Employee Retention and Encouraging Leaders

Question: Discuss about the Employee Retention and Encouraging Leaders. Answer: Introduction: Employee retention and encouraging the future leaders are crucial for the commercial organizations in regards to ensuring commendable productivity, customer satisfaction, low operational cost, positive brand image and sustainable business opportunities. Hence, the modern companies largely focus on is HRM policy that promotes the strategy of employee reward and training and development. As discussed by Miner (2013), the strategy of providing tangible and intangible rewards for recognizing the contribution of the employees helps the management in encouraging the motivation level of the employees. On the other hand, training helps in increasing the competency of the employees which serves in professional growth of the employee and productivity of the company. As discussed by Rowley and McMurtrey (2016), depending on the operational and service pattern, this employee reward program may vary. For the successful completion of this essay, the author has chosen the internationally popular fast food restaurant chain McDonalds. Based on the case study of McDonalds the author has explored the answers of three questions related to the employee reward and retention policy of McDonalds and the applicability of those policy to a different organizational set up (Spastic Centre). Finally, the author has concluded the essay with the summery of the discussion. Discuss how the recognition scheme supports McDonald's culture and attracts future leaders? As discussed by McFarlane (2015), recognising the employees contribution with the tangible and intangible awards helps the companies to obtain employee motivation and retain the talents within the organization. The organizational mission of McDonalds includes the objective of being best employer for its employees in each community around the world. Hence, the organizational culture of the company puts emphasise on human resource development and efficiency (Qureshi Hassan, 2013). McDonalds has the prioritization for People-Centricity and Individual Learning. The organizational culture of McDonalds prioritizes the needs of the employees. The tangible and intangible needs of the employees and supported with various HRM strategies. On the other hand, the organizational culture supports individual learning for increasing efficiency, productivity and the professional growth of the employee himself (Xu, 2014). In the context of McDonalds the management of the company largely depends upon the strategy of providing tangible rewards to the employees for maintaining their motivation and commitment. As mentioned in the company website, McDonalds depends on retaining the talents with lucrative salary packaging (McDonald's Australia, 2017). The company follows a pay for performance philosophy (McFarlane, 2015). The company has opted for a competitive salary in the industry, which is complemented with extra reward for overtime. On the other hand, the company has a strategy of short term incentives which is variable, at-risk portion of cash compensation one can earn each year (McDonald's Australia, 2017). The company also follows a recognition program that is designed to reward and recognize the strong performers and encourage them to be the next leaders. It includes the Presidents' Award that is given to the highest 1% of the individual performers globally and the Circle of Excellence Award, that is given to the best performing teams globally to recognize their contribution for advancing the organizational performance (Rowley McMurtrey, 2016). Moreover, the company follows the company car program. In this policy the eligible employees are provided with cars for personal and professional use. The program provides the scope of chose, car and related insurance, maintenance and repair benefits. All these tangible reward strategies support the culture of People-Centricity of McDonalds. On the other hand, as mentioned by Mukerjee (2014), good salary structure and additional benefits help the companies to attract eligible and talented employees. Moreover, with a lucrative and competitive salary, the companies become able to retain its old employee base. The company largely believes on improving the skill set of the employees with the professional trainings. Moreover, the company believes in constant skill development of the employees which is helpful for the company as well as the employees. As discussed by Mahajan (2014), the company provides training and development at all levels to assist the employees to enhance their skill set, grow in their current position or promote to a new role in the company. According to the case study provided, a national crew opinion survey has identified that the managers has a favourable attitude regarding McDonalds as an employer (Lockyer, 2013). They find it an attractive workplace as it provides a growth opportunity with its professional and leadership training (Talwar Thakur, 2016). Through the Hamburger University, the company provides training on restaurant operations procedures, service, quality and cleanliness (McDonald's Australia, 2017). With the help of lab activities and e-learning, the company makes its employees capable of operating a high end restaurant with success. On the other hand, in the leadership training, the company provides training to all level of employees for career development. With the components like career planning, Individual Development plans, career maps, succession planning, and learning activities the company strives to