, a forensic psychologist might spend his or her day working in courthouses, police stations or criminal detention centers. A clinical psychologist, on the other hand, might spend his or her day working in a hospital or other mental health setting. Employment Settings Psychologists, especially clinical and counseling psychologists, often work in private practice. This means that they have their own offices and are able to establish their own work schedule. It is important to note that many psychologists who run their own businesses frequently work evening and weekend hours in order to accommodate the schedules of their clients. The U.S. Bureau of Labor reports that nearly one-third of all psychologists were self-employed.?? Some psychologists work shift schedules, including those employed in hospitals, nursing homes, retirement centers, and other healthcare facilities. This often includes working night shifts and weekends. Psychologists employed in academic settings, government or business settings generally have a more predictable schedule that follows normal daytime hours. However, those teaching at the university level may also have to teach courses during evenings or weekends. Psychologists employed by colleges and universities often spend time teaching classes and conducting research, but they may also be required to perform administrative duties. It is also not uncommon for psychologists to work in more than one setting. A clinical psychologist might see clients at a private practice or mental health clinic and also teach courses at a local university. An industrial-organizational psychologist may spend time observing behavior in the workplace and conducting research in an experimental lab. Collaborations With Other Professionals A psychologists working conditions can also depend on whether or not the individuals work in a research-oriented career or a more applied profession. Those who conduct research may spend time interacting with study participants, but a great deal of time will also be spent designing studies, analyzing results and preparing research reports. Those who work in more applied professions will likely spend more one-on-one time with clients. Working conditions can be stressful at times, particularly when dealing with clients who are emotional, angry or noncommunicative. Finding ways to deal with such stress and combat job burnout can be important for many professionals.?? According to the Occupational Outlook Handbook published by the U.S. Department of Labor, psychologists today often work in collaboration with other professionals.?? They may consult with other psychologists, physicians, psychiatrists, physical therapists, and other professions as part of a mental health treatment team. The handbook also states that psychologists frequently deal with work pressures including schedules, deadlines, and overtime. Difficult clients, emotionally charged situations and other stressful situations are also common.?

Etruscan Art - Stylistic Innovations in Ancient Italy

The Right For Co Adoption - 1515 Words

Society has changed to fit the â€Å"norms† of its time throughout America. Some groups are still fighting every day to try and fit the norm. Legalizing same-sex adoption is moral because it would help complete a family for a child who doesn t have one and for a couple that wants one of their own. Morality is defined as what is good and bad in who we are as humans. The right for co-adoption has prolonged throughout the years and there have been milestones which changed the course of history for the LGBT community. In 1973 was the first known opinion in a Colorado court involving a transgender parent to have a child’s custody. A homosexual couple in California became the first throughout the country to jointly adopt a child in the year 1979.†¦show more content†¦There are many celebrities who I consider to be heroes due to the sole fact that they have gone through their own tough times and stand up for what they believe. One of these people is Denis O’Har e who is commonly known for his acting in the FX show American Horror Story where he has the one of the main roles as a transgender woman. It took O’Hare 4 years for he and his partner to adopt which is common for a foster couple but harder for a same-sex couple. â€Å" We saw the inside of many courtrooms and had our hearts broken on at least 2 occasions but in the end, the world finally legally recognized what Hugo and I had known since April 18, 2011 when he arrived at our house: that Declan was our son and that we were his parents.† Another person who has faced a difficult predicament is Neil Patrick Harris who is commonly known for his role as Barney Stinson in the comedic show How I Met Your Mother. Harris and his spouse David Burtka became parents to twins in 2010 through surrogacy. One of the main problems he and his partner faced were the roles they will provide for their children, such as who would stay home and raise the children and who would go out to mak e the money. Burke mentions that in most scenarios they are similar to a heterosexual couple with kids, but also their family is â€Å"uniquely shaped†. These two demonstrate the virtue of unity due to living in

