Learning New Research Concepts or Techniques by Writing and Other Research Activities Essay Example for Free

Learning New Research Concepts or Techniques by Writing and Other Research Activities Essay The way to go about determining if certain resources are adequate for college assignments would be through an evaluation process. In chapter five of the course material, it provides the six tests of evidence that helps to conclude if discovered information can be utilized for a paper. The first test is regarding credibility. If a source is credible it should be information based on fact rather than opinion. The next test to examine is if the material is unbiased. Be sure founded information has room for other points of view about the issue so that the presentation of material in your paper is fair and balanced† (Sole, K. (2010). Writing College research papers. Another test to examine would be to verify if the information is relevant and relates to your topic. Next, is the source complete? â€Å"Do not take information out of context and mislead the reader by using only the portion of the information that supports your opinion about a topic† (Sole, K. (2010). Writing College research papers. The logical test is to make sure the information makes sense and is consistent with other known evidence. The final test would be to determine how current the resource is. Confirm the sources you use are as current as possible and have not been replaced by more recent research findings. Check to find the date an article was written or, if it has no date, check the copyright or revision date on the Web page to determine how recently the information was updated (Sole, K. (2010). Writing College research papers. An example of a suitable source would be an article from the Ashford Library, because Ashford Online Library have been archived by professional information management specialists, and Ashford University professional staff have selected specific databases for the library that are the most appropriate for your college courses. In other words, they are university and faculty approved. Sole, K. (2010) Writing College research papers. An unsuitable source would be Wikipedia, but can often be used to lead to other sources of information for an assignment.

The Change Management Theory Business Essay

The Change Management Theory Business Essay Our current era is experiencing massive global and environmental changes than ever before. Observing alone the technological developments, it becomes clear that the most powerful changes have happened over the past fifty years. Managements practice and theory is that todays business environment is especially challenging for large companies because of the rapid pace at which technologies, business processes and markets are evolving. External changes, such as globalization, workforce, economic shocks, competition, and world politics are some of the vast external environmental forces that trigger change upon organizations. These forces are uncontrolled and unforeseeable and therefore it is vital that an organization has the capabilities to adapt to whatever environment changes might happen. As opposed to external change forces, internal changes forces lie within the organization. Elements such as declining efficiency, the raise of employee expectations in tact with harsh demands of the work environment are all internal forces that trigger a need for organizational change. Some theories[1] suggest that by planning carefully you can manage internal change easily by identifying the need for change, while others argue that change is not something that happens in isolated insidences, thus not something you can plan[2]or control. The changing business environment affects the organizations ability for survival, as their survival tactics are being challenged. Organizations constantly have to reeducate themselves keeping every level or department in the organization equally re-informed. Consequently, more and more organizations direct their attention towards the potential benefits of a corporate merger and acquisition (MA). MAs are often pursued in order to acquire a larger share of an existing market, enter new markets, eliminate competitors, acquire expertise or assets, transfer skills, save costs, increase efficiencies or capitalise on synergies. Unfortunately, most organizational change efforts are poorly conceived and implemented, a fact that causes most change efforts in organizations to fail[3]. Through the last century, companies paid more attention to strategy, economics and finance. However, today many researches[4] argue that a major cause of the high rate of change failures is the fact that managers do not realize that if they do not change their culture to support the changes they are making in strategy, structure, and technology. If not, the desired changes will fail and shift back into a fit with the original culture[5]. Furthermore, MA can change the cultural aspect of an organization due to new working environment. In this view, Hitt et al. (2001) argue that acquisitions or mergers can create unfriendly working atmosphere sometimes due to significant differences between two cultures of the merging firms, which can make working process difficult. However, thisprocess can be quit challanging as Schein[6] ague cultural assessment is usually not possible because the negotiations leading up to the merger/aqcusition have to be kept secret. Thus, the merging parties do not discover important differences until they face them MA is a strategic choice various companies encompases to enter rnew market