create future leaders for the organization (McDonald's Australia, 2017). All these personal and career development opportunities attract the ambitious employees to work with McDonalds. It provides them the assurance that these personal training sessions will be helpful in encouraging their leadership qualities which will be rewarded by the company. In the context of McDonalds Australia, the company invests more than $40 million for employee training (Nadolny Ryan, 2015). It organizes programs like Crew Recognition program for recognizing the contribution of the high performing staffs. The eligible staffs are awarded with gift vouchers or discount cards in front of the colleagues or in the staff meetings (McDonald's Australia, 2017). The achievers are named in the monthly staff magazine of McDonalds as well. Discuss which theory (ies) you think would support McDonald's recognition scheme?- As mentioned by Miner (2015), the basics of human resource management and employee reward system in an organizational set up can largely be supported by a number of employee motivation theories. The content and process theories ideate what and how motivation can be achieved from the employees (Parker, 2014). As per the motivation theory of Fredrick Herzberg, a good salary structure can be identified as a hygiene factor in the employee motivation and retention (L?z?roiu, 2015). According to this particular theory, a good salary structure is needed to maintain a general satisfaction level among the employees. As mentioned by Pinder (2014), the salary structure does not necessarily creates motivation among the employees, however, it is needed to prevent dissatisfaction among the employees. However, as discussed by Shields et al. (2015), Herzberg has identified the provisions of recognition and advancement both is the motivating factors for employee motivation. Hence, the strategy of pay for performance or the rewards like Presidents' Award, Circle of Excellence Award, gift voucher etc. can be identified as motivators for the employees. On the other hand, as mentioned in the most celebrated motivation theory Maslows hierarchy ladder, the assurance of a good salary structure is a physiological need of the employees. As identified by Miner (2013), it is the most basic need of an employee. For ensuring satisfaction and retain the employee the management must provide a good salary structure. Here. McDonalds is addressing the basic need of the employees by providing a lucrative salary structure and additional tangible benefits. On the other hand, the provision of providing awards like gift voucher, presidents awards or the mentioning of the name in the monthly magazine serve as the esteem motivators in the model of Maslows hierarchy of needs. Moreover, the policy of training for the employees plays a significant role in ensuring the employee motivation and retaining them in the organization. This strategy of training has a theoretical base in maintaining employees motivation to work for their professional growth which is helpful in ensuring organizational success. As mentioned by Yamuna and Devi (2016), the expectancy theory of motivation is effective in this regard. This theory states that the expectancy, instrumentality and valance acts as the force or motivation for performance within the employees. As mentioned by Quested et al. (2016), the idea of expectancy is the belief that putting effort for increasing the personal productivity will obtain a desired level of success, whereas instrumentality states that a successful performance will be rewarded by the company and the valance is the value a person assigns to the reward. Now, the companies can opt for a policy of promotion or other rewards for the good performers. O n the other hand, the management needs to provide a scope to the employees to enhance their skill level which would be helpful in increase their performance and grab the performance reward. Thus, the expectancy theory states that the companies need to provide training opportunities which an allure of rewards for better performance. As opined by Miner (2013), in the expectancy the employees make an expectation and a level of confidence about what they are capable of. Here, the management has to discover and provide resources, trainings and supervision for the skill enhancement among the employees. It creates a sense of satisfaction among the employees and the idea of instrumentality pushes them forward to achieve the reward. Here, McDonalds is using this strategy of providing professional trainings to the employees for career development. In this context of McDonald's recognition scheme, the ERG theory of employee motivation can also be discussed. As mentioned by Findsrud, Tronvoll and Edvardsson (2016), Alderfers ERG theory has explained that the people have the need of Existence, Relatedness and Growth. Existence refers to the concern with the basic materials for existence requirements. Here, competitive salary structure of McDonalds satisfies this need of the employees. On the other hand, as mentioned by Lee and Raschke (2016), Growth can be identified as the highest level of need among the human beings. This Growth refers to an intrinsic desire for personal development. The training and development scheme obtained by McDonalds can be identified as an appropriate tool for satisfying this need of personal development. With the help of training facilities the employees become able to improve their skill set and get higher level of responsibility which serves as a sense of personal satisfaction (Yamuna Devi, 2016). Last but not the least, David