“Democracy Is Popularly Conceived As Government Of The

â€Å"Democracy is popularly conceived as government of the people, for the people and by the people† (Hassan, 2003). The term is used to describe a political process by which all citizens and the nation have a direct involvement in the creation of running a country and creating the policies within it. Evidently it can be argued that political apathy is a serious threat to democracy directly. Contradictory to this representative democracy selects applicable individuals to allow them to be a voice for society as opposed to citizen participation. The illogicality that its dependent on political participation to maintain a sense of legitimacy is correct, yet it is largely reliant on apathy to be its cause. There are several forms of political†¦show more content†¦Liberal democracies majority from the Western World which are established, have identified a series of patterns where there is an exponential decrease within the participation during the electoral turnout ever s ince the mid twentieth century. For example, Hay (2007), claims that for a state to maintain a level of legitimacy it must include participation to some extent. This is since levels are declining by such a rapid amount that its adequate to cause a sign of concern. A small percentage of electoral turnouts from this considerably small population have raised concerns for the assistance of a democracy with many examples both past and present. Although this may bring alerts, there is also a lot more to a democracy than the number of voters and the turnout. Nigeria for example is a poorly governed democracy whereby the government rule in a carefree and bad manner not improving the motivation within the citizens thereby making people less likely to participate in political activities. Apathy is seen as a stabilising force perhaps indicating trust in the system or plain disinterest in politics. (Blaug and Schwarzmantel, 2016). This depicts the government as a threat rather than an apathetic society, where people choose to remain apathetic rather than encourage a corrupt system or a corrupt government.Show MoreRelatedAfrican Social Political Thought1357 Words   |  6 Pagesthe Swahili word for extended family or ‘Family hood’, which was first articulated by Nyerere at Arusha popularly termed as ‘The Declaration of Arusha’ on the 5th of February,1967.Here the term socialism was taken to mean basically ‘an attitude of mind’. 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As cited in the blog posted about the RH BILL by mhlannie. â€Å"What is RH BILL is All About† at mhlannie-whatisrhbillisallabout.blogspot, Jun 21, 2011: â€Å"The  Reproductive Health bills, or popularly known as  Ã‚  RH bill, are  Philippine  Bills  aiming to guarantee universal access to methods and information on  birth control  and maternal care.  It is a way of helping people to be more advance, well prepared, and to widen up each and every individualsRead MoreThe Contributions Of John Rawls Essay5959 Words   |  24 Pagesdecided from behind a veil of ignorance. When the people are ignorant about their own abilities and qualities, it leads to the choosing of principles of justice which are fair to all. If a person doesn’t know what will be his/her future in his own conceived society, he will not privilege any one class but rather develop principles which are fair and just as well as benefit the least advantaged . 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The Significance Of Brand Identity For Company Success Book Report/Review

Essays on The Significance Of Brand Identity For Company Success Book Report/Review ï » ¿The Significance Of Brand Identity For Company Success Alina Wheeler’s Book, talks about branding identities. Branding is an oft confused word with corporate identity and corporate image. The meanings of both these words are remarkably different. Corporate identity refers to logo creation, the company’s name, tag, the visual expression and it gives and the looks it depicts. Corporate image on the other hand, is what the public perceives of the company. If the perceived image is what the company wants it to be like it or not. Thus, corporate branding is an entire process. It has to be planned, strategized and aligned with the goals of the organization. Wheeler also highlited brand identity and the process involved in her book. Brand identity is essentially the visual expression of a brand which is communicated to the world outside. It includes the corporate name, its logotype or mark, the communications and visual appearance. It is important for the brand identity of a brand to be strong. This because the brand plays an important role in establishing an emotional connection with the consumer and reflects the brand position and the desired image. (Wheeler n.d.) The brand identity creation process is a five stage process as explained in the book. It comprises of the following steps: 1. Conducting research 2. Clarifying strategy 3. Designing identity 4. Creating touch points, and 5. Managing assets. The entire process begins with an analysis of the business needs and ends with the application of the brand identity to different pieces of marketing communication. Step 1 revolves around market research and analysis. In this a document is made which takes into account the marketing situation. Step 2 builds on the marketing strategy behind the brand identity development. Steps 3-6 Is where the creative work is done and it involves exploring and working on the logo mark and logotype. The Process Phases and Deliverables: 1. Conducting Research: In the first step, the details of the project are thrown into perspective. All the minute details regarding the project are learnt in this step. All the current information as well as that information which is needed to bring the branding elements forward is brought to light. The vision for the project is clarified and so are the strategies and goals established. The needs and perceptions of various stake holders are critiqued and analyzed. Different types of audits are conducted in this phase. These include the technology, legal and language audits. Existing brands, their profitability and curativeness along with the brand architecture is evaluated here. 2. Clarifying Strategy: Clarifying strategy is the second phase and in this phase whatever has been learned is eventually synthesized and a strategic plan is formulated. The brand strategize is clarified here and a positioning platform is developed. The brand attributes are co-created, a brand brief is written and so is a creative brief written. 