Custom Essay Help

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Greek Mythology Assignment Research Paper Example | Topics and Well Written Essays - 2000 words

Greek Mythology Assignment - Research Paper Example He evidently does not see their humanity and spiritual value, presenting their stories as embroidery on male tales. It is the thesis of this paper that female characters in the Iliad are like trophies, and what they do or say does not affect what happens in any important way. Trophies are awarded for accomplishments and they attest to the competence of the person to whom they were awarded. Trophies are motivators of competition between opponents or groups of opponents. Trophies are useful as launching pads for bragging. Trophies indicate that the trophy holder is a winner, but they give no assessment of how much skill was demonstrated or what the criteria was. Trophies can give a biased picture of the trophy-holder as more than what he/she actually is. Trophies can also become an annoying distraction as they require dusting and polishing, arranging and protecting, all the requirements of object management. Some people buy themselves trophies, so they will look and feel more important and powerful than they really are. Trophies can arouse jealousy in others who have no recognized accomplishments. Trophies come in various levels of quality. Although they usually look elegant, and most often come with a pedestal, some are of a more fragile nature while othe rs last well. Trophies are usually placed in a designated area, such as an enclosed cabinet, a wall of shelves with other trophies, or on a bookcase, and they are kept there in one place, being viewed from a single perspective. These characteristics of trophies, their place and use, apply to the Iliad’s women too. Helen was a top quality trophy. She was intelligent, expressive, self-motivated in spite of tremendous restraints. She was a hated foreigner, inadvertently responsible for the Trojan War and a lot of suffering. She is a captive, possessed object. Being a possessed object was par for the course in the time of the Iliad.

Philo 115 Essay Example | Topics and Well Written Essays - 750 words

Philo 115 - Essay Example been playing dirty power politics in the White House, the man in the conversations responds by derogatorily attacking the Clintons and he says that the Clintons are Arkansas ad for that reason they are next to the Orkies. Question 3. The correct fallacy for this snippet is the fallacy of begging the question. This is because the conclusion that, weeks of patient investigation had revealed that gas leaked at Bhopal India with thousands of investigation is already presumed in the premise that something went wrong. (a) Small Sample fallacy: Paul Stiglich committed this fallacy by claiming that there was a necessary connection between the ceremony performed by the Red Indian and the heavy rain that fell shortly after the performance. This is because Stiglich did not have enough samples to make that conclusion; Stiglich’s conclusion is based on small sample ( one sample only). (b) Hasty Conclusion: Paul Stiglich committed this fallacy by drawing a general conclusion from a particular single case. By claiming that the Red Indian’s performance had a connection and actually caused the heavy rain that fell after the Indian’s performance, Stiglich made a hasty generalization because he did not have sufficient evidence to make such a general claim. (c) The Fallacy of Supressed Evidence : By claiming that the performance of the Red Indian cause the heavy rain that fell shortly after the Red-Indian’s performance, Paul Stiglich overlooking, suppressed, and omitting other important evidence on what causes the rain. This is because there is sufficient scientific evidence on what causes rain and how rain comes about. Stiglich omitted such evidence in making his conclusion that the Red Indian’s performance caused the rain. (d) The Fallacy of Superstition: Paul Stiglich’s claim that the Red-Indian’s performance cause the heavy rain that fell after the performance is clearly a superstitious claim. This is because there is no scientific proof that such a

Type Of Tax-Book Difference Essay Example | Topics and Well Written Essays - 2250 words