Communication Gap Among the Generations Free Essays

string(30) " confusion among the members\." Executive Summary: This report is an analysis of the different communication styles among Baby boomers, Generation X, and Generation Y/Millenials. The report discusses the different mindsets, values, and goals among the different generations. The differences above make it hard for organizations to place emphasis on the real issue; the communication gap among the different generations due to different communication styles. We will write a custom essay sample on Communication Gap Among the Generations or any similar topic only for you Order Now The report recommends ways for organizations to integrate the different communication styles to create a more driven, cohesive, and successful organization. The research enforces the fact of the differences in communication styles among different generations causes a communication gap in organizations, making organizations less effective. The research further reveals the gap in communication amongst the different generations makes it difficult to manage Baby boomers, Generation X, and Generation Y/Millenials. The research shows that bridging the communication gap will decrease misunderstandings and motivate the different generations to be more interdependent and team oriented. Finally, the research reveals integration of the different communication styles among the generations will create effective and successful organizations. According to the research communication is the most intricate part of any successful business relationship. There is a 20 year gap between each generation. Organizations’ inability to bridge the 20 year gap will be a cost factor, make organizations less efficient, and dismiss interdependency amongst the different generations. It is recommended: Organizations need to ensure the employees’ goals are aligned with the organizational goals * Ongoing training and workshops to ensure all employees are knowledgeable of the organization’s product Closing the Communication Gap Communication is the most intricate element of any type of relationship; whether business or personal. In corporate America the different styles of communication among Baby-boomers, Generation X, and Generation Y has caused a communication gap in to day’s organizations. Integrating the different communication styles across generations will improve the effectiveness of communication in organizations, bridging the communication gap to create a more driven, cohesive, and successful organization. The communication gap among the different generations has made communicating difficult for individuals to work effectively and efficiently. The lack of attention organizations give the communication gap among generations makes organizations less capable of reaching their organizational goals. From my experience when communicating with Baby Boomers I receive pushback, Generation X is more receptive, and Generation Y/Millennial will receive the message, yet look for an incentive. Many organizations are unable to attract motivated or driven employees due to unsuccessful attempts to integrate the different communication styles among the different generations. For example, the wages, benefits and incentives offered to the different generations differ due to the time each group entered the workplace. The younger generations are not attracted to organizations who are not trying to bridge the gap of communication among the different generations. The younger generations aren’t attracted to businesses that aren’t trying to bridge the gap because they know that there are thousands of other businesses that are up to date with the current technology. Example, Verizon and Apple give their employees devices to help with training. By doing so, employees will have more of a hand on training, versus reading multiple books on the device(s). Baby boomers and Generation X make up the largest part of the workforce, because Baby boomers were born in a rich economic era filled with job opportunities and stable their work ethics and moral are stronger than those of Generation X and Generation Y/Millennial. Baby boomers are more self absorbed, and individualized. Baby boomers are not fans of teams and have to be trained to work in a team environment. Baby boomers prefer a directive leadership style approach. They want to know exactly what to do, how to do it, and when to do it. Generation X is more innovative, team oriented, and self sufficient. This generation will research an issue and make a decision based upon their knowledge and good judgment; they are entrepreneurs. Generation Y/Millennial brings back to the workforce a strong sense of self worth. They welcome feedback because it helps advance their career to the next level. Generation Y/Millennial communicates openly and is always looking for ways to improve the work process. Baby boomers live to work, Generation X work to live, and Generation Y/Millennial work to satisfy personal goals; the different work characteristics and birth eras makes organizational communication difficult. Baby boomers do not trust authority therefore they avoid communication with superiors; Generation X has an informal approach to superiors they are not afraid to voice their opinions or refutes, and Generation Y/ Millennial communicate openly. The different styles of communication among the three generations cause different perspectives, thoughts and problem solving methods to arise when organizations are trying to complete a task. Organizations bridging the communication gap among the generations will enhance the values and knowledge of their employees. By doing so, this motivates them to align their personal goals with the goals of the organization, which contributes success of the organization. The different views on communication causes the generation to take focus off of the goals the organization is trying to achieve and put more focus on how the company is communicating the goal. Once organizations find a way to integrate the communication styles of the different generations the organization will be able to motivate their employees to be more driven towards achieving the goals of the organization. If employees feel they are not receiving the information they need to fulfill the role of their position. Organizations have to find a way to get Baby boomers onboard with electronic communications. Most Baby boomers shy away from text message, email, social media and other electronic communications. Generation X and Generation Y/Millennial prefer the electronic communication; concise and saves time. Organizations do not consider the communication gap when considering the elements that are causing the organization to fail. Organizations do not realize ineffective communication among the different generations affects the quality of the teams and causing confusion among the members. You read "Communication Gap Among the Generations" in category "Essay examples" Baby boomers are workaholics, while Generation X and Generation Y/Millennial do what is required and go home. Baby boomers will stay until the project is complete; Generation X and Generation Y will leave the work for the next day. Organizations have to learn how to deal with the differences among the generations to improve the drive of the members. To get everyone to focus more on bringing the different generations together, organizations have to stop categorizing people into groups based on their birth era. Organizations need to understand employees who are more driven will produce more high quality work. To put the drive in employees organizations have to know what motivates all their employees and how it affects them personally. Organizations have to close the communication gap among the difference generations to effectively deliver feedback and receive feedback from employees. To create team cohesiveness, organizations must bridge the communication gap so the different generations will be interdependent on one another. The generation gap eliminates team cohesiveness because some team members are unable to effectively express themselves or are to self absorbed to ask for understanding of a problem. The different styles of communication among the generations can cause individuals to be stubborn towards change, while others welcome change and see change as an opportunity for growth. Bridging the communication gap will prevent manipulation of the organizational system for self gain and put more focus on developing the team. An organization must have great communication skills to be successful. Organizations must be willing to put forth the extra effort to successfully communicate among the different generations. Organizations have been unsuccessful in many ventures due to lack of loyalty, lack of productivity, and lack of respect caused by the gap in communication. The gap in communication has caused organizations to downsize and lose customers. Organizations have to give individuals the cause and effect of successfully integrating the different communication styles. The organization has to let the employees know how the integration of communication styles can be a benefit for them. Due to the birth era different generations are comfortable communicating face to face versus using an electronic source. Organizations have to respect the difference in the styles of communicating and create a work environment where people aren’t afraid to voice their opinions to make the organization successful. Organizations inability to accommodate different communication styles and promote open communication has caused them to be unsuccessful Organizations have experienced cost issues due to the communication. The cost associated with resolving the communication gap is minimal. Changing the way things are viewed is a key component to organizations being successful. Promoting organizational communication among the different generations will assist organizations with successfully integrating the different communication styles. The organization has to be more aware and put them in a position to apply the strengths of each generation. Once organizations understand the different styles of communication the gap will begin to close. Organizations have to do their research to understand the communication styles of the different generations. Organizations will need to establish a relationship among the generations to integrate the different communication styles, increase employee drive and be more successful. In order to save highly efficient employees, organizations will need to take more time to construct plans to integrate the different communication styles. Today Corporate American employs various generations across different departments. The mixture of Baby Boomers, Generation X, and Generation Y has caused conflicts with communication due to misunderstanding. Implementing a plan or strategy that will capture the key values and personality of each generation is a way to avoid challenges due to the communication gap among the different generations. The different communication styles of the generations is more difficult to understand or respect the difference among the generations. In 2011, Hahn stated understanding generational differences can be a source of creative strength and an opportunity or a source of stifling stress and conflict (p. 20). Communication is the most intricate element of any type of relationship whether business or personal. In corporate America the different styles of communication among Baby Boomers, Generation X, and Generation Y causes a communication gap in today’s organizations. Integrating the different communication styles across generations will improve the effectiveness of commun ication in organizations, bridging the communication gap to create a more drive, cohesive, and successful organization. Management would really need to step it up when it comes to managing multiple generations. The different generations will be able to gain a better understanding of the values, work characteristics, and customs of each other’s generation if organizations are able to bridge the communication gap. Bridging the communication gap will decrease misinterpretation of information at meetings and will create a more driven organization. According to the article â€Å"Managing Multiple Generations,† familiarization with the characteristics and core values of each generation will help organizations to better understand the differences in the communication style of the generations and lead to improved team work (Hahn, 2011, p. 20). Once corporations gain an understanding of the differences in communication style among the generations and begin to implement work processes bridging the communication gap they will be able to attract and retain quality employees. According to the article, â€Å"Managing Multiple Generations,† the outcome of bridging the communication ga p among the different generations will decrease workplace stress and tension creates a stronger more driven organization (Hahn, 2011, p. 120). Remember that your research has to be tied to your specific problem. Baby boomers make up most of corporate America, are very loyal and are very serious about their careers or job duties. According to the article, â€Å"Managing Multiple Generations,† this population grew up in a time of economic prosperity (Hahn, 2011, p. 120). Baby boomers are now being managed by people who are the ages of their children. For example, I have a friend and her manager is 15 years younger than she is. When her manager instructs her to do a task she hesitates due to the age gap and the difference in communication style. She reacts this way because she feels the younger generation does not take the time to weigh the pros and cons of a situation, they go with what is good for right now, which isn’t good for the organization. By being a Baby Boomer, she’s resistant to change and feel as if a thirty year old is experienced enough to be a manager. She enjoys working independently and defines herself through her work title. Today many corporations gravitate to team environments; Baby boomers are unfavorable to team environments. Baby boomers have strong work ethics and measure work with self worth and fulfillment. Baby boomers are the group that arrives early to work and views overtime as a moral obligations (Hahn, 2011, p. 120 Organizations identifying the different communication style among the generations help them use the correct tools and sources to effectively communicate with their employees. Once an organization implements an effective communication style accepted by Baby boomers, Generation X, and Generation Y/Millennial have overcome the obstacle that has caused many organizations to lack cohesiveness and the communication gap due to ifferent generations in the workplace. Organizations are more successful when they effectively integrate the different communication styles across generations. Without great communication skills an organization will fail. According to Gibson, Greenwood, and Murphy (2010) organizations have effectively integrated the different communication styles among the different generations when they are able to identify the unique characteristics and values of each generation (p. 40). Once the unique characteristics and values are indentified, the organization creates processes that manage and reconcile the differences in the communication styles among Baby boomers, Generation X, and Generation Y/Millennial (Gibson, Greenwood ; Murphy, 2010, p. 42). I have noticed in my workplace how management has implemented different ways to bridge the communication gap among Baby boomers, Generation X, and Generation Y/Millennial. For example, they will send out an email advising they are having refresher courses on the different electronic communication applications. Sending out a mass email to everyone in the organizations does not stereotype a particular group; it allows anyone the opportunity to attend a training class to become more familiar with the different media applications. According to Gibson, Greenwood, and Murphy (2010) by doing the refresher trainings organizations are able to reconcile the different styles of communications among the different generations, and understand the strengths of each generation (p. 42). The refresher courses also prevent generational exclusivity (Gibson, Greenwood ; Murphy, 2010, p. 43). Once the company effectively integrates the different communication styles among the different generations, they’ll be able to send the right message to the right channel to each generation; therefore, creating a more successful organization. Effective communication is the key in any successful relationship; an organization, just like a marriage, will fail if there’s a gap in communication. According to Gibson, Greenwood ; Murphy (2010) understanding and accommodating value differences, organizations can effectively close the communication gap among the different generations and eliminate the barriers to attaining a successful organization (p. 43. ) The ultimate question is, what would we need to do in order to bridge the gap? According to all the data and research, an organization would need to make sure the employee’s goals and way of thinking is in line with the company’s organizational goals. The company should also conduct workshops to help the employees bring efficiency to the organization. Motivation and incentives also play a big part in generation gaps. An example would be, some generations would be motivated by higher salaries and/or bonuses, while other generations would be motivated by recognitions/awards. Another factor would be, technology. As I stated earlier in the paper, Verizon and Apple gives more of a hands on training, rather than administering paper manuals/test. Technology is the key in this age, and technology will make or break a company’s success. The younger generation IM (instant message), send text, and/or emails as their source of communication (indirect). On the other hand, the older generations would choose more of a direct source of communication. With the job markets changing, the demands for all generations are needed. The key would be to balance the generations to utilize all the advantages. References: Bailey, A. , ; Ngwenyama, O. (2010). Bridging the Generation Gap in ICT Use: Interrogating Identity, Technology and Interactions in Community Telecenters. Information Technology For Development, 16(1), 62-82. oi:10. 1080/02681100903566156 Hahn, J. A. (2011). Managing Multiple Generations: Scenarios From the Workplace. Nursing Forum, 46(3), 119- 127. doi: 10. 1111/j. 1744-6198. 2011. 00223. x Murphy Jr. , E. F. , Gibson, J. , ; Greenwood, R. A. (2010). Analyzing Generational Values Among Managers and Non-Managers for Sustainable Organizational Effectiveness. SAM Advanced Management Journal (07497075), 75(1), 33-55. Och s, L. , ; Adams, R. (2009). Generational stereotyping and group communication. Radiation Therapist, 18(2), 155-158. How to cite Communication Gap Among the Generations, Essay examples