opportunities and possiblity to increase revenue beyond geographical boundaries. However, new opprtunities have also broad new challanges to the organizations. When a company changes, either by changing its location or grothws this effects its internal and external environment. Researchers agree the critical importance of managing the human perspectives of the process in order to accomplish the MA goals and to achieve the needed integration. That is why this paper has chosen to focus on the cultural and people aspect of change mangement process within MA Change Management theory Change management literature is differentiated between two dominant perspectives with regard to implementing successful change in organization. One meaning refers to the systematic and planned view and the other the chaotic emergent view of organizational change.Carl Weick prominent scholer within change management breaks with the traditional wiev of organizational change and argues that orgnazationas should implement a process of chnage management. That is continous emergent change, when contrasted to the planned view, can be defined as the realization ofa new pattern of organizing in the absence of explicit a priori intentions[7] in this view changing is a continuous activity at local levels where people interact and make sense of their own social reality[8]. Continuous changing is a collaborative approach to change management where employees at the operational level as well as mangers are involved in decesion making processes. It brings a holistic view to the organization focuses on interweaving activities, interrelations, and sensemaking. Change is viwe as a continuous activity internally within the organization where people interact and make sense of their own social reality (Weick, 2000, 2001). People make sense oftheir social reality by sensemaking activities, narratives, practices, and multiple realities may be voiced and contribute to small small-scale changes. These small small-scale changes can be decisive if they occur at the edge of chaos or in a context of rebalancing and unfreezing. Small changes can have large consequences because of self-reinforcing feedback loops and relations in a social network. In interconnected systems small changes emerges through the diversity and interconnectedness of many micro-conversations (Ford Ford, 1995). Micro-level changes provide a platform and a context for transformational change on a macro-level. as in Kotter ´s eight phases or stages a company must successfully complete in order to obtain lasting change (1995) [9]and Lewin ´s Freeze change model(1943)[10]. Thus, the aim is to implement new methods and systems. This also implies that these changes lie within the organizations control although change-triggering events might have come from outside the organization. According to Kotter successful change management is achieved when management carefully plans the change initiative. His theory is based upon the 8 step model which has a very systematic view upon organizations and its environment. The 8 step model is build upon eight actions: create a sense of urgency, recruit powerful change leaders, build a vision and effectively communicate it, remove obstacles, create quick wins, and build on your momentum. If you do these things, you can help make the change part of your organizational culture[11]. Follwing the perspective of Lewin, the change process must contain three central steps; un-freezing, change and freezing[12] . Within un-freezing, inner resistance to change delimits the ability of the individual to move from the present to the desired state. Move seek to take into account all the forces at work and identify and evalutae, on a trial and error bassis, all the available options[13] . The refreezing step establishes ways to make the new level of behavior relatively secure against change (Lewin, 1947, p. 344). This step could include installing a new reward system to reinforce the new, desired behavior or restructuring certain aspects of the organization. An additional meaning refers to the complexity view s as in Ralp Stacy (2003)[14] of organizational change management. His theory is build upon the view of James Gleick. Gleick ´s theory is based on Chaos theory and complexity theory. Later on, Stacey further developed this theory and applied it to human action, as chaos theory originally intended for mathematical deterministic behavior. Chaos theory ´s key message is that our intentional interacting with each other produces intrinsically unpredictable outcomes in the long term, then our planning efforts cannot lead to outcomes we intended; something else will happen[15]. However, Stacey does not imply that then everything is utter chaos. As he states predictably unpredictable, thus a system producing patterns that are recognizable and paradoxical. Complex Responsive Processes (CPR) can give insight for top management on how to become more emergent and respond without knowing long term consequences. However, from a bottom line result, business profit maximizing perspective, this might be hard for managers to switch to instantly. It might cost millions. The strategic problem lays within top management being blind to internal need for change. The existing external commercial strategy is distant even unknown to the employees and there is no existing internal strategy statement. This causes the employees to think of their job as one project at a time, missing focus on the development of the company as a whole. This could lead to employees working without a target or a vision together with