3. Designing Identity: In this third phase, the future is visualized. Everything is done in accordance with expected future trends. Any ideas are brain stormed and the best ones filtered out. A design for brand identity is created, various applications are explored and brand architecture is also finalized here. A visual strategy is present and an agreement point achieved. 4. Creating Touch points: The design decided upon in third stage is finalized in this stage. Trade protection is initiated and prioritization of design applications is done. The brand architecture is finally applied in this stage. 5. Managing Assets A synergy revolving around the brand is built in this phase. The launch strategy and plan is also developed. It is an accepted practice to launch internally first and then go for an external launch. Any standards and guidelines are developed in this phase. Book 2: What Kids Buy and Why Dancuff in this book of his discusses the Product Leverage Matrix. This tool projects the big picture to us and gives us an idea of all the things we need to be aware and to be informed of, in order to integrate all aspects of a product or program. Leverage denotes power. This means that the character, the product and the program not only attracts the attention of the targeted child consumer but also meets his needs at a certain level. It is important to provide that this power associated with each program varies substantially for every product. The product leverage matrix is an important tool for getting down to where exactly the power is coming from and is a comprehensive model that determines the analysis of an existing product or program and for the development of a new one. (Cuff 1998) The variables as explained by Dancuff of a Product Leverage Matrix are as following: 1. Medium/ Products: What is the product category? Is it software, is it a book, is it a TV show, and is it a food outlet? How is product packaging being taken care of? 2. Concept: What is the concept of the product. Around what ideology does the product revolve. 3. Point of View: What would be the psychological perception that the product would create. What is the opinion like out there regarding it. Is it anti social? Is it social?Is it fun frolic filled. What exactly is the message being relayed through the product. Moreover, how will the product impact the company’s image. Will it trigger a good word of mouth, would be indifferent or would it strike negative publicity for it. 4. Content: What is the verbal and visual content of the program? How will it be relayed to the consumer? How will it be manifested into its verbal and visual forms eventually? 5. Context: Context is the geographical setting of the product and the time frame in which product is set. What are the surroundings of the product like? What is the social environment like? What are the competitors products like? What position do they command in the market? What areas have been left untapped by them? Thus it is about what is competing environment or the context of the product. (Cuff 1998) 6) Process: How does the program/flow works. What is the process like? 7) Character(s)/Personality: What fantasy based characters have been incorporated in the program? Are there any archetypes. 8) Attitude/Style: What is their attitude and style like? How should they be depicted? TOP OF MATRIX - Essence: What is the central essence of the brand? What is it depicting? - Point of Difference: What is our edge in the brand against competitor? What is that one different thing that will make the brand stand out? - Promise: What promise are we making to the customer? Are we delivering the promise? - Competition: What is the competition like out there? How many competitors are there? - Positioning: How has the brand been positioned in the minds of the consumer. THE BIG PICTURE The Center of the Matrix - Age: What is the target age of our brand? - Gender: What gender are we targeting? Is it just male or female or is it both. - Stage: What stage of development is the target child in? What is his age bracket? - Structure: What is the structure of the brain of the target audience like? Are they in their development phase or have they developed logical and reasoning skills. - Dimension: A child’s life can take place in a myriad of dimensions. The child can experience her life in various ways. It can be physically, emotionally, socially and even morally. - Style: What is the learning style of the child? Is it visual? Is it cue based? THE NEEDS AND WANTS OF THE TARGET CHILD A product is successful if it is able to satiate either the long term or the short term needs of a child. This has to be understood. For instance before the age of 6 children are more keen on accumulating toys and stuff, but after the age of 6, they become more keen on cumulating things. They start paying more attention to the details, become pro at comparisons. Thus, it is important that whatever product is made, keeps into perspective these details of a child’s development stage. In the Ages 8 through 12 part of the paper, Cuff discusses the neocortical developmental focus which has critical implication on product and program development alongside the ways in which they should be marketed and advertised to kids in the age bracket of 8 to 12. At this point, the child is no longer a fantasy oriented child. He is developing fast and has started developing reasoning skills and has now opened up more to brain oriented activities. So any marketing drive, as Cuff points has to be designed keeping this in perspective. Bibliography Cuff, Dan. What Kids Buy and Why. Simon and Schuster, 1998. Wheeler, Alina. Designing Brand Identity.

