Korean Shamanism vs Chinese Customary

Introduction The most outstanding aspect about both Chinese customary religion and Korean Shamanism is their eclecticism; both faiths have absorbed several elements from other religions and have also contributed in the same manner to these faiths. However, while Shamanism is regarded as more of a form of medicine than religion, Chinese customary religion is deeply superstitious.Advertising We will write a custom essay sample on Korean Shamanism vs Chinese Customary specifically for you for only $16.05 $11/page Learn More Korean Shamanism Korean Shamanism is a religious faith practiced in Korea. It is highly polytheistic and adherents also believe in the existence of spirits. The religion reflects the connection of the Korean people with their traditional customs and rites. In this faith, believers assert that spirits can be found everywhere; some of them emanate from their ancestors while others come from nature. These spirits are supposed to help man du ring his weak moments, restore justice by punishing wrong doers and guide man in his endeavors.1 Historically, Shamanism started as far back as 1000BC. At the time, society already had an organized government, and relied heavily on agriculture as the backbone of its economy. A number of religious festivals started springing up during agricultural harvests so as to facilitate thanksgiving among the people. Attendants in the festivals were called mudang, which came to be a central part of Korean Shamanism in the future. The kut is the name of a similar ceremony that takes place today. Later on, other religions started emerging, and most of them penetrated into the three dynasties that characterize Korean history. Shamanists struggled to assimilate these elements into their faith owing to influences from Buddhism and Confucianism. In subsequent times, the religion continued to diminish. At first, in the Koryo era, Buddhism appeared to be the most influential religion of all. Rituals su ch as Yun Deung Hoi (an annual festival) were quite common. However, although the festival was labeled as a Buddhist one, its internal structure borrowed heavily from traditional Shamanism.2 In the Cho-Sun period, the kut was reduced to a lower class.Advertising Looking for essay on religion theology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Even Buddhism was not spared as rulers wanted to establish Confucianism as the only legitimate religion in the land. This joint persecution of Buddhism and Shamanism led to greater exchange of elements between these two faiths. At the time, Shamanism was perceived as primitive and out of touch. In the subsequent era, which was Japanese colonization, many Japanese attacked the kut because they knew that it gave Koreans a strong ancestral bond. In the new world, the practice continued to dwindle even more as it became incompatible with modernization. Western thought is more predominant and influenti al thus leading to further marginalization of the practice today. While many adherents may not consider themselves as followers of this faith; they think of it as a remedy or form of medicine that man can use in order to meet his own objectives. In this school of thought, believers are not expected to strive for spiritual perfection or some sort of moral goal. A Shaman is the person who must be consulted when people require intervention in their lives. Nonetheless, this religious practice has been responsible for greater nationalism in Korea. It has encouraged most people to value the cultural aspects of song and dance that revolve around the kut. Some sort of revival has started occurring in various cities and currently, the cultural practices in this faith have solicited renewed attention. Chinese customary religion Chinese customary religion is regarded as a faith that is based on superstition more than a particular doctrine. Folk religion is regarded as a vital part of contempor ary China owing to the influences that it placed on subsequent religions as well as on the Chinese peoples’ lives. The religion emanated from people’s desire to meet the needs of their ancestors. The living believed that there was a lot of power in nature hence their need to exalt it.3 In fact, nature worship is a key element in Chinese customary religion today. A further analysis of this religious practice illustrates a blend of occult practice with superstition and governmental influence. Between 202 BC and 220 AD, the Han dynasty played a large role in changing religious practices in China. The government was responsible for the creation and maintenance of shrines. It prescribed the rituals that its citizen needed to perform in shrines.4 Some of them included practices in honor of the mountain spirits, rain, soil and other kinds of nature gods. However, locals created their own agents who would make contact with the spirits, and thus perpetuated an occult practice.5 Advertising We will write a custom essay sample on Korean Shamanism vs Chinese Customary specifically for you for only $16.05 $11/page Learn More The religion is a collection of myths, rituals, festivals and other forms of worship. Since the adherents believe in nature gods and existence of spirits everywhere, then the practice of communicating with these spirits is not uncommon.6 Furthermore, the followers listen to a series of myths that talk about certain figures in their history. Additionally, some levels of animism are practiced today where the followers will communicate with animals. The version of the religion that is known to many is Shenism. Shenist temples are widespread and are managed by a series of associations or local leaders.7 How Chinese customary religion compares to Korean Shamanism The most obvious similarity between these two forms of religion is their eclectic nature. Just like the Koreans, the Chinese have been subjected to severa l influences from subsequent leaders. The adherents may worship inconsistent gods owing to their integration with other religions.8 Since governments in both China and Korea were heavily involved in the religious practices of their people, then it is no wonder that sometimes the religions would dwindle and resurface as weaker versions of the same. Various dynasties in both countries prescribed the areas of worship for their adherents. Consequently, the local religions were subjected to continuous marginalization. In fact, it was this government interference that led to the declining popularity of Korean Shamanism and Chinese customary religion. Only traces of the original forms can be found in current practices because practices have been watered down or oppressed by those in power. In line with the above school of thought is the polytheistic nature of both types of religion. There are numerous spirits and gods in Chinese customary religion as well in Korean Shamanism. In the Chines e school, one can find a creator god called Pangu, an agricultural god called Shennong and an Emperor god called Huangdi, who many regard as the founder of China. Other gods are responsible for long life, health, happiness, wealth distribution, success at work, scholarship and academic work, city living, and love. Likewise in Korean Shamanism, worshippers have a myriad of gods that range