Appeasement Essay -- History European Historical Essays

Appeasement The task of explaining why appeasement, has been continuously addressed by historians over the years. To date, there is still no single cause identified. Nonetheless there is however a general consensus amongst historians that the frightful events of world war one, distilled a sense of fear and regret amongst British society, and consequently Britain strived to prevent any future war, through whatever means necessary. In the aftermath of World War 1, lay a mutual understanding between the British government and society that never again should a catastrophe such as World War 1 occur, it was described as the "war to end all wars" reinforcing the view that it was a cataclysmic event which should never be re-enacted upon society. British public became disillusioned with the use of force in international relations and as a result sought an approach consisting of an effective system of collective security. In post war society anti-war books, films and poems all became increasingly well lik ed and several pacifist pressure groups were formed with the sole aim of achieving peaceful solutions to international problems. These groups were known as The Peace Pledge Union, The Peace Society and the No More War Movement. World War 1 essentially left Britain in a state of mourning, and accordingly thousands of war monuments were erected, and an annual day of mourning and remembrance was established, known as Remembrance Sunday. This was an attempt to pay tribute to those heroes lost in the war and to act as a subtle reminder of the devastation caused by the war in a bid to prevent any future conflict. As a result of the desolation a common consensus was becoming apparent amid the general public, which was that, there were no clear societal gains from the war and the obvious economic, and political decline of the country showed no gains in that sector either. Hence the reduction of arms and peace became vote winners in elections. Appeasement can be defined as " a disposition to avoid conflict by judicious concession and negotiation". Neville Chamberlain noted that the British public would not wish nor accept another war. Therefore the British government sought to follow a policy of appeasement. However, everyone did not share the acceptance of the policy of appeasement. Looking on with hindsight many historians have condemned the actions of Chamberlai... ...nland. There are mixed opinions towards this policy, and the question why historians have debated appeasement continuously over the passing decades. Many believe that Chamberlains policy of appeasement was fuled by a desire to do everything in his power possible to avoid war, and his belief that all European powers shared the dame feeling. The catastrophic events of World War one set in a deep fear and hatred of war among many. It is also felt that Chamberlain followed the policy of appeasement as a means to buy some time as he realised that British defences were hopelessly inadequate, as British military strength had been greatly reduced due to the commitment of disarmament. Even at the time of the Anschluss Britain was declared unprepared for war. Therefore to conclude, whatever the reasons for the continual policy of appeasement, it can be said that appeasement with the sole aim of preventing war did not succeed, however what it was seen to do was prolong the inevitable. Many strongly feel that the continual demands of Hitler were flared by the lack of opposition, and his continual greed for expansion, his demands were rarely attacked, simply given into with little hesitancy.

Financial Difficulties Facing Power Companies in Brazil :: Energy, electric, Utilities

Due to the size of the losses and their impact on the income of power distribution utilities, this issue has become a matter of much concern to these enterprises which must estimate them properly and draw up solutions to curb them effectively. Another pressing problem on the power market is payment in arrears . Over the past decade, the capacity to make prompt payment for essential services has been dropping sharply in Brazil, whether they are provided by the Government or by public utilities private enterprises. With rising unemployment and shrinking income, many consumers are forced to postpone payment of their electricity bills, particularly in view of steady tariff increases, which rose an averagea total of 231.24% between 1995 and 2004 . (ANEEL, 2004), well over the inflation rate, as a result, it is estimated that unpaid electricity bills in Brazil reached R$ 3.15bn (US$1.3bn) in 2002. The composition of these overdue payments, as per customer group, shows that R$760mi (US$304mi) was caused by unpaid electricity bills from medium and large clients, supplied with high and medium voltages (Group A); R$1,6bn (US$640mi) corresponding to debt built up by residential consumers, small commercial and industrial companies, much from Government facilities, and street-lighting, all supplied by the low voltage network (Group B); and R$800mi (US$320mi) owed by Governments. AGAIN? WHERE THE GOVERNMENT IS? An important point issue is the strong relatiosnships between electricity losses and unpaid bills. These two phenomena are so closely linked that a reduction in one may prompt an increase in the other. A customer caught stealing power is connected up properly to the grid and is then charged for the stolen power, in addition to a fine, payable in installments. If the costumer fails to pay thiese unpaid electricity billss and/or fails to pay the installmentscharges, the power supply is interrupted after some a short time. A customer without power may well return to stealing, again becoming again a loss problem. This same cycle may also be triggered by unpaid electricity bills: when customers have their power supply cut off because they are unable to pay their bills, they may start to steal through clandestine connections, with similar consequences. The cycle may start with unpaid electricity bills. A customer unable to pay his/her bill has his/her power supply cut off, which ca n lead him/her to steal. In other words, a more severe reaction by public utilities in relation to unpaid electricity bills may have as an unintended and undesirable consequence to turn a defaulters into a â€Å"thieves†f.