McClellands learned need theory can also be mentioned in this regard. As discussed by Lee and Raschke (2016), this theory of learned need has identified the major needs those provide motivation in the workplace. These are: Need for achievement, Need for power, Need for Competence and Need for affiliation. McDonalds have addressed almost all these needs with its human resource management program. The performance goals help in satisfying the need for achievement, the provision of leadership endorsement and internal promotion satisfies the need for power. The integrated approach towards employee trainings helps in satisfying the need for competence and the organizational culture of people centricity and cooperation helps McDonalds in satisfying the need for affiliation among the employees. Hence, it can be noted that the company is utilizing various theoretical approaches in actualizing its need of employee satisfaction and motivation. Would McDonald's approach to managing human resources be directly applicable in a not-for-profit organisation such as the Spastic Centre? Justify your answer. The Spastic Centre of Australia has already used this strategy of salary packaging of McDonalds. As mentioned by Miner (2013), offering competitive salary package is essential for reducing the employee turnover. McDonalds and the Spastic Centre have already used it. This non-profit organization is allowed to offer up to $16,500 per year in salary sacrificed expenses on anything, it includes a meal entertainment allowance as well. This particular organization is using this strategy of salary packaging for more than twelve year, which is an evidence of its success in a not-for-profit organisation as well. In the context of the non-profit organizations, employee turnover rate is substantially higher than the profit making organizations. As mentioned by Lee and Raschke (2016), the poor salary and lack of employee benefits are the major reasons for the huge employee turnover rate in the NGO sector. Moreover, a very few organizations provide the chance of professional trainings for uplifting the faculty of the employees which would be helpful in professional growth of the employees (Miner, 2013). This lack of opportunity for professional growth often drives the employees for opting for switching their career options. Spastic Centre has not wholly imitated the McDonald's approach of managing human resources, as they do not have the provision of uplifting the employee capabilities with trainings, which is largely important for a non profit organization. Hence, it can be said that the McDonald's approach of managing human resources ca directly be applicable to the non profit organizations. As mentioned by Yamuna and Devi (2016), a competitive salary will restrict a sense of frustration among them, and packaged services (like accommodation, food, tax relaxations, health benefits, organization provided transportation services and many others) will be helpful in providing a sense of satisfaction among the employees. With the help of employee training provision, like McDonalds the non profit organizations will also be able to uphold a culture of leadership promotion. Conclusion: In conclusion, it can be said that the employee recognition scheme is largely influential in ensuring operational smoothness and employee satisfaction and commitment. By providing attractive salary package coupled with tangible facilities and training provisions, the organizations can become able to attract and retain talents within the organizations. A number of scholastic theories on employee motivation have supported the provision of high salary packaging and the strategy of employee benefits for ensuring employee satisfaction and retention. McDonalds Australia is strategically using the employee recognition scheme and the training provisions for supporting the culture of the company, i.e. leadership promotion. The contribution recognition scheme of the company is helping it to encourage the employees to make increased contribution to the organizational productivity. On the other hand, the employee training schemes help the company to increase the faculty and capability of the emp loyees so that they can be utilized for better organizational productivity and advanced job roles. This serves as a motivating and satisfactory factor for the employees who are ambitious enough to opt for a leadership goal. Thus, the human resource management policy of McDonalds serves reciprocally for employee motivation and organizational benefit. References: Findsrud, R., Tronvoll, B., Edvardsson, B. (2016). Conceptualizing resource integration in value co-creation using theories of motivation. Tiziana Russo-Spenaand Cristina Mele, 165. L?z?roiu, G. (2015). Employee Motivation and Job Performance. Linguistic and Philosophical Investigations, (14), 97-102. Lee, M. T., Raschke, R. L. (2016). Understanding employee motivation and organizational performance: arguments for a set-theoretic approach. Journal of Innovation Knowledge, 1(3), 162-169. Lockyer, C. (2013). Working for McDonalds in Europe. The Unequal Struggle. Employee Relations. Mahajan, S. (2014). Competitive advantage through training and development in Mcdonald's: a case study. International Journal of Management, IT and Engineering, 4(10), 403-417. McDonald's Australia. (2017). Mcdonalds.com.au. Retrieved 6 February 2017, from https://mcdonalds.com.au McFarlane, D. A. (2015). Gaps in Executive and Worker Compensation as an Organizational and Management Challenge. Journal of Entrepreneurship and Business Innovation, 2(1), 1-15. Miner, J. B. (2013). The role motivation theories of organizational leadership. In Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (pp. 365-394). Emerald Group Publishing Limited. Miner, J. B. (2015). Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Mukerjee, K. (2014). Fostering employee engagement in organisations: a conceptual framework. International Journal of Management Practice, 7(2), 160-176. Nadolny, A., Ryan, S. (2015). McUniversities revisited: a comparison of university and McDonald's casual employee experiences in Australia. Studies in Higher Education, 40(1), 142-157. Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more. Annual review of psychology, 65, 661-691. Pinder, C. C. (2014). Work motivation in organizational behavior. Psychology Press. Quested, E., Ntoumanis, N., Thgersen-Ntumani, C., Hagger, M., Hancox, J. (2016). Evaluating quality of implementation in physical activity interventions based on theories of motivation. Qureshi, A., Hassan, M. (2013). Impact of performance management on the organisational performance: An analytical investigation of the business model of McDonalds. International Journal of Academic Research in Economics and Management Sciences, 2(5), 54. Rowley, B., McMurtrey, M. E. (2016). McDonald's and the Triple Bottom Line: A Case Study of Corporate Sustainability. Journal of Strategic Innovation and Sustainability, 11(1), 33. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... Plimmer, G. (2015). Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Talwar, E., Thakur, M. (2016). Training and Development and its Impact on Employee Performance. We'Ken-International Journal of Basic and Applied Sciences, 1(1), 18-27. Xu, Y. (2014). Understanding CSR from the perspective of Chinese diners: the case of McDonalds. International Journal of Contemporary Hospitality Management, 26(6), 1002-1020. Yamuna, G., Devi, R. J. (2016). Motivation Theories Applied for Increasing Employee Performance at Work Place-Case study Review. Imperial Journal of Interdisciplinary Research, 2(11).

Of Mice And Men By Steinbeck Essays - English-language Films

Of Mice And Men By Steinbeck Characterization is the technique a writer uses to create and reveal the personalities and qualities of the characters in a written work. A writer may describe a character's physical appearance and situation. He may also attempt to reveal a character's thoughts, or show the reactions of other characters. A writer may be very descriptive or be lacking in his description of the character. George Milton is illustrated by being a rational, caring and trustworthy person whose static characterization throughout the novel greatly affects the outcome of the selection in Of Mice and Men by John Steinbeck. George Milton verifies the rational, concerning, and trustworthy attributes of his personality through his devotion to Lennie Small in the novel by John Steinbeck, Of Mice and Men. Milton's rationality and concern for Lennie urges him to compel Lennie to remove the aged mouse from his pocket only because he knows that it is not healthy for him to be carrying it around. Lennie is upset at this so Milton tells him that as soon as it is possible, he would get him a puppy. Later in the story, Milton's trustworthiness is confirmed when he actually does get Lennie a puppy. In the novel "Of Mice and Men" by John Steinbeck, George Milton is a static character throughout the novel. From the beginning, George demonstrates his dedication to Lennie through his elusive capability to stay with him. George knows that he would be able to have a more worthwhile life if he did not drive himself to stay with Lennie. He constantly thinks of how it would be if he didn't have to this. Lennie's undesired stupidity leads to his death after George realizes that Lennie will never be forgiven for the accidental crime he has committed. George allows Lennie to die thinking of the rabbits they were to have on their farm for which Lennie has admiration. George cared too much about Lennie to allow him to be killed for something he didn't do purposely. George kills Lennie because he knows that the others are looking for him and when they find him they are going to do it unless he does it himself. In the novel Of Mice and Men by John Steinbeck, George Milton is illustrated by being a rational, caring and trustworthy person whose static characterization throughout the novel greatly affects the outcome of the selection. George has proven to be a static character whose commitment to Lennie allows the reader to discover his eminent personality. George remains a rational, caring, and trustworthy individual throughout the novel. Toward the end of the novel, George determines that his friend is never going to have a normal life and he kills him to put him out of his misery. John Ernst Steinbeck was born on February 27, 1902 in Salinas, California. He was enrolled in Stanford University for several years but left without a degree. He worked as laborer to support himself while he wrote. His first few books were financial failures until the publication of "Tortilla Flat" in 1935 from which he received public recognition. He followed this success with "In Dubious Battle" (1936), Of Mice and Men" (1937), and "The Grapes of Wrath" (1939). "The Grapes of Wrath" earned Steinbeck a Pulitzer Prize. Both "Of Mice and Men" and "Grapes of Wrath" were made into motion pictures. Some of his later works include "Cannery Row" (1945), "The Pearl" (1947), "East of Eden" (1952), "The Winter of Our Discontent" (1961), and "Travels with Charley"(1962). Steinbeck died on December 20, 1968 in New York City.