from mountain gods, tree gods and other administrative gods who are found in heaven and rule over various elements of their lives.Advertising Looking for essay on religion theology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Consequently, one can assert that the Korean Shamanists and the Chinese folk adherents wanted to meet various facets of their spiritual needs by having gods and goddesses from almost each aspect of their lives.9 However, in modern times, a Shaman has the right to select just a few of these gods in order to practice his faith. Ancestral worship is also another common phenomenon in both religions. In ancient China, ancestral worship emanated from the funeral practices of the traditional religions. Family heads would be buried with their earthly belongings as well their wives. In the modern era, people would be buried with cars, money and other possessions. Today, one is likely to witness ancestral worship in the forms of names on scrolls. Followers will place these lists in one particular hall in their house. Some of them may consider sharing meals with the dead ten years after the burial. It is believed that the ancestors can provide solutions to their problems. However, if one negle cts these duties, then one may land oneself in trouble. For instance, if there are no relatives to take care of the dead, then they may be sent from Hell to forage for food. This is the reason why the community has festivals where they offer money and food to get rid of the ghosts in their land. Likewise, the Korean Shamanists have their own form of ancestral worship. They will carry out rites such as Ssitgim-gut in order to cleanse a dead man’s spirit.10 They will also have rites such as Hwanghaeodo in order to create salvation against angry ghosts or spirits.11 In another Shamanist rite, the villagers may worship tutelary grandparents. A number of them revolve around guiding the dead into paradise or the land of the dead, hence the reason why many of them are held at regular intervals such as during the anniversary of one’s death.12 One major feature that makes the Chinese customary religion distinct is its followers’ willingness to accept the inevitable. An o utsider may think of Korean Shamanism as chaotic and highly disjointed. The same impression may be held with regard to Chinese customary religion. However, the Chinese folk religion differs from Shamanism because its adherents believe in the power of a High God. The Chinese are firmly rooted in Taoist belief systems which advocate for peace with the universe. Therefore, adherents of the Chinese customary religion believe that a Supreme Being ultimately controls the universe. It is his will which must be trusted and not any other. 13 The one High God balances life inequalities and ensures that everything goes according to plan. Men must accept the involvement of this being in their lives hence explaining why most followers appear to bow inevitably to earthly occurrences such as totalitarianism and dictatorship. In Korean Shamanism, no such belief in an ultimate God exists, so other reasons must be sought in order to understand why followers were affected by external forces.14 Another feature that differentiates Shamanism from Chinese customary religion is the concept of Shamans. Most shamans are female intercessors whose work is to assist humans in achieving fulfilled lives. Most of them provide services to cure illnesses or eliminate any evil spirits. The process by which a person becomes a Shaman is quite dramatic and unique. The person may get some sort of â€Å"illness of the spirit† that results in hallucinations, loss of sleep and no need for food. This illness can be cured when the person receives a god spirit and becomes a Shaman.15 Although some levels of fortune-telling exist in traditional Chinese religion, the concept does not form a crucial backbone of their faith. Conclusion The two religions studied are highly amorphous, which is a quality derived from the lack of unified teachings. Followers do not have to strive for moral or physical perfection as it is assumed that they can change their paths autonomously. Bibliography Ching, Julia. Chi nese religions. Chicago: Orbis books, 1993. Covell, Alan. Folk art and magic: Shamanism in Korea. Seoul: Hollym Corp., 1986. Eliade, Mircea. Shamanism: Archaic techniques. Princeton, New Jersey: Princeton University press, 2004. Gates, Hill. Hegemony of Chinese folk ideologies. NY: Sage, 1987. Heinz, Carolyn Brown. Asian Cultural Traditions. Minneapolis: Waveland Press, 1999. Hyun-Key Kim, Hogarth. â€Å"Kut: Happiness through reciprocity.† International Society for Shamanistic Research 7, no. 13 (1998): 413-438. Latourette, Kenneth. The Chinese: their history and culture. NY: Mcmillan Company, 1964 Lee, Jung Young. Korean Shamanistic rituals. The Hague: Mouton, 1981. Kendall, Laurel. Shamans, housewives and other restless spirits: women in Korean ritual life. Honolulu: University of Hawaii Press, 1985. Keoghtley, David. Heritage of China: Early civilizations in China. California: University of California Press, 1990. Kim, Chongho. Korean Shamanism: The cultural paradox. Engl and: Ashgate, 2003. Kim, Tae-Kon. Korean Shamanism. Seoul: Jimoondang publishing company, 2005. Manchao, Cheng. The origin of Chinese deities. Beijing: Foreign Language press, 1995. Munro, Donald. The concept of man in early China. Stanford, CA: Stanford University Press, 1969 Wm, Barry. Theodore de, with Wing tsit Chan and Burton Watson, Sources of Chinese tradition. Columbia: Columbia University Press, 1960. Footnotes 1 Chongho Kim, Korean Shamanism: The cultural paradox (England: Ashgate, 2003), 66. 2 Alan Covell. Folk art and magic: Shamanism in Korea. (Seoul: Hollym Corp., 1986), 404 3 Hill Gates. Hegemony of Chinese folk ideologies (NY: Sage, 1987), 97. 4 Julia Ching, Chinese religions (Chicago: Orbis books, 1993), 34. 5 Kenneth Latourette, The Chinese: their history and culture (NY: Mcmillan Company, 1964), 104. 6 Munro, Donald. The concept of man in early China (Stanford, CA: Stanford University Press, 1969), 63. 7 David Keoghtley, Heritage of China: Early civilizations in C hina (California: University of California Press, 1990), 80. 8 Cheng Manchao, The origin of Chinese deities (Beijing: Foreign Language press, 1995), 25. 9 Hogarth Hyun-Key Kim, â€Å"Kut: Happiness through reciprocity,† International Society for Shamanistic Research 7, no. 13 (1998): 413-438. 10 Jung Young Lee, Korean Shamanistic rituals (The Hague: Mouton, 1981), 52. 11 Laurel Kendall, Shamans, housewives and other restless spirits: women in Korean ritual life. (Honolulu: University of Hawaii Press, 1985), 147 12 Mircea Eliade, Shamanism: Archaic techniques (Princeton, New Jersey: Princeton University press, 2004), 121. 13Barry Wm, Theodore de, with Wing tsit Chan and Burton Watson, Sources of Chinese tradition (Columbia: Columbia University Press, 1960), 48. 14 Carolyn Brown Heinz, Asian Cultural Traditions (Minneapolis: Waveland Press, 1999), 58. 15 Tae-Kon Kim, Korean Shamanism (Seoul: Jimoondang publishing company, 2005), 222 This essay on Korean Shamanism vs Chinese Customary was written and submitted by user Alexa U. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Management of a Diverse Workforce

