evilhod Uncovering Evil in Joseph Conrads Heart of Darkness Essay exa

Uncovering Evil in Heart of Darkness In Heart of Darkness, a novel written by Joseph Conrad, the literary characters are forced into a web of darkness and evil as they enter the heart of the African Congo. However, the Congo itself is not the true evil, but the darkness instead lies within the dimming hearts of mankind. Conrad uses the literal darkness of the African jungle as a contrast to societies "supposed" enlightenment to show how the morals of civilized man are broken down when exposed to what they claim to be "savagery." This contrast is most evident in the different settings, the changes in civilized individuals as they venture deeper into Africa, and the final collapse of white man under the darkness of the innermost Congo. The setting of Heart of Darkness has a profound role in depicting the evil that radiates from the African Congo. Marlow, the protagonist and assumed narrator, presents his story on a boat in the dark of night, as if attempting to create a sense of internal darkness or evil from the black night. This setting serves to foreshadow eve... evilhod Uncovering Evil in Joseph Conrad's Heart of Darkness Essay exa Uncovering Evil in Heart of Darkness In Heart of Darkness, a novel written by Joseph Conrad, the literary characters are forced into a web of darkness and evil as they enter the heart of the African Congo. However, the Congo itself is not the true evil, but the darkness instead lies within the dimming hearts of mankind. Conrad uses the literal darkness of the African jungle as a contrast to societies "supposed" enlightenment to show how the morals of civilized man are broken down when exposed to what they claim to be "savagery." This contrast is most evident in the different settings, the changes in civilized individuals as they venture deeper into Africa, and the final collapse of white man under the darkness of the innermost Congo. The setting of Heart of Darkness has a profound role in depicting the evil that radiates from the African Congo. Marlow, the protagonist and assumed narrator, presents his story on a boat in the dark of night, as if attempting to create a sense of internal darkness or evil from the black night. This setting serves to foreshadow eve...

The Fenian Movemen :: Fenian Movement Irish History Essays

The Fenian Movement The Fenian Movement was a struggle in hopes to be free from Great Britain’s rule. The movement was conducted by young Irish Americans in the middle eighteen hundreds. The beginning of the movement was declared in 1855 in New York City, after a meeting with the Russian consul that did not go so well. The movement took place in parts of the United States and in Ireland. In the twenty eight years that the movement lasted between 1858- 1886 it had been attempted to be ended many times by England and Great Brittan. Also the Catholic Hierarchies strongly opposed the idea of the Fenian movement for they felt the reasons for rebellion had no justification. It is known there were many opposed to the idea of the Fenian Movement however; the strong willed Irish Americans made it last the number of years it did, even though the final outcome led to failure. The Causes of the Fenian Movement are many. There was a need to be heard for the Irish Americans and gain the power and freedom th ey felt they deserved. In the time that the Civil War was going on, the Irish were having trouble settling down. The group formulated as the Fenians a word that is taken from â€Å"Fiann† a group known for their fight for an Irish hero Finn (Considine 197). And so, the Irish were interested in planning on war with England in attempt to free Ireland. The Irish held the belief that they were set, knowing that the United States had some unresolved business to finish with England. So they decided to go on with the procedures they would need to take care of in order to have a successful invasion on England. The Irish with their leader, William O’Mahoney, raised money, set up a government in exile and plan strategies for a successful attack. The main causes for the Fenian movement were the stresses created from the war and the overall feeling of no independence in Ireland. Along with things such as, the poor stability of Ireland because of the Potato Famine that had occurred shortly before the movement. Much of the damage done to the Irish is because the slow movement of the British to help with anything. A lot of resentment was boiled up towards England from the Irish people for they had lost a lot.

Organizational Behavior Model of Grameenphone

Introduction Organizations are collections of interacting and inter related human and non-human resources working toward a common goal or set of goals within the framework of structured relationships. It is a great opportunity to study about the leading mobile operator company, GrameenPhone and their organizational behavior model which is concerned with all aspects of how the company influences the behavior of individuals and how individuals in turn influence the company. * Origin of the ReportThe BBA program under the department of Business Studies offers a course named â€Å"Organizational Behavior† (MGT 251) which requires every group to submit a report on a general management related topic determined by the course instructor. The report under the headline â€Å"Organizational Behavior Model† has been prepared to serve that purpose. * Objectives of the Study Several objectives to conduct the study are: * To study about organizational behavior. * To study about the Ma nagerial Activities To be informed about the levels of organizational behavior and its importance from the view of organizational point * To learn about each potential outcomes of effective functioning of the organization as well as inspiring employees towards their job. * To build a bridge between the theoretical & practical education of marketing. * Methodology To prepare this report we have used all the managerial data, different official documents as well as papers available of that particular institution which were made for the relevant field(s). Accompanying material: Describe How Own Behaviour Could Promote Effective Interactions With Children and Young PeopleWe have taken help from some employees of GrameenPhone who helped us to enrich this topic. We also talked to our teachers about it and they have also helped to improve and enhance the report. * Limitations We have faced some usual constraints during the course of our preparation for the report. The major limitations are as follows: * Information is not available: The data required for sufficient analysis for preparing the report was not available. We could not get all the data from a single source. * Lack of skills: Our skill is not sufficient, that is why we could not present it more attractivelyThe Company Overview Grameenphone is the leading telecommunications service provider in Bangladesh. With more than 27 million subscribers (as of October 2010) Grameenphone is the largest cellular operator in the country. It is a joint venture enterprise between Telenor and Gra meen Telecom Corporation, a non-profit sister concern of the internationally acclaimed microfinance organization and community development bank Grameen Bank. Telenor, the largest telecommunications company in Norway, owns 55. 8% shares of Grameenphone, Grameen Telecom owns 34. 