Panopticism and Legalization of Prostitution

Panopticism and Legalization of Prostitution Free Online Research Papers In this paper we shall look at the relationship between an article on the printed media in relations to Michel Foucault’s social theory of Panopticism. Specifically, this paper examines the importance of Panopticism in today’s society using the issue of legalization of Prostitution as an example and concludes that Panopticism is a necessity that must be enforced in order for discipline, safety and function. Michel Foucault’s social theory of Panopticism is an instrument to disciplinary structure that allows the authority to have control and command over its subjects by asserting a manipulative power over the target group through a procedure of individualization and observation The theory can be visually represented by Jeremy Bentham’s Panopticon , taking a prison building as an example; the Panopticon would be the tower in the middle of the building that can oversee each and every cell within its surrounding. The inside of the tower itself cannot be seen through; however, guards within the tower can have a panoramic view of the entire inside of the building. This allows the inmates to be observed and surveillance constantly and while inmates cannot be sure whether there’s a guard inside the tower or not they therefore cannot be sure if they’re being watched or not as well – leaving the precedence that they are being watched all the time. Foucault believes that the principles of the Panopticon; that is, the â€Å"ability to penetrate in to men’s behaviour† through the use of individualization and observation can be a â€Å"mechanism of power† a way of making â€Å"power relations function in a function, and of making a function function through these power relations.† Foucault insists that by extrapolating this principle and using it as a mechanism of power can allow for better efficiency where a small group can exercise authority over a much larger group. When applying Panopticism in situations that require disciplinary authority, Foucault argues that it can â€Å"serve to reform prisoners, but also to treat patients, to instruct school children, to confine the insane, to supervise workers, to put beggars and idlers to work.† By applying Panopticism into practice allows authority to control and protect groups and individuals from harm using often subtle methods but maximizing the disciplinary effect. The author of article to be introduced in this paper is an advocate for the need of Panopticism in the prostitution industry to ensure that the workers are protected from society’s threats. The printed media article under review is a recent newspaper clipping from the National Post. In it, it discusses the recent constitutional challenge that prostitutes in Canada have launched against Canada’s prostitution laws . The situation is such that currently in Canada prostitution is legal to an extent. There resides provisions in the Criminal Code that prevents prostitution to be exercised indoors. Running a brothel, doing business collectively, communicating-privately and acquiring help from others in the form of protection in the legal sense e.g. security guards are all deemed criminal under the Code. This can cover a wide and often blurred scope that there remains a possibility that even living with a prostitute may be criminal. Not only that, but there lies a more pressing matter that the criminalization of these elements of prostitution actually endangers the lives of these workers. The provisions infringes upon the rights of life and security guaranteed by secti on 7 of the Canadian Charter of Rights and Freedom by forcing prostitutes to remain outdoors to conduct their business the effect being that they are under the scrutiny of preying sociopaths and serial killers. The author of the article argues that the very nature of work for the prostitutes require them to â€Å"jump into the cars of the strangers after a few seconds of commercial negotiation† leaving the very realistic possibility of landing themselves in the car of a serial killer such a Robert William Pickton whom the author uses as an example of a sociopath that has been found guilty of murdering 49 prostitutes. Not only are these prostitutes risking their lives due to the law but what may happen to them is often remained unnoticed. The author furthers his argument that â€Å"If they [prostitutes] don’t show up at ‘work’ the next morning, they aren’t missed – except perhaps by their pimp they get noticed only when their remains pile up high enough to attract statistical attention† . The author screams the need for change, that there needs to be â€Å"regulatory oversight or a permanent health and security infrastructure† and satirically claims that â€Å"the effect of our laws is to maximize the death rate for prostitutes† . The essence of the author’s argument is thus that there needs to be an authority to monitor the prostitution business, that there must be some sort of power over regulating the business procedures of the practice and finally there needs to be recognition of the risks involved for the workers. The conclusion of the author is blatantly pointing towards the need of adapting a Panopticism approach to the issue at hand; that there must be some sort of all-seeing authority to recognize the risks of danger for the prostitute workers only if not to prevent sociopaths from treading close to them. It’s being conveyed by the author that there must be some sort of â€Å"regulatory