Management of a Diverse Workforce Globalization has facilitated the growth of multinational; an increasing number of companies are diversifying their operations in different part of the globe. When operating in the international arena, a company has to manage a diverse work force; managing diverse human capital has continued to be a challenge to human resources managers.Advertising We will write a custom essay sample on Management of a Diverse Workforce specifically for you for only $16.05 $11/page Learn More The main challenge is how to develop a universal performance management system amidst changes occurring in different environment that affect personnel differently. With diverse human capital, companies need to develop strategic human resource management practices, which will provide the company with global consistency of purpose as far as human performance management is concerned. One major role that strategic international human management (SIHM) plays is to manage diverse human capita l performance; performance management is a continuous process through which the output of human capital is gauged to ensure that goals are consistently being met in an effective and efficient manner. The policy addresses activities affecting the performance of human capital in the efforts of formulating and implementing strategic needs that will facilitate an improve business within an organization; to undertake this task in a diverse human resources capital, is a challenge to personnel managers (Fernandez-Alles Ramos-Rodrà ­guez, 2009). This paper looks into the problems encountered by human resources managers when performance managing their human capital from a diverse origin, it will also offer some suggestions on ways that the problems can be minimized. Problems of performance managing in diverse human capital Human resources are precious, they need to be managed effectively; when developing a personnel’s management strategy; an organization needs to have an effective p erformance appraisal and rewarding system. When an effective performance management is implemented, it boosts employees’ confidence and motivates them.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Performance management is defined as a continuous process that involves assessment of an employee in all dimensions with the aim of rewarding and establishing areas that can be improved for better performance. When dealing with the international human resources management, there are three focus areas that managers have to look into, they are inter-unit linkage, internal operations, and competitive requirements; all the above areas have challenges they pose to personnel management (Hampden–Turner Trompenaars, 2006). To handle this section effectively, this section will look into every area and the problems/challenges associated: Inter-linkage issues Diverse human capit al has a variety of human components that need to be managed effectively; the differences in how people of different cultures, believes, traditions and values have offers the performance managers the problems of establishing key performance parameters. When appraising the performance of an employee in the global arenas, factors that are likely to impact on his performance need to be well understood; in the case of an expatriate, he is likely to be affected by culture of the new country, job requirements and personal attributes. When appraising and gauging the level of performance of such an employee, the above variables should be put into consideration. External and internal environment has an impact on the general performance of the company; the ease of adoption and the environment that an expatriate operated in determines whether he will be able to work effectively and pose satisfying results at the end of the year.Advertising We will write a custom essay sample on Managem ent of a Diverse Workforce specifically for you for only $16.05 $11/page Learn More When appraising an expatriate, the culture adoption rate of the expatriate should be considered, they should be one of the parameters that need to be taken into account; the issue comes with how the human resource managers gauge the rate of adoption (Maznevski DiStefano, 2000). Internal operations An effective human resources management should ensure that internal operations of an organization are operating in their optimal form; human capital have the role of ensuring the operations are to the expected standards; the issue that face multinationals is how to control the internal structures in their absences. Internal management is based on information from output and the inputs offered by human resource of a company; people have different viewpoints thus in a diverse human capital environment, the information that will be available for management to react on will be diverse and i ncomparable. This make developing of internal similar business policies become a challenge to multinationals. Other than internal business operations, different countries have different labor policies that are mostly determined by the rate of economic development of the country that a multinational is operating. The company has to ensure that it complies with the rules; the move may call for special or micro human resources policies that are challenging to manage. For example, there are countries that have wage limits while others do not have, others have fifty-five as the retirement age while others have sixty years, and this poses a challenge to personnel management. An effective performance process helps an organization to learn and understand its staffs strengths, weaknesses, talents and capabilities. When the above attributes of employees are known, then a company can devise appropriate motivational, rewarding, training and mentoring programs to enhance performance within the o rganization. When gauging the strengths and weaknesses of human staffs, management faces the challenge of harmonizing the available technological developments and favorability of production across different countries.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Sometimes a company may think that a certain employee is highly effective and a high performer but this is only facilitated by the level of technological development and the rate at which the business is doing in the country of establishment. On the other hand, another employee who operates in an area of low technological development, and the business there is not as favorable, then the employee is gauged as a poor performer. The differences in technological development and general condition in the country of establishment can thus become an issue in performance management. Multinationals have to keep in touch with the situation on the ground for all countries as well as implement measures that will ensure that an equitable performance appraisal is conducted putting all the parameters affecting the situation at hand. International business communities are volatile and keep changing with changes in political, economical and social situations; management when appraising the level of p erformance has the task of ensuring they keep adjusting their policies with the situation on the ground; this will enhance the development of appropriate policies of management. The changes in political situation keep affecting the rate of operation in an organization thus to effectively performance appraise, managers have the role of implementing flexible performance appraisal models of which managing them is an issue. Separation of time and distance is another threat that challenge international human resource management performance; the differences limit the rate of contact between head managers and the subsidiary managers; there lacks the close interaction and sharing of ideas and issues becomes an issue. The differences may also mean that some policies successfully implemented in a certain area are not applicable in another area. This may hinder the entire multinational operation. Gauging the level of performance of such an employee Different countries have different intellectu al power; there are people who have highly innovative power while others have an abstract power. When managing people of this two areas, the personnel managers may have the problem of determining the best method that should be used in both cases and yet offer satisfactory results. The differences of human beings capabilities affects the implementation of uniform policies to enhance performance since some countries may call for an innovation based appraisals while others calls for abstract power appraisal approach; whichever the approach, then the managers have a challenge developing best performance appraisal models to implement in their organizations (DiStefano Maznevski, 2000). Suggestions on ways that the problems can be minimized Despite the challenges offered by international performance appraisal methods, the process is crucial and needs to be handled with utmost care and strategic moves adopted to ensure that the method has been successfully been handled. The approach that h uman resources management will take will be of utmost good to the company and should ensure that all areas have been covered effectively. The following are the best approaches to such an international appraisal strategy: Developing uniform appropriate performance standards Since the company is same, the top management should come up with uniform corporate goals, objectives, mission statements and vision statements; they should define the expectations that stakeholders have from an organization, these policies cut across the board and employees in whichever the country should understand the role they have to play in their attainment. Managers’ acts as agents of shareholders so they should be allocated some expectation that they should deliver form their teams and country of operation. With the overall expected and promised goals, human resources should get their position; every employee is seen to be performing a certain duty to fulfill the goals directly or indirectly. Huma n resource departments should develop the performance standard that they want from every employee, having attained; they are the same standards that are used in performance appraisal. The corporate goals should be taken as overall but should be some goals that countries should be following depending with their potential and the capability that they have. To ease the burden of appraisal, every country should have a competent team of human resources managers who have been empowered to appraise the performance of employees in the areas of their operation and if need be offer some advice to the higher office on the best approach they need to implement when managing their human capital. The regional performance appraisal should be empowered to offer sound advice to the top management on the right policies unique to a certain country they should implement (Bullen Eyler, 2010). Using a balanced score card for evaluation Management should develop a balanced score card performance managem ent approach; balanced scorecard assist human resources to look into qualitative and qualitative performance of an employee. It does not concentrate on one area of the human capital but goes into other specific areas that need to be appraised for an effective operation of the business. When developing standards, human resources department looks into two main aspects: qualitative and quantitative. Quantitative standards are the deliverables that an employee is expected to produce when offered maximum support and mentorship from the management and the organization as a whole (Kaplan Norton, 2001). The tangible outcome that can be attributed to a certain employee when supported by other members of the team should be the vocal point in quantitative performance standard setting. When setting the expected level of quantitative output, the company should ensure that the potential of a certain country has been gauged. It may be tricky to have similar expectations across the board but the e xpectation should reflect the potential that a certain country has. There are different ways of coming up with the target that every individual is likely to get; the most common method is a top down approach where the top managers define the corporate goals and general target, then divide it among the departments that produce quantitative results (Takeuchi, Chen Lam, 2009). The next performance standard that an organization should set is qualitative performance; the performance is more concerned on the general attitude and conduct of employees within the organization; this is of importance especially when dealing with different cultures and environments. It is important to note that depending with the country of operation, the way people portray their feeling and attitudes is different, so there is need to ensure that the right approach has been used. The quantitative standards that are set in an organization are mostly the human resources policies that an organization should uphol d; they include ethical conduct, the general accepted organizational behavior and the corporate principles. The attitude and behavioral appraisal method can be universal but the expected results weighed against the level of social-cultural environment of the country of operation (Trudel, 2009). Culture intelligence approach With the diverse cultures that multinationals gave to deal with, there is need to understand the culture of the country of operation, the culture of the people should be crucial in determining the approach to measuring their performances, attitudes, level of output, and expectations. When the company understands what is actually happening in a certain country, then the managers can be able to implement the best policies and strategies that meet the needs of human capital in a certain country. The strategy of approach is mostly different in different countries thus there is need to have their cultural believes well-noted (Triandis, 2006). Other than culture inte lligence tools, managers should have root human resources management approach, this is where when they are diversifying and probably sending an expert, experts with a certain cultural affiliation should be sent to those countries that have similar cultural back ground (Hampden–Turner Trompenaars, 2006). Conclusion Managing diversity is a challenge that faces multinational businesses; they have to deal with people of different cultural backgrounds and varying labor laws. Developing effective performance management strategic assists multinationals to manage diversity in an appropriate manner and be able to tap diverse intellectualism and talents available in the diverse human capital. The best approach that multinationals should use is a micro-management approach where at country of operation level, they have competent human resources department with the authority to performance manage employees in that locality them advice the human resources department at corporate level. Re ferences Bullen, M. L., Eyler, K. (2010). Human resource accounting and international developments: implications for measurement of human capital. Journal of International Business Cultural Studies, 31-16. DiStefano, J. J., Maznevski, M. L. (2000). Creating Value with Diverse Teams in Global Management. Organizational Dynamics, 29(1), 45-63. Fernandez-Alles, M., Ramos-Rodrà ­guez, A. (2009). Intellectual structure of human resources management research: A bibliometric analysis of the journal Human Resource Management, 1985–2005. Journal of the American Society for Information Science Technology, 60(1), 161-175. Hampden–Turner, C., Trompenaars, F.(2006).Cultural Intelligence: Is Such a Capacity Credible? Group Organization Management, 31(1), 56-63. Kaplan, R. S., Norton, D. P. (2001). Transforming the Balanced Scorecard from Performance Measurement to Strategic Management: Part I. Accounting Horizons, 15(1), 87-104. Maznevski, M. L., DiStefano, J. J. (2000).   Global Leaders Are Team Players: Developing Global Leaders Through Membership On Global Teams. Human Resource Management, 39(2/3), 185. Takeuchi, N., Chen, Z., Lam, W. (2009). Coping with an emerging market competition through strategy-human resource alignment: case study evidence from five leading Japanese manufacturers in the Peoples Republic of China. International Journal of Human Resource Management, 20(12), 2454-2470. Triandis, H.C.(2006). Cultural Intelligence in Organizations. Group and Organization Management, 31(1), 20-26. Trudel, J. M. (2009). International Human Resources Management: A New Challenge. Portuguese Journal of Management Studies, 14(2), 149-161.