Type Of Tax-Book Difference - Essay Example The contribution that can be deductible by the employer must not exceed 25% of employee's total compensation (Green, n.d., retrieved 07.09.06). The employer receives a tax deduction equaling his contribution in the employee's defined contribution plan. The employees benefit from deduction of contribution from pre-tax salary, which enables them to save taxes and fund the retirement plan with the gross amount. The tax continues to be deferred until the plan is distributed and therefore there remain opportunities for fast investment growth (Building Your Retirement Funds, 2006). The advantages for defined contribution plan are that this plan allows the employees to save the tax payments until the plan is withdrawn, employees also benefit from employer contribution into the fund, the employees will have the opportunity after the retirement to either receive the entire amount or a series of payment over their entire life etc. The major advantage for employer underlying this plan is that it enables him to evade the risk on investment and also the burden of plan contribution is shared between the employer and the employees. Its major disadvantage is the complexity and strictness of the rules concerning the plan administration (Employer-Sponsored Retirement Plans, 2005). Being the one who establishes the pension plan, an employer is expected to administer it and meet its requirements. The employer will monitor and supervise the investment poured into the plan and review the growth of funds. Moreover, he is also required to provide periodical information to the e mployees concerning the operation and status of the invested funds (Retirement Plan Basics, n.d. retrieved 08.09.06) The contribution on the part of employer is limited to a maximum of $40,000 or 25% of the employees' compensation whereas, for the year 2006, the contribution by employees has been defined as limited to 100% of his compensation up to the maximum of $15,000 (Green, n.d., retrieved 07.09.06). The distribution from a defined contributed plan is not allowed whilst the employee is still working. However, when this distribution takes place, it is taxed as an ordinary income. The Internal Revenue Service states the minimum age limit for pension plan distribution as 70-1/2 years, from which the employees should start withdrawing the funds. The distribution is not allowed before the employees reach the age of 59-1/2. If it is done, the investment would be subjected to an early-withdrawal penalty of 10% (Retirement Planning, 2006). The financial statements of XYZ Corporation should include a statement of net assets available for benefits at the end of the plan year. Moreover, the company also needs to present a statement of changes in net assets available for the benefits at the same time. Also, the GAAP requires the financial statements to be prepared under the accrual basis so as to ease the evaluation of plan assets composition (Defined Contribution Pension Plans, 2005) REQUIREMENT 2 Type Of Tax-Book Difference The discrepancies in the rules and principles set down for financial reporting and tax accounting lead to significant differences in the tax amounts shown in financial statements and the tax returns. These differences are known as the book-tax differences, which are further classified as either temporary or permanent tax differences (Michel, 2005). Permanent tax difference originates when an income or expense amount needs to be recognized by any of the two methods but not by both of