oversight† or a â€Å"permanent health and security infrastructure† which can mean a numerous of options authorities can adapt in a legal context. First and foremost by â€Å"regulatory oversight† in a strictly legal sense means to set procedures and policies to a function. By asserting power over how the practice should be done legally and settings sanctions upon failure to do so by those exercising the practice, Panopticism is therefore functioning as a mechanism of disciplinary power in a business environment by first allowing the sellers (prostitutes) know that they are being watched by the law and thus must act accordingly, and the buyers know that the very people they are buying from are under the spotlight of a legal framework that controls the consistency of their service and thus protecting them as well from any risks that may involve otherwise in a non-controlled environment. A perfect example of regulatory oversight and the effect of Panopticism working flawlessly would be regulations concerning the payment of service. The sellers would have to report to practice to authority and maintain a license in an appro priate business manner under the surveillance of authority whilst the buyers have the security of knowing that their money would reap a return. Thus the challengers of the Constitution get the security that they ask for as their practice is now under observation from the law. Foucault would agree that by putting Panopticism into practice in this scenario would provide the discipline needed to protect these workers as â€Å"it arrests or regulates movements; it clears up confusion; it dissipates compact groupings of individuals wandering about the country in unpredictable ways; it establishes calculated distributions† . Therefore it also addresses the concerns of the author – people will now know if a worker doesn’t show for work. Secondly, the author suggested the necessity for a â€Å"permanent health and security infrastructure† to protect the workers. Once again, by having authorities setting up legal procedures that ensures health and security standards are met is another Panopticism approach in functioning as a mechanism of power towards another function. By setting health standards for both the seller and the buyer and monitoring whether the standards are met it provides security for both parties to know that not only are they protected from possible sexually transmitted diseases but it also provides a the individuals themselves to ensure they meet the health standards. In both cases it’s a win-win situation as the individuals protect their health and are also in knowing that the other party is healthy as both sides know they are being observed at all times – the Panopticon effect that Foucault mentions. Likewise, by providing a security infrastructure and allowing the hiring of help such as guards or even surveillance by the police, the prostitutes will no longer need to enter strangers cars to conduct business talks in private and sociopaths will no longer prey on wandering prostitutes on the sidewalks as they know but not with certainty whether they are being watched or not and thus inhibiting a fear upon them to not approach these women. It is clear by now that the author is an advocate for putting Panopticism into practice and rightly so. Something as simple as having regulations formally written on a piece of paper and standards set for health and security can already protect a large group of individuals from risks of dangers – even if these regulations and standards are not constantly monitored, the effect alone is sufficient to provide the security being seek for in the article. Michel Foucault would rightfully agree too as the purpose of Panopticism is to â€Å"obtain the exercise of power at the lowest possible cost† while bringing â€Å"effects of this social power to their maximum intensity †. In which case, by setting regulations, health and security infrastructures the authorities have inevitable exercised maximum power at a very low cost over a large group of society. Bibliography M. Foucault, Dicipline and Punish (New York: Vintage, 1979) N.A., Legalize the sex trade National Post (7 October 2009), A10 Research Papers on Panopticism and Legalization of ProstitutionEffects of Television Violence on ChildrenThe Relationship Between Delinquency and Drug UsePETSTEL analysis of IndiaQuebec and CanadaBringing Democracy to AfricaArguments for Physician-Assisted Suicide (PAS)Relationship between Media Coverage and Social andCapital PunishmentAnalysis of Ebay Expanding into AsiaBionic Assembly System: A New Concept of Self

The Life of King Tutankhamun Essay Example | Topics and Well Written Essays - 2000 words

The Life of King Tutankhamun - Essay Example Little is known of King Tut beyond his name, age, and the fact that he was a pharaoh king, but there is endless speculation surrounding him. Archaeologists have historically divided into opposing factions, each side failing to utilize hard evidence to support their claims for validity. There are differing opinions on his parentage, claim to the throne, religious beliefs, and most notably - the manner of his death. A careful examination of the clues and research leads to some, not all of the answers. On November 25, 1922 Howard Carter, Egyptologist and Lord Carnarvon accompanied by his daughter, Lady Evelyn Herbert were the first to glimpse into the tomb emblazoned with the name Nebkheprure-Tutankhamen3. After financing a long and expensive archeological dig, it certainly must have been with