the company. CPR approach acknowledges the fact that employees are not machines and if the original strategy doesnt produce what it intended. Thus, introducing a case an acquisition between IBM and DMdata in 2004 where IBM management got surprised by the outcome of employee dissatisfaction and its complexities. This paper adresses IBMs acquisition of DM Data as the key reference in this synopsis. The case study, is used in relation to the acquisition are build upon the experiences the author of this paper had working as a trainee in DMdata both before and after the acquisition. This particular acqusition opened the authors eyes towards the challanges organizations face when implementing new initiatives follwing a merger or acqusition. Why the author find it oparticularly releveant for this course. Introduction of Case study First, I will make a brief introduction of the two companies to get a better understanding of the organizations and why these may have led to some challenges for both companies. Secondlymost relevant reasons that lead interesting to observe the case from the corporate culture point of view, which means concerning the essence of core businesses, these are essentially different enforcing different values and priorities concerning job and goals, reflecting with these important inputs potentially conflictive in the integration process. The conditions mentioned present it as a very appropriate and meaningful selection to develop a case study research. IBM was founded in 1742 and was established in the USA. It is one of the worlds leading companies in IT. historical heritage is very important for the company, in term of know-how but also, in term of marketing IBM has approximately 340.000 employees worldwide and is represented in more than 160 countries[16]. Given IBMs size and origin it brings certain values and norms to the business which is grounded in its culture and identity. On the contrary DM data was one of the biggest software companies in Scandinavia. It was established by two Danish companies; Danske Bank and Maersk Data. The company encompassed 800 employees located in Aarhus and Copenhagen. Even though the company only existed for seven years it managed to create outstanding profits per year.[17] The acquisition between IBM and DM data took place in 2004. After the acquisition, 13% of the employees resigned from their job per year. Many employees mentioned the matrix structure and the American way of doing things as the reason for resigning. [18] The differences of the organizational culture and the way we do thing in each company were fundamentally different. When you attempt to change the core of a companys values and norms its bound to create many challenges[19]. Both companies, are facing changes in their organizational structures through a MA. That is,the processes, politics, values and frame of references. Each participant of this processes either the acquiring IBM or the acquired DMdata; have to face different process and challenges. Clearly, both companies get affected part of their identity and way of doing things. However due to limited access to the IBM employees this paper focuses on the view of Dmdata employees. Analysis of IBM change management initiative IBM managements intended strategy was to incorporate Dmdata as a datterselskab to the main organization of IBM, althoughthey succesed to acquire Dmdata the acqusition broth various unintended changes with it. As mentioned earlier critically positioned employees left the organization and a hostile and confusing environment arised. The unsuccesfull change management of the new initiatives within Dmdata, resulted in inefficient resource utilization, poor products and services[20], and frusttration amon employees and management. IBM management approach to the acqusition can be characterized as a controlling. That is, Some of the DMdata employees reactions came from poor communications such as : IBM CEO Lars Mikkelgaard used the word fusion when he visited us for the first time, when it was in fact a takeover[21]. Other reactions were frustration about changing from national to an international company, from hierarchical to matrix structure and from small to big company. He emphasizes the success they had in DM data on several occasions by saying: Those who sit down and think about it, then DM-data was a success story. Built from 53 men to something IBM would buy for x billions later[22]. He feels overlooked by IBMs management style and does not consider it as suitable for Danish culture: In Denmark, IBM is derived by this American team spirit. The DM-data culture is influenced by the culture of Maersk and Danske Bank, which is very Danish[23]. And I have also been lecturing about quality in life etc. But when you are bought up, you come into an identity crisis. Furthermore, Dmdata employees lacked an incentive to adapt to the changes as they felt they new best as one employee states He stereotypes the Americans There are several States in the US where American Indians are not allowed to walk together more than four at a time. If they do, then you are allowed to shoot them.