Final Project Essay Example for Free

Final Project Essay Brandt, V., England, W., Ward, S.. (2011). Virtual Teams. Research Technology Management, 54(6), 62-63 In this article Brandt, England, and Ward define what virtual teams are, they state â€Å"virtual teams are individuals working together who have never met each other in person and probably will not meet face-to-face during the assigned project (Brandt, England, Ward 2011).† The next part of the article is used to define what virtual teams consist of. Virtual teams mainly consist of members from different locations working together on a specific project. Although some members of the team may meet each other at some point, they will never see each other on a frequent basis. In the main body of the article Brandt, England, and Ward give 6 common dimensions of successful virtual teams, they are as follows: 1. Trust-Trust generally develops from a history of interpersonal interactions through which people come to know one another. In virtual teams, trust must be established through other means since team members may have no past experience to draw on and no future to reference (2011). 2. Cultural Differences-Cultural and language differences become magnified in virtual teams because it is much easier to hide errors and problems and make wrong assumptions. Unintended non-inclusive behaviors based on cultural norms can be interpreted as rudeness or intimidation. Fostering cultural understanding breaks down the barriers that can hamper success and leads to more effective virtual teams (2011). 3. Communication-Communication issues for virtual teams include both the tools or technologies for communication and the rules of engagement. Both are critical for virtual team success and what works well for co-located teams is generally not effective for virtual teams. Shared electronic workspaces such as shared websites on an intranet are preferred communication tools for virtual teams (2011). 4. Social Skills-Use caution when assembling virtual teams solely on the basis of people’s expertise and availability. Social skills should be considered as a major prerequisite for good teamwork within the virtual team. If the team is unable to establish a basis for the effective exchange of know-how, performance will suffer (2011). 5. Mission and Goal Clarity-While all teams need clear missions and goals to be effective, virtual teams have more opportunities for diverse assumptions about the team’s mission and goal to take root. Clarity comes from discussion among all team members to reach a common understanding of the team’s deliverables. Another key requirement for the virtual team is the need to highlight the expertise of each member of the team and how that expertise relates to the team’s goals (2011). 6. Rewards and Recognition-Finding appropriate ways to compensate virtual teams with global membership require creativity. The diversity of the individuals on the team along with local rules and regulations makes a common reward for all approach difficult to execute. Incentives for both project and personal performance need to take into account the diversity of the team (2011). While all of these dimensions of virtual teams are important to their success, it is also noted that all virtual teams are not the same. The importance of each dimension can vary from team to team and each separate component should be emphasized more or less depending on the team make up, assigned task, and time permitted. Wally Bock. (2003). Some rules for virtual teams. The Journal for Quality and Participation, 26(3), 43. In this article Wally Bock describes what the best uses for virtual teams are. Virtual teams are best used for problem solving, quality assurance, product development, information sharing, and a variety of other team related activities. Within the concept of virtual teams it is important understand how the team is going to work together to accomplish the activities that are assigned. In today’s modern company virtual teams are interacting in different ways tan with traditional physical teams. Bock lists three ways virtual teams are getting their assigned activities accomplished, and what the company must provide for them to be successful. 1. Meetings-Virtual meetings will be the primary way to handle specific, narrowly focused issues quickly on these types of teams; however, virtual teams that are working on long-term projects will benefit from occasional physical meetings-especially in the early stages of their work (Bock, 2003) 2. Virtual Conferences-These interactive discussions offer an effective way to bring in an expert or to allow one team member to make a presentation to others without having to gather all participants in the same place (2003). 