Managing Human Resources Employers

Question: Discuss about theManaging Human Resources for Employers. Answer: Introduction The report essentially tends to evaluate the practice of the employers and the business managers in using the social networking mediums for gaining access to personal information about the recruits and also other employees operating in the business institution. The employers tend to evaluate the comments generated by the employees on their social networking pages and also studies the interactions made by the employees with their colleagues and friends where they have generated comments about the company. Employers and managers based on the above information tend to take decisions regarding recruitment, retention and retrenchment of employees. The report focuses on evaluating the above practices of employers and managers based on the use of ethical and stakeholder theories and other empirical human resources management models. Use of Ethical and Stakeholder Theories Utilitarian Ethical Theory From the point of view of Utilitarian Theory of Ethics the use of social media networking platforms by the employers for gaining confidential information about the employees contributes in generating potential benefits to the business institutions. The same is reflected as follows. Cost-Effective Medium The social media networking mediums contribute in generating cheaper platforms for generation of recruitment related advertisements by the business institutions. Similarly, the social media platforms also contribute in helping the business managers and employers conduct secondary or cross checks of the individuals that are focused on being recruited in the organisation. The above activity would help the employers in checking the authenticity of the recruits and the information furnished on the resume. Similarly, it also helps the company managers and employers to potentially evaluate whether the applicant would be able to match the cultural parameters of the business institution (Brunori, Malandrin, Rossi, 2012). Generation of Realistic Expectations The social media networking tools act as effective mediums that encourage both the employees and the employers to gain realistic information in a mutual fashion. The same contributes in helping the employees understand the expectations and cultures of the firms while the company gains the potential in evaluating the potential of the individual employee to match the expectations of the different job roles in the business institution (Zafar Lodhi, 2015). Development of Brand Building Opportunities for Employer Social media networking tools also contribute in serving as effective word-of-mouth communication and brand building tools for the employer. The individuals having Facebook accounts tend to share advertisements generated by the business institutions regarding vacancies. The sharing of such vacancy related advertisements and posts by individuals further contribute in helping the company gain an effective pool of manpower resources from the larger market and also build up needed awareness regarding vacancy positions available to the company (Lauer Cohenour, 2014). Deontological Theory of Ethics However, from the point of view of Kantian Ethical Theory or from the viewpoint of Deontological Ethics the practice of the employers and managers for searching private and personal information of the employees from their social media networking pages is considered illegal and immoral in nature. The employers and managers are required to abstain from the practices concerning coercive means for gaining personal information about the employees and thereby in taking decisions concerning recruiting and retaining employees (Zhang, 2015). Stakeholder Theory Instrumental Stakeholder Theory The instrumental stakeholder theory ideally requires the business institutions for engaging the different stakeholders regarding the generation of salient information concerning generation of vacancies and also other information associated with changes in organisational and human resources policies. The involvement of potential stakeholders regarding the generation of effective information potentially contributes in encouraging needed support(Gonzalez-Padron, 2016). Normative Stakeholder Theory The normative stakeholder theory ideally requires the managers and employers to work in an ethical fashion such that they are required to abstain from gaining personal information about the employees from different social networking platforms like Facebook and Twitter without generating prior information to the concerned parties. The use of the personal information concerning the employees without informing them for taking of recruitment and retention decisions tends to potentially affect the privacy of the concerned parties (Bowen, 2013). Right of Employers in Gleaning Information Some critics argue that employers do have rights in gaining access to private information about their employees based on using the social media networking tools like Facebook and Twitter. However, some argue that employers do gain rights in retrieving personal information about the employees and staffs from the social media networking platforms only in the case of an effective breach of contractual agreement or in cases of severe issues affecting the goodwill of the firm. Employers focusing on accessing potential information about their employees from the social media platforms are required to effectively inform the employees such that the same contributes in meeting the transparency and ethical objectives of the organisation(Johnson, 2014). The employers and business managers can essentially focus on discouraging the use of social media by employees and staffs within the working hours based on the incorporation of effective monitoring standards. The employers and business managers t hus gain rights for monitoring the activities of employees in the social media network platforms within the working hours. Certain cases have been highlighted from time to time where the employers and managers tend to view and monitor the postings and comments generated by the staffs beyond the working hours. The posts generated by employees in the social networking platforms rebuking or criticising their employers or managers are observed to potentially affect their careers and scope