Why you want to be a teacher Essay Example | Topics and Well Written Essays - 500 words

Why you want to be a teacher - Essay Example For the rest, they simply want to get employed and follow whatever opportunities maybe presented to them. In my case, I want to be a teacher or an educator. Why is this so? Because as Henry Brooks Adams said â€Å"A teacher affects eternity, he can never tell where his influence stops†. I deeply believe what this man says for I have witnessed through the lives of others how much influence a teacher can wield to his students. I want to become a teacher because I want to inspire my future students. Nowadays, we often see a large majority of students losing interest in their academic obligations such as doing their homework. They are more likely to engage in watching television or playing console or PC games. In case they spend time doing some homework, it is often done as a burden that has to be accomplished. I want to become a teacher because I want to bring back the enthusiasm in learning. Students must be inspired to search for knowledge because life is a very interesting jou rney. In the field of sciences, teachers can inspire students to become researchers or scientists that can develop solutions to mankind’s problems. If I become a teacher, I would motivate my students to study because they can make a contribution to the world. A teacher always goes through the never-ending process of learning.

MGMT ESSAY Example | Topics and Well Written Essays - 750 words

MGMT - Essay Example However, being a younger executive, having only 3.5 years of experience in an industry, it is not necessary that seniors in other positions may hear my words properly. I have to use my expertise well to derive respect from others and to use my power effectively. Nobody can challenge me if I prove my credentials in front of other senior executives. Attraction is another source of personal power. Others will definitely notice my charisma, behaviour and physical characteristics before accepting me as their leader. Even though my experiences are less, I should convince my fellow employees that my experiences were in a senior position and I am capable of handling any situations. Once I succeeded in proving my abilities, it would be easier for me to command the respect of my fellow employees. Situational leadership is implemented in majority of the organizations at present and I should implement it in my organization also. I should create an impression that my leadership styles are neither autocratic, nor democratic in nature, but a mixture of the two. In other words, I should respond to the problems based on the situations. Employees will always try to imitate their leaders. In other words, if the managers are passive, employees will also try to follow the same path. On the other hand, if the managers are active, employees will also try to become active as much as possible. In other words, I should try to become an active leader. When the leader shows more vigilance in organizational matters, employees cannot become idle. They should realise that the leader is watching their every movement. Under such circumstances, they will be forced to concentrate more on their responsibilities. Legitimacy increases acceptance. In other words, I should take more care while taking any decisions in my organization. My fellow employees should feel that my decisions are legitimate and it will guide the organization towards prosperity. I should specifically remind my managers

The American Dream Essay Example for Free

The American Dream Essay The 2007 LA Times editorials—â€Å"American Values and the Next President†, collectively—provide a detailed sketch of where the United States is now with respect to the values that underline the creation of an American people. A â€Å"more perfect union† entails leaving customs and allegiance of the past behind while forging together many people from different lands of origin, culture and faith guided by multiracial tolerance and integration. It also calls for abandoning all forms of social and political hypocrisies as the Union strives for perfection even if it remains an ideal. In â€Å"Life,† the definition of human life becomes an important contemporary issue not only because of the persisting debates on abortion and capital punishment but also because of the developments in human genetic modification. The results of the national elections will certainly influence the debates over the issues on human life as far as the individual’s constitutional right to life is concerned. â€Å"Liberty† highlights the excesses of the Bush administration which put the liberties of Americans at risk for the sake of fighting terrorism. It suggests that the next president should not treat the liberties of the people as â€Å"collateral damage† for the government’s efforts to stop terrorist threats to homeland security. â€Å"Justice† points out that the executive branch should also try to continue to uphold the principle of equal justice before the law instead of solely relying on the judiciary. The next American president should see to it that the Department of Justice and the federal courts play an activist role in thwarting discrimination. The editorial emphasizes that Democratic presidential candidates are fit to fulfill that role than their Republican counterparts. Despite the notable progress in practicing the value of Justice throughout the years, more remains to be done, which is why the next president has huge shoes to fill. In â€Å"Pursuit of Happiness,† vital issues with respect to government regulation in what is supposed to be the free enterprise system are scrutinized, namely: federal budget, tax code, workforce, value of the dollar, and social security. The next president faces the task of creating strategies through government policies that regulate the economy, depart from the style of the Bush administration and promote the individual pursuit to earn properties. â€Å"Powers of the Earth† tackles environmental issues that, despite not being a major part during the Constitution’s framing, require the attention of Congress and the Presidency. The editorial, with the exception of a few Republicans, states that the positions and responses of Democrats are clearer and better than most Republicans on environmental issues. On the other hand, â€Å"Domestic Tranquility† ties together the issues of poverty, infrastructure and peace. The editorial opines that sustaining America’s pride requires the next president to restore and create new infrastructures while advancing and guarding free trade for the benefit of the economy and of the poor, thereby achieving domestic peace. â€Å"The Common Defense† draws the line between acting positively out of ambition, idealism and creativity—exceptionalism—and acting negatively by exempting one’s self from common rules—exemptionalism. The article suggests that the next president should practice self-restraint and wisdom when defending America from threats coming from terrorist networks without compromising alliances and diplomacy. Lastly, â€Å"The General Welfare† asserts that issues surrounding healthcare, education and immigration are linked, shaping the nation’s ability to promote general welfare. Thus, it is imperative for the next president to carefully address such issues because a sick and uneducated America dealing with illegal immigration problems can hardly ever be a productive America. The series of editorials rekindles the call for the restoration and promotion of American values that once created the nation. With the national elections, hope and the prospects of a more perfect union remain alive. Personally, hopes of reliving the American Dream do not only resurge during national elections. Although the presidential elections provide insight on the immense possibilities that lay before this country, the times when America faces struggles of epic proportions also offer a glimpse of what the American Dream should be. In times of natural calamities, the American Dream is to mount a collective effort to rebuild while setting aside social and political differences. The aftermath of Hurricane Katrina, for instance, teaches the lesson of unity and cooperation while giving people a glance of how the suspension of personal, social and political disparities can truly make America rise back to its feet. In times when alarms to national security land upon the country, the