2% and the remaining 10% is publicly held.It signed its license agreement with the Government on 11 November 1996 and began operations on 26 March 1997. Grameenphone was the first company to introduce GSM technology in Bangladesh. It also established the first 24-hour Call Center to support its subscribers. With the slogan Stay Close, stated goal of Grameenphone is to provide affordable telephony to the entire population of Bangladesh Managerial Values of the company Garmeenphone always tried to keep promises from its inception till today, which has bought a different dimension to its managerial techniques.Best Network Coverage, well built management, Efficient and Effective Manpower- all these brought the com pany to its destiny. Promises can be made easily; but keeping those promises is much harder than it previously. GP has come across with those promises very successfully with its Outstanding and Specialized Managerial Techniques. Grameenphone is always being respectful to others; especially to the prominent social Personalities those who directly motivating themselves into various social, economic, educative and other positive field with eye-catching role-play.GrameenPhone is the official sponsor of Bangladesh cricket team. Only this example may easily indicate the inspired to raise-up this kind of inspirations. Mission of the company Mission of GrameenPhone is to Leading the industry and exceed customer expectations by providing the best wireless services, making life and business easier. Vision the company GrameenPhone exists to help customers to get the full benefit of communications services in their daily lives. The company wants to make it easy for customers to get what they wa nt, when they want it.They are here to help. Product and Service Offered by the company Mobile telephony Grameenphone was the first operator to introduce the pre-paid mobile phone service in Bangladesh in September 1999. It offers followings pre-paid subscriptions. * Smile pre-paid: Smile is a general package provides widest coverage & clarity of speech keep user connected anytime, anywhere at an affordable rate. * Djuice: Djuice is a popular international brand, exclusively designed for young generation which provide full of fun and entertainment elements. Xplore Post-paid: Xplore is for someone who wants freedom and takes decison independently. With Xplore user can experience flexibility. * Business Solutions: Business Solutions is a complete, quality business communications service from grameenphone designed especially for business community in Bangladesh. It can provide user a customized soluation. Other Services * Internet: Grameenphone provides internet service in its coverage area. As it has EDGE/GPRS enabled network, any subscriber can access to internet through this network.Grameenphone was the first mobile operator in Bangladesh to offer EDGE services to its subscribers. * Bill Pay: A service to enable users to pay their utility bills Electricity/Gas through mobile. * Cell Bazaar: Services to enable users sell or buy products through mobile or internet. * Various other services like Stock Information, Instant Messaging, SMS Based Alerts/Services, Voice-based Services, Downloads, Music, Cricket Updates, Web SMS, and Mobile Backup etc. Organization Behavior Model An organization is a social group which distributes tasks for a collective goal.Organizational behavior is concerned with all aspects of how organizations influence the behavior of individuals and how individuals in turn influence organizations. Organizational behavior is an inter-disciplinary field that draws freely from a number of the behavioral sciences, including anthropology, psychology, sociology, and many others. The unique mission of organizational behavior is to apply the concepts of behavioral sciences to the pressing problems of management, and, more generally, to administrative theory and practice. Model is an abstraction of reality.A simplified representation of some real-world phenomenon. Basic OB model include three level are individual level, group level and, organizational system level. These three basic levels are analogous to building blocks; each level is constructed on the previous level. For example, group concepts grow out on the foundation laid in the individual section. Each level holds several factors that make a complete organizational behavior model. Individual level’s factors are Biographical characteristic, personality, emotions, values, attitude, ability, perception, motivation, learning which leads to individual decision making.Group level includes group decision making, leadership and trust, group structure, work team, power and p olicies, communication and conflict. Organizational system level holds Organizational structure, organizational culture and human resource policies. Fig: OB Model OB Model from the view point of Grameenphone Organizational System Level * Human resource policies GrameenPhone is the pioneer in the field of human resource management, employee care and competence development in Bangladesh. GrameenPhone is currently employing approximately 5000 people of which 84 % is under 31 years old.The employees are spread out in six office zones throughout the country, with Dhaka being the largest with 3561 employees. Most of the staff has university backgrounds within fields such as management, marketing, economics, finance and engineering. The turnover rate of employee in 2006 was 8%, and a preliminary 4% so far for 2007. The number of resignations peaked in 2005 when new operators penetrated the market and offered higher salaries to GrameenPhone employees, but this was still relatively low. One could argue that low turnover rates are a good indicator of a healthy work environment.Human Resource Development GrameenPhone offers employee guidance on several stages, in addition to a general introduction for new employees. At junior management level, GrameenPhone in collaboration with the British Council offers in house training in basic management skills and workshops. Furthermore management training at junior and middle levels is offered in collaboration with the Indian Institute of Management. Finally for senior management GrameenPhone offers a module based program in cooperation with Stockholm School of Economics. This program is custom made for GrameenPhone.Employee Benefits In addition to a relatively high salary, GrameenPhone employees are offered several bene? ts. In an annual survey comparing 10 competitors and similar companies in other industries, GrameenPhone identifies the wage distribution and bases its own wage levels on those in the upper quartile. As a part of the employee policy, GrameenPhone is also providing monthly education grants to children of all employees‘until the age of 21. This grant is a ? xed monthly sum for each child. In compliance with the local legislation GrameenPhone is bu? ding a pension fund for its employees.In addition to the required minimum level, GrameenPhone also invests in provident funds. 10 % of the employee‘s salary is paid on a monthly basis into the fund. All employees are entitled and covered by health and medical insurance. This also applies to family members. Code of Conduct Upon entering the company, all employees must sign a code of conduct. The document presents guidelines for proper conduct and ethical behavior. It is divided into four parts: Firstly, general guidelines describe the rationale behind this document, namely the importance of communicating corporate values and for employees to adopt them.This section includes broad, overarching topics such as human worth, working environmen t health, loyalty and confidentiality and reporting/disclosure among others. The second section refers to the relationship with customers, suppliers, competitors and public authorities. The main message here is that all stakeholders should be treated with respect and that unethical interaction, such as receiving expensive gifts and services are unacceptable. The third section looks at the employee's private interests and actions in relation to the company.Here political activism and other external duties are encouraged up to the level where it will not interfere with their work at GrameenPhone. The last section emphasizes that all misconduct or indeed suspicions of such activity must be reported immediately. It ensures the employee that no reprisals will be undertaken towards them. In other words: whistle-blowing is allowed and promoted. Organizational Culture Organizational culture is a system of shared values, assumptions, beliefs, and norms that unite the members of an organizati