Innovation Diffusion and new Product Growth Models

Questions: Task 1 1. Discontinuity vs. disruption? 2. Positioning to inform the marketing manager? Task 2 a) Schumpeterian view of sources of economic growth? b) Creative destruction and new product management? Task 3 a) Cognitive-Affective-Conative structure of an attitude? b) High and Low involvement of attitude development? Answers: Task 1 1. Discontinuity vs. disruption In most of the marketing strategy the dominant factor remains the production of services that are mainly sophisticated that helps in satisfying most of the customers round the world. Disruptive innovation is the creation of value network and the creation of new market. The thoughts of the innovation have been defined by Clayton Christensen. The major issue or work of disruptive innovation includes the disruption of the existing market. The products and the services are manufactured keeping in mind most of these aspects. The examples are personal computer, cell phones (Peres, Muller Mahajan, 2010). The highest prices are paid by the customers with the inclusion of such sophisticated and high end implementation of the technology. The major elements of disruptive innovation include the following: Sophisticated technology that is simplified for the customers Low cost and innovative business model Value network that is economically coherent All the above elements are related to the regulations that are standardised and facilitate innovation and change. On the contrary continuous, Dynamically Continuous, and Discontinuous Innovations include the following. Continuous The innovations that are continuous like the electronic gadgets are the ones that are part of the continuous innovation. However, the difference with disruptive innovation is the absence of learning curve in continuous innovation. This could be electric kettle or induction oven. Dynamically Continuous innovation- Behavior pattern is the most important aspect that is part of the dynamically continuous innovation. Apart from this the influence and the usage of the innovation is the most important part (Hall, Daneke Lenox, 2010). This is not the case in disruptive innovation. Behaviour is analyzed along with sophistication in disruptive innovation. This could be the move from the use of walkman to new age CD player. Discontinuous Innovations- This is the innovative process that is required in revising an old problem with newer ways. In case of disruptive innovation the innovation is made sophisticated right from the initial stage. This is not the case in case of discontinuous innovation. The major example in this filed could be inkjet printers by different companies. 2. Positioning to inform the marketing manager In case of marketing the information relating to disruptive innovation is received through the method of survey. The key sophistication and the need of the company are understood by the manger with respect to innovation and sophistication. The manger can study the market and can come out with the simplified technology that includes high cost technology. Managers make use of demand of the customers, through different surveys to know about value network in the area of disruptive innovation. In case of continuous innovation the marketing manger understands the complaints and accordingly improves the older model. This is as per the new requirement in the market with respect to demand like is cars. Dynamically continuous innovation is the simple design that may be space saving ideas like in toilets. The major understanding of the manager in the area is to implement simple ideas with innovative requirement. Discontinuous innovation is the one that requires new experience like in microwave oven (Agapito et al. 2013). The idea that is grabbed by the manger in the market is used to inform the high level officials for understanding. However, the major challenge is the positioning of the product through marketing. Task 2 a) Schumpeterian view of sources of economic growth Creative destruction is the continuous process of innovation and that replaces the older ones. This has been termed by Joseph Schumpeter in the year 1959. The sources of economic growth as have been defined by Schumpeter with the following: Production process The analysis of the economy through Dynamic analysis Growth trends The end of capitalism through demise The entrepreneurship theory of Schumpeter has been effective in dealing with the theory of economics that has been proposed by him. This can be the base of understanding the theory with the help of gold monetary standard. This is more important than that of flat monetary standard. He opined to the fact that automatic gold currency s dependent on free trade and laissez faire economy. b) Creative destruction and new product management The major idea that is presented by the creative destruction includes the fact of changing the production units that are part of the innovation process. This leads to the development of new products based on the change that is to be incorporated (Han, Kim Kim, 2011). The essential fact of capitalism is to be analysed with the help of creative destruction (Figueiredo and Margaret, 2003). The new products manufactured helps in getting the older system replaced with the perfect implementation of creativity (Johngaynardcreativity.blogspot.in 2015). Task 3 a) Cognitive-Affective-Conative structure of an attitude Most of the customers have the essential buying attitude that can be described with the help of the following attitudes: Cognitive- These are the generalized ideas that is used by the customers in buying the items. They might have the stereotypes relating to a brand or particular product (Whan et al. 2010). Affective- The feelings of the emotions that are attached to the buying of the products is the basic analysis in this case. The emotions of the teenagers may be different from the customers who are aged. Conative The behavioural component in the most important thing in the present scenario. The customers have the drive that they implement in case of buying the product. This is the major understanding of the behaviours that individuals act in a certain perspective. b) High and Low involvement of attitude development In case of the attitude development of the customers it is important to deal with involvement. In the current research this analysis in effective. In the high levels of involvement there is more attention that is placed along with the advanced understanding of the demands (Petty, Brinol, 2010). Higher levels of the consumptions of the evaluation are the major issue. In the low level is less attention along with the basic understanding of the needs. In case of lower involvement most of the consumption evaluation is lower. This is the basic difference that makes use of the issues along with the understanding of the involvement of the attitude. Reference list Petty, R. E., Brinol, P. (2010). Attitude change.Advanced social psychology: The state of the science, 217-259. Whan Park, C., MacInnis, D. J., Priester, J., Eisingerich, A. B., Iacobucci, D. (2010). Brand attachment and brand attitude strength: Conceptual and empirical differentiation of two critical brand equity drivers.Journal of Marketing,74(6), 1-17. Han, H., Kim, Y., Kim, E. K. (2011). Cognitive, affective, conative, and action loyalty: Testing the impact of inertia.International Journal of Hospitality Management,30(4), 1008-1019. Agapito, D., Oom do Valle, P., da Costa Mendes, J. (2013). The cognitive-affective-conative model of destination image: A confirmatory analysis.Journal of Travel Tourism Marketing,30(5), 471-481. Peres, R., Muller, E., Mahajan, V. (2010). Innovation diffusion and new product growth models: A critical review and research directions.International Journal of Research in Marketing,27(2), 91-106. Hall, J. K., Daneke, G. A., Lenox, M. J. (2010). Sustainable development and entrepreneurship: Past contributions and future directions.Journal of Business Venturing,25(5), 439-448. Figueiredo, de M. John and Margaret, Kyle K. (2003). Surviving the Gales of Creative Destruction: The Determinants of Product Turnover: journal of The Determinants of Product Turnover, 2-4. Johngaynardcreativity.blogspot.in (2015) Johngaynardcreativity.blogspot.in. 'Creativity, Innovation, KM, Internet Freedom And French Management: Creative Destruction And Innovation In The News Industry'. https://johngaynardcreativity.blogspot.in//2009/01/christian-science-monitor-is-to.html2015. 13 July 2015.