American Dream is to seize upon the golden opportunity of making America more secure from external threats without risking diplomacy through unrestrained and unwarranted persecution of those who are enemies only by nature of baseless suspicion coupled with heated emotions. The sizeable damage of the 9/11 attacks indeed calls for the perpetrators to be brought before justice. Yet, at the same time, it does not solicit the wild abandon for more cruelty and injustice towards people on foreign shores whose only â€Å"sin† is to have been born to a different race or religion. Indeed, the fact that America is a multicultural land only demands no more and no less than tolerance and the careful handling of both domestic and international relations. The American Dream is summed up, thus: e pluribus unum—literally, out of many, one. Out of many, there is only one hope for peace and unity. Out of many, there is only one hope for security. And in such multitude, there simply is no room for bigotry guised in the forms of religious, racial or political persecutions. At the least, the collective effort to rebuild especially during massive disasters and the efforts to attain unity amidst diversity during threats to national security enshrine part if not all of the American values discussed in the series of editorials. At best, they capture part of the essence of a more perfect union. Clearly, life and liberty can hardly continue to prosper if America is unable to rebuild when stumbling upon a roadblock in whatever form. Life becomes difficult when the nation stumbles; no one becomes free to pursue her or his own happiness. Justice can also hardly be served to the average citizen if the American government itself is unable to practice and project justice towards other sovereign countries. Threats to national security raised the bar on the crackdown for illegal immigrants seen as potential state enemies. While the aim is noble, ensuring America’s safety does not have to mean creating policies that basically discriminate based on race or religion. To discriminate in whatever form or degree further adds to the inequalities already present. Moreover, more focus on campaigns against terrorism—meaning, war—on foreign shores only drains America’s precious resources which could have been used to address issues that are far more threatening, global warming being chief of them. Regardless of religion and race, a united America in the clamor for peace and environmental protection can go as far as national resources can permit, perhaps even beyond. The classic saying you only know what you have until it is gone best summarizes the connection between the American values discussed in the LA Times editorials and my personal version of the American Dream. Facing times of seemingly insurmountable national disasters, natural or man-made, we realize the need to enact the values that once helped create America. National elections also remind Americans that there is nothing to lose and everything to gain when electing the candidate who represents and is committed to enact the American values that made this nation great. Word Count: 1,249 References A More Perfect Union. (2007). Retrieved April 8, 2009, from http://www. latimes. com/news/opinion/la-ed-union10dec10,0,6837580. story Domestic Tranquility. (2007). Retrieved April 8, 2009, from http://www. latimes. com/news/opinion/la-ed-domestic26dec26,0,7243568. story Justice. (2007). Retrieved April 8, 2009, from http://www. latimes. com/news/opinion/la-ed-justice14dec14,0,3982825. story Liberty. (2007). Retrieved April 8, 2009, from http://www. latimes. com/news/opinion/la-ed-liberty14dec14,0,5822438. story Life. (2007). Retrieved April 8, 2009, from http://www. latimes. com/news/opinion/la-ed-life12dec12,0,4564448. story Pursuit of Happiness. (2007). Retrieved April 8, 2009, from http://www. latimes. com/news/opinion/la-ed-happiness18dec18,0,4854426. story The Common Defense. (2007). Retrieved April 8, 2009, from http://www. latimes. com/news/opinion/la-ed-defense27dec27,0,2489279. story The General Welfare. (2007). Retrieved April 8, 2009, from http://www. latimes. com/news/opinion/la-ed-welfare28dec28,0,710619. story The Powers of the Earth. (2007). Retrieved April 8, 2009, from http://www. latimes. com/news/opinion/la-ed-earth20dec20,0,7174443. story

Discuss the Character and Functions of Sandra Essay Example for Free

Discuss the Character and Functions of Sandra Essay Beautiful Thing is set in London this is used to illustrate what Sandras character is like. Sandra Gangle is a tough middle class woman, who lives in a tidy council flat in South London. Sandra is house proud she likes everything in it to be nice looking. An example of this is the hanging baskets hanging on the wall out side her house. Sandra also looks after her self we can tell this by the Body Shop products on the floor. Sandra has many roles in this play, which include being mother, neighbour, barmaid, single parent, workingwoman and a girlfriend. Sandra is a survivor in the sense that she is bringing up a son all on her own and she has to pay for every thing her self. When I had three pee in my purse I went robbing for that boy This Indicates Sandras loyalty towards to her son, and how much she cares for him and tries to provide for him. An alternative example of how deprived Sandra was that I couldnt afford a cot This proves that however much Sandra tried and robbed she still couldnt afford the basics. Sandra is also very abusive, using foul language to insult people. A good example of Sandras abusive language is the first word of the play, which is SLAG. This shows a major part of Sandras character and is used to set the scene for the rest of the story. Although Sandra uses foul language she prevents Jamie using it by saying Language, Jamie! when he tells Leah I dont need fuckin elp. This is because it is disrespectful to use to bad language and she wants to bring him up to the best of her ability. Foul language is mainly used to add tension to the story. Sandra character is harsh in the way that she talks to people. This can be demonstrated by the way she talks to Leah on several occasions Face facts Leah, no bugger wants you and shut up By saying this Sandra is being tactless and insensitive towards Leahs feelings. Sandra is most thoughtless towards Leah. Sandra is also harsh in the way she describes Steves father We all know his dad leathers him, Im only having a laugh. This is used to demonstrate how heartless and insensitive Sandra really is. Steves father was very aggressive towards him on numerous occasions. He punches him for know reason and even threw him out once for burning the toast. One time when Steve was thrown out he went round to see Sandra to explain what had happened to him. The type of caring person that Sandra is she took him in. After listening to Steve she told him he could stay the night. Then said this to Steves dad Your little Stevens round at our place tonight. Ive every mind to report you. This shows the sensitive and caring side that Sandra has. Among all Sandras responsibilities she tries her best to monitor Jamies progress at school. Sandra makes sure of this by the phrase I shall be checking your homework when I get in. This is to ensure he is doing well. Sandra is also very unreliable like when she is supposed to check Jamies homework she doesnt even though she promises too do so. Telling Jamie Ooh, Sod that, Im knackered gives a mixed impression that she is trying her best to provide money but is short of time due to working, and this is why she is tired. Another shocking point is that Sandra is incredibly judgemental. Coming to negative conclusions without thinking about the consequences and affects that it has on other people. Sandra proves her character is judgemental by telling Leah A Leopard never changes its spots and a slapper never changes her knickers. An alternative example of Sandra being judgmental is when she tells Jamie I want you inside. Shes a bad influence. Both these quotes prove how Sandra is quick to form an unpleasant opinion of someone. Additionally Sandra is also extremely boastful and is keen to tell others about her achievements. Bragging to a group of friends telling them I won that hanging basket in the south east Thames barmaid at the year awards. Sandra is proving that she is significantly more than an average barmaid the proof of this was winning the award.