3. E-mail Groups-A team leader or manager can use the grouping, nickname, or list making feature on a company’s email software to increase the effectiveness of a virtual team. This ensures that when any member of the team sends any communication about the project, all of the other members receive it. For most virtual teams email is the primary means of communication (2003). The essence of this article is noting the fact that virtual teams are only going to be effective when technology is involved. When virtual teams first started, there wasn’t much effective meeting technology available, but now there is. New technology allows virtual teams to be on the same page, stay in constant communication with one another, can keep the team organized, increase the ability of each member to make contributions, and can also decrease the expenses associated with physical meetings. Bock also notes that â€Å"using the available technology allows virtual teams to be more innovative, and more successful than their physical counterparts. (2003).† Dobson, Sarah. Canadian HR Reporter. Toronto: Oct 10, 2011. Vol. 24, Issue. 17 In this article Sarah Dobson gives reasons and facts why many companies are increasing their virtual team workforce. In today’s tough economy companies’ are focusing a lot of attention to cost cutting. In a survey conducted by Dobson she found that â€Å"over 50% (56%) of companies are planning on using more virtual teams, as a direct relation to cost cutting (Dobson 2011).† Another reason for the spike in virtual teams is the widespread downsizing that has been seen globally. By hiring workers in less costly markets and managing these new employees as virtual teams, companies have seen a drop across the board in expenses related to labor, travel, real-estate, and taxes. Dobson goes on to talk about the advantages of virtual teams. â€Å"One of the advantages is having the ability to move in quickly and work with people from almost any location, having a broad pool of people to pull from allows a company to get terrific team members no matter where they were located (2011). The notion of being able to pull employees from any part of the world is one of the key success factors of virtual teams. There are many multinational organizations growing rapidly in emerging markets such as China and Brazil fueling, the abundance of talent, demand for new skill sets, and a more distributed and diverse workforce. Although this article is heavy on the importance and advantages of virtual teams in today modern workplace, Dobson also points out that a virtual team can pose many challenges to other parts of a corporation. As a result of her survey Dobson found â€Å"66% of HR professionals need to do more work with virtual teams with the top three challenges being additional training, communication issues, and time zone or distance issues (2011). HR’s role in building and supporting virtual teams is extensive, this includes selecting the right people, understanding the skills and capabilities required, enabling policies over great distances, and getting separate departments such as IT working together. It’s a balancing act for HR in managing budgets and ensuring the sustainability and growth of their companies, said Dobson (2011). Mancini, Dale J. (2010). Building organizational trust in virtual teams. Journal of Behavioral Studies in Business, 2, 1-5. This article contends that trust is the root of any team’s success and states that cross-cultural understanding and communication play significant roles in building organizational trust. People’s sense of trust is developed between every interaction with each other. Trust cannot be forced into an organization or group. A virtual team, brought together to complete a major task, does not already have a foundation upon which trust already lies and therefore starts its project without established trust. Organizational trust can be hampered by cultural and communication difficulties. When team members originate from different cultures, the cultural differences in communication can create major obstacles that need to be overcome. To help foster communication in a virtual team that consists of members from different cultures there must be knowledge of each member’s national culture, which can help with understanding expected behavior in a variety of situations. If an understanding is not apparent within the team there may be a lot of unintended miscommunication which can derail a project from the start. Mancini notes that â€Å"protocols, appropriateness, mon itoring, and feedback mechanisms must all be dynamically adjusted in this unique communication environment (Mancini, 2010).† Trust is defined as reciprocal faith in others’ intentions and behavior. When dealing with a multitude of cultures in a virtual group it is important to understand that each culture has its own unique characteristics that function as a moral compass guiding the way they meet the challenges of life. Each group member must not judge but understand each of the beliefs of their fellow group members to help establish clear goals, a commitment to open communication, and trust and accept the rules and procedures of the virtual team. Only when all parties involved in the virtual team â€Å"seek not to judge but to understand (2011),† can real success begin. Naish, Richard. (2009, October). Take the virtual lead. E. learning Age. This article talks about being an effective leader in a virtual team. Nash notes a 2001 study among students by Kayworth Leider that found the most effective leaders demonstrate mentoring skills, understanding for others and empathy (Naish 2009). This