[24] And he goes on elaborating his indignation of doing things the America way are not allowed to have loaded weapon, so we can laugh a bit of it[25] here he shows that he does not take IBM seriously. The HR Manager talks a lot about how successful the company was, but ridicules of IBM to almost having gone bankrupt. IBM has also been close to going under in 1993. There it was close enough to not exist anymore. And here it is clear that one as a giant company with the ambitions one had, establishes control preparations. These are then some of the procedure which we have to comply to[26]. Follwing Lewin effective change could not tkae place unless there was a felt need be all those concerned[27]. Also in this view, Kotter agues for establishing a sense of urgency. That is people need a good reasontodothingsdifferently, faling this might have created the anxiety and unsecurity Dmdata employees felt. The second step of Kotters 8step model might have easen, having an aly . Short term wins Nadler and Tushman 1995 suggest that there are mainly two types of change that organisations are faced with, namely first- order and second- order changes[28]. . First -Order changes are characterized by small adjustments in system, processes or structures, whereas Second order changes are characterized by transformational which affects the core identity and values of an organization. Nadler and Tushman refer to transformational change as discontinuous change. They further dissects the changes as follows: incremental (tuning and adaptation). Tuning as being anticipatory and adaptation as being reactive. Discontinuous (re-orientation and recreation) change. Re-orientation as being anticipatory and recreation as being reactive. Acquisitions such as IBM/ DMdata are generally regarded as a second- order change. Although IBM and DMdata are in the same industry the size of the two companies together with the cultural heritance of the two are dissimilar. There are national cultural differences, structural differences together with strategic differences which may caused frustration among the employees at DMdata. Furthermore, it is important to into consideration when characterizing whethera change is transfomational or transactional this can be viwed from two sides in mergers and aqcusiotions.remember althought the acqusition can be carachterized as frame bending for DMdata Following Palmer, Dunford and Akin[29] any organizational change usually involves paying attention to organizational culture. That it for IBM management to provide a new vision for the DMdata employees and not simply imposing their own without any involvement from the DMdata employees. The diagnostical tools can be helpful for an organisation to know which changes it is dealing with so that it can inform its strategy selection and organisational configuration to better respond to such changes. It seems like IBM management underestimated some of the challenges it was presented to when they acquired DMdata. The strategic problem lays within top management being blind to internal need for change and adoption within DMdata. Adapting the right diagnostical tools could have helped the management to take the right action in the right context. The lack of information could have been prevented by management taking a nurturer approach. Instead of the top down directors approach. Discussion Change and how people react to it are important features of organisational life. Its vital to remember in times of change, especially transformational change such as mergers and acqusitions, employees are not machines. The way we perceive change and its consecuenses can be different and paradox. As discussed earlier, it can be helpful for management to characterize the scale and scope of the change to better comprehend the impact of a change. However, its important to keep in mind that you will always be confronted with unintended change outcomes. The main problem areas within change implementation in mergers and aquisitions lie within differences in culture, not having a clear communication, and not assigning anyone asresponsible for the change initiatives. The external, managerial and operational level never worked together as one in the IBM/DMdata case study. When merging or acquiring two companies it is critical to consider their corporate culture. The success of a merger/aqusiti on depends as much on culture fit as it does on strategic and financial.Various failed deals can be attributed to corporate culture differences never being considered, or cultural clashes never being addressed. Furthermore, if the people side of MAs are ignored, as in the case study, both companies face not meeting the anticipated purpose of the transaction. [1] Kotter, Lewin [2] Choas theries; Ralp stacey, Car Weick [3] Strategic change management class notes, lecture one [4] Gerry Johnson , the cultural web, Mary Jo Hatch Majen Shultz, identity, Edgar Schein [5] Palmer, Ian, Richard Dunford, and Gib Akin. (2009) Managing Organizational Change p. 163 [6] Schein, E.H. 1990. Organizational Culture and Leadership. San Francisco: Jossey-Bass p.178 [7] Orlowski 1996, p 65 accesed in Weick 2000 p 227 [8] Weick, 2000 p. 225 [9] Kotter 1995, Leading Change: Why Transformation Efforts Fail [10] Palmer, Ian, Richard Dunford, and Gib Akin. (2009) Managing Organizational Change p. 195 [11] [12] Palmer, Ian, Richard Dunford, and Gib Akin. (2009) Managing Organizational Change p. 195 [13] Lewin 1947a accesed through study notes from lecture 2 [14] Stacey, Ralph. (2003) Organizations as Complex Responsive Processes of Relating. Journal of Innovative Management [15] Stacey, Ralph. (2003) Organizations as Complex Responsive Processes of Relating. Journal of Innovative Management p28 [16] IBM Database [17] DM Data Handbook p 16 [18] www.computerworld.com http://www.computerworld.dk/art/40353?cid=4q=dm+datasm=searcha=cidi=4o=5pos=6 [19] Strategic change management class notes [20] As a reslut of many employees leaving many projects didnt get finished with led to many dissatisfied clientsandcostumers. [21] Malike Karatepe [22] Comment 1, Appendix 1 [23] Comment 2, Appendix 1 [24] Comment 6, Appendix 1 [25] Comment 7, Appendix 1 [26] Comment 8, Appendix 1 [27] Class notes lektion 2 by Rex Degnegaard [28] Palmer,Dunford and akin p 87 [29] Palmer, Dunford and Akin p. 9