DISCUSSION BOARD Essay Example | Topics and Well Written Essays - 500 words

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ECE 4332 ELECTR OOPTIC DEVICES AND SYSTEMS Assignment

ECE 4332 ELECTR OOPTIC DEVICES AND SYSTEMS - Assignment Example Accompanying the evolution from copper wire or wireless connection to lightwave networks is the proliferation of new optical devices. Discoveries in optical transmitters, amplifiers, frequency converters, filters and multiplexers enable ways to generate, condition, and detect light. The study of wave interactions with periodic structures has yielded convenient methods of analysis and the results have been extended to gratings in wavelengths such as those in distributed feedback lasers, acousto-optic modulators and filters, and other diffracted waveguide devices. The fiber Bragg gratings is readily analyzed by coupled mode and transfer matrixes analysis. the two modes of the waveguide Bragg grating are the counter propagating waves in the fiber which are coupled through the grating reflection. In the absence of the grating, the spatial dependence of the polarization currents for the forward wave are proportional to. Perturbations by a grating having spatial period Ù ¨ create new sidebands that result in wave coupling i.e. exp( jÃŽ ²z)cos(2Ï€z/Ù ¨) = Â ½{exp[j(ÃŽ ²-2Ï€/Ù ¨)z]+exp[j(ÃŽ ²+2Ï€/Ù ¨)z]} and mode coupling to the backward coupling wave. Exp[-jÃŽ ²z] described by the first term on the right-hand side, occurs when -ÃŽ ²~(ÃŽ ²-2Ï€/Ù ¨). T hen the forward propagating wave is reflected (coupled) into the backward propagating wave. Coupled mode equations are readily derived upon substitution by the grating refractive index function into the wave equation +[]2E(Ù ¤)=0 where Ù ¤=koz is the normalized axial dimension and n(Ù ¤)/no=1+ÏÆ'(Ù ¤)+2h(Ù ¤)cos[2Ù ¤+2Ç ¿(Ù ¤)]. Here, no is the effective index of the propagating waves, and k0=Ù ¤onok is the nominal Bragg wave number, for constant Ç ¿, the Bragg wavelength is ÃŽ »bragg=2Ï€n0/k0. Change in the local average refractive index is defined by ÏÆ', the peak-to-peak index variation is 4h and corresponds to grating