Unit G Psychology free essay sample

Glucose is: A. the hormone produced by fat cells that signals the hypothalamus, regulating hunger and eating behavior. B. the neurotransmitter that promotes satiation and produces feelings of fullness as you eat. C. also called the hunger hormone because its presence in the lining of the stomach strongly stimulates appetite. *D. also called blood sugar and is the primary source of energy in your body. 2. Which of the following is NOT a valid criticism of Maslows theory of motivation? A. Maslows initial studies on self-actualization were based on limited samples and often relied on the life stories of acquaintances, and biographies and autobiographies of historical figures he selected. B. The concept of self-actualization is vague and almost impossible to define in such a way that it could be empirically measured or tested. C. Despite the claim that that self-actualization is an inborn motivational goal, most people do not experience or achieve self-actualization. We will write a custom essay sample on Unit G Psychology or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page * D. Because of Maslows influence, psychology was encouraged to focus on the motivation and development of psychologically healthy people. 3. Psychologists define the term _____ as a complex psychological state that involves subjective experience, a physiological response, and a behavioral or expressive response. A. motivation *B. emotion C. self-efficacy D. anthropomorphism 4. Which of the following lists the correct sequence of sleep stages during the first 90 minutes of sleep? * A. stage 1 NREM, stage 2 NREM, stage 3 NREM, stage 4 NREM, REM sleep B. REM sleep, stage 4 NREM, stage 3 NREM, stage 2 NREM, stage 1 NREM C. stage 1 REM, stage 2 REM, stage 3 REM, stage 4 REM, NREM D. wakefulness, drowsiness, dreaming, deep sleep, paradoxical sleep 5. Sleep restriction studies have shown that: A. research participants adapted to the four-hour-per-night sleep schedule by the end of the first week and showed no cognitive or physical impairments over the course of the experiments. B. there were some beneficial effects in terms of memory consolidation, reaction time, and immune system functioning. * C. mmune system functioning, concentration, vigilance, reaction time, memory skills, and ability to gauge risk were all diminished. D. there is no evidence to support the notion that REM and NREM sleep deprivation result in REM and NREM rebound effects. 6. Sleepwalking and sleep terrors are _______ that tend to occur in _______. *A. parasomnias; stages 3 and 4 NREM sleep B. parasomnias; REM sleep C. dyssomnias; stages 1 and 2 NREM sleep D. dyssom nias; REM sleep 7. Which of the following is an example of a parasomnia? A. insomnia B. narcolepsy C. obstructive sleep apnea *D. leep-related eating disorder (SRED) 8. Scientists found that diminished levels of a special class of neurotransmitter called hypocretins, which are produced by neurons in the hypothalamus, have been implicated in a sleep disorder called _______. * A. narcolepsy B. obstructive sleep apnea C. sexsomnia D. somnambulism 9. Heroin, cocaine, amphetamines, alcohol, and nicotine are all addictive drugs that increase levels of which neurotransmitter in the brain? A. serotonin B. melatonin C. norepinephrine * D. dopamine 10. Caffeine: * A. is the most widely used psychoactive drug in the world. B. gets its stimulant effect by promoting the release of adenosine in the brians prefrontal cortex. C. gets its stimulant effect by blocking the reuptake of dopamine, serotonin, and norepinephrine. D. is the most widely used non-physically addictive drug in the world. 11. Which of the following is a derivative of opium? A. mescaline B. Oxycontin C. psilocybin * D. codeine 12. According to _____ theories of motivation, behavior is motivated by the desire to reduce internal tension caused by unmet biological needs. A. incentive * B. drive C. humanistic D. instinct 13. According to the _____ theory of emotion, your subjective emotional experience is the direct result of physical changes in your body. *A. James-Lange B. cognitive-appraisal C. self-determination D. Schachter-Singer two-factor 14. Happiness, sadness, anger, fear, disgust, and surprise comprise the list that Paul Ekman calls: A. the facial code. B. facial movements. C. the primary code. * D. primary affects. 15. When people mask an emotion: A. it is impossible to detect their true emotion. *B. the true emotion flashes on their face before they compose their face. C. the true emotion can be read in their eyes. D. their facial muscles always twitch. 16. How do Psychoactive drugs work? -once in our bloodstream, psychoactive drugs influence our behavior by altering the functioning of the central nervous system in some way. 17. What is anger? What features does anger share with other emotions? Anger is an emotional state that varies in intensity from mild irritation to intense fury and rage, Like other emotions, it is accompanied by physiological and biological changes; when you get angry, your heart rate and blood pressure go up, as do the levels of your energy hormones, adrenaline, and noradrenaline. 8. Define dyssomnia- A general term used to describe any sleeping condition where a person has trouble either getting to sleep or staying asleep. 19. Define parasomnia- A category of sleep disorders in which abnormal events occur during sleep, such as sleepwalking or talking; due to inappropriately timed activation of physiological systems. 20. Define hypnosis- An artificially induced trance st ate resembling sleep, characterized by heightened susceptibility to suggestion.

C&C essays

C&C essays In public key cryptography, there are 2 keys. One is public and other is private. If something is encrypted using the public key, it can only be decrypted using the private key. Therefore, all e-commerce merchants publicize their public keys. They also securely maintain their private key. Private Key should never be revealed. Anyone who wants to contact the merchant encrypts his information using the merchants key and only the merchant can decrypt this information. Note that once encrypted, not even the customer can decrypt this since he does not know the private key. Please note that there is ONLY one pair of such keys. There is one private key (which we keep securely) and one public key which we distribute to anyone who wants to talk securely with us. In case of license keys, there is a slight difference. Here, xxx is initiating a transaction and information is flowing towards the customers (in the form of license key). Since we do not want to distribute our private key to customers, we will encrypt license key using our private key. The public key will be embedded in the product code. Using this public key, only xxx products will be capable of decrypting the licenses and using them. So, with this little background, we need to generate 2 keys (private and public) for xxx. The keys can be generated using OpenSSL as follows: openssl genrsa -out private.pem 248 This key contains both the public and private keys and to separate the public key we can use : openssl rsa -in private.pem -out public.pem -outform PEM pubout The public key can now be embedded in all xxx products (see example at the end of this document), and private key is securely maintained by us. Next step is to determine what information to use to generate a License for the paying customer. Again, this pair of public and private keys will be unique for business. For every license, the same private key will be used to encrypt the lic ...

Managed Care and Children with Chronic Illness Case Study - 1

Managed Care and Children with Chronic Illness - Case Study Example However, distinct criteria are utilized by managed care providers to distinct degrees of medical care requirements. The recent decades are marked by the attachment of great value to such groups by the states that are faced with high levels of medical needs with an intention of including the poor and the needy in the healthcare programs. Nevertheless, the provision of these services has been limited by certain factors, thus leading to the denial of these services to some children with chronic ailments despite their being needy. Nevertheless, managed care has a rationale of providing care services at reduced costs to the patients as well as treatment efficiency measures are of high levels (Perkin, Swift, and Newton 2007). The discussion in this paper is a case study to investigate and establish Managed care and children with chronic illness. The comprehension of this will be enhanced by the study of the scope of the managed care as well as the chronic illnesses that need the managed care. In addition, it is deemed crucial to establish the managed care providers as well as the rationale for such services when provided to patients. More crucial, an explanation will be provided for the criteria which children with chronic disease are covered or denied by managed care (HMO, MEDICAID). Managed care is a term utilized in the US in the description of a diversity of techniques that are put to use with the intention of decreasing the healthcare costs. They are also deemed as a rationale for the provision of benefits of health as well as the improvements of care quality provided by the practitioners. The systems in use are those that imply financing and delivering health care benefits and service to those that enrol. Hence, they are often referred to as healthcare concepts and techniques that are managed by a responsible body. The intentions for the steer towards the utilization of such programs are inclusive of the reduction of the healthcare care costs, some of which are deemed unnecessary via the use of, particularly viable mechanisms.     

Strategic Leadership in Criminal Justice Essay Example | Topics and Well Written Essays - 1500 words

Strategic Leadership in Criminal Justice - Essay Example So a dire need will be felt to promote the lower ranking officers to higher posts. Hence, the police department emphatically feels that the creation of a systematic procedure for appraising the lower ranking officers for promotion purposes will help assure the quality and reliability of the policing in the area. Though Larry is left with varied options regarding the designing of the new appraisal system, he is apprehensive in the sense that he does not want the new system to be unjust and biased towards the junior officers. At the same time, he intends the new system to be innovative and ingenious. Larry Homes has before him a possible choice of varied existing appraisal methods. These methods include: For years, the police department has resorted to this method for assessing the promotability of the junior officers. This appraisal method primarily relied on the ratings extended by an immediate supervisor regarding the subordinates under him or her (McConnell, 2005, p. 248). This appraisal method had its advantages in the sense that it assured apt cooperation between the supervisors and the subordinates (McConnell, 2005, p. 248). However, a majority of the junior officers in the police force are not satisfied with this appraisal method. They feel that the promotability of an employee needs to be measured by using predominantly subjective criteria (Kulik, 2004, p. 92). In that context, the junior officers are of the view that an appraisal method relying on the opinion of only a single supervisor is open to doubts pertaining to its reliability (Murphy, 1998, p. 148). Besides, giving too much reliance on this promotion method could have a debilitating impact on the moral of the police force.