is import to note as being a leader in a virtual team requires a different leadership technique than the traditional command and control style utilized in many co-location teams. Leaders must use trust over control in these virtual team environments because in many cases with the team members being in separate locations it will be difficult for a leader to oversee what is going on with the group at all times. The second part of this article is used to define the different stages of trust that develop in a virtual team. Initial trust comes from team members personal characteristics, this type of trust can be re-enforced by team members sharing information about them. Naish notes a 1999 research study that found â€Å"high-performing virtual teams spend up to half their time in the first two weeks exchanging social information (2009).† Over time initial trust can erode in a virtual team, the next phase of trust in a virtual team is cognitive trust which will take the place of the eroding initial trust. Cognitive trust is based on people’s experience with each other. It is a kind of trust that is earned not given. In a virtual team cognitive trust can be earned by prompt replies to emails, sticking to deadlines, attending virtual meeting on time, and following up on all of the promises that are made in a group. Neish concludes his article by giving three tips for being a successful leader on an effective virtual team. â€Å"A leader must develop awareness of similarities and differences in the team members (2009). Virtual leaders need to encourage team members to share information. This allows members to see how similar they are even though they are working far apart. â€Å"A leader must watch out for misunderstandings (2009).† Face-to-face meetings are important at the beginning of the project and at points during; this allows a mutual understanding to develop and allows team members to build relationships with others. â€Å"A leader must give appropriate skills and support (2009).† Virtual leaders need to ensure all team members have essential virtual team skills: self-management, communication skills, and inner-personal awareness. Leaders must also monitor performance, reward team outcomes, and make sure team member have the resources they need to be successful. It is a ba lance of all of these skills that make for an effective virtual leader. Stephen Morris. (2008). How to get real results from virtual teams: Recognize that people, tasks and technology are different but equal. Human Resource Management International Digest, 16(4), 33-35. This article is all about making sure each member of a virtual group has the proper training with the technology used to make a virtual team successful. Stephen Morris first notes that while technology is very important it is not an end all solution to having a functional virtual team. Technology can only work properly when it is put to proper use by the people using it; Morris says â€Å"people who have had no formal telephone or e-mail training can find themselves in a world where they spend hours dealing with the issues of technology and not focusing on the project at hand (Morris 2008).† It is important for group members to have the proper training on the technology they are using to help the virtual team function. In many instances virtual teams are put in pressure situations, in these types of conditions, if a group leader has made the assumption that all members have had proper training the affect can be detrimental to the group. When team members are physical present with one another, especially in high pressure situations, they tend to monitor the impact of communication. In the fast-speed communication of the new digital age, people often transmit communication without taking into consideration the impact it may have. Morris next talks about intent versus impact, his definition of intent is as follows, â€Å"Most virtual teams probably have an urgent need–intent. We are surrounded by technology, feeling under pressure and often isolated. If no thought is applied, off go the e-mails like rockets–we are under pressure to deliver, right? There is little time for small talk here. Telephone calls are to the point. ‘‘They have to understand that I am in a hurry.’’ But if we treat virtual-team members as ‘‘human doings’’ and not ‘‘human beings,’’ they often delay the work flow (2009). The important thing to understand here is even thought technology is driving the work that is being done in a virtual team situation leaders can’t view the people using the technology as technological pieces themselves. A successful virtual leader assures that all participants have the proper training in all of the technology used; they can then balance the people, tasks, and technology usage, and recognize they are all different but not equal. While technology may not be the savior it is thought by some, it is not the demon seen by others, it simply is what it is. The human element brings it to life and defines its use and impact on the world. With a little care it can be turned into the most amazing enabler for co-creation and collaboration. With a very little carelessness, it can create total disconnect.