Medium Fidelity Prototype Assignment Example | Topics and Well Written Essays - 2000 words

Medium Fidelity Prototype - Assignment Example The primary goal of this interactive user interface design is to create a user friendly system that is easy to use by any registered voter. Just like using cash machines (ATM), the voters will simply be required to have an electronic voting card before thy can log into the system and vote. Generally the central principals of adopting the new e voting prototype will be to present all the potential voters with a equal right to participate in a secure, free and fair elections. The first step of the electronic voting process will involve proof of the identity of the voters by the election officials in present in each electronic voting terminal. Consequently the voter will be required to present identity documents to the relevant election officials at the designated polling station. After verification, the election officials will then provide the voter with an electronic voting card. The pictures of the candidates and their assigned voting numbers will appear on the screen as shown in the diagram below. The dynamic user interface will be integrated with a number of interactive features such as drop down menus to allow voters scroll down the list of candidates and select their preferred one. After successfully entering the number of your preferred candidate and pressing OK, the information of the selected candidate will appear on the screen and the voter will be able to confirm whether they have voted for the correct candidate. A message indicating that the voting process is complete! Will appear on the screen and the voter will be prompted to remove the voting card and take it back to the election officials. In the case where you have entered an incorrect number, press clear and enter again. However if you enter a voting number that does not belong to any of the candidates on the list, an error message will appear on the screen and to continue, the voter