much relief that Lord Carnarvon breathed in the stale air of the most complete Pharaoh's tomb ever to be discovered. It was a ground-breaking discovery that owed much to the obscurity of King Tut's life. His tomb, once sealed was forgotten, placed beneath Ramses VI's tomb in an obscure corner of the Valley of the Kings4. At one time, workmen from the XX dynasty were housed in the shifting sands about King Tut's tomb5 proving that his existence was all but wiped away. Slightly more obscure than the location of his final resting p... At one time, workmen from the XX dynasty were housed in the shifting sands about King Tut's tomb5 proving that his existence was all but wiped away. Slightly more obscure than the location of his final resting place is the origin of Tutankhamen himself. The great uncertainties surrounding Tutankhamen are his obscure parentage and the manner of his death. His parentage is never clearly agreed upon because it is never clearly stated. King Tut's birth can be traced to the years between 34 and 35 of Amenophis III's reign6 and dating of the mummified remains assist in knowing how old King Tut was when he died7. This knowledge is useful in attempting to discover the identity of his parents. At the time of the reign of his predecessor Akhenaten, who was the leader of a great religious usurping records on the princes were not kept. Only the princesses were acknowledged in accordance with the beliefs of Aten, the chosen god of Akhenaten.8 This belief system in effect, clouds any written records that might have survived with Tutankhamen's treasure. Two artifacts did survive with his treasure, which serve as an obvious nudge in the correct direction of his parental lineage. "There was in the child king's tomb a small golden statuette showing Amenophis III crouching in the attitude of the solar child, as if to show his oneness with the son in whose flesh he would be reborn. This statuette, wrapped in linen and laid in a tiny coffin, was found beside a lock of Queen Tiye's hair touchingly enclosed like a mummy in its own little sarcophagus"9. Also, an alabaster pitcher with the couple's name is found elsewhere in the tomb along with various other artifacts from various members of the royal family who appear to be

What is the Quran about according to Fazlur Rahmans book Major Themes Essay

What is the Quran about according to Fazlur Rahmans book Major Themes of the Quran - Essay Example This paper presents the major Qur’anic themes as Rahman presents theme as they are organized in chapter order. Rahman synthesizes the major themes logically rather than chronologically and the Quran has been allowed to speak for itself and interpretation has been used only as necessary for joining together ideas. In this classical work, Rahman unveils the Qur’an’s focuses on issues of God, society, revelation, and prophesy in such admirably logical manner (Rahman 6). In other words, Qur’an, which is referred to as the last, revealed Word of God the Book talks about God, His relationship with a man, man-to-man relationship and man relationship with nature. According to Rahman, the Qur’an must always be read with the spirit of wholeness and a sincere attempt to seek pure guidance (Rahman, 5). Additionally, the Holy Book is regarded as a complete code of life taking into account that Islam is but a complete way of human life and so Qur’an is its source of guidance on the mundane lives. Moreover, Rahman explains that the Qur’an’s teachings are no t restricted to a particular nation or a specific era but for the global community. The Book provides comprehensive piece of legalization in addition to the moral principles as a way of ensuring cordial human relationship with one another. It also explains the afterlife concept of Eschatology, Satan, and Evil. The Book is organized based primarily on the major themes. The theme of God opens the first chapter of Rahman’s book discussing the necessity of God, His Unity and its implications. According to him, the Qur’an is a document aimed at man and so it is no treatise about God and His nature. However, the elaboration about God’s existence is strictly functional, in the sense that God is the Creator and Sustainer of the Universe (Rahman 1). Additionally, God judges man either individually or collectively and He metes out to him merciful

High Yield Explosives (CBRNE) Analysis

High Yield Explosives (CBRNE) Analysis Chemical, Biological, Radiological, Nuclear, and High Yield Explosives (CBRNE) Analysis The terrorist group that has been chosen for this analysis paper is ISIS which is also known as ISIL. ISIS means the Islamic State of Iraq and Syria or Levante and was created in the year 2014. In the previous years, this terrorist group was an affiliate of the Al-Queda terrorist group that was responsible for the infamous 9/11 attacks and warcrimes in Iraq and its neighboring nations such as Iran and Syria. The organization was responsible for driving the Iraqi government military out of key cities in Iraq and has also been responsible for many attacks in Syria making it the most dangerous terrorist group currently. The primary means of attack that is normally used by ISIS is the decimation attack. In this form of attack, the terrorists plant explosives in strategic places and detonate them in order to inflict havoc. This form of attack has been the main form of attack being used by this terrorist organization as many suicide bombers and mass shooters have been able to use this form of attack in not only Syria and