Wiliam Faulkners Emily Rose Character Analysis Essay -- essays resear

All Roses Are Red Unreasonably determined to exert one?s own will is the definition of the word 'stubborn'. William Faulkner is a southern writer who focuses in his work on human experiences and behavior influenced by the South, the Civil War, and the post Civil War effects. In Faulkner's, 'A Rose for Emily', Faulkner constantly depicts Emily as a stubborn character, especially stubborn about changing her way of life. Faulkner uses subtle clues from diction and description as well as obvious statements through dialogue and direct actions to show this quality many times throughout the story. William Faulkner implies Emily?s stubbornness with subtle clues in description and through symbols. Faulkner would like us to take notice of how determined Emily is to resist all change. Everything that Faulkner refers to as hers is outdated and unchanging. He goes to note her house as, ?The only house left? and describes it as ?lifting its stubborn decay?, (206). She resides alone as the only one left on her block because everyone else has modernized and moved forth with production a...

Position Argument on Medical Marijuana

There seems to be a constant need to provide conflict in our society. Everywhere you turn you will find articles fighting against the legalization of medical marijuana, which in this state, is already legal. What an interesting concept having to continue to defend the legality and why it should be legal in the first place. Heaven forbid we have something that actually helps people tolerate the pain they have to constantly live with. Why would we want to give them some relief? We are actually putting some income back into the economy instead of throwing it away to some criminal or helping the Mexican Cartel make a profit. Now why in the world would we want to do that? These are the questions that come to my mind when I hear about everything going on with the cannabis issue. Let’s get down to some brass tactics as they say on everything that is being said against this issue. First off you hear, it is a gateway drug to addictive drugs like cocaine and heroin. Well that is funny, because if you survey the people hooked on cocaine and heroin, in most instances you will find that they actually abused beer and alcohol first. They did not start with marijuana. This is according to polls taken by a number of organizations looking into the addictiveness of this type of pain killer. There is no evidence that marijuana is addictive. People like to use marijuana because it makes them feel good. Now it has been proven to be an effective pain killer. What is the problem then? Look at all the people sitting in jail right now for using marijuana or trying to distribute marijuana. Our tax dollars pay for all these people sitting in jail for using marijuana simply because our government went and listed it as a Schedule 1 drug way back in the 1950’s. Even though it has been proven that it is not addictive and should not be listed this way-we can’t seem to get them to change this. The only reason it seems that this isn’t being done is because the pharmaceutical companies have our politicians and government in their back pocket. They support them financially. Well that, of course, is way more important than maybe providing someone with pain relief. Our economy is in the toilet right now. I’m just thinking about how many new jobs would become available if we were opening medical marijuana dispensaries all over the country. That doesn’t ven include the growers and caregivers that would now have an income coming in. Instead, they continue to keep marijuana illegal in most states. How many farmers could continue to stay in business if they could legally grow marijuana as a crop for sale? It just doesn’t make any sense when you look at all the people on unemployment or who have lost everything because there just isn’t enough work out there. Yet, there is millions and millions of dollars spent every year on illegal marijuana. There is also millions and millions of dollars every year spent on trying to stop the drug cartels bringing in marijuana for illegal sales. Then there are millions and millions of dollars spent every year on putting people in jail and maintaining them for the use or sale of marijuana. All of this money going out and no profit coming in. Who is making the profit? The drug cartels make the profits. What do they do for us? Well, let’s see, they kill and exploit people. There was a report that said 6,000 people were murdered by the cartels last year, many of them were innocent children, police officers, reporters and politicians. Shouldn’t we spend our money legally and help the people of our country earn a living, instead of helping these drug cartels make a profit. What do you think? Now we have to touch on the issue that it isn’t a medical pain killer. Where do people think â€Å"Marinol†, the product used to assist cancer patients, came from? It uses THC which is derived from the marijuana plant. The FDA approved this drug. Did you know that the use of this drug can cause hallucinations? Smoking a â€Å"joint† doesn’t do that. Yet they just don’t want to approve marijuana itself. Whose pocket do you think they are being held by? The excuses are that it is smoked not ingested. Who cares? If it relieves pain by the natural use of this plant, then let us use it! Especially since they are not finding any terrible side effects like they do with most of the other pain killers people are addicted to like vicadin and methadone. What about the cocaine and morphine that is prescribed by many doctors? Do you know the history of marijuana? It goes back to 2737 B. C. where an emperor in China used marijuana for treatments of gout, malaria and poor memory. Ancient cultures in Egypt, Rome, Greece, Asia, the Middle East, Africa and India had many uses for marijuana. It was used for religious purposes, stress and pain relief. We actually used marijuana hemp seeds and roots for inflamed skin and V. D. in the late 18th century according to our American history. It became illegal, except for medical use, by â€Å"The Marihuana Tax Act of 1937† and of course you had to pay a tax to use it. It only became illegal in these United States in the 1950’s when the FDA listed it as a Schedule 1 substance. This means it is suppose to be a high value for abuse with no medical value at all. Research has proven so differently. There have been many attempts to change this by various reform groups over the past 30 years but the FDA still has not responded. It is amazing, that our own federal government grew & supplied a number of medical patients with medical marijuana in 1978. Why is this even an issue now? There are more deaths from alcohol or tobacco use than ever reported by use of marijuana. Alcohol abuse can cause death to the user or unfortunately to the innocent people that end up in a car crash with the abuser. Alcohol abuser’s can end up with a destroyed liver. Alcohol abuse is usually the main cause of domestic violence acts. Yet, alcohol is legal. How many of these types of incidents have you heard of from marijuana use? You’ve heard of violence from cocaine and heroin users, but marijuana, I think not. Now we go to tobacco. Addictive, yes highly, just ask the millions of people that can’t quit but would love to. How healthy is this? You hear all the time of the problems caused by â€Å"second hand† smoke. That isn’t even the problems caused for the actual smoker. Cancer and breathing disorders are on the top of the list of disease caused by the use of tobacco. Again, this is legal. Does this make any sense to you? Marijuana does not cause violence, addiction, death, cancer or breathing disorders. Yet, it is an illegal drug? It should not even be a drug. It should be classified the same as tobacco and alcohol at the least or put with the list of â€Å"herbal† remedies used today. After all it is a plant. Personally, I believe there seems to be too much controversy over this subject. Just legalize it and be done with it. Now people have jobs and patients have an alternative pain medicine to use. Put it in the category it belongs. Give us the money the drug cartels get and help put our economy back on its feet. Isn’t this what living the American Dream is all about anyways?