Approaches On Factors Affecting Self Employment Commerce Essay

Approaches On Factors Affecting Self Employment Commerce Essay There are diverse approaches and theories to the factors affecting self-employment efforts of individuals. Lambing and Kuehl have pointed out personality traits, cultural influence, economic conditions and the combination of these factors as the major factors influencing self employment. Other authors like Saini and Rathore (2001:5-6) argue that social, religious and cultural, psychological, political, and economic policies are the main factors affecting self employment. Another approach to the factors affecting self employment is described in a more summarized way by Khanka (2004:33-37). These factors are economic aspect, noneconomic aspects and government measures. à ¢Ã¢â€š ¬Ã‚ ¢ The economic aspects comprise of capital, inputs and the market; à ¢Ã¢â€š ¬Ã‚ ¢ The non-economic factors are the social and political circumstances such as social mobility, security and psychological factors à ¢Ã¢â€š ¬Ã‚ ¢ The Government measures and actions comprise issues such as economic and industrial policies and strategies which influence both the above factors. There are countless approaches to analyzing the factors affecting self employments, nevertheless the in one way or another, it seems they are all saying the same thing in different words. Regardless of their dissimilarity of treating the individual factors, they are harmonizing to each other. So much so that the major factors affecting self-employment schemes can be classified into various aspects such as support system factors, personal traits, government policies, and socio-cultural factors. Personality Trait Factors These are a set of aspects related to an individuals personality either inborn or learned which determine an individuals profession. The argument over learned or unlearned (inborn) character traits is endless in that a consensus has not been reached yet among scholars. When it comes to entrepreneurs, Lambing and Kuehl (2000:16) argue that entrepreneurs have an innate unique personality which cannot be taught. Schumpeter (in Deakins, 1999:11) holds the same idea Lambing and Kuehl (2000). This implies that the personality of entrepreneurs is inborn and learning has minor influence in becoming an entrepreneur. On the contrary, many authors, like Peter Drucker (in Lambing and Kuehl, 2000:15), believe that socio-cultural influences (learned traits) are sources of entrepreneurial personality. Kirzner also promotes that any one has the potential to be entrepreneur and he/she appears and operates within set production constraints (Deakins, 1999:11). Both ideas imply that, everyone having the inherited traits, environmental exposures are determinant factors of entrepreneurial qualities. However, still many others accept that both sources (nature and nurture) equally contribute to the individuals entrepreneurial personality. Thus, in this study, the researcher prefers to have the stand with the third group believing both factors have their own share of contribution to the entrepreneurial personality. According to Lambing and Kuehl (2000:16), whether entrepreneurial tendencies exist at birth or developed as the person matures, certain traits are usually evident in those who achieve success. Socio-Cultural Factors These set of factors focus on such aspects as values, norms, beliefs, family and community entrepreneurial traditions, societal attitude, etc. It is considered in terms of social behavioral approaches, which stresses the influence of the social environment. It has been identified that different cultures have varying values and believes (Lambing and Kuehl, 2000:18-19). That is, some culture encourages entrepreneurship whereas others discourage, some promotes achievement whereas others give low value to entrepreneurship. For example, the Japanese have been known to have an achievementoriented culture which helps entrepreneurs persist until they succeed. That is, they give high value to entrepreneurship and encourage entrepreneurs to succeed. With respect to this, McClelland (Deakins, 1999: 18) has identified that the historical role models influence of heroes on subsequent generation induced a high motive of achievement on the population. On the contrary, in some cultures, entrepreneur ship may be conceived as an occupation for low self-esteemed persons. For example, it is well described in Lelissa (2006:17) and UNESCO (2002:132) the negative social image held on the TVET program which discourages entrepreneurial ideas of TVET graduates (this will be discussed further in this section later). The entrepreneurial tradition of the family has the most significant impact on the early development of entrepreneurial personality. Young (in Batra, 2003:26) maintains that entrepreneurial activity is generated by a particular family background and experience as a member of certain kinds of group and as a reflection of general cultural values. In respect to this, Saini and Rathore (2001:5-6) described that entrepreneurial traditions of the family as well as the community are important factors within which the entrepreneur grows and internalizes the values and norms. In addition, Batra and Dangwal (2003:13) have stated that caste and community are the most important socio-cultural determinants of entrepreneurial supply and performance. With regard to societal attitudes, the TVET program itself is victim of negative image held by the society in Ethiopia. According to a research finding (Lelissa, 2006:17), it has been discovered that trainees of TVET institutions are considered as low achievers or failures of grade ten (national examination) students who are forced to attend TVET which discourages the potentially motivated students. This image of the society at large and the view of the graduates in particular is a barrier to have confidence and envision in their vocational career in general and starting new venture in particular. That is, the graduates feel inferior of their friends who joined the degree program and strive for higher education after a period of wage employment service which is a government requirement as a path way to higher education. This path way may force the TVET graduates to work on a paid employment for the sake of getting a two-year work experience which is levied by the government policy as a requirement. The negative images has been found to be global that a UNESCO monograph on perceived status of TVET stated as TVET is often seen as a poor alternative to university or college courses, and the career paths resulting from TVET programs are often seen as less desirable as far as the career success of young people is concerned (Hiebert and Borgen in UNESCO, 2002:132). Thus, the graduates are highly occupied by the drive to achieve higher education opportunity rather than thinking of job creation (self-employment). Demographic factors such as gender may also contribute to graduates entrepreneurial success as a result of the influence of backward social and cultural environment. Though in the relatively long past times women are confined in the four walls of houses performing household activities, currently they are emerging as successful entrepreneurs (Khanka, 2004:18). This is due to educational equity and technological advancement that helped women to come out of the four-wall confinement and enabled them currently to run their own enterprises successfully. Likewise, religion as one component of social factors, the performance of individual entrepreneurs is directly or indirectly inspired by religious ideas (Khanka, 2004: 14). That is, in some religions high profit and interests are considered as a sin deeds. Thus, the social and cultural environment at which the entrepreneur emerged is important source of entrepreneurship as well as entrepreneurial personality. Government Policies and Ations Under this category, factors that influence entrepreneurial success include governments economic and industrial policies, trade laws and legitimacy, promotion of free market, individual freedom, economic stability, introduction of new technology, etc. The economic and political environment includes various factors that either facilitate or inhibit the would-be entrepreneur the undertaking of a business venture which are necessary conditions for the success of the business. Among the economic factors lack of capital, working place, facilities and market are at the forefront. The week availability of credit services and the very limited accessibility of financial institutions is a barrier to start a new venture. A World Bank report (2005) has identified that some of the graduates are not interested to be self-employed due to lack of capital, lack of training and lack of national policy which favored self-employment. The problem of capital and inadequate provision of micro-credit services are therefore central to the TVET graduates to start new micro and/or small enterprises. Hence, government economic policies which encourage new entrepreneurs in the provision of credits, availability of facilities, presence of technical assistance (consulting personnel), establishment of entrepreneurial incubation centers, facilitation of infrastructures, arrangement of working places and market are some of them just to mention few. With respect to the policy that favors new entrepreneurs, the training areas (sectors) affect the extent to which graduates are self-employed. That is, in relation to the governments 70/30 (hard/soft skills) proportion training direction, soft skill training s such as business fields may not be benefitted from incentives and encouragements. There is a tendency to discourage soft skills (occupations) training areas and, as a result, low access to the opportunities to soft skills graduates, as experiences of entrepreneurial efforts of the soft skills graduates showed. In this regard, for example, an attempt of establishing a small firm on auditing service by accounting graduates was inhibited by a concerned governments Audit Office until related guideline is prepared but not realized and the graduates effort has been discouraged so that the group was banned. In addition, with respect to government actions and policies favoring new entrepreneurs, economic regulations and taxation benefits are also important factors. Political stability, freedom of entrepreneurs, promotion of free market, absence of corruption, guarantee of security, etc. are also influential factors connected to the political environment (Dollinger, 1999:57). Support System Services Factors related to available support services include a number of services such as the quality of training institutions, on the job training provision of companies, financial and commercial institutions, research findings, entrepreneurial personnel support, consultancy services, etc. These support services have their share to the success of TVET graduates in venture creation efforts. Some scholars generally assume that entrepreneurs are born and support services are less important. However, it is proved that with the right type of training, follow up support and assistance, one can develop oneself as an entrepreneur (Batra, 2003:35). It is clear that the latent potentials can be cultivated and developed through wellconceived and integrated type of training including entrepreneurial skills. With this respect, Batra has stated that the right type of entrepreneurial training helps to identify and develop the natural, inherent and potential virtues of the human being which are lying dorm ant. From this we understand that the type and quality of training offered in a TVET institution is vital for the TVET graduates entrepreneurial venture. Institutions (schools) with exciting courses in entrepreneurship and innovation tend to develop entrepreneurs and an entrepreneurial environment (Hisrich Peters, 2002:13). This shows that the institutions ability to equip the trainees with the necessary skills, knowledge and attitude paves the way to the idea of entrepreneurship and realization of a venture. In relation to the role of training, the quality of trainers in their entrepreneurial skills and awareness about the expected output (entrepreneurial capability of graduates) is also one pivotal input. Encouragement to self-employment is further stimulated by trainers (teachers), who can significantly influence individuals to regard entrepreneurship as a desirable and viable career path (Hisrich Peters, 2002:13). In addition to the trainers role for the entrepreneurial development of the trainees in training institutions, career guidance and counseling support is another contributing component of the quality of the TVET graduates. Hiebert and Borgen (in UNESCO, 2002:131) have well stated that guidance and counseling services are essential for the goals of TVET to be fully realized and that they should for that reason be fully integrated with all TVET programming. These services should be provided beginning at the time of enrollment in orienting their occupational choice, inculcating positive attitude through out their training and showing direction of their career path through the provision of career information including entrepreneurship. Another aspect of education and training background of the entrepreneur is experience of a previous business. This experience may be expressed in terms of any kind of exposure to a business environment be it free service ( practices in the form of apprenticeship or internship) or wage employment for a specific period of time. Some graduates choose wage employment because they acquire experiences without incurring cost such as know how to run a business, identify the way in which things operate in a business environment, learn skills of leadership and coordination, had a network of contacts, etc. In this respect, a research finding (Lambing Kuehl, 2000:90) in a survey on source of business ideas of 500 successful entrepreneurs revealed that most of them (nearly half) (43%) of the respondents said they got the idea for their business from the experience they gained while working for wage in the same industry or profession. Therefore, it is clear that work integrated training methods such as apprenticeship, internship, cooperative training and free practice programs are of paramount importance. In addition to the above factors, support services such as financial and commercial institutions, micro and small enterprise development personnel support, consultancy services, research findings, etc., have their own role for the entrepreneuri