Iraq, but also in the recent Paris attacks which took place in the year 2015. The organization is primarily against inasion by western nations such as the U.S. and the EU and retaliates by targeting the citizens of these nations, making them the primary targets. On the other hand, the citizens who get attacked in their domestoc nations are the secondary targets. This organization likes to publicize its attacks in order to inflict terror. This method is very effective for the organization. Besides that, the organization is also very quick to claim responsibility over many terrorist attacks taking place all over the world, which is a clear indication that ISIS is very effective. Attack Mode Evidence Color Code Firearms This is one of the major atatck mode that is normally used by ISIS as firearms are relatively easier and cheaper to acquire than explosives. November 13, 2015, separate attacks were launched using assault weapons. Shootings took place in Brussels, leading to the dealth of three individuals on May 24th, 2014 (Lister, Sanchez, Bixler, OKey, Hogenmiller Tawfeeq, 2017). Shootings at Orlando, Florida led to the death of 49 people and the death of the attacker after the attcker shot a crown at a night club known as Pulse. IEDs Three suicide bomber attacked Atatruk International Airport in Instanbul, Turkey, killing 44 people on June, 28, 2016 according to (Lister, Sanchez, Bixler, OKey, Hogenmiller Tawfeeq, 2017). Explosions in Belgium at Brussels airport while a different explosion went off at a subway station leading to the death of 32 people. Paris attacks on Novermber 13, 2015 leading to the death osf 130 people. Biological Given the fact that the organization uses IEDs and firearms as its primary form of attack, this could be a threat if the organization gets access to biological weapons in future. Radiological Given the fact that the organization uses IEDs as its primary form of attack, this could be a threat if the organization gets access to radiological weapons in future. Chemical Given the fact that the organization uses IEDs as its primary form of attack, this could be a threat if the organization gets access to chemical weapons. Hostage Taking ISIS has been known to use this tactic to intimidate its enemies. Common victims of these attacks are: soldiers, journalists and foreigners. The following is a list of such attacks. Shootings at Orlando, Florida led to the death of 49 people and the death of the attacker after the attcker shot a crown at a night club known as Pulse. Although the attacker used a firearm, it was a hostage taking form of attack (Lister, Sanchez, Bixler, OKey, Hogenmiller Tawfeeq, 2017).. On January 9 2015, a lone attacker was killed in Paris after a botched hostage attempt at a grocery shop. Cyber Attacks Coordination of the Paris attacks was coordinated and facilitated using encrypted communications. References

Illusion and Reality in Shakespeares The Tempest Essays -- Tempest es

Illusion and Reality in Shakespeare's The Tempest This essay will discuss the part that illusion and reality plays in developing and illuminating the theme of Shakespeare's The Tempest. This pair of opposites will be contrasted to show what they represent in the context of the play. Further, the characters associated with these terms, and how the association becomes meaningful in the play, will be discussed. A good starting point to discuss the use of illusion and reality in The Tempest is to focus on the setting in Act I, scene ii. Here, the reader (or viewer) realizes that it takes place entirely in Prospero's cell which is a small room where he practices his magic arts. Miranda here asks her father, Prospero, to make sure that the people on the ship will be safe even though he has created a storm which threatens to capsize their boat and drown them all. Prospero reassures her. He says that he has no intention of allowing the people to die. To reassure her further, he continues by explaining his motives in creating the storm. Here the reader learns that Prospero and Antonio are brothers, and that Prospero is the rightful Duke of Milan but that his brother usurped his kingdom and exiled Prospero and his daughter Miranda. Fortune saved the two from their rotting ship which had been set to drift, and brought them to the island where Prospero has been granted supernatural powers by the ene mies of Antonio. From the above description it is clear that the play embraces both the natural and the supernatural world. Twelve years before the action takes place, we are told that Prospero was a prince who had a different type of power than he has now. Twelve year since, Miranda, twelve year since, Thy father was the Duk... ...and the event; then tell me If this might be a brother. Mir: I should sin To think nobly of my grandmother. Good wombs have borne bad sons. (I, ii, 139-144). Prospero is really the key character about which the nature of illusion and reality centers. He is the one who appears to have been stripped of all his power, and yet he is truly the most powerful; he lives in a world where he can conjure up an illusion of a storm; he lives between a course of regular human action and magic; and he is perceptive about philosophies on the topic of illusion and reality. In The Tempest, illusion and reality are opposites which may be considered on many different levels throughout the entire length of the play. Work Cited Shakespeare, William. The Tempest, edited by Louis B. Weight and Virginia A. LaMar, published by Pocket Books, New York, 1961.