Artificial Intelligence Essay -- Science

Overview Way back in 1965, technologist Herbert Simon stated that, â€Å"Machines will be capable, within 20 years, of doing any work a man can do† (Vardi, 2012). Nearly fifty years later, this world has been impacted by artificial intelligence (AI) equipped technologies in major ways. The threat of AI equipped computer systems and machinery taking jobs away from humans is becoming a harsh reality (Vardi, 2012). As with every innovative technology there are positive and negative externalities involved. This paper will: define AI, discuss positives and negatives involved with implementing AI systems, explore several types of different ways AI equipped systems are tested, and venture into the current stage of AI systems primarily IBM’s Watson project. Artificial Intelligence (AI) Defined Artificial intelligence (AI) can simply be defined as â€Å"the application of human intelligence to computers† (Shelly & Vermaat 2010). John McCarthy, a professor at Stanford University in the Computer Science Department describes AI as, â€Å"the science and engineering of making intelligent machines, especially intelligent computer programs. The similar task of using computers to understand human intelligence, but AI does not have to confine itself to methods that are biologically observable† (McCarthy 2007). The book Management Information Systems, written by Kenneth Laudon and Jane Laudon (2012) describes AI as, â€Å"technology, which consists of computer-based systems (both hardware and software) that attempt to emulate human behavior† (Laudon & Laudon, 2012, p. 457). These systems can, â€Å"learn languages, accomplish physical tasks, use perceptual apparatus, and emulate human expertise and decision making† (Laudon & Laudon, 2012, p. 457). Essentially... ...., & Laoui, T. (2010). Development of an AI-based Rapid Manufacturing Advice System. International Journal Of Production Research, 48(8), 2261-2278. Noor, A. K. (2010). Preparing for the Intelligence Era. Mechanical Engineering, 132(11), 24-28. Retrieved from EBSCOhost. Putting the ' Smarts' into the Smart Grid: A Grand Challenge for Artificial Intelligence. (2012). Communications of the ACM, 55(4), 86-97. doi:10.1145/2133806.2133825 Shelly, G & Vermaat, M. (2010). Discovering Computers 2010. Boston, MA: Course Technology. Shieber, S. M. (2007). The Turing Test as Interactive Proof. Nous, 41(4), 686-713. doi:10.1111/j.1468-0068.2007.00636.x Vardi, M. Y. (2012). Artificial Intelligence: Past and Future. Communications Of The ACM, 55(1), 5. doi:10.1145/2063176.2063177 Von Drehle, D. (2010). Meet Dr. Robot. Time, 176(24), 44-49. Retrieved from EBSCOhost. Artificial Intelligence Essay -- Science Overview Way back in 1965, technologist Herbert Simon stated that, â€Å"Machines will be capable, within 20 years, of doing any work a man can do† (Vardi, 2012). Nearly fifty years later, this world has been impacted by artificial intelligence (AI) equipped technologies in major ways. The threat of AI equipped computer systems and machinery taking jobs away from humans is becoming a harsh reality (Vardi, 2012). As with every innovative technology there are positive and negative externalities involved. This paper will: define AI, discuss positives and negatives involved with implementing AI systems, explore several types of different ways AI equipped systems are tested, and venture into the current stage of AI systems primarily IBM’s Watson project. Artificial Intelligence (AI) Defined Artificial intelligence (AI) can simply be defined as â€Å"the application of human intelligence to computers† (Shelly & Vermaat 2010). John McCarthy, a professor at Stanford University in the Computer Science Department describes AI as, â€Å"the science and engineering of making intelligent machines, especially intelligent computer programs. The similar task of using computers to understand human intelligence, but AI does not have to confine itself to methods that are biologically observable† (McCarthy 2007). The book Management Information Systems, written by Kenneth Laudon and Jane Laudon (2012) describes AI as, â€Å"technology, which consists of computer-based systems (both hardware and software) that attempt to emulate human behavior† (Laudon & Laudon, 2012, p. 457). These systems can, â€Å"learn languages, accomplish physical tasks, use perceptual apparatus, and emulate human expertise and decision making† (Laudon & Laudon, 2012, p. 457). Essentially... ...., & Laoui, T. (2010). Development of an AI-based Rapid Manufacturing Advice System. International Journal Of Production Research, 48(8), 2261-2278. Noor, A. K. (2010). Preparing for the Intelligence Era. Mechanical Engineering, 132(11), 24-28. Retrieved from EBSCOhost. Putting the ' Smarts' into the Smart Grid: A Grand Challenge for Artificial Intelligence. (2012). Communications of the ACM, 55(4), 86-97. doi:10.1145/2133806.2133825 Shelly, G & Vermaat, M. (2010). Discovering Computers 2010. Boston, MA: Course Technology. Shieber, S. M. (2007). The Turing Test as Interactive Proof. Nous, 41(4), 686-713. doi:10.1111/j.1468-0068.2007.00636.x Vardi, M. Y. (2012). Artificial Intelligence: Past and Future. Communications Of The ACM, 55(1), 5. doi:10.1145/2063176.2063177 Von Drehle, D. (2010). Meet Dr. Robot. Time, 176(24), 44-49. Retrieved from EBSCOhost.