Geert Hofstede vs Fons Trompenaars

Geert Hofstede vs Fons Trompenaars Introduction How do we market in different cultures? Although we have done many researches about the different cultures, marketing, which is as a discipline, has lagged behind other researches in recognizing the need for it. Before we have found the importance of marketing in different cultures, usually, the approach for marketing was too simple, and we often use the economic theory to explain facts and solve problems, however, international marketing and management is a kind of practical work, which is different from the economic research. Firstly, we always assume that tastes, preferences, and habits are transferable between different countries; secondly, it also implies that we can do the trade freely in different countries. In the end of 20th century, we began to lay more emphasis on the influence of cultural differences, and more research have been done about the cultural differences. Take wine as an example, even now wine has become a global product, it still takes the French at least ten t imes longer to chose the right vintage and grape combination than it does the Dutch, who tend to be more focused on price. If we ignore this kind of difference, wine producers cannot success in both countries. The researches about cultural differences of marketing are still a new field. The first serious book on the subject of the cultural aspects of marketing was written by Jean-Claude Usunier in 1997. In this book, he mainly compares the differences between cultural systems and refers that culture is also a factor affecting business, like other socio-political,. financial, ecological, and legal factors. However, Usunier does not resolve the dilemmas and offer practical solutions. Culture, based on our research at Trompenaars Hampden-Turner, is different from what describe in Usuniers theory, which is not simply a factor like most processes in the transactional environment. The factor of culture challenges the fundamental strategy of marketing, customer relations management, definition of product, price, advertisement and other business processes. In short, culture is all pervading. However, so far there are a few famous approaches to the whole subject of cultures and their classification and generalization, that can be employed in developing a truly transnational approach to marketing. The ones that we are going to discuss and compare further are those of Geert Hofstede and Fons Trompenaars. Geert Hofstede and Fons Trompenaars: biographies and theories Geert Hofstede He is a dutch psychologist and writer who was born in 1928. Hofstede was interested in the influence of culture on peoples behaviour. He was inspired by the Culturalism (a trend which dominated the American sociology from the 1930s to the 1950s). The culturalists qualify culture as the way of thinking, feeling and acting of a human group, which was acquired and transmitted by symbols and which represents its specific identity. (donner sources de la citation) Geert Hofstede explains the origins of the differences in behaviours, which can tend to problems. As we grow up and live in a multi-cultural world, we have to understand why people from different nations act differently. This question is very important in business when a company from a certain country has to deal with a company from another country, or even within a company which is composed by employees from different nations, we have to know how to act and communicate. Hofstede wrote several books: Cultures consequences (1984), Cultures and Organizations: Software of the mind (1992), co-authored by his son Gert Jan Hofstede. To explain and solve the problems engendered by people from different cultures living or working together, he included 5 factors of cultural differentiation: individualism/collectivism, masculinism/feminism, uncertainty avoidance, power distance and long term/short term orientation. According to Hofstede, these 5 criteria explain the disparities between the nations and the individuals. He applied his theories to all the countries in the world. Hofstede used his culture dimensions by examining work related values in employees of IBM during the 1970s. Fons Trompenaars Fons Trompenaars is a Dutch author in the field of cross-cultural communication. His books include: Seven Cultures of Capitalism (1993), Riding the Waves of Culture (1998), Building Cross-Cultural Competence (2000), 21 Leaders for the 21st Century (2001) and Innovating in a Global Crisis (2009). Trompenaars studied Economics at the Free University of Amsterdam and later earned a Ph.D. He experienced cultural differences first-hand at home, where he grew up speaking both French and Dutch, and then later at work with Shell in nine countries, where he worked for 7 years as the director of the Human resources. At this moment, he wrote The Multi-cultural company (1993) in which he explains his theories. According to him, international companies tend to standardize their management functioning because of globalisation, and impose this way of thinking to their subsidiaries. Problems in companies appear as they dont take care about the cultural differences of employees and certain ways of managing are not appropriate to certain cultures. He defines culture as the way a human group solve its problems. Taking the example of Geert Hofstede and modifying his theories, he invented with Charles Hampden-Turner the 7 dimensions of cultural differentiations: universalism/particularism, individualism/communitarianism, affective/neutral, specific/diffuse, achievement/ascription, sequential/synchronic, internal/external control. These are the 7 criteria of cultural differentiation which have an impact on the management trends. He shows how to manage complexity in a heterogeneous environment, which is a major challenge for todays international managers and corporate leaders as well as a critical component of long term success. He explains how to reconcile cultural differences, which will lead to competitive advantage. Trompenaars wrote The Seven Cultures of Capitalism in which he applies his methods to 7 countries (France, Germany, US, Japan, Netherlands, UK and Sweden). Hofstedes dimensions of culture It is often said that, deep inside, all people are the same. But they are not. Actually, everyone is very different from the others. For those who work in international business, it is sometimes very hard to adapt, because people can live in very different ways. Therefore, if you go abroad and make decisions based on how you usually operate in your own country, there are obvious chances you dont act properly. Geert Hofstedes researches permit us to understand easier other cultures, so we can be more effective when interacting with people all around the world. For example, in some coutries, à ¯Ã‚ ¿Ã‚ ½yesà ¯Ã‚ ¿Ã‚ ½ means à ¯Ã‚ ¿Ã‚ ½I hear youà ¯Ã‚ ¿Ã‚ ½ more than à ¯Ã‚ ¿Ã‚ ½I agreeà ¯Ã‚ ¿Ã‚ ½. Stereotyping can have intense negative effects, especially when managers make fewer attempts to involve those of other cultures. Hofstede led a study on the IBM employees, in more than 50 countries. Its goal was to identify the major differences in mental programming. This worldwide analysis made him realize that there were five fundamental differences between the societies, which he called five dimensions: Low vs. High Power Distance Index (PDI) This dimension measures the degree of equality, or inequality, between people of one society ; and how much the less influent members accept the hierarchy. The institutions or organizations where less powerful members accept power is distributed unequally will have a high PDI. This is also often indicating that the governments allowed inequalities to grow within the society (ex: Malaysia). Those countries will be more likely not to allow significant upward mobility of its citizens, because they accept autocratic and paternalistic relations. A low PDI indicates the society tends to reduce the differences between citizens power and wealth. In those cultures (ex: Austria, Denmark), people expect power relations that are more democratic. They relate to others regardless of formal positions, such as if they were consulting them. Subordinates are more comfortable with contributing to and criticizing the decisions of those who are hierarchically higher. Individualism vs. Collectivism (IDV) It focuses on how much people of a society define themselves apart from their group, and on how much the country emphasizes individual or collective achievements. A High Individualism ranking indicates that people are expected to develop and to be proud of their personalities and their choices. People often tend to form a higher number of looser relationships in those societies. A Low Individualism ranking typifies societies where the individuals are more likely to act as a member of a group (ex: family, town, profession). This collectivist nature tends to develop relationships between individuals, and reinforce à ¯Ã‚ ¿Ã‚ ½extended familiesà ¯Ã‚ ¿Ã‚ ½. Masculinity vs. feminity (MAS) This dimension measures the degree the society reinforces the traditional masculine work role model (as understood in most Western countries) or not. A High Masculinity ranking indicates the country gives a high importance on traditional male values (such as ambition, accumulation of wealth and power). Those societies emphasize high gender differentiation. In these cultures, males dominate a significant portion of the society, while females are under domination. In the opposite case, a low MAS will indicate that the society de-emphasizes the gender differentiation. In those countries, females are treated equally to males in all aspects of the society. The valuable things are relationships and quality of life. This strong opposition between the quantity values (masculine societies) and the quality values (feminine societies) led many users of Hofstedes work to rename this index the à ¯Ã‚ ¿Ã‚ ½Quantity of Life vs. Quality of lifeà ¯Ã‚ ¿Ã‚ ½. Low vs. high Uncertainty Avoidance Index (UAI) It focuses on the level people try to cope with stress by fighting uncertainty and ambiguous situations within the society. A high UAI indicates a rule-oriented society, where citizens prefer explicit laws, rules and controls, in order to reduce the amount of uncertainty (ex: religion, food industry). A Low Uncertainty Avoidance ranking indicates the country has less concern about ambiguity and has a greater tolerance for informal situations. This is reflected in a society that is less rule-oriented, where people value implicit or flexible guidelines. Michael Harris Bond subsequently found a fifth dimension which was originally called à ¯Ã‚ ¿Ã‚ ½Confucian dynamismà ¯Ã‚ ¿Ã‚ ½. Hofstede later integrated this into his dimensions of culture as : Long-Term vs. Short-Term Orientation (LTO) It focuses on the degree a society attaches importance to a future oriented perspective rather than a short-term point of view. In other words, this index describes the à ¯Ã‚ ¿Ã‚ ½time horizonà ¯Ã‚ ¿Ã‚ ½ of a society (future vs. past and present). A high LTO characterizes countries where people value the behaviors that affect the future, such as perseverance, thrift and shame. (ex: Asian countries). Those societies are often superstitious or based on many truths or faiths. Cultures scoring low on this dimension believe in absolute truth. They (ex: Western countries) have a short-term orientation and a concern for immediate stability, which means they value actions that are affected by the past or the present (ex: normative statements, respect for tradition and reciprocation of favors and gifts). Those five dimensions describe tendencies and not precise characteristics of individuals. Consequently, a societys score should not be interpreted without no further reflection. Trompenaarss dimensions of culture According to Trompenaars, culture is a way a group of people act to solve problems. From three basics which are the relationship with others, time and environment, Trompenaars identifies seven fundamental dimensions of culture. His definition of culture is a mix between organizational and national cultures. He proceeded by using a database which contained more than 30000 survey results so that he could analyse the seven dimensions of culture. Universalism vs. Particularism In universalistic cultures, people share the belief that general rules, codes, values and standards are much more important than needs, claims and relations. On the contrary, in a particularistic culture, people think that human relationships are more important than rules and codes. They are not against rules, they just aim at showing that everybody can count on their friends. Rules come after human aspects. Individualism vs. Collectivism (Communitarianism) In individualistic cultures, people place the community after the individual, which is definitely the contrary in a communitarian culture. People are autonomous in the first case, they can take decisions, they can take care of them and their family on their own. In the second case, people are responsible for the good functioning of the society and are the representation of the health of a society considering his degree of involvement in the development of the society. Neutral vs. Affective Relationships People in an affective culture can show up there emotions and their feelings. They do not have to hide them and people from this type of culture sometimes interpret less explicit signals from neutral cultures. People in a neutral culture think that it is not correct to show emotions and feelings even if they have it. It is the degree of manifesting it which is limited and controlled. They might interpret signals from an affective culture as excited and too emotional. Specific vs. Diffuse Relationships People in specific cultures always start analyzing by small details, specific elements to finally put them together to have a global idea. They concentrate on facts, standards and contracts. They have a larger specific sphere than the private one (which is very difficult to enter in. On the contrary, people in diffuse cultures start analyzing the whole and then the elements, but in a perspective of the whole because all elements are linked to each other. In fact, the elements matter less than the link between them. They have a large private sphere and a small public one. Achievement vs. Ascription This cultural dimension is similar to the power distance dimension of Hofsede. In achievement cultures, people respect their colleagues basing their respect on anterior demonstration of knowledge and previous achievements. They do not look at the title of peoples job. In ascription cultures, people use their titles of job and respect their hierarchical superior. Time orientation He shows that meanings of past, present and future depend on cultures. For instance, people who have a past-oriented culture respect older people and are quite traditional whereas people who have a future-oriented culture enjoy discussing potential and future achievement. There is a second division of cultures possible thanks to time orientation which compares sequential and synchronic cultures. This dimension looks like a distribution of tasks in the time in a culture. People who have a sequential culture tend to do one activity at a time by following plans whereas people who have a synchronic culture can do many tasks and activities at a time by changing the subject at any time. Human-nature relationship: Internal vs. external control This last dimension lays the stress on the fact that cultures think that they control their environment and others think that they are controlled by it. In an internalistic culture like the United States, people believe that what happens to them is their own doing. Many