on because it reflects, â€Å"What it's like to work here. This becomes apparent through the visible level of the culture, the espoused values that are not observe but rather explained and justified, and through the core beliefs that are widely shared through the organization. Importance of Organizational Culture A. Employee Self-Management – Induce employees to behave in a particular way without close supervision or formal mechanisms, many of which are informal and unspecified. B. Stability – Cultures creates a sense of continuity in the midst of change and intense competitive pressure. C.Socialization – The process of internalizing or taking organizational values as one’s own. The Culture of Grameenphone Ltd. also known as THE GP WAY is â€Å"how GP is doing business† — it’s all about itemizing and reinforcing their vision & values, leadership expectations, codes of conduct and governing principles in GP’s daily life at work and deliver upon the brand promise — Stay Close. The Employee Relations team is responsible for ensuring vibrant Organizational Culture, sustaining GP as the preferred Employer Brand in the country.Human rights Grameenphone supports the internationally proclaimed human rights including UN declaration and conventions on human rights. Employees shall respect the personal dignity, privacy, and rights of each individual interact with during the course of work and shall not in any way cause or contribute to the violation or circumvention of human rights. Working Environment Gramcenphone provide a professional workplace with an inclusive working environment including the international Labor Organization's core conventions.Grameenphone is opposed to discriminatory practices therefore, no direct or indirect negative discrimination have taken place based on race, color, gender, sexual orientation, age, disability, language, religion, legitimate political or other opinions, national o r social origin, property, birth or status. Occupational Health, Safety and Employee security Grameenphone is careful about the field of health, safety and employee security to promote good health and safe working environment in compliance with internationally recognized standards.Employee shares the responsibility for achieving this goal. GP always do their outmost to control hazards and take necessary precautions to prevent accidents and occupational diseases. Freedom of association and the right to collective bargaining Grameenphone recognizes the right to freedom of association and collective bargaining in mature labor environments. In such environments Grameenphone allow its employees to freely elect representatives among the employees, unless this would represent a breach of national laws and regulations.Such employee representatives shall be allowed to carry out their functions unhindered at the work place. Loyalty, impartiality, conflict of interests and related party transa ctions Grameenphone respects the individual employee’s right to a private life and private interests. But it demands openness and loyalty to the Company and the Company's interest. Conflicts of interest, wherever possible have been avoided. Confidentiality Every employee in the Company has a duty of confidentiality by law and written agreement.The duty of confidentiality also applies after the conclusion of employment or contractual relationship with Grameenphone for as long as the information is considered to be of a sensitive nature or in any other way confidential. Private interest and actions An employee of Grameenphone shall not hold another position or carry out work for others during working hours without prior express written permission from his supervisor. Political activity Grameenphone does not give support to political parties, either in the form of direct financial support or paid working time.Employees who take part in political activities will be granted leave from their work in accordance with the law and any agreements. Organization Structure The following organogram shows the organizational structure of Grameenphone including hierarchy of authority and responsibility. Group Level GP believe in group task that’s why they separate every department and sub department with group. This group is assigned different or similar task to which helps the department rune fast and smoothly. In Grameenphone there are groups from top level to the bottom.This helps the company to take itself in a proper destination Leadership In the organogram of GP, we can see every department has a leader and as well as every team and every department has its own leader. Some top leaders of GP * ? Tore Johnsen(CEO) * ? Mr. Raihan Shamsi (CFO) * ? Mr. Arnfinn Groven(CPO) * ? Mr. Arild Kaale(CMO) * ? Mr. Kazi Monirul Kabir(CCO) * ? Mr. Mahmud Hossain(CCAO) * ? Mr. Tanveer Mohammad(CTO) Communication The AoA of the Company requires the Board to meet at least four times a year or more when duly called for in writing by a Board member.Dates for Board Meetings in the ensuing year are decided in advance and notice of each Board Meeting is served in writing well in advance. The roles of the Board and Chief Executive Officer are separate and delineation of responsibilities is clearly established, set out in writing and agreed by the Board to ensure transparency and better corporate governance. To that end, GP has also adopted â€Å"Governance Guidelines for Chief Executive Officer†. The CEO is the authoritative head for day-to-day management in GP.He acts to reasonably ensure that GP develops and conducts business as per the Articles of Association, decisions made by the Board and shareholder, as well as according to Grameenphone Policies and Procedures, and applicable regulatory legislations. Team work Business is like a game of chess. Every move matters. Time is precious. The location and movement of each piece is a must-know for one to win the game. Today's competitive and fast changing business world demands the same. With Grameenphone’s â€Å"Team Tracker†, employee can locate his/her workforce and direct them towards the achievement of your business goals.Team Tracker is a new value-added solution for the Business Market. This solution will help bring about efficiency to the value chain of organizations having field employees. Managing field operations & directing field employees towards the business success has always been a concern for field managements like National & Regional Sales Managers, Area Managers & Distributors. With the services of Grameenphone’s Team Tracker, organizations can now locate its employees, assign tasks to them digitally & also receive task updates electronically.The system is robust enough to handle data for even a thousand employees. Features of the Service: * Real-time overview of outdoor employee movements on the map * Location based task delegation and proact ive workload allocation * Instant task status update * Business Reports generation on Employee Location & Task status based on organizational hierarchy By using this solution, a company is expected to gain: * Faster Actions * Excellent planning and precise workforce management * Efficient workload assignment to lead to greater employee satisfaction * Cost EfficiencyIndividual Level Motivation The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that's easier said than done. Motivation practice and theory are difficult subjects, touching on several disciplines. In spite of enormous research, basic as well as applied, the subject of motivation is not clearly understood and more often than not poorly practiced. To understand motivation one must understand human nature itself.And there lies the problem In Grameenphone as we all know that it’s a government organization so they not give such motivational package which an employee get in private organization . But without motivation package no employee give their maximum to the organization . some motivational package which Grameenphone give there employee free telephone facility, promotion and so on. Dealing with other factors: Employee Training Employee training is the planned effort of an organization to help each employee learn the job related behaviors and skills they will need to do their job properly.It is a set of planned activities that the organization will have their employees complete in order to increase their job knowledge and skills and to have them get accustomed to the attitudes and social atmosphere of the company. It will help the employee to be familiar with the goals of the organization and the job requirements. There are typical steps that go into a training program. These are outlined below. 