of tenure within the organisation (Yang Jiang, 2014). Employers and managers that came through such posts generated by the employees in the social media platforms had taken resort of the employment law for suing the staffs. The same requires the managers and employers of the business institutions for effectively informing the staffs and employees regarding right kind of conducts along the social networking platforms. The Privacy Act of Australia requires the employers to furnish needed information to the employees and staffs suggesting the rationale for which they have accessed the personal social networking platforms of the staffs. Further, the different types of information gathered by the employers from the social networking pages of the employees are required to be ideally discussed with the concerned employees for reducing the chances of future conflicts (Angle Slote, 2013). The employers and managers are also required by the law for not suggesting friends to the employees and staffs to be added in their social networking pages. Similarly, the employers focusing on gaining needed information about their employees from the social networking platforms are also required to inform the staffs about other people that would be able to see the same. Thus, it is needed by the employers and managers to act in a transparent fashion and also generate considerable awareness regarding the information retrieved from the social media networking pages of the employees (Athanassoulis, 2013) . Use of Social Networking Sites in a Win-Win Fashion Pluralism and Unitarism The mode of usage of the social networking sites by the employees for interacting in a mutual fashion with friends, colleagues and peers can be converted in a win-win situation by the employers in terms of operating based on the Pluralism aspect. The Unitarism aspect in human resources management requires both the employees and the management to see each other in a unified fashion blended for meeting the objectives of the organisation (Calkins, 2014). The Unitarism aspect thereby requires the managers and employees to follow a single agenda. The managers operating based on a Pluralist policy however honour the different needs and demands of employees. The Pluralists however require that some standards or conducts are needed to be followed by both the managers and employees for the interest and betterment of the organisation. The Pluralists also opine that the powers or authority for voicing and opining are required to be shared in an effective fashion rather than to be concentrated i n the hands of few (Austin, 2013). The above discussion associated with Pluralism and Unitarism can be potentially applied to the case such that the institutional managers based on the aspect of Pluralism firstly need to understand and respect the views and perceptions of the different employees regarding organisational policies and conducts. Secondly, the managers are required to effectively compromise with the employees based on the introduction of such regulations and standards that would encourage them to work mutually for the betterment of the firm (Wheeler, 2013). The managers thus need to make the employees understand the problems regarding their commenting about the organisation, managers and workplaces in social networking mediums like Facebook that can be viewed easily by the public. The generation of needed awareness and understanding would help in easily restraining the people from generating opinions regarding the activities and policies of the organisation (Angle Slote, 2013). Strategic HRM The organisational managers and the employers are required to influence the social networking activity of the employees through the mode of operating based on the tenets of strategic human resources management. The managers are required to focus on the development of mission and vision objectives and statements that would help in developing an enhancing a sense of mutual trust and confidence between different parties in the organisation (Russell, 2013). Further, development of organisational values and cultures enhancing the sharing of information and informal communication practices increasingly contribute in shaping and governing the activities of the employees regarding opining about their managers and the organisational rules and conducts. Generation of incentives related to their performances in meeting of business, customer servicing and organisational objectives further boosts the confidence and loyalty of the organisational members (Frding, 2012). Relational Psychological Contracts Psychological contracts both relational and transactional are operational at the workplace such that the employees that are governed by transactional motives are essentially motivated in fulfilling the objectives of the roles and tasks assigned to them. On the contrary, the employees influenced by relational psychological contracts are essentially influenced by emotions, feelings, sentiments and perceptions they tend to share among others and also for the larger organisation. The employees that are observed to be influenced by psychological contracts tend to protest against the organisational policies requiring them to work for extra hours and also regarding the managerial and employer conducts (Russell, 2013). These employees seek social media platforms like Facebook for openly protesting and opining against the organisational rules and conducts and enjoy discussing the same with their friends and colleagues. The organisational managers and employers are thus required to consult wit h the employees influenced by relational psychological contracts such that the same helps in optimising on their levels of affective commitment in meeting the goals of the organisation with due passion (Boje, 2015). High Commitment HRM In terms of practicing high commitment human resources management the organisational members are required to potentially focus on encouraging increased employee participation and involvement in the organisation. The managers are required to potentially focus on sharing of potential information concerning changes in rules and conducts and also business practices and mission and vision philosophy with the employees (Herring, 2013). Further, the organisational managers are required to continually encourage the employees for generation