Asian countries have an external culture in which the environment shapes their destiny. Because they dont believe they are in full control of their destinies, often externalistic people adapt to external circumstances. Comparison and criticism Hofstedes aim was to evaluate work values, while Trompenaars Hampden-Turners questionnaires inquired into respondents preferred behaviour in a number of both work and leisure situations. What both studies have in common is that in both questionnaires the focus is on the ultimate goal state, and that the underlying values, the underwater part of the culture iceberg, are derived from a series of questions about more outer layers of the culture onion, closer to the top of iceberg. Trompenaarss system appears focus-oriented; it speaks a lot about what is on peoples minds and what is in their sight, it speaks about the logical organization and framework of their behaviour (specific vs. diffuse, internal vs. external control, universalism vs. particularism) and relationships (individualism vs. collectivism; achievement vs. ascription; neutral vs. affective). Hofstede, on the other hand describes some of values present in people and finally affecting their behavior. The difference therefore is that Trompenaarss investigation lies on the surface of the investigation of the persons culture, showing exactly the choice and manner in which the actions are planned and handled, while Hofstede tries to go in the very deep of culture layers and lets us make our own forecasts of peoples behavior based on the knowledge of the hidden part of iceberg. Taking a closer look into the comparison between the dimensions themselves, we can notice similarities between the two theories. One of these is the closeness between the notions of collectivism vs. individualism of Hofstede and communitarianism vs. individualism of Trompenaars. For a marketer, from our point of view, there is close no difference which index to use. There is some degree of similarity in Hofstedes power distance index and achievement vs. ascription. One values the accepted degree of high class/low class lifestyle and secondary characteristics difference, while the other measures the motivation of the low class to move higher. A marketer can infer that customers are better evaluated with the high power distance index in relation of selling status-emphasizing products (like luxury brands), while Trompenaarss index is better used when selling low cost practical business tools (like cheap PDAs). We would advise to use the two indices together as they complement each other. Long-term vs. short-term orientation index of Hofstede has got something in common with the past/present/future orientation of Trompenaars. That is in the way, how i.e. short-term oriented cultures will show the same tendency to be populist, tradition-oriented as the past- and present-oriented cultures. After taking a look into evaluations of different cultures one can find that the results, obtained by the two theories are often counter logical. German corporate culture is hierarchical, as is claimed by Trompenaars in his studies. Whereas Hofstede identifies Germany as relatively low in terms of Power Distance. These differences in the approach attracted some serious criticism over the years. One of the most prominent points often criticized is Hofstede perception of culture as a static characteristic of societies and their representatives. This approach does not take into the account the cultural drift that can easily be observed as the time passes by. As a vivid example, one can take the comparison between, say, the UK of the Victorian age and the Post Second World War UK and just try to assess the Power Distance Indices. Apparently, over this period of time peoples behavior has altered enough to allow a society with a lot lower power distance, the expressions of which found their way in the art of the time as well as in the politics (Rise of the Labor Party in 1945-1951) people of lower class were have become conscious to demand equality in these dimensions with the former unapproachable higher class, the expression of wealth and power and respect to it have decreased, as well as PDI. S imilar drift patterns can now be observed today in some of the underdeveloped countries, like Mexico, where former strong collectivist communities are dissolving, as their member become more individualistic, pushed by their desire to be successful in the new highly commercialized society. The same can be said about political influence on the culture (transition from Communist to Capitalist values). In other words it is easily observable that through time cultures evolve. Therefore the estimations for indices are slowly becoming outdated. Hofstede was later pushed by this evidence to regularly update his Index database, still retorting that cultural evolution is a very slow process. However the problem that may be hard to identify is actually not the quantitative, but rather the qualitative obsolescence of the framework itself, that will sooner or later present itself. I.e. what was reasonable and precise description in the 1970s can be an incomplete, flawed and vague characterizatio n for 2010, and even more so for future. That is however just one of the many debatable things. Among the others are: Question interpretation of the surveyed, i.e. will the question really be a precise way to determine the culture, as the culture and personality may directly affect the way the question is translated and thus produce errors in the resulting evaluation. Researchers background diminishes the completeness of cultural description and offers one-sided look at the problem. This way it would be preferable for marketers to have a marketer, not a manager, to make the proper evaluations framework, which would be more suited for marketing decision making. Ignoring the ethnic group and communities presence, national culture fragmentation. Just saying that Germany has low UAC index may totally confuse the policymaker, as this does not differ between East, West and especially Turkish communities. Moreover, a study carried out only in only one company (Hofstede) cannot give an outlook on the entire cultural system of a country. The cultural dimensions in international marketing Why marketing uses the cultural dimensions? The Hofstede and Trompenaars cultural dimensions can be a useful tool for several themes, such as within the organization and the structure of a company or when trading with other countries. In fact, for those who works in an international business is essential to know the differences between countries and cultures. And moreover, cultural dimensions are also a helpful instrument for marketing purposes due to the fact that they facilitate the design of an optimum strategy. Each society has developed through the history a different culture where it is extremely important to take into account the different ways of communication and the usage and the meaning of the language. Actually, the markets can be segmented by cultural dimensions; consequently we can develop a marketing plan to exploit the common elements of these segments. Thus, we can affirm that in the international marketing, the success or failure of a campaign depends on the prior analysis of the environment. The cultural analysis can also provide various guides to develop the marketing strategy, in fact, when a company is entering in a new market, in a foreign market, it is necessary to study the population and the society, the history and the culture. There is some data that we can obtain by public sources of information, and other data that has to be collected by the company itself. Concerning the culture and the habits of the society in a certain country, we can use the cultural dimensions theory developed by the two professors as a guideline, but it is also necessary to make a specific study, for the reason that every product is different and it is important to analyze which is the greatest manner to promote a new product in a foreign country regarding the different cultural dimensions. How to apply the cultural dimensions in a marketing context? For instance, we know, thanks to the theory elaborated by Geert Hofstede, that United States has low power distance, in marketing terms that should be translated in commercials and promotions where the communication must be informal and friendly. In countries where the situation is totally different, the message for a new product must communicate that the product is well accepted in the society. These assumptions are the starting point, a part from them, the company will have to analyze the culture of the specific country itself taking into account the new product to be launched and thus create a commercial and a campaign with great results in that market. However, a company has two options: to adapt the marketing strategy to each culture by using the cultural dimensions or to try to change the culture. For example: in Japan, people is used to subtle publicity campaigns, nevertheless , when Procter Gamble started to sell its products there, the company launched a very aggressive campaign that first shake all the Japanese society, but later it was copied by other Japanese companies. Procter Gamble changed part of the culture. Contribution of culture in international marketing In our fast moving world, local markets are not big enough for companies willing to have more profits. The future of each company that wants to be more important than its competitors is to go internationally. Selling a product wont be the more complicated things that companies will have to face while going internationally but the cultural adaptation will be the hardest thing. There are different kinds of adaptation, the product adaptation, the administrative and law adaptation and the cultural adaptation that means the situations where you meet a client or you create a subsidiary elsewhere. The five dimensions, which are (cf 1, 4 in bibliography) PDI, IDV, MAS, UAI and LTO come from an analysis done by Geert Hofstede while working at IBM and trying to understand the employees attitudes at IBM worldwide. Actually, it is important to know that the 5 cultural dimensions of GH help individuals and companies to understand, analyse and compare the culture of different countries. With the GH analysis, we are trying to define the culture. One of the goals of GH is to help to take into consideration the differences in the way of thinking, to react and act between the different people in the world. According to GH each country generates its own management system. Example with Accenture Bands: For Luxembourg, United-Kingdom, France. * With the Fons Trompenaars analysis (cf. 3 in biblio.), we are seeing that even if each culture owns its main features, it remains a cultural identity toward each individual, as for each company, which allows to adapt into every context. By completing itselves, these different cultural orientations (for instance in the relationship with the group, with the individual, with the environment or even with the time), are no more impediments for the common work (within different groups) but become on the other hand the best key factors to carry out successfully. FT helps more the companies to develop and create their own intercultural management. Each company has indeed its own management style or cultural organizational structure. The use of both theories The Use of Fons Trompenaars theory In Fons Trompenaars theory, there are two kinds of people, which is universalism and particularism. Americans, Canadians, Australian all belong to the first group, and Chinese, Korean and other Asian all belong to the second group. Take ERP as an example, the first group will accept the ERP system as the best way to conduct the project, and members of the second group will think that they are different from each other, so when ERP works in China, it is most important for the managers to deal with average workers, if not so, the whole system may fail at last. And the theory is also applicable in the field of education, for example, English education in Chinese schools and other western countries is different since the different culture and language system. It is the same with other fields, like business, communication, the cultural differences are more and more important. The use of Geert Hofstede theory According to Geert Hofstede theory, there are different ways of management because of different cultures, for example, American cooperation always pay more attention to the individuals, and the third world countries is the opposite, so if an American firms operating abroad, it must consider the this kind of cultural differences, taking the employees into consideration and emphasize the loyalty, which can help to get success. The structure of organization is also influenced by the cultural differences, for example, Germans always avoid the risk, so rules and regulations seems to be more important, however, in America, people prefer to taking risk, so people enjoy more freedom. According to the theory, Hofstede also shows that if the manager ignore the cultural differences, there will be something wrong with the communication, morale and have a negative effect on the final result in the end. Conclusion As described in this paper, there are several approaches to the classification of the cultures of different nations. The ones that were observed closely here are Geert Hofstedes and Fons Trompenaarss classifications, so-called cultural dimensions. These, as shown have a number of things in common and many differences as well. Thus, a marketer has to make a decision, which part of which study is to be used to develop a successful strategy. However there is little doubt that some way of adapting the strategy to the local culture is to be used. We may live in a globalized enviroment, however, so far there is no mundial culture and different clusters of people, whether they are separated geographically, historically or socially; some may choose one product instead of the other because of their culture and values. All of that is to be taken into consideration. And there are so far not many standartised approaches to the culture evaluations, other than Hofstedes and Trompenaarss, which eco nomise time and enable the creation of a consolidated strategy in approach to culture. It is not surprising that some of the companies nowadays are already fully involved in applying these methods in their decision making, and the amount of them will inevitably grow as the studies of the theories are being held in many Universities and Business Schools, from wich the future excecutives will come. However one has to rememember, that both these method are quite controversial and obviously imperfect, therefore we should learn learn to use the questionnaires and the databases responsibly. Only in this way can they provide precise, trustworhy and calculated assistance to people learning to work effectively in other countries. Bibliography/Information Sources/Webography Books and articles Hofstede, Geert. Cultures Consequences, Comparing Values, Behaviors, Institutions, and Organizations across Nations; Thousand Oaks CA: Sage Publications 2001. Geert Hofstede, Cultures and Organizations, Software of the mind, 1992. The multicultural company, Fons Trompenaars, 1993, Paris, Maxima. Global marketing and advertising. Understanding cultural paradoxes; Marieke Mooij; edition of 2009 à ¯Ã‚ ¿Ã‚ ½The Use and Misuse of Questionnaires in Intercultural Trainingà ¯Ã‚ ¿Ã‚ ½ article by John W. Bing à ¯Ã‚ ¿Ã‚ ½Hofstede Culturally questionable?à ¯Ã‚ ¿Ã‚ ½ article by M. L. Jones, 2007 Oxford Business Economics Conference à ¯Ã‚ ¿Ã‚ ½Intercultural/Cross-Cultural Training: Rejecting Hofstede and Trompenaarsà ¯Ã‚ ¿Ã‚ ½- arti