1) Conduct Needs Assessment: A need is described as a â€Å"gap† between what is currently known and what will be needed now and in the future.These gaps in knowledge could be between what an organization expects to happen and what actually does, how employees are performing on the job and how the organization desires them to perform, and existing skills and desired skill level . In order to conduct an assessment there are some analyses that must be done * An organizational analyses determines the effectiveness of an organization, where training is needed and under what actually does, how individual employees are performing on the job and how the organization desires them to perform, and existing skills and desired skill level .In order to conduct an assessment there are some analyses that must be done. * An organizational analyses determines the effectiveness of an organization ,where training is needed and under what conditions the training will be conducted. * A task analysis is used to provide data about a job or group of jobs, and the knowledge, skills ,attitudes and abilities that are needed to achieve optimum performance. This information can come from job descriptions, task analyses, employee questionnaires and interviews, performance evaluation, and observation of the workplace. Finally, person analysis analyses how well an individual employee is doing their job and determines which specific employees need training and what kind of training. The methods of this kind of analysis include employee questionnaires and interviews, performance evaluation, skill and knowledge testing and the observation of behavior and results. 2) Implement Training Methods: Now that the analysis has been done, the training method needs to be chosen. The two most frequently used training methods include:* Lecture: Lecture involves one-way communication, from instructor to learner -the learner is passive in the process. On-the-job-training: This method involves such methods as apprenticeship and mentoring, where the employee is actively engaged in the type of work they will l ater be doing on their own. * Programmed instruction: This is a form of instruction that is pre-programmed and then delivered methodologically to an individual. This form of instruction is self-paced -the employee determines how fast they will learn and complete the steps and it is often completed more quickly than group training. It can be delivered via a computer and can be costly toprepare. Simulations: This sort of training involves an employee being placed into a simulated situation of what may occur in real on-the-job situations. Techniques include: Case studies where trainees analyze a problem outlined in a report and offer solutions; role playing where simulated roles are acted out; and behavioral modeling where trainees observe proper work behavior and then role play it. Part of the implementation of the training is making sure that the training is actually teaching the employees the skills they will need – this is known as the Transfer of Training.A more technical d efinition is: the extent to which the knowledge, skills or attitudes learned in the training will be used or applied on the job. There are ways to increase the probability of what employees are being trained will really relate to their actual job behavior. To do this, one can maximize the similarity between the training situation and the job situation, provide a variety of examples when teaching skills and reward trained behaviors and ideas on the job. 3) Training Evaluation:Training evaluation is used to evaluate the reactions of the learners, measure the learning that occurred, assess on-the-job behaviors, identify business results that are due to the training and calculate if the investment in training has had any return in the gains of the company. Business results can be measured in â€Å"hard† data and â€Å"soft† data. Hard data are measures of productivity, quality, material costs, absenteeism and turnover and customer satisfaction. Soft data is items such as j ob satisfaction, teamwork, and organizational commitment on the part of the employeesBiographical characteristics, personality and emotions perception ability, and value attituds this things in are depends on person to person. Although gpaminphon follow a selection process to choose an employee with positive Biographical characteristic ,personality and emotions perception ability ,and value attitudes Selection & Recruitment: (From external source) * Management consultant * Advertisement * Management institute * Recommendation * Deputation personnel Selection process * Job analysis * Initial screening * Application bank * Test * Interview * Reference check * Medical final and Recommendation Roster Management: Working time is different for full time employees and part time employees. Very often it has been seen that part time employees do not get enough flexibility in their work schedule. It’s very hard to get leave or bring change in roster. Resource Management need to give mo re focus on part time employee too as they are not less competent in comparison to any full time employee. It will create a more harmonious work environment and it will also improve the motivation level of the employees. * Remove frequent changes in process: Frequent changes in process make the employees confused.It also hampers the business performance. It increases the service delivery time and produces low customer satisfaction. To reduce the hassles for both agent and customers it is quite important to adopt a flexible and user friendly process. * Establish strong coordination among segments: Coordination among systems helps to serve customer in the very exact way it has been designed. Other than that it creates conflict and misunderstanding scenarios among segments. People from different segment have their own point of view. So it needs to be ensured that all of them have common platform to carry their job Responsibility in right manner.Conclusion Maintain organizational behavi ors leads an organization to manage its function smoothly at the same time enable it to attain its goal. Through the transfer of technology, managerial expertise and effective business model Grameenphone have established an advance policy for their organization and their employees. This in turns plays a significant role to make the company as a leading mobile operator company. References * http://en. wikipedia. org * http://www. scribd. com * http://managementhelp. org * http://www. grameenphone. com

Overcoming Pt Lapindo Brantas Case