of their individual and group decisions regarding fulfilment of business and organisational objectives. The above practice would potentially contribute in enhancing the loyalty and commitment of the organisational members and also restrain them from generation of protests regarding decisions taken by the managers and employers. The same would thus reduce the practices of employees in generating negative opinions and protests on social networking sites (Joh nstone, 2015). Human Capital The organisational managers and employers are required to treat the human resources as effective or potential manpower capital which acts as life blood for the business institution. The employers and business managers are required to effectively understand the needs and expectations of its employee groups and thus generate considerable investment for helping in the rendering of training and enhancement of knowhow of the employees (Burkhardt Nathaniel, 2013). Further, the understanding of employees as human capital for the firm also requires the employer and the manager to enhance the level of transparency in the institution such that the same helps in taking decisions in a concerted fashion and reduces restraints. The human resources practices of the organisation are required to be developed for helping the employees earn the benefit of work-life balance policies introduced in the organisation. Further, the employers and managers are required the employees to understand the career g rowth in the organisation which in turn enhances their commitment and performance level of the employees (Morris, 2015). Knowledge Management The employers and organisational managers are also required to potentially focus on the incorporation of the social media platforms like Facebook and also different blogs for sharing of effective knowledge resources between the organisational members working both with regional and overseas frontiers (Peterson, 2013). The use of social media platforms for dissemination of information and knowledge resources to organisational members along different levels and units both operating within domestic and international frontiers also contributes in potentially interacting with the people for understanding their views and feedbacks. The above practice would thereby help in cultivating a win-win framework regarding the usage of social media networking tools by employees for interacting with their peers, colleagues and senior managers for gaining of needed knowledge inputs and information (Suikkanen, 2014). Conclusions The analysis carried out in the report potentially evaluates that the practices of the employers and managers regarding gaining of private and confidential information of employees from their personal Facebook accounts is not ethical in nature. The same tends to potentially affect the privacy of the employees. Facebook is however identified as an effective medium that is used by the employers for not only advertising their vacancies but also in evaluating the culture fit of the employees with the organisational and workplace culture. Similarly, the social media networking platforms ideally help the business institution in not only enhancing their level of transparency concerning the publishing of effective information but also in dissemination of knowledge resources to the different employees in the organisation. The practice of gaining private information about the employees by the employers from the social networking platforms are also observed to be increasingly restrained based o n the use of laws like the Privacy Act in Australia. References Angle, S., Slote, M. (2013). Virtue Ethics and Confucianism. New York : Routledge . Athanassoulis, N. (2013). Virtue Ethics. United States : AC Black. Austin, M. (2013). Virtues in Action: New Essays in Applied Virtue Ethics. United Kingdom : Springer. Boje, D. M. (2015). Organizational Change and Global Standardization: Solutions to Standards and Norms Overwhelming Organizations. New York : Routledge . Bowen, S. A. (2013). Using Classic Social Media Cases to Distill Ethical Guidelines for Digital Engagement. Journal of Mass Media Ethics , 119133. Brunori, G., Malandrin, V., Rossi, A. (2012). Trade-off or convergence? The role of food security in the evolution of food discourse in Italy. Journal of Rural Studies , 1-11. Burkhardt, M. A., Nathaniel, A. (2013). Ethics and Issues in Contemporary Nursing. United States: Cengage Learning. Calkins, M. (2014). Developing a Virtue-Imbued Casuistry for Business Ethics. United Kingdom : Springer Science Business Media. Frding, B. (2012). Virtue Ethics and Human Enhancement. United Kingdom : Springer Science Business Media. Gonzalez-Padron, T. L. (2016). Ethics in the Supply Chain: Follow-Up Processes to Audit Results . Journal of Marketing Channels , 22-33. Herring, J. (2013). QA Medical Law 2013-2014. New York : Routledge . Johnson, B. (2014). Ethical issues in shadowing research. Qualitative Research in Organizations Qualitative Research in Organizations and Management: An International Journal , 9 (1), 21-40. Johnstone, M.-J. (2015). Bioethics: A Nursing Perspective. United Kingdom : Elsevier Health Sciences. Lauer, S., Cohenour, R. (2014). Responding to Increased Regulation of the Food Service Industry: A Practical Analysis of Supply Chain Solutions for Franchisors and Franchisees. Franchise Law Journal , 34 (2), 175-197. Morris, S. (2015). Science and the End of Ethics. United Kingdom : Springer. Peterson, M. (2013). The Dimensions of Consequentialism: Ethics, Equality and Risk. United Kingdom : Cambridge University Press. Russell, D. C. (2013). The Cambridge Companion to Virtue Ethics. United Kingdom: Cambridge University Press. Suikkanen, J. (2014). This Is Ethics: An Introduction. United Kingdom : John Wiley Sons. Wheeler, H. (2013). Law, Ethics and Professional Issues for Nursing: A Reflective and Portfolio-Building Approach. New York : Routledge . Yang, Z., Jiang, L. (. (2014). Managing corporate crisis in China: Sentiment, reason, and law. Business Horizons , 1-9. Zafar, R., Lodhi, S. (2015). The Study Of Ethical Issues In Restaurant Of Karachi, Pakistan. INTERNATIONAL JOURNAL OF SCIENTIFIC TECHNOLOGY RESEARCH , 4 (11), 370-374. Zhang, M. (2015). International Franchising: Food Safety and Vicarious Liability in China. Franchise Law Journal , 35 (1), 93-103.