The Prisoner. A Fragment by Emily Bronte Essay -- Literary Analysis

At the start of the nineteenth century, religion and science coexisted as one. The idea behind the creation of man and nature was seen as the work of God, thus the issue of religion and science were one in the same. As the Victorian era progressed, there was an emergence of scientific thinkers that began to question the creation and miracles of God, which in turn led to turmoil within the Victorian society. What Victorian society had was a constant clashing of ideals between the emerging science group and the religious believers. People did not care to listen to each other’s beliefs, which led to an overall lack of mutual respect among the groups. It is through Emily Bronte’s The Prisoner. A Fragment that the tensions based on religion can be seen through the male and female characters who represent the clashing groups in Victorian society. Religious believers in the Victorian society had amazing fervor for the word of God and believed that everything that occurred in life came from the hands of God. A good majority of the works written during the Victorian era expressed a belief that through the endurance of pain and suffering on Earth, the individual will be forever rewarded in Heaven. The Prisoner. A Fragment, by Emily Bronte is a clear demonstration of this belief as a heroic female prisoner demonstrates hope that her creator will save her after she endures her unjust punishment. The speaker in this work is a man visiting the prison, which is located in his father’s castle. He narrates the story looking back on his visit to the prison. He makes the audience aware that he never really cared nor did he pay attention to the lives that were slowly coming to an end in the crypts. He makes a comment to the jailor and is given a re... ...hinking along with the fall of the Church of England. Emily Bronte, through her male and female characters in A Prisoner. A Fragment ,is demonstrating the struggle and the feuding that took place between the religious and anti-religious groups that began to emerge during this time. Not only does she represent these two groups, she also makes strong comment on women. It is clear that Bronte is breaking the stereotype of the woman by using a strong female character to demonstrate their power, as well as their ability to lead and be heroes in a social, religious, and political movement that was the center of so much controversy during this era. Works Cited Christ, Carol T., Catherine Robson, Stephen Greenblatt, and M. H. Abrams. The Prisoner. A Fragment. The Norton Anthology of English Literature. Vol. E. New York, NY: W.W. Norton &, 2006. 1315-316. Print.