Magical Realism :: Latin American Literature Essays

Magical Realism It is a long and unusual journey. I still wonder what it really is. I read the selections of four wonderful authors and I am still a little confused about the real history and theory of magical realism. I do know that before a person gets into this idea of magical realism, he or she really has to have a big imagination and willingness to learn about it. I guess what I am trying to say is that magical realism depends on who a person is and what a person is willing to believe. I thought that Franz Roh's selection was brief on magical realism. I see where Roh compared Magical Realism to Expressionism. He came up with different theories about how to look at certain things in the world. This essay was definitely deep and way out there. He talked about the different ways to represent something. "We recognize this world, although now-not only because we have emerged from a dream-we look on it with new eyes"(Roh 17). It was not just an everyday word, it had to be mystical, magical, fantasized etc. I really do not see how somebody could come up with such an idea. The whole point is he mixes reality with fantasy. In his selection, he talks about the supernatural, things such as aliens that really move some people. Magical Realism plays a major role in issues such as this. People have to go beyond the world and look just a little further. One's imagination will take them places of which they have never dreamed before. Some people swear up and down that aliens, UFO' s, and foreign space ships are not real. How do they know? I guess I will have to stick with Roh on believing in the existence of the supernatural, the magical, and the freaks of nature. Whether I understand completely or not, I think it is really neat how someone can go beyond the unthinkable. That is exactly what Roh does. Some things he talks about I cannot interpret, but I see his outline of it. I do not think there would be any interesting things to look forward to if someone did not use one's imagination and research on things that are mind boggling to the world today. Maybe if more people knew about this "magical realism, they would look at things differently. Angel Flores wrote about magical realism in a way that was hard for me to understand.

Benedict Arnold Essay -- essays research papers

“The Dark Eagle'; refers to the hero of Saratoga, Benedict Arnold, who went from highly regarded hero, to the most hated man in the Colonies in a matter of days. In the book: Benedict Arnold: The Dark Eagle, Brian Richard Boylan, analyzes the historical figure not critically, but objectively. He examines the forces that possibly could have driven Benedict Arnold to turn his back on the country that he fought for so dearly. Boylan also points out that the man who Arnold did most of his negotiations with, Major General John Andrà ©, was strikingly similar to Arnold, and that the two men were brought together under one woman, Miss Peggy Shippen. Throughout this book, Boylan suggests that the reader should view Arnold without the general stereotype of him being a traitor. That way you can see the man Benedict Arnold truly was, and read of the reasons that he lost his love for the Colonial army, and its government.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The Battle of Saratoga was a major battle in the American Revolution; it helped persuade the French into signing a Treaty with the United States that helped turn the tides on the British. Major General Horatio Gates was the commander of the Army of the North. His English counterpart was General John Burgoyne. The open-field battle style considerable favored the British troops of Burgoyne. The American’s had their backs against the wall; they were almost out of options, until their savior literally rode in on horseback. This man was General Benedict Arnold. He rode in from Freeman’s Farm where Gates, Arnold’s superior, had taken his authority away because of Arnold’s “insubordination';. Arnold thought nothing of Major Gates’orders to stay at Freeman’s Farm and rode off with no sign of slowing. “ No Man will keep me in my tent this day!'; Arnold said.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Unlike Gates, Benedict Arnold liked to lead and command his men on the front lines. Arnold personally led the charge on Breymann’s redoubt during the Battle of Saratoga, however Arnold was wounded during the final assault in his left knee. While the American troops surrounded and captured Breymann’s forces, Arnold laid in pain on the battlefield. Gates took the credit for the v... ...s suffering came to an end. He was buried in the crypt of St. Mary’s in Battersea.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Benedict Arnold was considered a military genius; he was able to bring his troops from near defeat to victory. He was highly regarded not only by his cronies but also was highly respected by his adversaries. Arnold was probably the only man to be respected by both the British and Americans prior to 1779. Benedict Arnold was one of the best Generals that had served in the American Army. But by 1779 and 1780 he was seen as the most controversial figure in the Colonies. Today, some people view Arnold as one of the most diabolical men to ever live; others view him as a generally good man that just took one wrong turn that tainted his whole career. The majority of the people in the U.S view him as a traitor of the American public and of their trust. If the British had won the war he would be looked down upon with even more contempt than he is today. However, if Benedict Arnold had died, in his prime, on the battlefield of Saratoga, he would be viewe d much differently all over the world, possibly as the greatest general that even lived.