Toxic Relationships Essay Example For Students

Toxic Relationships Essay Toxic relationships- â€Å"She says ‘jump’, he asks ‘how high? ’. † In 1997 Berkeley sociologist challenged the Freudian theory of masculinity development with the death of mothers, for a century western psychology, have urged men to reject their mothers in order to achieve manhood. Sigmund Freud the father of psychoanalysis insisted that the disassociation from the mother as a necessary step in the development of masculine identity. And for the first time, in a one of a kind anthology a sociologist from the university of California at Berkeley brought together a series of memoirs that call this well worn theory into question, titled ‘Our mothers ‘spirits: On the death of mothers and the grief of men†, the book brought together 42 writers to explore the bond between mothers and sons. The essay includes writings by many well known male writers. We will write a custom essay on Toxic Relationships specifically for you for only $16.38 $13.9/page Order now The purpose of this book was to expose the extent to which psychological and spiritual health in men, more so in later years of life, depending upon their ability to retrieve the love and close bonds the experienced and felt with their mother. Berkeley professor who has been teaching a course on men and masculinity in 1976, making him pretty much the go to man , in terms of ‘men’s life and masculinity’, he insists , â€Å" men don’t have to psychologically separate from the mother to be masculine. Everyone must leave home and become their own person, but you don’t have to overreact and reject the mother†. A negative stereotype that has made way into our vocabulary is the term ‘mama’s boy’, this term not only targets men who maintain a close relationship with his mother but also men with dominant to slightly dominant feminine personalities. The theme that runs throughout the anthology is that the rejection of mothers is isolated to the Caucasian population, Asian and African descent men maintain close bonds but grow up to be effective men in the world. The men in the book spoke of yearning for a spiritual reunion with their mothers. What happens to men on the other side? The men who are overly dependent and cannot seem to find a balance? How does he manage his relationship with his wife and mother at the same time? The angst one man can go through to find the equilibrium affect many marital relationships. On asking a very close friend whose marriage fell apart due to this toxic dependency, responded â€Å"are you talking about mothers that say â€Å"jump† , and sons who ask â€Å"how high ? , asking her to go back and recollect how the dissolution of her marriage she states â€Å"well its was always creepy when it’s just two of you in your new home and then every time the phone rings , he takes the phone to the other room, shuts the door and talks to her for 20 minutes and this is after talking like 20 times a day.. Makes you feel like he is cheating on you. it’s actually kinda like what a guy would do to hi de a secret affair, perverse as it may sound! † Being in relationship for four years before they were married she says, â€Å" there were hints that his behavior would get worse. Such as even though his mother owned and drove a car for many years, she would make him leave from their time together to go buy groceries for herself. He left all his career decisions up to his mother, and would listen to every unreasonable demand, even to the point of not holding my hand, because his mother told him so! † Being in relationships that affect your mental well being and puts that much stress on your own peace of mind, is a toxic relationship. .uaef759583973eff2237fe33c937527a2 , .uaef759583973eff2237fe33c937527a2 .postImageUrl , .uaef759583973eff2237fe33c937527a2 .centered-text-area { min-height: 80px; position: relative; } .uaef759583973eff2237fe33c937527a2 , .uaef759583973eff2237fe33c937527a2:hover , .uaef759583973eff2237fe33c937527a2:visited , .uaef759583973eff2237fe33c937527a2:active { border:0!important; } .uaef759583973eff2237fe33c937527a2 .clearfix:after { content: ""; display: table; clear: both; } .uaef759583973eff2237fe33c937527a2 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uaef759583973eff2237fe33c937527a2:active , .uaef759583973eff2237fe33c937527a2:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uaef759583973eff2237fe33c937527a2 .centered-text-area { width: 100%; position: relative ; } .uaef759583973eff2237fe33c937527a2 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uaef759583973eff2237fe33c937527a2 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uaef759583973eff2237fe33c937527a2 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uaef759583973eff2237fe33c937527a2:hover .ctaButton { background-color: #34495E!important; } .uaef759583973eff2237fe33c937527a2 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uaef759583973eff2237fe33c937527a2 .uaef759583973eff2237fe33c937527a2-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uaef759583973eff2237fe33c937527a2:after { content: ""; display: block; clear: both; } READ: Korean war Analysis EssayWhen alarm bells ring , and you are looking for way to get out , when you are sad and depressed for more days than when you are normal, run for the hills. But as it is with most things , it is easier said than done. Persis recalls, she almost called the wedding off, and she should have when his mother made him drive her around at the peak of the wedding preparations for inane and unimportant work. † She was always threatened by me , and my family. At the wedding day itself his mother ran up to everyone asking how she looked and seeking attention, pretty much making a ridicule of herself. This behavior strained the relationship to breaking poi nt. anyone else would have said enough and walked away. To make the relationship have a semblance of functionality, she was committed to holding on and fought to make it work. Persis