Civics Individual Paper OVERCOMING PT. LAPINDO BRANTAS HOT MUD CASE By: Aditya Rahman Sulaiman 10/HK/295884/19279 International Undergraduate Programme Lapindo hot mud flood case or we usually called it â€Å"banjir lumpur panas Lapindo† is an event of the unstoppable mud gush in Kecamatan Porong, Kabupaten Sidoarjo, Jawa Timur and this accident have been happened since 29 may 2006. There are 2 views of the cause of this Lapindo hut mud flood case.First, some scholars said that the primary cause of this event was because drilling mistakes and technical problems. Other theory said that it was happened because natural disaster, this theory explaining that sooner or later hot mud gush will be arise, the lapindo’s mining activity is only the trigger. First theory believes that there is an eror in the mining activity, PT. LAPINDO is suspected not doing a proper procedure in using the correct brace and bit (mata bor), they use it within different depth which has different thi ckness and causing a fault.In the begininning, PT LAPINDO won a drilling well tender called â€Å"pengeboran sumur Banjar Panji-1† from PT Medici Citra Nusantara as worth as US$24 million. PT LAPINDO was planning to drill the well until 8500 feet or 2590 meter depth. In order to reach that depth, infiltrate the Kujung layer (lapisan batu gamping), anticipate circulation loss potency (losing mud from the formation cause a high density liquid or mud come up) and kick potency (infiltration of other fluide to the upper layer), normally PT LAPINDO is needed to use a casing for its brace and bit.Running their work, PT LAPINDO has already used 30 inch casing for 150 feet depth, 20 inch casing for 1195 feet, 16 inch casing for 2385 feet and casing 13-3/8 inch for 3580 feet until 9297 feet, they only not yet put the last casing, the 9-5/8 inch casing for reach the Kujung layer in 8500 feet. The fact is, PT LAPINDO has a wrong prognosis a drilling term which briefly means drilling meth od of some points. They make a prognosis in different areas, they making a research of the Kendeng Zone but they drill at the Rembang Zone they assume such areas has same layers, due to those areas are closed enough .They estimate that in the drilling point, Kujung layer will obstruct them at 8500 feet depth, actually there is no Kujung layer within areas. They used some casing which they are don’t necessary need to use and make an accident. As consequences, an overpressure mud is blow out to the upper layer in mining process, the lower layer had already broken rapidly and not suitable with PT LAPINDO method. Then, after reaching 9297 feet the brace and bit touches limestone (batu gamping).LAPINDO thought that the target at Kujung formation has been achieved, in fact they only reach Klitik zone (also a limestone formation but has different density and porousity). Commensurate with mining procedure, LAPINDO use a mining pump to prevent the hot mud come up. The porousity of Kli tik zone made the covering mud been spread over that zone and circulation loss happen. After the covering mud losing, kick was happened, the hot mud tried to achived upper layer due to density difference.Following the mining procedure, mining process was stopped and the brace and bit has been tried to be lifted up. Unfortunately, the brace and bit was stuck and been cut. A Blow Out Preventer (BOP) on the rig has been closed and another weight mud which has a big number of density was pumped down in order to stopping the kick. Another unexpected mud activity happned, because layer is so porous and the Blow Out Preventer (BOP) was already placed, the hot mud was trying to find other way. Condition and natural fissures of such soil also could be a factor why this kick –ing accident is happen.Since this surface blow out accident happened, the hot mud is not been stopped yet. The odd things is all of the document and mining procedure especially about casing installation is already accepted by BP MIGAS as a responsible bodied of mining. On the other hand, some scholars says that this accident is more like natural disaster called Mud Volcano, a layer that has high density mud which presume can provide a mountan if such mud going out to the ground surface, sooner or later a kind of things will happen just matter of time.Prof Dr Sukendar Asikin, master of geology from ITB (Instititut Pertanian Bandung) said that hot mud comes up because there is a tectonic movement below. The movement arise from a collision of Watukosek faulting zone, this faulting zone located on Australia faulting belt and pasifik which continually moving 5,3 cm/year. When the collision happen the hot mud find out way to blow out from any space mostly from a porous rock or layer. A foreign scholar, Dr Amanda Clarke, a master and lecturer from geology in Arizona State Universiy has already observing this Sidoarjo case 2 times.In addition, she said that based in geology map, Sidiarjo mud sprout on the straight line between Penagunggan mountain, Weliran mountain and Arjuno mountain which kown as Watukosek fault. The streamline has a weak and thin structure, a fluide can be easily arise. Furthermore, an international event for scholars has tried to make a consent regarding couse of Sidoarjo hot mud case. An International Conference and Exhibition which is held by American Association of Petroletum Geologist on 26th until 29th 2008 in Cape Town International Conference Center, South Africa provide 4 arguments.The arguments are; 3 scholars are agree that this accident happen in relation with Jogjakarta’s earthquake, 42 scholars are agree that Lapindo mining process it the main factor, this accident happened based on combination between mining process and Jogjakarta’s earthquake is accepted by 13 scholars, and the rest 16 sholars said that they can not determine what the problem yet, based on that data we conclude that more that half scholars attended are agree th at Lapindo mining process it the main cause of this accident.This case has been even bigger, not only an accident but the effect on the society is being worse. Talking further about the effect, at least we have 3 major effect on the socity such as social, economic and environmental. In social effect, people around Sidoarjo are losing their houses, feel a bad sanitation, psychologically interfered, health disturbed, lack of education (some schools are closed) and many more. Can you imagine if such accident to you? Houses is the most important aspect that Sidoarjo case affected people, people around Sidoarjo doesn’t have any places to stay.In economic field, financing problem of course happen, people around Sidoarjo mostly jobless by a breaking farm or other materials which is covered by hot mud, and accessibility from Surabaya to Magelang or to east direction are closed decreasing economic activity within Sidoarjo area. In the environmental effect, most of natural resources wi thin Sidoarjo areas are broken, after covered by hot mud a farm doesn’t had any function , a pure and clean lake which people use for wash also has no function anymore and a stinky smell from the mud also affected people.Solution and legal enforce of Lapindo’s hot mud case are going slow. Compensation that PT LAPINDO already provides is not distributed equally to the LAPINDO’s hot mud victims. The LAPINDO’s people said that compensation has been given directly by providing cash as much as Rp 2. 500. 000, 00 / meter square damageand transportation money compensation as much as Rp 500. 00, 00 / family (based on tempointeraktif. com date 29 october 2006). The amount of compensation is not firmly publicly determined, because this number has already changed through time, some newspaper said that the compensation is equal as Rp 15. 00. 000,00 per family. In fact, not all of the victims are know about this compensation procedure, the other who get this compensat ion also said that the cash distribution is not as much as what they have been promised previously. Republika newspaper date 27 august 2010 state that Aburizal Bakrie as owner of PT. LAPINDO affiliation company said that personally he has provided moreless Rp 7. 800. 000. 