Globalisation and the Concept of Global Citizenship

Globalisation and the Concept of Global Citizenship â€Å"As globalisation promotes a free-flow of people, ideas and products across national boundaries, individuals will be more identified as global citizens and less prone to xenophobic attitudes.† Discuss. While globalisation promotes a free-flow of people, ideas, and products across national boundaries, it provides opportunities to individuals to become global citizens. However, while this essay will argue that this has made them less prone to xenophobic attitudes, globalisation has also had other impacts which may have only provoked xenophobic attitudes. This essay will examine the impact which globalisation has had on individuals in the workplace, focusing on how Multinational Corporations have increased the need for globally mobile employees, therefore increasing their cultural intelligence along the way. The essay will also explore employees working within global organisations who are not globally mobile, and the impact which globalisation has had on them. The importance of cultural intelligence will also be discussed alongside the growing focus of scholars on cosmopolitan or global citizens, and finally, the essay will examine xenophobia and the impact which globalisation has had upon xenophobic views. Globalisation is the introduction and growth of products, people, information, and money across borders and is an important impact on the shape of national identities and relationships (Ariely, 2011).   Arnett (2002) argues that globalisation is not just a historical process but is also a change in mind-set of citizens around the world and has positively and sometimes negatively redefined national identity and culture. In effect, globalisation defines the world in which we live, and has changed the way in which citizens identify themselves (Ariely, 2011 & Arnett, 2002). However, some researchers have argued that in the process globalisation has undermined national cultures and identity – creating what is moving towards a single identity for all global citizens (Smith, 2007 & Held, McGrew & Perraton, 1999). Effectively, globalisation has been guided by â€Å"economic forces† (Sideri, 1997. Pg.38) with the actions and growth of Multinational Corporations (MNC’s) furthering globalisation (Buckley & Ghauri, 2004). With MNC’s comes the need for the retention and transfer of knowledge between operating units and countries (Elenkov & Manev, 2009). Expatriates (Expats) are used by MNC’s for three main reasons; to fill positions where no suitable candidate exists in the host country, as an opportunity to develop the expatriate’s skills, and most importantly; to transfer important knowledge and corporate culture from home to host countries (Collings et al, 2007). Within MNC’s expats will work with people of many different nationalities, and globalisation is only expediting the mobility required of expatriates, therefore, the number of cultures in which expatriates are working in and becoming accustomed to is increasing (Lee, 2014). Lee (2014) argues that this is exposure to new cultures has increased the number of people which identify as learned bi-culturals, and who feel accustomed to 2 or more cultures after experiencing the identity negotiation process. The knowledge and understanding of different cultures that being bi-cultural brings allows these individuals to adapt quickly and become more adept to different situations (Hong et al, 2000 & Lee, 2014). While individuals will generally undergo an identity negotiation process when entering employment with a new organisation, international experience adds to this further (Lee, 2014). Sanchez et al (2000) explain that during the adjustment process to working within a different culture, an individual may become more attached to their home unit, or alternatively, become more attached to their host unit. This acculturation is essentially a process leading to cultural changes within the individual after interacting with members of different cultures (Lee, 2014), and can be portrayed in a number of strategies by the individual when operating in different cultures. This impacts their identification and adaptation with their home and host country and can lead to positive outcomes – however, two of the outcomes of acculturation can be marginalisation or separation, where an individual does not identify with the host country (Lee, 2014 & Berry, 2005). Another theory of culture acquisition is the identity negotiation process, where when individuals encounter a new culture question their values and beliefs leading to a renegotiation of their own identity through experimentation and reflection (Lee, 2014). While expats seem to have the most experience with operating within different cultures, globalisation has meant that even individuals working within their home country can experience different cultures too (Lee, 2014). Lee (2014) argues that individuals working in organisations undergoing international mergers and acquisitions, as well as those with international subsidiaries can develop an understanding of different cultures. Experience of work within different international contexts may lead individuals to develop a greater understanding of their own as well as different ways of undertaking work (Lee, 2014). It is important to note however, that an individual who is globally mobile may not automatically expose themselves to the culture of the country in which they are working. As mentioned previously, outcomes of acculturation such as marginalisation or separation can mean that the expatriate exhibits low attachment to the society in which they are working. It could therefore be argued that both expatriation and working within a culturally diverse and international organisation could develop an individual’s global identity. Gupta and Govindarajan (2002) explain that a global identity is the awareness of different cultures and the openness to the integration of these cultures to create a competitive advantage. Lee (2018) argues that this competence and adaptability is gained through 3 steps; the understanding of the individuals own culture and cultural lens, acquiring knowledge of other cultures, and improving one’s cultural intelligence. The exposure to different cultures through international assignments and working within a global organisation can assist with the gaining of knowledge of different norms and values (Crowne, 2008). This exposure to different cultures needn’t just be through work either, Crowne (2008) argues that globalisation has allowed for exposure to different cultures through travel, study, and media such as television and film. While some of these methods may have a greater impact, they are all important to the development of an understanding of different cultures. Crowne (2008) argues that any exposure to different cultures is directly associated with an individual’s cultural intelligence, yet some methods of exposure such as expatriation, international education and travel have a greater impact. Cultural intelligence is defined as an individual’s ability to