says â€Å"Her jealousy finally blew me away when; he called of our valentine’s day plans to drop his mother off at a party. † The death of that relationship was inevitable. The fights , the screaming and the absolute isolation even when you are with someone asks for nothing but a clean cut if possible. P. Madhavan who is in the process of gaining her double masters in counseling psychology says â€Å"communication is the key to a successful marriage, I can tell someone in an abusive relationship to talk to her husband about what she is feeling, but will it work ? That depends from one relationship to the other; there is only so much that you can do to fix a relationship, there is nothing you can do to fix ‘someone’. † A psycho therapist and counselor in Muscat Mrs. A. Mali gives us insight into why this unhealthy relationship develops, â€Å" Men who are fixated on their mothers, in some cases have a distressing childhood history, are raised by single mothers or   have parents with unhealthy/immature nurturing styles. To a great extent, the mother is responsible for fostering an emotionally codependent relationship with her son. † As a practicing counselor she gives the person who suffers the most, a few words of wisdom â€Å"the woman involved with a Mamas boy feels secondary, unimportant or even cheated. Working on any relationship conflicts takes patience and persistence. She can start with clearly and repeatedly expressing her discomfort with the situation. What can help is defining her own boundaries and set ground rules for the relationship with her man. † To get in touch with Mrs. A. Mali , mail her at shrink. [emailprotected] com Personally I think there are ways to rectify relationships like Mrs. A. Mali has advised, but sometimes the only thing to do, is come to terms with reality and walk away. There is no shame in putting yourself first, it takes a great deal of strength and pride to love yourself and do what’s best for you.

Types of Bankruptcy

Types of Bankruptcy Introduction Bankruptcy refers to a federal court process in which repayment arrangements are made to allow an insolvent debtor to clear the outstanding debts. Bankruptcy is often declared when a company or an individual is so deep into debt that starting afresh is the only reasonable option. This paper compares and contrasts the five types of bankruptcy proceedings.Advertising We will write a custom essay sample on Types of Bankruptcy specifically for you for only $16.05 $11/page Learn More Different Types of Bankruptcy The first type of bankruptcy is referred to as liquidation. It can be accessed by individuals, matrimonial couples or business partners. The group or individual seeking to apply for this bankruptcy proceeding must first attend an interview conducted by an agent of a credit counseling agency. The agent is obliged to appear in court during the bankruptcy proceedings. Unlike the other types of bankruptcy, the applicant is delegated a trustee wh o is expected to oversee the selection of assets that are to be excluded from the bankruptcy. Apart from the assets selected for exemption, the remaining assets are to be sold, and the proceeds used to settle the outstanding debts. The second type of bankruptcy involves municipalities that want to adjust their debts. It is contained in chapter nine of the United States bankruptcy code. This type of bankruptcy is different from the rest because it only is suited for municipalities. Municipalities in this respect include towns, cities, school districts, and counties. The third type of bankruptcy applies to business corporations and is referred to as reorganization. Unlike in liquidation where a trustee is allocated, this type of bankruptcy allows the corporation to design its own restoration plans. These plans for reformation can comprise measures that try to restore the productivity of the company, consolidate debt and begin repayment. Unlike liquidation, the reorganization type of b ankruptcy does not seek to purge all arrears immediately. On the contrary, a suitable payment plan is formulated to enable the business to keep all or most of its essential assets while paying its debts. The strategy for reorganization is ultimately ratified or dismissed by the court. The fourth type of bankruptcy involves fishermen and family farmers who have access to regular sources of income. Unlike liquidation, the applicant does not lose any of his assets.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The applicant is instead allowed to repay his debts out of his prospective earnings. A debt repayment plan is designed in a format that the applicant can observe. This bankruptcy is similar to the fifth type of bankruptcy since the debtor is allowed to design a plan for repayment in both cases. It is similar to liquidation with respect to the concept that a trustee is allocat ed to oversee the repayment. The fifth type of bankruptcy covers individuals who are not necessarily fishermen or farmers, but who must have regular sources of income. It resembles the previous type of bankruptcy since both types deal with people who have regular sources of income. However, unlike the previous, this type of bankruptcy is not restricted to specific professions. Like in liquidation, a credit counselor must be consulted. However, in this case, the work of the counselor is to establish the applicant’s ability to restructure his own debt payment plan. The fifth type of bankruptcy compares with the fourth and third since they all allow the applicants to retain their assets. Unlike liquidation, the insolvents do not acquire instantaneous absolution from debts. Conclusion There are five different types of bankruptcy outlined in the United States bankruptcy code. These types of bankruptcy apply to different individuals and companies and vary according to income, profe ssion and level of debt. It is advisable that each individual or organization examines the different bankruptcy types before settling on one.