The Effects of The Black Death on the Economic and Social Life of Europe :: European Europe History

The Effects of The Black Death on the Economic and Social Life of Europe The Black Death is the name later given to the epidemic of plague that ravaged Europe between 1347 and 1351. The disaster affected all aspects of life. Depopulation and shortage of labor hastened changes already inherent in the rural economy; the substitution of wages for labor services was accelerated, and social stratification became less rigid. Psychological morbidity affected the arts; in religion, the lack of educated personnel among the clergy gravely reduced the intellectual vigor of the church. "In less than four years the disease carved a path of death through Asia, Italy, France, North Africa, Spain and Normandy, made its way over the Alps into Switzerland, and continued eastward into Hungary" (Microsoft Bookshelf, page 1). After a brief respite, the plague resumed, crossing the channel into England, Scotland, and Ireland, and eventually made its way into the northern countries of Norway, Sweden, Denmark, Iceland and even as far north as Greenland. In other words, the plague touched almost the entire known world. So much death could not help but tear economic and social structures apart. Lack of peasants and laborers sent wages soaring, and the value of land plummeted. For the first time in history the scales tipped against wealthy landlords as peasants and serfs gained more bargaining power. Without architects, masons and artisans, great cathedrals and castles remained unfinished for hundreds of years. Governments, lacking officials, floundered in their attempts to create order out of chaos. The living lost all sense of morality and justice, and a new attitude toward the church emerged. Medieval people could find no Divine reason for the four-year nightmare, and dissatisfaction with the church gave impetus to reform movements that eventually broke apart the unity of the Catholic Church. The plague itself was disastrous enough, especially in the appearance of more than one form during the same epidemic. But coming when it did was as catastrophic as its form. The middle 14th century was not a good time for Europe. The European economy was already in difficulties. It was approaching the limits of expansion, both on its frontiers and in reclaiming land from forest and swamp. The arrival of the Mongols and the Ottomans had disrupted trade routes, and certain areas of Europe were edging into depression. "The Church was in poor shape as well. The popes resided at Avignon, not at Rome, to the scandal of many.

Dexit †A Marketing Opportunity

The case study discusses the marketing opportunity of Toronto-based Dexit Inc. for the new electronic payment system for retail transactions. The CEO of the company, Renah Persofsky, faced two traditional questions of marketing strategy: the preferable target group and the choice of optimal strategy, â€Å"push† or â€Å"pull†. Marketing opportunity The advantages of for the new electronic payment system for retail transactions were obvious. First, its implementation could make the transactions faster and safer for the end user.Second, the using of similar payment systems gained the wide popularity. Third, the popularity of digital payments without dealing with the cashiers is growing nowadays, and this trend existed in 2002 when Dexit made a decision to launch its new payment system. At least, the competition on this sector was rather low. Thus, the implementation of new payment system was reasonable solution. However, even in this favorable market opportunity the comp any faced two dilemmas.First was the choice between consumers (the users of the Dexit tag) and merchants (the users of the Dexit POS terminals). It was necessary to define which segment would be most profitable to serve. Besides, the issue of different customers approach was topical. The new payment system could gain fast popularity among that group of the customers, which was known as â€Å"early gainers†, but as usual this group couldn’t transform to the group of the most â€Å"heavy customers†.At last, the implementation of new system demanded the new wave of marketing, and it was needed to make a solution about the preferable marketing strategy. â€Å"push† or â€Å"pull†. The choice also depended from the target customer group. Conclusion It can hardly be decided what marketing strategy could be optimal for Dexit; however, the study of the latest trends allowed recommendation to aim the strategy on the â€Å"heavy customers† and make th e system merchant-oriented. References DEXIT — A MARKETING OPPORTUNITY. 905A02. Copyright  © 2005, Ivey Management Services

3333750-247650 Essays - 20th Century In The United States, Politics

3333750-247650 Essays - 20th Century In The United States, Politics 3333750-247650 "I Have a Dream" is a public speech delivered by American civil rights activist Martin Luther King Jr. during the March on Washington for Jobs and Freedom on August 28, 1963, in which he calls for an end to racism in the United States and called for civil and economic rights. Delivered to over 250,000 civil rights supporters from the steps of the Lincoln Memorial in Washington, D.C. , the speech was a defining moment of the American Civil Rights Movement . He was assassinated in 1968. 00 "I Have a Dream" is a public speech delivered by American civil rights activist Martin Luther King Jr. during the March on Washington for Jobs and Freedom on August 28, 1963, in which he calls for an end to racism in the United States and called for civil and economic rights. Delivered to over 250,000 civil rights supporters from the steps of the Lincoln Memorial in Washington, D.C. , the speech was a defining moment of the American Civil Rights Movement . He was assassinated in 1968. 1 I am happy to join with you today in what will go down in history as the greatest demonstration for freedom in the history of our nation. Five score years ago, a great American , in whose 5 symbolic shadow we stand today, signed the Emancipation Proclamation . This momentous decree came as a great beacon light of hope to millions of Negro slaves who had been seared in the flames of withering injustice. It came as a joyous daybreak to end the long night of their captivity. 10 But one hundred years later, the Negro still is not free. One hundred years later, the life of the Negro is still sadly crippled by the manacles of segregation and the chains of discrimination. One hundred years later, the Negro lives on a lonely island of poverty in the midst of a vast ocean of material prosperity. One hundred years later, the Negro is still languished in the corners of American society and finds himself an exile in his own land. And so we've come here today to dramatize a shameful condition. 15 In a sense we've come to our nation's capital to cash a check. When the architects of our republic wrote the magnificent words of the Constitution and the Declaration of Independence , they were signing a promissory note to which every American was to fall heir. This note was a promise that all men, yes, black men as well as white men, would be guaranteed the "unalienable Rights" of "Life, Liberty and the pursuit of Happiness." It is obvious today that America has defaulted on this promissory note, insofar as her citizens of color are concerned. 20 Instead of honoring this sacred obligation, America has given the Negro people a bad check, a check which has come back marked "insufficient funds." But we refuse to believe that the bank of justice is bankrupt. We refuse to believe that there are insufficient funds in the great vaults of opportunity of this nation. And so, we've come to cash this check, a check that will give us upon demand the riches of freedom and the security of justice. We have also come to this hallowed spot to remind America of the fierce urgency of Now. This is no time to engage in the luxury of cooling off or to take the tranquilizing drug of gradualism. 25 Now is the time to make real the promises of democracy. Now is the time to rise from the dark and desolate valley of segregation to the sunlit path of racial justice. Now is the time to lift our nation from the quick sands of racial injustice to the solid rock of brotherhood. Now is the time to make justice a reality for all of God's children. It would be fatal for the nation to overlook the urgency of the moment. This sweltering summer of the Negro's legitimate discontent will not pass until there is an invigorating autumn of freedom and equality. Nineteen sixty-three is not an end, but a 30 beginning. And those who hope that the Negro needed to blow off steam and will now be