effectively adapt to new cultures and has been found to have a positive impact on integration into multicultural teams (Earley, 2002). Furthermore, employees with higher cultural intelligence are able to adjust more easily to new cultures and show greater performance within multicultural teams and tasks (Templer et al, 2006). Cultural intelligence is born through 4 main dimensions; Cognitive – gaining the knowledge of values and norms of different cultures, Motivational – the commitment to acquiring new knowledge and learn, Behavioural – the ability to adapt to new cultural situations, and Metacognitive – the ability to monitor one’s self, and to adjust based on new experiences (Lee, 2018 & Ang et al, 2007). The importance of cultural intelligence cannot be underestimated, as it assists individuals with seeing past the stereotypes and perhaps xenophobic views of other cultures (Lee, 2018). Furthermore, it stops an individual from casting judgement until all of the facts are known and available (Triandis, 2006 & Elenkov & Manev, 2009). Interestingly, cultural intelligence is directly linked to cross-cultural competence, which reduces the pressure that may be associated with handling difficult decisions in culturally different environments and can increases effectiveness (Elenkov & Manev, 2009). Of course, the cultural intelligence of the majority of individuals will increase through international assignments and working within a global organisation. Elenkov & Manev (2009) further this argument and explain that cultural intelligence is vital for managers within organisations. The GLOBE project found that the leadership styles favoured or expected from country to country vary depending on the cultural variables found in that context (Dorfman et al, 2002), and it can be seen that the cultural intelligence and adaptability of managers and individuals is vital to their performance and effectiveness in different cultures (Elenkov & Manev, 2009). It can therefore be argued that the greater the cultural intelligence of an individual, the more understanding, aware and open they should be to different cultures and therefore less prone to xenophobic attitudes (Lee, 2014). The emerging concept of cosmopolitan global citizens is one still in debate. In its early conception, cosmopolitanism was seen to be an outlook which transcended national boundaries and complemented cultural intelligence (Woodward et al, 2008). The concept has now been developed to incorporate institutional, political, and cultural dimensions (Woodward et al, 2008). From a cultural perspective, most researchers have agreed that cosmopolitanism can be seen as an openness to different cultures as well as the values and beliefs that they may hold. Woodward et al (2008) argue that while an individual does not need to be globally mobile to hold cosmopolitan values, the cultural exposure that expatriates experience may assist them with gaining the attitudes and values associated with cosmopolitanism (Lee, 2014). Furthermore, cosmopolitan citizens are seen to be more engaged with others that identify as cosmopolitan citizens and hold similar worldviews (Lee, 2014). The concept therefore of a cosmopolitan is that of an individual who defines themselves less as part of a single national or cultural identity, and more as a global citizen – who should be less prone to xenophobic attitudes (Lee, 2014). This is supported by Ariely (2017) who showed that identifying as a cosmopolitan reduces xenophobic attitudes, a relationship which is moderated by the level of globalisation in the individuals home country, with those exhibiting higher levels of globalisation demonstrating a stronger negative relation between cosmopolitanism and xenophobic attitudes. The dictionary definition of xenophobia is the fear or hatred of strangers or foreigners, it is usually thought that the term overlaps with racism, however, xenophobic behaviour is based on the idea that an individual is different due to being a member of a different nation or social group (UNESCO, 2018). Ariely (2011) argues that the idea of xenophobia can be based on social identity theory which defines social identity as the differences between social groups with members feeling more strongly associated to the group in which they belong. Xenophobic views are therefore the result of social groups – such as nations and culture, being different from one another (Ariely, 2011). Interestingly, the results of globalisation such as the development of cosmopolitan citizens, bi-culturals and individuals showing a strong cultural intelligence seems to show that globalisation is causing to move towards a more homogenous global citizen identity, instead of heterogeneous national identities (Ariely, 2011). Such â€Å"superordinate† identities could reduce or eliminate differences between national identities, and therefore reduce xenophobic views. It is also important to recognise that some research has shown globalisation to have the opposite effect, heightening nationalistic identities and in turn perhaps causing xenophobic views against those seen with a different social or national identity (Ariely, 2011). Interestingly, Ariely (2011) found that in certain countries, while globalisation may decrease xenophobic attitudes in some people, it can increase them in others. While this study was actually based on xenophobic views against immigrants it paints an interesting picture that globalisation can have many different impacts on different people within the same country, and that context is incredibly important (Ariely, 2011). There are also negative aspects to consider such as the accelerated flows of terrorism, which have only promoted xenophobic attitudes due to the placing of blame on the lack of national borders – which globalisation has had a hand in reducing (Heine & Thakur, 2011). This essay explored the impact which globalisation has had upon individuals around the world. Whether a cosmopolitan citizen, learned or born bi-cultural, or an individual that has developed a strong cultural intelligence, the ability to adapt and understand other cultures seems to reduce the ownership of xenophobic attitudes. The essay found that as individuals gain a greater cultural intelligence, or identify as cosmopolitan or global citizens, they tend to identify less with their national culture/identity and identify more with a global identity. Using social identity theory from Ariely (2011), it can therefore be argued that while xenophobia is usually based on the differences between social, cultural, or national groups – the fact that more people are identifying as global citizens is reducing the differences between these groups around the world, and therefore reducing xenophobic attitudes. References Ang, S., Van Dyne, L., Koh, C., Ng, K., Templer, K., Tay, C. and Chandrasekar, N. (2007). Cultural Intelligence: Its Measurement and Effects on Cultural Judgment and Decision Making, Cultural Adaptation and Task Performance. Management and Organization Review, 3(03), pp.335-371. Ariely, G. (2011). Globalization, immigration and national identity: How the