000,00 rupiah and he agree that this accident was because â€Å"Mud Volcano† theory.The government is seems to be not care enough to this case, as an evidence a government regulation in Sidoarjo case, the Presidential decree number 17 year 2007 is firstly arise 1 year after the accident happen. The Presidential decree number 17 year 2007 also not stipulating anything about PT LAPINDO punishment or compensation, briefly this decree mention about create a Overcoming Disaster Bodied (badan penganggulangan bencana) which shall handle and find a way out about effects of hot mud cases towards society.Moreover, The PT. LAPINDO BRANTAS is proven guilty by not following AMDAL RULES and another rules as follows; a) Un dang-Undang Nomor 22 Tahun 2001 tentang Minyak dan Gas Bumi b) Undang-Undang Nomor 23 Tahun 1997 tentang Pengelolaan lingkungan Hidup c) Undang-Undang Nomor 23 Tahun 1997 tentang Pengelolaan Lingkungan Hidup (Lembaran Negara Republik Indonesia Tahun 1997 Nomor 68, Tambahan Lembaran Negara Republik Indonesia Nomor 3699) d) Undang-Undang Nomor 32 tahun 2004 tentang Pemerintahan daerah e) EtcThere is an opinion of some people which said that this hot mud case is not solved yet, because people in government are politically affected by Aburizal Bakrie power. They said that our president itself used his money for the previous presidential general election and he looks like protecting Aburizal Bakrie. These kind of opinion are can’t be proved and only like political issues. Yet, the PT LAPINDO is been closed but the overcoming disaster still doesn’t work well. Basically, the government has to provide help using its Overcoming Disaster money which stated in State Budget.Actual ly, the government has done something but it is not equal with amount of hot mud case total damage. Many solutions have been tried regarding this case, the most better one is making the rig relief well. Such cases have happened in Australia and can be solved by this method. The problem is, rig relief well which is done by Pertamina is not runned continually, scholars approximates this rig relief well will be finish within 6 months but accompanied by some political issues, this Pertamina rig relief well making postponed or even stopped after 2 months (it is not firmly stated that this methods will be run again).In my opinion, this hot mud case will be finish fastly if the the political issues doesn’t mix up with the case. Aburizal Bakrie and his political power interfere our nation overcoming disaster. The government should act more firm and clear in making decision or further solution. This case also could be an evidence that our nation overcoming disaster is still need to be repaired. ENCLOSURE 1. 1 Mining Tools Lyte Limited Terafiliasi Kelompok Bakrie Kalila Energi Limited Pan Asia Enterprice Limited PT Energi Mega Persada Tbk (EMP) 15,76% 84,24% 1. 2 Bakrie’s Affiliated Companys 1. 3 Potrait of Society After the Accident Happen

Discrimination at workplace based on gender and ethnicity

Imagine being stuck in the same job without proper compensations, or being thrown out of the job one fine day and being replaced by someone, you know hardly measures up to the fine standards you maintain, just because you do not look good, or you have physical ailments, or the other person is a pretty looking female, and you are a male, or simply because you are being replaced by a younger, ‘energetic’ person, whose age replaces your experience and competence.This is a thought that scares millions of workers and professionals as they set out for to earn their daily bread and feed their dependants. The thought that this day may be their last day at work and not due to their own fault can be a thought very scaring indeed. The ‘big boss’ literally rules your life and these are things that must change for the better. Is it fair to judge a person and his professionalism solely on the basis of his colour, age, sex, ethnicity, and sexual tendencies?How does it matt er whether I was born in Africa, India or New York; why should it matter if my skin is black, brown or white; is being 45 years old a crime; why should one be prejudiced against if he/she has feelings for the same sex. In the end it should be the professional competence and the attitude to success that should replace these trivial feelings. Work place discrimination encompasses a spectrum of situations.It may range from sexual discrimination to sexual harassment, even work place bullying. It is pertinent here to define three commonly misinterpreted terms, ‘unlawful discrimination’, ‘unlawful harassment’ and ‘workplace bullying’. As detailed on the Human Rights and Equal Rights Commission (HREOC) website, unlawful discriminations implies a deliberate attempt to sideline a person in favour of others solely because of his age, sex, religion, ethnicity or pregnancy status, and other factors outlined above.Similarly ‘unlawful harassmentâ€℠¢ has been defined in the same website as â€Å"Under federal and state legislation unlawful harassment occurs when someone is made to feel intimidated, insulted or humiliated because of their race, colour, national or ethnic origin; sex; disability; sexual preference; or some other characteristic specified under anti-discrimination or human rights legislation†. Work place bullying relates to â€Å"the repeated less favourable treatment of a person by another or others in the workplace, which may be considered unreasonable and inappropriate workplace practice.It includes behaviour that intimidates, offends, degrades or humiliates a worker†. In the text a more detailed analysis with suitable situations will be mentioned. There should not a ‘wrongful termination’, which is the dismissal of an employee, when he did not deserve it. Workplace discrimination on the basis of gender When a deliberate attempt is made to downgrade a person solely on the basis of gen der, and this goes against the contractual agreement, it constitutes a ground for appeal (Allison & Taylor, Inc). It may be intended directly or indirectly as unintended rules.It may be ‘Disparate Treatment Gender Discrimination’, where a person is treated differently simply because of his gender. An example of this could be a situation where a male employee gets a better pay package than his female counterpart on the unfounded premise that he works more than her. It may be the other way round, that a female secretary gets more leaves from the boss, while her male counterpart is denied any leave. A slightly more complex situation is that of ‘Disparate Impact Gender Discrimination’, where there is has been an unintentional process involved.This can be understood in the context of employment in the armed forces, where though the rules of entry may be the same for both the sexes, yet, for some particular situations, like war, special rules may have been set, s uch that it becomes difficult for female soldiers to qualify. There may be a frank situation of sexual harassment, where promotions are linked to gaining special favors, usually sexual in nature, from the person of opposite sex. As shown in the cine-film,† Disclosure†, where the female boss deliberately denies opportunity to the male professional, because he refused sexual favors.There may be harassment from the same sex, where in the female boss, feeling threatened sexually by the entry of a petite secretary or a colleague, deliberately insults her in front of others, in effect creating a ‘hostile environment’. There is an interesting entity known as ‘Quid Pro Quo Harassment (district attorney . com). This refers quiet simply to trade in terms of sexual favors. In this situation the availability of sex is the prime requisite to continue work. It may also mean, that the job is denied to a suitable candidate, if sexual favors are denied.A hostile enviro nment is one where the employee is challenged mentally and emotionally due to repeated exposure to offensive materials such as crude jokes, pornographic material (HREOC website). This does not allow the employee to settle down to the best of his/ her abilities. Of course, just because offensive language is used, or sexual advances are made, does not qualify simply as workplace discrimination. If such activities are carried out in concert with the said employee, there is no ground for case against the office.A female employee may readily consent to go out on a date with her colleague, but later if she alleges sexual harassment, this does not constitute ground for appeal. These are some situation of unlawful discrimination. There are other situations like prejudice in selecting a particular employee for promotion, or training, or dismissal. A female employee, doing the same work, may be receiving lesser pay. Under the Equal Pay for Equal Act (Safety. com) every person doing similar wo rk