The River Why, David James Duncan Essays

The River Why, David James Duncan Essays The River Why, David James Duncan Paper The River Why, David James Duncan Paper As any reader of The River Why knows, David James Duncan is a master of the art of writing about fishing–which is also to say life, since the two for him are indelibly linked. In his famous book The River Why, Duncan uses fishing as one kind of bait, along with wonderful humor, beautiful writing and memorable characterization, to make a much larger, much more important set of points. The plot of The River Why, isnt about fishing, or living in harmony with nature; its about a young mans discovering what life really is. The Perfect Schedule young Guss plan for getting in the absolute maximum number of hours a day fishing turns out to be a horrible failure. It takes a long time for Gus to realize something is wrong, including a harrowing adventure with a drowned man and some pretty serous sickness. Now it may be ahem that fisherpersons are more stubborn or more stupid, but Duncan has Gus discover that there are things more important than fishing, and that those things can lead to still greater things. And that all of that can make the fishing better. Third, while Duncan and Gus poke immense amounts of fun at it, this really is a re-casting of Izaak Waltons _The Compleat Fisherman_, although Walton is nearly unreadable and Duncan writes extraordinarily well. This book is also about more or less the same thing as those witlesses that Ma brings to grief, although both Gus and the Witlesses would likely deny it. One of Duncans subtle messages is there, too. Fourth and last, like a fish taking a fly, when you read this book you will be so dazzled by the gorgeous fly of Duncans humor, writing and characterization that you will miss the hook and line of his real message until, like Gus, the line of light has you and you feel that gentle tug in your heart.

Visits to Career Centers Essay Example | Topics and Well Written Essays - 750 words

Visits to Career Centers - Essay Example The authors have undertaken a few different techniques of research for this paper. A total of 277 postal questionnaires were sent out to the post participants of the health career workshops. In the questionnaires, 15 out of the 68 questions related to the impact of the workshop on the career decision and the decision made by the respondents. These questionnaires were sent out in 2002. Following this, another set of similar questionnaires were sent out in 2005, to a total of 208 participants. Of the 2002 questionnaires, a total of 94 people responded and they were then invited to participate in a telephonic interview, to enable the authors gain as much information as possible about the career, course and the choice. The telephonic survey questionnaire was developed and designed to seek as much information about the course and the career decisions made by the participants. It also aimed at gaining the opinions of the participants about the effects of the attendance at the health career workshops. The researches were all conducted by the same person between November 2004 and December 2004. The findings of the research highlighted that almost 63 of the 70 people who attended the workshops were impacted to a great extent by the workshop. Their decision making was based on the workshop and helped them choose the right path for their career. A few of the respondents replied, The research also brought out different answers where the workshop had acted as a means for people to correct their career pathway and move into something which interested the respondents most. One of the responses reads: ‘I realised that health was not a career pathway for me. It made me realise that my interest lay in animal and not human health’. Another one of the responses read, ‘ Even though I have not chosen a health career, the workshop made me aware of a career in general and discussed many options about tertiary education, which

Business Plan Case Study Example | Topics and Well Written Essays - 1250 words

Business Plan - Case Study Example The owner of the park with (state no of years) years of experience in buying and selling mobile homes has absolute knowledge of the local market conditions. The park in the best of its condition will serve the housing needs for many citizens. Market analysis: The Park situated half a mile from the lake is a prime occupancy place. The lead time for occupancy is a maximum of two months. The place is mostly rented by couples 80% of whom are young and 20% retired. Tenkiller has 70.8 % of the population over 15 years that are under the now married category according to Onboard Informatics 2008. In addition the park is situated in geography with extremely high floating population. The North Eastern state university has 6500 students in its campus and about 400,000 annually visit the Illinois River and 2,000,000 annually visit Lake Tenkiller.The current rent rates for mobile homes range from $325 to $475 this includes single and double wides. Placement: The Park is situated within half a mile from the lake making proximity to the lake and water sports viable and this will be a unique selling point for the park. In addition to this Lake Tenkiller being a major tourist attraction and place for camping will keep the homes at a 90% occupancy. The promotional act Product: The Park after renovation and new homes with a children's play area and storage units will definitely prove money's worth for tenants and prospects. Promotion: The promotional activity for the mobile park will take place in all the leading camping sites and water sport areas where tourist flood in addition to electronic and mailing channels. The park will also be advertised in the North eastern State University and in the neighbouring towns. Below is a business plan for a Mobile Home Park in the state of Oklahoma. The proposal states the viability of the business in alliance with the financials which includes the start up accounts and the projected Profit and loss statements for the first 3 years. Start up expenses Legal $300 Stationery Brochures Consultants Insurance $200 Rent Research and Development Expensed Equipment Other Total Start up expenses $500 Start up assets Cash Required $6,000 Other current assets $0 long term assets $91,000 Total assets $97,000 Total requirements $97,500 Start up Funding Start up expenses to fund $500 Start up assets to fund $97,000 Total Funding required $97,500 Assets Non cash assets from start up $91,000 Cash requirements from start up $6,000 Additional cash raised 0 Cash balance on starting date $6,000 Total assets $97,000 Liabilities and capital Liablities Current borrowing 0 Long term liabilities $87,000 Accounts payable 0 Other current liabilities 0 Total liabilities $87,000 Capital Planned investment $10,000 Other 0 Additional Investment required $87,000 Total planned investment $97,000 loss at start up $6,500 Total capital $90,500 Total capital and liabilities $97,000 Total funding $97,500 Proforma Profit and Loss Pro Forma Profit and Loss FY 2009 FY 2010 FY 2011 Sales $28,080 $32,160 $36,240 Direct Cost