Eastern European Politics Essay Example | Topics and Well Written Essays - 5250 words

Eastern European Politics - Essay Example At a certain point in these transformations, the communist parties gave up their monopoly of power -- often removing a constitutional clause on that subject and admitting rival parties -- and submitted to competitive elections, which turned over power to their opposition. There were significant differences, for example, with regard to the abruptness or completeness of the change among the elites, ranging from the purge of the old elites in the former German Democratic Republic (GDR) to the sliding-scale, power-sharing arrangements in many other postcommunist societies (Robert, 1985). As in Southern Europe and Latin America, the ruptura with the old regime transferred authority only with certain de facto limitations to the new elites. Whereas in the former areas, the army and both private and foreign big business often continued to wield powerful influence, in Eastern Europe it was more often the bureaucracy and large, state-owned firms and farms. In Russia, the entire military-industrial complex at first survived the meltdown of communist control. The new governments began to make inroads into the realms of state-owned and cooperative enterprises whose managers had somehow inherited command from the defunct state planning commissions at the center of their command economies. In many cases, this left the economy half in and half out of the range of authority of the new democratic governments (David, & Bruszt, 1998). There is no need to go into the complexities of the transfer in each country, except to stress the paramount role of particular elites -- political or nonpolitical -- along with the rebellious masses in the unraveling of the old and the consolidation of the new regimes. The masses effectively challenged the authority of even the last hard-line dictatorship. "We are the people" was the chant of the East German demonstrators in Leipzig and elsewhere as they confronted the claims of popular legitimation of their communist government (Samuel, 1991). Were the economic crises of the old regime or its dictatorial character at the roots of rebellion Most immediately, the latter, although the multiple failures of the communist economy played a significant role under the surface. Crucial to the final collapse of the old regimes were also the defeat of the repressive apparatus at home -- especially the secret police and other repressive forces such as the workers' combat groups in large factories -- and the end of the outside military threat, both of Soviet power to reformist regimes like that of Alexander Dubcek and of the Western military counterpressure that had for so long been the alibi of Soviet pressure on the satellites. Once Mikhail Gorbachev had renounced the Brezhnev doctrine of Warsaw Pact intervention against nonconforming communist regimes and, in fact, encouraged them to follow in his path of glasnost and perestroika, hard-liners in Czechoslovakia and East Germany were on their own, with predictable results (Joseph E., 1 994). The complex requirements of a working democratic system, of course, did not automatically fall into the laps of the aspiring peoples of Eastern Europe when communism fell. Far from it, each element had to be acquired separately, and, as of this moment, some are still missing, incomplete, or in

Balanced Score Card Essay Example | Topics and Well Written Essays - 500 words

Balanced Score Card - Essay Example "The aspects that the scorecard contains should be quantifiable or measurable. This is because it would be difficult to interpret something that cannot be measured in the first place." (Metrics, Scorecard, KPI's Measure Tools 2008). It could be seen that although financial parameters are seen as measuring tool of performance, there are now other aspects also which are equally critical in terms of customers, employee satisfactions, innovative methods, quality, quantum of sales, etc. The fundamental truth behind the Balance Score Card is to ensure that " that no single measure can provide a clear performance target or focus attention on all the critical areas of business, they proposed the concept of a Balanced Scorecard as a more sophisticated approach for meeting these shortcomings." (Pienaar & Penzhorn, 2000, pp.202-209). Just as financial ineptitudes could bring down a company, in the present context it is seen that even fall in sales, loss of goodwill, quality issues, etc could spell disaster for the company. at cannot be measured in the first place.