should be paid paid equally.An interesting aspect is that strictly speaking sex and gender are considered different by pure semantics (workplacefairness. org). Sex is anatomical identity of the person, while gender refers to how the person perceived himself/ herself. Other spectra of workplace discrimination. Discrimination on the basis of age – in the AARP website, a reference to the Age Discrimination in Employee’s Act (ADEA) is mentioned. According to the law, if discrimination has been done to a person above 40 years of age on the basis of his age, it is illegal.It may be in the form of not being selected for the job inspite of being qualified in favor of a younger person, or it may be denial of promotions on the basis of age. Such a situation may also arise if the older employee is dismissed by the company in favor of a younger person, so that the new employee is paid less. A larger number of Racial discrimination – The colour of the skin of the person, or the company a person keeps, should never constitute grounds for prejudice. Action against someone for dating a person of different culture, constitutes grounds for appeal (www.districtattorney. com).Pregnancy and marriage discrimination- pregnancy is a temporary disability and is considered so (workplacefairness. org). Any discrimination on the above is wrong and punishable by law. If a female employee is treated differently because of her marriage than one who is married, the affected employee is right in taking action against the employer. Discrimination on basis of nation of origin. In the United Stated, only federal reserved jobs can be advertised as â€Å"for US Nationals Only†.Any other job is open for any individual who has gone through the mandatory requirements of the US Government (districtattorney. com) The opposing view Till now we have considered numerous points against the policy if discrimination, but to better understand the complex situation, a point in fa vour may also be taken, and indeed valid arguments may be put up. For example, any firm, be it government or private, has the right to employ the best professionals in order to further its interests.Thus if the company feels, that a person is getting old, and does not enthuse the same enthusiasm as he used to, it may be argued that it is within its rights to employ someone it feels is young and dynamic and ready to face challenges. It thus breeds a feeling of intense competition that brings out the best in the professional, forcing him to work better. This ‘on the edge’ feeling will foster a will to perform better. Hazardous jobs like army, fire fighting service and the police, need tough physical labour and often there is a real threat to the personnel.It is a fact that men are physically better equipped to face these situations. Thus these institutions may feel that by getting only the best for the job, will help important services like the army and police perform the tasks of fighting and security better. Again the company may feel, that a lady who is pregnant, or who has delivered recently, will not be able to give the commitment that is required. Long hours that a company demands, may not be possible fort the lady. Thus this situation can be argued both ways Summary. It is inhuman to deny a human being the opportunity to succeed in life, and prove himself.Thus why it should make a difference that he is black, or white, or he is above forty, especially when the person is qualified for his position, is incomprehensible. No argument is possible to defend someone who denies a job to a woman, just because she is married, or has delivered. Pregnancy is a universal truth, how can society be so cruel. All said and done, work place discrimination is a blot on the very existence of society, and all measures, be it legal, or legislative must be taken to ensure that this does not take place.

Christian Worldview Essay

Worldview Part I What is a worldview? â€Å"A worldview, is a response of our heart or inner being; our intellect, emotion or will. It is the total framework we bring to decision-making† (Weider & Gutierrez, 2011, p.51). An example is the Christian worldview. The way we as Christians behave should be in direct correlation with the teachings of Jesus as to how we should live our lives. People who hold to the Christian worldview should act as if everything they do matters. Many Christians these days do not act in a consistent manner to what their worldview is (Keener). Part II The question of Origin, Genesis 1:1 (ESV Bible) shows God creating the heavens and the earth in the beginning. â€Å"God is the infinite, personal, sovereign and good being who created the universe† (Lefebvre, 2011). Isaiah 45:18 (ESV Bible) describes how God created the heavens and formed the earth and create it and intended it to be inhabitated. The question of Identity- Genesis 1:27(ESV Bible) God created man in His own image. Psalm 139:14(ESV Bible) I am fearfully and wonderfully made. It is because we are made in God’s image that sets us apart from all other aspects of creation. This identity with God bestows upon us great distinction. We have to understand as clearly as possible what it means to be created in the image and likeness of God (Naugle, 2010). The Question of Meaning/Purpose- We as Christians believe that our purpose is to do the will of God. John 15:16(ESV Bible) we are appointed to go and bear fruit. In Matthew 28:19(ESV Bible) we are commanded to go and make disciples. Through-out the Bible, God has charged us with being the salt of the earth and light of the world, He has commanded us to go and compel them to come so that his house may be filled. As we can see our main purpose is to live a life that exemplifies Christ and leads others to Him. The Question of Morality- Romans 5:12-14(ESV Bible) sin entered the world. Romans 3:23(ESV Bible) we all have sinned and fall short of the Glory of God. God is the ultimate standard of morality and because of the depravity of man we cannot live up to His standard, thus needing redemption through the blood of the Lamb, Jesus Christ. The Question of Destiny- it is clear throughout the Bible about our final destination. John  3:16-17, John 5:13-14 (ESV Bible) and many other verses in the Bible make it clear that if we do not put our faith and trust in God and accept the gift of salvation that we will not spend eternal life with Him but rather burn in the lake of fire. God also makes it clear that the gift of salvation cannot be earned Eph. 2:8-9. Part III A biblical worldview should influence the way you think about, treat, and speak to others on a daily basis because we should treat people how we would want to be treated, Matthew 7:12 (ESV Bible). If we are to believe that God created us in His likeness and He commands us to go out and make disciples for Him then we would have to also believe that we should think, treat and speak to others in a Christ like manner on a daily basis. To not do so would make us as Christians look hypocritical in the eyes of non-believers. †¦.treat/interact with the environment and non-human creation? In Genesis 1:26(ESV Bible) God commands us to have dominion over the earth and subdue it. This does not mean that we can ravage the land and kill all the creatures on it. We are to be stewards of what God has given us and that includes the earth and the creatures on it. References Keener, D. (n.d.). What is a worldview?. Retrieved from http://www.dkeener.com/keenstuff/wv.html Lefebvre, M. (2011, April 02). Worldviews-christian. Retrieved from http://warrantedbelief.wordpress.com/2011/04/02/worldviews-christianity/ Naugle, D. (2010, February 14). Developing a biblical worldview. Retrieved from http://www.colsoncenter.org/the-center/columns/indepth/14423-developing-a-biblical-worldview Tackett, D. (n.d.). What’s a christian worldview?. Retrieved from http://www.focusonthefamily.com/faith/christian_worldview/whats_a_christian_worldview.aspx Weider, L., & Gutierrez, B. (2011). Consider. Virginia Beach: Academic Publishing Services, Inc.