level of globalization affects the relations between nationalism, constructive patriotism and attitudes toward immigrants? Group Processes & Intergroup Relations, 15(4), pp.539-557. Ariely, G. (2016). Global identification, xenophobia and globalisation: A cross-national exploration. International Journal of Psychology, 52, pp.87-96. Arnett, J. (2002). The psychology of globalization. American Psychologist, 57(10), pp.774-783. Berry, J. (2005). Acculturation: Living successfully in two cultures. International Journal of Intercultural Relations, 29(6), pp.697-712. Buckley, P. and Ghauri, P. (2004). Globalisation, economic geography and the strategy of multinational enterprises. Journal of International Business Studies, 35(2), pp.81-98. Collings, D., Scullion, H. and Morley, M. (2007). Changing patterns of global staffing in the multinational enterprise: Challenges to the conventional expatriate assignment and emerging alternatives. Journal of World Business, 42(2), pp.198-213. Crowne, K. (2008). What leads to cultural intelligence? Business Horizons, 51(5), pp.391-399. Dorfman, P. House, R., Javidan, M., and Hanges, P. (2002). Understanding cultures and implicit leadership theories across the globe: an introduction to project GLOBE. Journal of World Business, 37(1), pp.3-10. Earley, P. (2002). Redefining interactions across cultures and organizations: Moving forward with cultural intelligence. Research in Organizational Behavior, 24, pp.271-299. Elenkov, D. and Manev, I. (2009). Senior expatriate leaderships effects on innovation and the role of cultural intelligence. Journal of World Business, 44(4), pp.357-369. Gupta, A. and Govindarajan, V. (2002). Cultivating a global mindset. Academy of Management Executive, 16(1), pp.116-126. Heine, J. and Thakur, R. (2018). The dark side of globalisation. [online] Available at: https://www.cigionline.org/articles/dark-side-globalisation. Held, D. and McGrew, A. (1999). Global Transformations. Cambridge: Polity. Hong, Y., Morris, M., Chiu, C. and Benet-Martà ­nez, V. (2000). Multicultural minds: A dynamic constructivist approach to culture and cognition. American Psychologist, 55(7), pp.709-720. Lee, H-J., (2018). Global Leadership and Cultural Intelligence. Lee, H-J., (2014) Global leadership practices: a cross-cultural management perspective, London: Palgrave Macmillan Sanchez, J., Spector, P. and Cooper, C. (2000). Adapting to a boundaryless world: A developmental expatriate model. Academy of Management Perspectives, 14(2), pp.96-106. Sideri, S. (1997). Globalisation and regional integration. The European Journal of Development Research, 9(1), pp.38-82. Smith, A. D. (2007). Nationalism in decline? In M. Young, E. Zuelow & A. Strum (Eds.), Nationalism in a global era (pp. 17–32). New York, NY: Routledge. Templer, K., Tay, C. and Chandrasekar, N. (2006). Motivational Cultural Intelligence, Realistic Job Preview, Realistic Living Conditions Preview, and Cross-Cultural Adjustment. Group & Organization Management, 31(1), pp.154-173. Triandis, H. (2006). Cultural Intelligence in Organizations. Group & Organization Management, 31(1), pp.20-26. UNESCO (2018). Xenophobia | United Nations Educational, Scientific and Cultural Organization. [online] Available at: http://www.unesco.org/new/en/social-and-human-sciences/themes/international-migration/glossary/xenophobia/. Woodward, I., Skrbis, Z. and Bean, C. (2008). Attitudes towards globalization and cosmopolitanism: cultural diversity, personal consumption and the national economy. The British Journal of Sociology, 59(2), pp.207-226. Globalisation and the Concept of Global Citizenship Globalisation and the Concept of Global Citizenship â€Å"As globalisation promotes a free-flow of people, ideas and products across national boundaries, individuals will be more identified as global citizens and less prone to xenophobic attitudes.† Discuss. While globalisation promotes a free-flow of people, ideas, and products across national boundaries, it provides opportunities to individuals to become global citizens. However, while this essay will argue that this has made them less prone to xenophobic attitudes, globalisation has also had other impacts which may have only provoked xenophobic attitudes. This essay will examine the impact which globalisation has had on individuals in the workplace, focusing on how Multinational Corporations have increased the need for globally mobile employees, therefore increasing their cultural intelligence along the way. The essay will also explore employees working within global organisations who are not globally mobile, and the impact which globalisation has had on them. The importance of cultural intelligence will also be discussed alongside the growing focus of scholars on cosmopolitan or global citizens, and finally, the essay will examine xenophobia and the impact which globalisation has had upon xenophobic views. Globalisation is the introduction and growth of products, people, information, and money across borders and is an important impact on the shape of national identities and relationships (Ariely, 2011).   Arnett (2002) argues that globalisation is not just a historical process but is also a change in mind-set of citizens around the world and has positively and sometimes negatively redefined national identity and culture. In effect, globalisation defines the world in which we live, and has changed the way in which citizens identify themselves (Ariely, 2011 & Arnett, 2002). However, some researchers have argued that in the process globalisation has undermined national cultures and identity – creating what is moving towards a single identity for all global citizens (Smith, 2007 & Held, McGrew & Perraton, 1999). Effectively, globalisation has been guided by â€Å"economic forces† (Sideri, 1997. Pg.38) with the actions and growth of Multinational Corporations (MNC’s) furthering globalisation (Buckley & Ghauri, 2004). With MNC’s comes the need for the retention and transfer of knowledge between operating units and countries (Elenkov & Manev, 2009). Expatriates (Expats) are used by MNC’s for three main reasons; to fill positions where no suitable candidate exists in the host country, as an opportunity to develop the expatriate’s skills, and most importantly; to transfer important knowledge and corporate culture from home to host countries (Collings et al, 2007). Within MNC’s expats will work with people of many different nationalities, and globalisation is only expediting the mobility required of expatriates, therefore, the number of cultures in which expatriates are working in and becoming accustomed to is increasing (Lee, 2014). Lee (2014) argues that this is exposure to new cultures has increased the number of people which identify as learned bi-culturals, and who feel accustomed to 2 or more cultures after experiencing the identity negotiation process. The knowledge and understanding of different cultures that being bi-cultural brings allows these individuals to adapt quickly and become more adept to different situations (Hong et al, 2000 & Lee, 2014). While individuals will generally undergo an identity negotiation