Sultan Abdul Samad Building

ASSIGNMENT 1 NAME:MUHAMMAD HAZIQ B. NOR KURNIA SHAH ID:01-201111-00642 SUBJECT:HISTORY OF ARCHITECTURE (ADA 133) SEMESTER:JANUARY 2013 HISTORY OF SULTAN ABDUL SAMAD BUILDING After the Sultanate of Selangor became a British Protectorate, the British Administration wanted to build a government office to govern the state efficiently. At that time, the Capital of Selangor, Klang is not a strategic location for administration as it is too far from the more developed area like Kuala Lumpur. The Sultan Abdul Samad who ruled from 1857 to 1898 later consent to change the State Capital from Klang to Kuala Lumpur.When Kuala Lumpur became the Capital of Selangor, it only consists of several streets of shop houses and several non-prominent government office buildings. Thus, the Resident of Selangor at that time, W. E Maxwell wanted the new government office to be a prominent landscape of Kuala Lumpur. The idea and architectural design has started as early in 1889, when Maxwell invited an English Architect Arthur Charles Alfred Norman as State Architect and C. E Spooner from Ceylon as State Engineer. The original plan of the building from Norman was adapting the Classical English Rennaisance concept.But, Spooner does not satisfy with the design. Later, a young architect named Bidwell has made a modification with Norman design, adapting the Mahometan style concept of Moor and Moghul design as the main architectural design of the building. The building construction was commissioned in 1894. On October 6, 1894, the ground breaking ceremony of the building was done by the Governor of Straits Settlements, Sir Charles B. H. Mitchell. The estimated cost of the construction was $152,000 and will take 2 years and 7 months to complete.After the construction fully completed on April 1897, the real expenses was $152,824. The building materials were delivered from masonry in Brickfield. The building was inaugurated by the Resident-General of the Federated Malay States, Sir Frank Swettenh am on April 4, 1897 and was known as the New Government Office. Among the offices that been located here were Government Secretariat Office, State Council Chamber, Post Office, Sanitary Board, Judicial Commissioner, Public Work Department and District Office.In 1948, when the Federation of Malaya was formed to replace Malayan Union, the building was renamed as Federal Secretariat. The building still retains its function after the independence of Malaya in 1957 and the formation of Malaysian in 1963. It is until 1974 where all of the State of Selangor Government offices were relocated to Shah Alam. The Federal Government also relocated its office to new building at Jalan Duta. And, for the first time, the building was renamed Bangunan Sultan Abdul Samad.A major renovation works takes place in 1978, takes 6 years to complete with an expenses of RM 17. 2 million. The roof was change into a new one, and the wooden dome was change with a copper dome. The Supreme Court, Appeal Court and M alaya High Court were placed here in 1978 before it had been relocated in 2007 at a new complex in Jalan Duta. The Ministry of Information, Communications and Culture of Malaysia currently occupied the building. KUALA LUMPUR ATTRACTIONS The Sultan Abdul Samad Building is among Kuala Lumpur’s earliest Moorish-style buildings.It is set to the east of Merdeka Square (Dataran Merdeka) and the Royal Selangor Club, across from Jalan Sultan Hishamuddin. It was built in 1897 and was named after the reigning sultan of Selangor at the time. The distinguished landmark originally served as the secretariat for the colonial British administration. Designed by AC Norman, the architect responsible for Masjid Jamek (Jamek Mosque), the historically-significant building used to house the superior courts of Malaysia: the Federal Court of Malaysia, the Court of Appeals and the High Court of Malaya, before they moved to Putrajaya.Sultan Abdul Samad Building’s Design Sultan Abdul Samad Build ing is now home to the Ministry of Information, Communications and Culture of Malaysia and sits beside the old KL Railway Station. Though it no longer serves an official purpose, it remains one of the city’s most important tourist attractions and a historical landmark in the city. Constructed entirely of brick, the building features strong gothic, western and Moorish-style influences with an imposing porch, graceful arches, curved colonnades topped with shiny copper cupolas and a domineering 41. m- high clock tower. It is frequently seen as the backdrop for Malaysia’s annual Independence Day parades (which take place past Dataran Merdeka). EVENT A historical event witness by the building is when Malaya achieving her independence from United Kingdom in 1957. This is the place where the Union Jack flag was replaced by Jalur Gemilang for the first time. It is also a venue of New Year Celebration every January 1 and Independence Parade every August 31. It is also the place of Trooping the Colour ceremony and Warriors Day Celebration.