Looking For Alibrandi Essay

At the start of â€Å"Looking for Alibrandi†, by Melina Marchetta we are introduced to a seventeen year old girl by the name of Josephine â€Å"Josie† Alibrandi, who is in her last year of high school. By the end of the book it is made obvious that Josephine has gone through many dramatic and important changes, including achieving her emancipation, discovering her family secret, accepting her culture, and meeting, and having a relationship with her father, Michael Andretti. All of these changes, and others, help to shape the character of Josephine Alibrandi. Throughout the year, Josephine talks of wanting to achieve her emancipation. ‘I’ll run one day. Run for my life. To be free and think for myself. Not as an Australian and not as an Italian and not as an in-between. I’ll run to be emancipated.† (pg40). Josie also wants to be free to make her own decisions, and she doesn’t want to care about what others are saying, like she does now. J osie Marco Andretti (left #26) and his father Michael A†¦ Andretti Autosport (then Andretti Green Racing) ow†¦ At the same time, she realises that she can’t escape everything. â€Å"If my society will let me.† (pg40). Josie thinks that part of her emancipation is to be free of her Italian background, which is not possible, because it will always be a part of her. She believes that it may stop her from achieving her emancipation. Soon Josie realised that the only thing that was stopping her emancipation was herself. â€Å"Relief because I was finally beginning to feel free. From whom? Myself, I think.† (pg221). Josie realises that she is holding herself back from what she really wants, but she isn’t sure whether she wants to fight for it or not. When John Barton died, she came to a decision. â€Å"I remembered when we spoke about achieving our emancipation. The horror is that he had to die to achieve his. The beauty is that I’m living to achieve mine.† (pg240). Josie believes in fighting for her emancipation. By the end of the year, Josie realises that she has already achieved her emancipation. â€Å"I just sat there thinking back over the year and I realised that I was emancipated long ago. It wasn’t at one particular point either, it was at several.† (pg258). At the Walk-a-thon, for example, Josie realised that leaving the walk-a-thon to go with her friends was wrong. â€Å"I was wrong, I thought to myself. I honestly believed it. Not because Sister Louise told me so or because she made me believe I was. I knew deep down that I was  wrong and I think that my emancipation began at that moment.† (pg185). Events such as these lead to her emancipation, letting Josie feel free. At the beginning of the year Josie doesn’t have a good relationship with her Nonna, Katia. As the year goes on, they get closer, and it is through this closeness that Jos ie learns of Katia’s secret, that her mother’s biological father is not her Nonno Francesco, but is in fact, Marcus Sandford, an Australian man that Katia was friends with. Josie first learns of Marcus after having a fight with her mother Christina. She later finds out that he was an Australian policeman who helped Katia during the war. Katia’s sister Patrizia was very thankful towards him for his help, but Josie could tell that Katia thought of him as more than another pair of hands. At Christina’s birthday party Josie realises that it was impossible for Francesco to be Christina’s father, because he was away for the holidays. Josie then has an argument with Katia about this, and runs out of the house. â€Å"I’m not quite sure why I hate Marcus Sandford and Nonna for what they did. I had thought their story was romantic. I had thought that nothing had happened. It was like he was a myth I could always dream about. My mother, though, is the reality. Her reality was living with a man who detested her for something her mother did.† (pg218). After realising that she was no longer angry at Katia, Josie goes to talk to her, and appreciates that staying with Francesco, instead of going with Marcus, was only for Christina’s benefit, not her own. â€Å"Those years without Christina or you when you were a baby were my punishment.† (pg226). Josie understands the pain Katia went through, and knows that Katia loves her, and Christina, more than anything else. Josie has always seen her Italian culture and heritage as a burden, but as the year progresses, she gains a greater understanding of it, and ultimately accepts that it’s part in her life. From the beginning of the year, and perhaps before then, Josie thinks of her culture as something that will hold her back from being what she wants to be, and doing what she wants to do. She also sees it as the thing that keeps her from being like the others at her school. â€Å"I think if it comes down to the bottom line, no matter how smart I am, or how much I achieve, I am always going to be a little ethnic from Glebe as far as these people are concerned.† (pg167). She later realises that she can never get away from it. â€Å"†¦simply because like religion, culture is nailed into you, so deep you can’t escape it. No matter  how far you run.† (pg175). Josie knows that her culture is a part of her being, it plays a part as to her appearance, and how she looks at life. As she spends more time learning and understanding her family, in particular Katia, she sees her culture not as a burden, but as a gift, something that sets her apart from everyone else. She gains an understanding that her culture is just one of Australia’s many. â€Å"Well, I’m not sure whether everyone in this country will ever understand multiculturalism and that saddens me, because it’s as much a part of Australian life as football an d meat pies.† (pg258). She knows that some people will never accept her, and she’s okay with that. â€Å"I didn’t care what they thought and I even began to doubt that anyone, give or take a few gossips like Sera, gave a damn either. I thought of Michael and my mother, who didn’t seem to worry about people’s opinions. And by the looks of things, Nonna didn’t have the right to. Jacob didn’t give a damn who I was either, John accepted me the way I was and Lee and Anna had never made me feel different. So that covered all the important people and I’d be a pretentious hypocrite if others were more important to me than those who loved me.† (pg220). Josie knows that culture will change people’s minds about her, but as long as it doesn’t matter to the people she loves, then it doesn’t matter to her either. Josie experiences an unusual thing in her year, meeting her father Michael Andretti for the first time, and having a relationship wit h him. She has known about him all of her life, and at first, when he moves to Sydney, she doesn’t want anything to do with him. When she finally meets him at Katia’s she becomes emotionally overwhelmed, and can’t face him. After a fight with Carly Bishop, resulting in a broken nose, Josie decided to call him. As much as Josie would like to keep on ignoring him, she needs his help. â€Å"‘My father is a barrister. I’ll call him,’ I said calmly†. (pg84). When he comes and helps her, she accepts him as her father. Soon after that, Michael decided that he would like to know Josie, and they begin a relationship. As time goes on, Josie and Michael get closer, and they go away together to Adelaide. During this time, the two get closer. â€Å"I’m still shocked by how fast things are going between us. Six months ago I hadn’t met my father and I didn’t want to. These days I see him three times a week and the days I don’t see him he rings me. Somehow we’ve developed a great relationship.† (pg156). Near the end of the year Josie finds out that Michael is staying in Sydney, and Josie is ecstatic,  and spends more and more time with him, even going as far as calling him â€Å"Dad† â€Å"But I love Michael Andretti more and more every day. I love him double to what I did maybe a month ago, yet I see his faults now too.† (pg259). Although Josie started the year not knowing her father, Michael Andretti easily moved into the role, providing Josie with a complete, loving family. Throughout the year Josie went through many changes and developments, caused by important events in her life. Some things happened that she expected, like her emancipation, and some things that happened that she didn’t really expect, like accepting her culture. Josie got something she didn’t want, her family secret, but got something better, her relationship with her dad. Josie finally realised exactly who she was, and understands where she fits into the lives around her. â€Å"I’ve figured out that it doesn’t matter whether I’m Josephine Andretti who was never an Alibrandi, who should have been a Sandford and who may never be a Coote. It matters who I feel like I am – and I feel like Michael and Christina’s daughter and Katia’s granddaughter; Sera, Anna and Lee’s friend and Robert’s cousin. You know, a wonderful thing happened to me when I reflected back on my year. ‘One day’ came. Because finally I understood.† (pg260).