process when entering employment with a new organisation, international experience adds to this further (Lee, 2014). Sanchez et al (2000) explain that during the adjustment process to working within a different culture, an individual may become more attached to their home unit, or alternatively, become more attached to their host unit. This acculturation is essentially a process leading to cultural changes within the individual after interacting with members of different cultures (Lee, 2014), and can be portrayed in a number of strategies by the individual when operating in different cultures. This impacts their identification and adaptation with their home and host country and can lead to positive outcomes – however, two of the outcomes of acculturation can be marginalisation or separation, where an individual does not identify with the host country (Lee, 2014 & Berry, 2005). Another theory of culture acquisition is the identity negotiation process, where when individuals encounter a new culture question their values and beliefs leading to a renegotiation of their own identity through experimentation and reflection (Lee, 2014). While expats seem to have the most experience with operating within different cultures, globalisation has meant that even individuals working within their home country can experience different cultures too (Lee, 2014). Lee (2014) argues that individuals working in organisations undergoing international mergers and acquisitions, as well as those with international subsidiaries can develop an understanding of different cultures. Experience of work within different international contexts may lead individuals to develop a greater understanding of their own as well as different ways of undertaking work (Lee, 2014). It is important to note however, that an individual who is globally mobile may not automatically expose themselves to the culture of the country in which they are working. As mentioned previously, outcomes of acculturation such as marginalisation or separation can mean that the expatriate exhibits low attachment to the society in which they are working. It could therefore be argued that both expatriation and working within a culturally diverse and international organisation could develop an individual’s global identity. Gupta and Govindarajan (2002) explain that a global identity is the awareness of different cultures and the openness to the integration of these cultures to create a competitive advantage. Lee (2018) argues that this competence and adaptability is gained through 3 steps; the understanding of the individuals own culture and cultural lens, acquiring knowledge of other cultures, and improving one’s cultural intelligence. The exposure to different cultures through international assignments and working within a global organisation can assist with the gaining of knowledge of different norms and values (Crowne, 2008). This exposure to different cultures needn’t just be through work either, Crowne (2008) argues that globalisation has allowed for exposure to different cultures through travel, study, and media such as television and film. While some of these methods may have a greater impact, they are all important to the development of an understanding of different cultures. Crowne (2008) argues that any exposure to different cultures is directly associated with an individual’s cultural intelligence, yet some methods of exposure such as expatriation, international education and travel have a greater impact. Cultural intelligence is defined as an individual’s ability to effectively adapt to new cultures and has been found to have a positive impact on integration into multicultural teams (Earley, 2002). Furthermore, employees with higher cultural intelligence are able to adjust more easily to new cultures and show greater performance within multicultural teams and tasks (Templer et al, 2006). Cultural intelligence is born through 4 main dimensions; Cognitive – gaining the knowledge of values and norms of different cultures, Motivational – the commitment to acquiring new knowledge and learn, Behavioural – the ability to adapt to new cultural situations, and Metacognitive – the ability to monitor one’s self, and to adjust based on new experiences (Lee, 2018 & Ang et al, 2007). The importance of cultural intelligence cannot be underestimated, as it assists individuals with seeing past the stereotypes and perhaps xenophobic views of other cultures (Lee, 2018). Furthermore, it stops an individual from casting judgement until all of the facts are known and available (Triandis, 2006 & Elenkov & Manev, 2009). Interestingly, cultural intelligence is directly linked to cross-cultural competence, which reduces the pressure that may be associated with handling difficult decisions in culturally different environments and can increases effectiveness (Elenkov & Manev, 2009). Of course, the cultural intelligence of the majority of individuals will increase through international assignments and working within a global organisation. Elenkov & Manev (2009) further this argument and explain that cultural intelligence is vital for managers within organisations. The GLOBE project found that the leadership styles favoured or expected from country to country vary depending on the cultural variables found in that context (Dorfman et al, 2002), and it can be seen that the cultural intelligence and adaptability of managers and individuals is vital to their performance and effectiveness in different cultures (Elenkov & Manev, 2009). It can therefore be argued that the greater the cultural intelligence of an individual, the more understanding, aware and open they should be to different cultures and therefore less prone to xenophobic attitudes (Lee, 2014). The emerging concept of cosmopolitan global citizens is one still in debate. In its early conception, cosmopolitanism was seen to be an outlook which transcended national boundaries and complemented cultural intelligence (Woodward et al, 2008). The concept has now been developed to incorporate institutional, political, and cultural dimensions (Woodward et al, 2008). From a cultural perspective, most researchers have agreed that cosmopolitanism can be seen as an openness to different cultures as well as the values and beliefs that they may hold. Woodward et al (2008) argue that while an individual does not need to be globally mobile to hold cosmopolitan values, the cultural exposure that expatriates experience may assist them with gaining the attitudes and values associated with cosmopolitanism (Lee, 2014). Furthermore, cosmopolitan citizens are seen to be more engaged with others that identify as cosmopolitan citizens and hold similar worldviews (Lee, 2014). The concept therefore of a cosmopolitan is that of an individual who defines themselves less as part of a single national or cultural identity, and more as a global citizen – who should be less prone to xenophobic attitudes (Lee, 2014). This is supported by Ariely (2017) who showed that identifying as a cosmopolitan reduces xenophobic attitudes, a relationship which is moderated by the level of globalisation