Issues Surrounding Masculinity in United States Essay

Our society today has little tolerance for men and masculinity in general. Masculinity can be defined as having qualities or appearance of male. It includes behaviors typically associated with men. In his book, Ferguson takes us into the world of a sole, municipal elementary school attended by students who have been labeled as troublemakers and potential jail inmates. She identifies how a group of young boys of African American origin aged between 11 to 12 years are identified by their school work force as lovers of jail (14). Over the years black Americans boys have been subjected to a kind of discrimination both in school and outside. There are claims that teachers treat these boys as if they are doomed to fail. Ferguson (26) goes on to criticize the form of punishment given to the boys which according to him does not instill discipline but simply perpetuating troublemakers and creating potential inmates (67). According to equality index carried out by Pascoe (114), black men in America have high chances of being unemployed than white men. The black men are seven times more likely more to be imprisoned with a jail sentence of above ten months over their white counterparts. The report also discloses other disparities ranging from unemployment, school drop out rates and annual income. While there have been some improvements on the gap between the black men and white men in United States of America, black masculinity is still being faced with greater problem. Despite the condemnation given to them, Ferguson argues that Black American boys look seriously at schooling and excelling in life. In addition she identifies how the whole society beliefs in a natural difference of black children from the white children. Most people according to him identify the black men as criminal and it is this view that disproportionately put them in danger of disappointment and punishment. this is a greatly interfere with the black American boys according who in future end up taking the negative behavior as implied by their mentors. Ferguson bases her argument on a fundamental theory of learning, drawn from two sources: Marxist & Bowles speculation view of society which gives school the task of reproducing the existing communal pecking order, and Foucault’s post-structural theory of disciplinary authority that views punishment as an instrument of social segregation (82). He contrasts this speculative frame to the commonly held liberal idea that schools are meritocratic (112). But the black American boys are hyper aware of their individuality pattern. According to Fergusson (123), they act upon their masculinity through impressive performances and disruptions in class work and they achieve their self worth for themselves by using hostility behavior strategy to regain their sense of self. Â  To identify themselves as resourceful, authoritative and knowledgeable in the face of the humiliation they encounter in school. By masculinity, Malin (36) seems to mean men who not only reveal the physical qualities of toughness but also who also possesses some noble principle. In his book, Malin claimed that Clinton has been shown as a conflicted and sensitive, yet strong man (42). It is these characters according to Malin (43) that helped him win presidential elections. Clinton’s personality remained a package of conflicts that variously embraced and overthrown different stereotypes of masculinity hence he was able to remain a strong man. Malin 2005 (78). Sonenstein associates masculinity with culture, and socialization and encourages men to try to live up to cultural standards of masculinity (342). According to Malin, men fraternity face pressures and dilemmas around race- and gender-based individuality structure is always a flagrant force that works against these students maintaining an obligation to schooling. This is why schools across the nation for example in US observe a continual attrition of schoolboys as they link the ranks of troublemakers (67). According to Ferguson (112), molding our boys viewing them as Bad Boys is a powerful challenge to current views on the setback of the black males in school. Currently black males are severely constrained by the society and culture of their high school and of American society in general. This form of treatment world neither favor girl child who is always more vulnerable to several situations. Due to this unhealthy treatment the black American Male end up performing poorly in their education which lead them to drug abuse and criminal activities which in future lead them to be on the wrong side of the law. Ferguson 2000 (P 139) Both black and white men have their roles to play as men in America. Ferguson advocates for need to change the social organization and the culture of the society so as to enhance a suitable learning environment of the African American males in particular and all children in general. Solutions begin from an assurance that slight inputs, short-term interventions and person prescriptions into schools are greatly sufficient to cure an organization that is mainly flawed. The organization should aim for metropolitan black kid who seems to be the formation of a community which will basically obey the rules of civilization. A reform of the whole educational system is what is urgently necessary according to Ferguson (234). Overhauling the whole school system is the only way according to Ferguson (113) for eliminating all kind of institutionalized discrimination. She states that significant changes may take position by altering the curriculum and establishing lesser classes whereby student gets enough attention from their trainers. In addition, antiracist education for student teachers and reciprocated respect among adults and youth will also form a very good base to eliminate society and cultural constrain. Schools that are reorganized in this way would help in bringing new meaning to the Black masculinity (235).