A piece of wire on the resistance Essay Example for Free

A piece of wire on the resistance Essay ? Resistance gives us an idea of how easily electrons flow through a conductor it is the opposition of a material to the flow of electricity through it. It is caused by the internal structure of the material and its atoms, and tends to convert electrical energy in to heat. It is measure in ohms (? ). To measure resistance you must first find the voltage, which is the change in current between to certain points in a circuit. Electricity gives us a way of transferring energy and voltage is a measure of the energy available per coulomb of charge passing. Then you also need the current, which is measured in amps, electrical current as occur when there is a drift of charged particles (electrons or ions) in a particular direction. However there are some effects of the current flowing through a wire, it tends to heat up. If you divide both the voltage and the amps you get the resistance. Resistance = Potential Difference (in V) Current (in A) There are four main factors that effect resistance, these are: As temperature increases, the resistance of the wire increases as well. Some metals are better conductors than others, for example Nichrome has more resistance than copper. The thickness of the wire affects it as well because the thicker the wire the more resistance there is.   And the one I am testing- As the length of the wire increases, as does the resistance because there is further for the energy the travel so it looses energy along the way. In 1826 Georg Ohm discovered that ‘the current flowing through a metal wire is proportional to the potential difference across it’. In other words if you double the potential difference the current is also doubled. However this law is only obeyed when all the conditions stay constant. However the shorter the wire the more energy is converted into heat due to more atoms for the electrons to collide with. So the wire temperature increases which was one factor that Ohm did not take into consideration. A battery supplies voltage to the circuit between its terminals. Ideally the voltage should stay constant, however it does not, this is because the battery itself has resistance and acts like a resistor. This is called internal resistance. Prediction: I predict that as I increase the length of the wire the resistance will also increase, because as the current goes through the wire the electrons lose energy because they collide with the atoms of the metal and they lose the energy via heat loss. This causes there to be a decreases in the push force that move the electrons around the circuit. If the wire is longer there will be more collisions and so the electrons will lose even more energy thus losing the push force. If I double the voltage the current will also increase because voltage and current are both proportional. However as stated above in my research I shall not expect this to be exactly correct because not everything in my circuit is not remaining constant the temperature of the wire should increase. Equipment: Energy source (batteries) Ammeter   Volt Meter   Metal wire 5 wires Plan:   I will set up my equipment ensuring that the volt meter is parallel to the metal wire I will then insert the 30 cm long wire and measure the amps and volts Then I will take away 5 cm off the wire and read off the ammeter and volt meter   I will repeat this till I have a 5 cm piece of wire. Diagram: Ammeter Volt Meter Wires Metal wire Batteries Preliminary Results and Changes: Length (cm) Voltage (V) Amps (A) Resistance 30cm cm After doing my preliminary experiment I have decided to do the test every 3 cm so it will go 30cm, 27cm, 24cm, 21cm etc. Results Results table 1 Length (cm) Voltage (V) Amps (A) Resistance 30cm. Results Table 2 Length (cm) Voltage (V) Amps (A) Resistance 30cm Results table 3 Length (cm) Voltage (V) Amps (A) Resistance 30cm Average Result for resistance Length of wire (cm) Average Resistance Conclusion I can now conclude that the resistance increases as the voltage (and current) increases because energy is lost as the electrons go through the wire and collide with the atoms. Having looked at my results and graph I can also conclude that the resistance is directly proportional to the length of wire because my graph is fairly straight. Despite the fact that hardly any off my points are exactly on the line, they follow the line of best fit and are very close to it. This shows that the resistance increases as the length of the wire increases due to more atoms for the electrons to collide with (see prediction and research for further details). Gradient y1 – y2 Two points: This shows that my line of best fit goes up very gradually. The graph that I have drawn is very misleading because it looks as though the line goes up steeply; this is because my scale is very big. If I half the scale my line would appear to go up at half the steepness. Resistance per centimeter   Evaluation My results in my opinion are fairly reliable we have the odd result as with most experiments, however on the whole our results and graph show that the current is directly proportional to the voltage and that was our aim in the beginning. Our graph is reliable despite the fact that only two results actually touch the line (this could be due to back readings off or a fault in our method) because all of our results follow the line and are very close to it. Regardless of getting reliable results except a few anomalous results we could have improved our method by ensuring that we had the set amount of wire in between the clip, for example 30cm, because when you add the clips it takes of about 2 cm so we could all of the experiment with the wire 2cm longer. Also as stated above in my research temperature has to remain a constant, which it was not because the smaller the wire got heat was lost so the resistance would be higher so maybe our lower results are not as reliable as the higher ones. Abigail Male 1st February 2002 Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our GCSE Electricity and Magnetism section. A piece of wire on the resistance. (2017, Oct 19).