in the individuals home country, with those exhibiting higher levels of globalisation demonstrating a stronger negative relation between cosmopolitanism and xenophobic attitudes. The dictionary definition of xenophobia is the fear or hatred of strangers or foreigners, it is usually thought that the term overlaps with racism, however, xenophobic behaviour is based on the idea that an individual is different due to being a member of a different nation or social group (UNESCO, 2018). Ariely (2011) argues that the idea of xenophobia can be based on social identity theory which defines social identity as the differences between social groups with members feeling more strongly associated to the group in which they belong. Xenophobic views are therefore the result of social groups – such as nations and culture, being different from one another (Ariely, 2011). Interestingly, the results of globalisation such as the development of cosmopolitan citizens, bi-culturals and individuals showing a strong cultural intelligence seems to show that globalisation is causing to move towards a more homogenous global citizen identity, instead of heterogeneous national identities (Ariely, 2011). Such â€Å"superordinate† identities could reduce or eliminate differences between national identities, and therefore reduce xenophobic views. It is also important to recognise that some research has shown globalisation to have the opposite effect, heightening nationalistic identities and in turn perhaps causing xenophobic views against those seen with a different social or national identity (Ariely, 2011). Interestingly, Ariely (2011) found that in certain countries, while globalisation may decrease xenophobic attitudes in some people, it can increase them in others. While this study was actually based on xenophobic views against immigrants it paints an interesting picture that globalisation can have many different impacts on different people within the same country, and that context is incredibly important (Ariely, 2011). There are also negative aspects to consider such as the accelerated flows of terrorism, which have only promoted xenophobic attitudes due to the placing of blame on the lack of national borders – which globalisation has had a hand in reducing (Heine & Thakur, 2011). This essay explored the impact which globalisation has had upon individuals around the world. Whether a cosmopolitan citizen, learned or born bi-cultural, or an individual that has developed a strong cultural intelligence, the ability to adapt and understand other cultures seems to reduce the ownership of xenophobic attitudes. The essay found that as individuals gain a greater cultural intelligence, or identify as cosmopolitan or global citizens, they tend to identify less with their national culture/identity and identify more with a global identity. Using social identity theory from Ariely (2011), it can therefore be argued that while xenophobia is usually based on the differences between social, cultural, or national groups – the fact that more people are identifying as global citizens is reducing the differences between these groups around the world, and therefore reducing xenophobic attitudes. References Ang, S., Van Dyne, L., Koh, C., Ng, K., Templer, K., Tay, C. and Chandrasekar, N. (2007). Cultural Intelligence: Its Measurement and Effects on Cultural Judgment and Decision Making, Cultural Adaptation and Task Performance. Management and Organization Review, 3(03), pp.335-371. Ariely, G. (2011). Globalization, immigration and national identity: How the level of globalization affects the relations between nationalism, constructive patriotism and attitudes toward immigrants? Group Processes & Intergroup Relations, 15(4), pp.539-557. Ariely, G. (2016). Global identification, xenophobia and globalisation: A cross-national exploration. International Journal of Psychology, 52, pp.87-96. Arnett, J. (2002). The psychology of globalization. American Psychologist, 57(10), pp.774-783. Berry, J. (2005). Acculturation: Living successfully in two cultures. International Journal of Intercultural Relations, 29(6), pp.697-712. Buckley, P. and Ghauri, P. (2004). Globalisation, economic geography and the strategy of multinational enterprises. Journal of International Business Studies, 35(2), pp.81-98. Collings, D., Scullion, H. and Morley, M. (2007). Changing patterns of global staffing in the multinational enterprise: Challenges to the conventional expatriate assignment and emerging alternatives. Journal of World Business, 42(2), pp.198-213. Crowne, K. (2008). What leads to cultural intelligence? Business Horizons, 51(5), pp.391-399. Dorfman, P. House, R., Javidan, M., and Hanges, P. (2002). Understanding cultures and implicit leadership theories across the globe: an introduction to project GLOBE. Journal of World Business, 37(1), pp.3-10. Earley, P. (2002). Redefining interactions across cultures and organizations: Moving forward with cultural intelligence. Research in Organizational Behavior, 24, pp.271-299. Elenkov, D. and Manev, I. (2009). Senior expatriate leaderships effects on innovation and the role of cultural intelligence. Journal of World Business, 44(4), pp.357-369. Gupta, A. and Govindarajan, V. (2002). Cultivating a global mindset. Academy of Management Executive, 16(1), pp.116-126. Heine, J. and Thakur, R. (2018). The dark side of globalisation. [online] Available at: https://www.cigionline.org/articles/dark-side-globalisation. Held, D. and McGrew, A. (1999). Global Transformations. Cambridge: Polity. Hong, Y., Morris, M., Chiu, C. and Benet-Martà ­nez, V. (2000). Multicultural minds: A dynamic constructivist approach to culture and cognition. American Psychologist, 55(7), pp.709-720. Lee, H-J., (2018). Global Leadership and Cultural Intelligence. Lee, H-J., (2014) Global leadership practices: a cross-cultural management perspective, London: Palgrave Macmillan Sanchez, J., Spector, P. and Cooper, C. (2000). Adapting to a boundaryless world: A developmental expatriate model. Academy of Management Perspectives, 14(2), pp.96-106. Sideri, S. (1997). Globalisation and regional integration. The European Journal of Development Research, 9(1), pp.38-82. Smith, A. D. (2007). Nationalism in decline? In M. Young, E. Zuelow & A. Strum (Eds.), Nationalism in a global era (pp. 17–32). New York, NY: Routledge. Templer, K., Tay, C. and Chandrasekar, N. (2006). Motivational Cultural Intelligence, Realistic Job Preview, Realistic Living Conditions Preview, and Cross-Cultural Adjustment. Group & Organization Management, 31(1), pp.154-173. Triandis, H. (2006). Cultural Intelligence in Organizations. Group & Organization Management, 31(1), pp.20-26. UNESCO (2018). Xenophobia | United Nations Educational, Scientific and Cultural Organization. [online] Available at: http://www.unesco.org/new/en/social-and-human-sciences/themes/international-migration/glossary/xenophobia/. Woodward, I., Skrbis, Z. and Bean, C. (2008). Attitudes towards globalization and cosmopolitanism: cultural diversity, personal consumption and the national economy. The British Journal of Sociology, 59(2), pp.207-226.

Smoking Cigarettes :: Argumentative Persuasive Example Essays

Deduction and Induction Analysis of Cigarette Smoking Smoking: Deduction Cigarette smoking causes cancer, which leads to death. Nicotine is one of the many chemicals found in the tobacco plant used in cigarettes. It reacts with the brain resulting in addiction. Nicotine enters the body and is transported to the brain; chemically, it stimulates the brain to produce more adrenaline, which in turn gives the body a surge of energy. One the effects of nicotine lessen, the brain functions are disrupted and therefore it counter acts by sending out signals to obtain more. The craving for the same level of adrenaline during nicotine activity can only increase and thus becomes an addiction. In its natural state, nicotine is a clear liquid but when burned acquires a brown color resembling tar. Cancer is the results of a malfunction in cells. In the working cell cycle, cells that are incorrectly produced or are damaged will end up in the stage of apoptosis or cell death. If there is a malfunction with the p53 gene and it cannot recognize the damage within a cell, the cell does not go into apoptosis and is left to replicate. Over time the damage cells proliferate in such a great number and do not died resulting in a mass or â€Å"clump† of cells that is dangerous to the tissue. This clump of cells interferes with the function of the tissue, which can lead to the death of healthy cells surrounding them. This area is known as the cancer site. Smoking cigarettes introduces the chemical nicotine into the body, raising the adrenaline levels to over work the body. The tolerance level of nicotine increases, as more of the chemical is consume which leads to addiction. The addiction of this chemical increases the amount of cigarettes smoked. The inhalation of the chemical along with other harmful substances that are trapped within the cells walls. The substances disturb the normal function of the cells and damage the p53 gene. These damage cells do not go through apoptosis and proliferates endlessly. The large amount of tissues affects and kills the working cells thereby damaging the tissue. Therefore, smoking cigarettes is the direct caused of death due to lung cancer. Smoking: Induction   Ã‚  Ã‚  Ã‚  Ã‚  The NIDA quotes that â€Å"Tobacco kills more than 430,000 U.S. citizens each year-more than alcohol, cocaine, heroin, homicide, suicide, car accidents, fire, and AIDS combined.†[1] Many researches have found that the tobacco substances found in cigarettes are carcinogens that cause cancers.

Existentialism :: essays research papers

Existentialism is perhaps one of the world’s oldest philosophies. It has been dated back to nineteenth-century Danish and Greek philosophers. It is a simple idea, yet it has so many different ideals within it that it is almost impossible to define. There are many parts that make up one whole, basic idea. The many parts have been defined by famous existentialist artists and writers such as, Nietzsche, Chamfort, Sartre, and Kafka. These works have all proven many points about existentialism; however, even the pros cannot decide on one basic idea. That is why there are so many different interpretations of this famous ideal. If there were a single definition it would have something to do with having your own ideas and being free to choose any path.   Ã‚  Ã‚  Ã‚  Ã‚  If you were a believer in existentialistic ideals chances are you would not participate in society and/or your own life very much. Albert Camus believed that to be a true existentialist you had to remove yourself from society as much as possible since a belief in the foundation of government was to conform. Conforming to society norms is considered bad, it doesn’t allow the individual to progress and reach his own decisions Camus realized, however, that restricting himself from all social conformity was impossible. In his award-winning book, The Stranger, Camus depicts a man with very little emotion. Once in a while he shows a bit of heart, but for the most part, he is gives a robotic appearance. This character is based on existentialistic views, he tries to stay out of society as much as he can. He does the same thing from day to day. The character expresses no feeling about anything except that light is a sign of evil or annoyance, while the dark becomes a place of calm and seriousness. In society, the common idea is that light is good and evil grows in the darkest of places, but in Albert Camus’ novel, evil is good and the light is bad. They’re many other parts of existentialism. Camus influenced many of the writings on this subject although he did not stand unchallenged.   Ã‚  Ã‚  Ã‚  Ã‚  Many existentialists believed that man had no reason for life. In other words, there was no God and no reason to live life with rules of any kind because there is nothing in the end anyway. This thought did not gain the existentialist popularity with many religions.