International Human Resources

It is the biggest challenge of companies today to maintain and attract best employees thus the realization in holding trainings and conferences for top executives to level officers is exceedingly in demand. Initiating strategies and solutions regarding employee retention and human resource management keep on going to minimize costs and money. There are many promising solutions in going through a lot of obstacles in human resource recruitment. We may start on some questions that would spark a new beginning: are the employees are given the chance to speak?Are new ideas accepted? Are benefits really beneficial to employees? Does the employees’ opinion count? Are works valued, evaluated and rewarded on their performance? This are simple questions that has an impact to the existing problems in many companies, regardless of size, incorporating other issues like repatriation, better opportunities, poor treatment, differences in culture and disagreement on the direction of the company , lack of recognition, indefinite growth prospects and poor relationship among co-workers.Keeping people and maintaining them for a longer period of time is the most difficult and challenging tasks for all human resources managers nowadays, hopefully, we will answer possible keys and solutions to these burning questions throughout the discussion. Why are people leaving from one company to another?A wide variety of reasons why are people leaving their jobs to find new companies includes: expectations were not satisfactorily fulfilled, unsuitable for the role, do not fit with the company’s culture, insufficient opportunities for growth and development, inadequate acknowledgment and admiration, problems with a manager or supervisor, not satisfied with the compensation, stress, lack of work and life balance, and lack of confidence in the company and leadership (Meyers). According to Susan Heathfield (Heathfield, 2007), most employees are leaving their work for reasons of searchin g new opportunities with other companies.Three top reasons were identified by Heathfield: fifty three percent of employees look for better rewards and benefits, thirty five percent were discontented with prospects of career growth and development, and thirty two percent were ready for a new experience and new environment. The motivating factors that can enhance the continuous stay of employees were examined by Bob Losyk on his article, here are the different factors that he stated: dignity and respect, involvement and participation, pay above the industry average, showcase superior workers, and by showing support to employees (Losyk).Giving dignity and respect is one of the most important key elements in satisfying the employees, harsh words, shouting, insults, and abuse of power will only result to demoralization, low morale, increase possibilities of absenteeism, and in turn resignation. Losyk added that employers should be treated with high respect, worth and goodness, let them r elax, be independent and empowered. Do not crash on people who make mistakes instead make it more constructive and let them learn from it.Involvement and participation is also a significant factor in dealing with employees’ motivation to stay in the company, by listening to their suggestions, aspirations, and ideas can make them more involved and active much as with belongingness and partnership. Paying above the industry average will surely and literally compensate the best employee thus giving and making more money for you. Great employees should be compensated for what they gave back to the company and it should not be as simple as paying back but to reward and constantly recognize their efforts.For sure, companies who have the best employees will have more satisfied clients because of the excellent services they receive and in return a greater chance of repeat business will likely to come. Another tip from Losyk is to highlight and draw attention to outstanding employees by giving awards, certificates, extra remuneration, dinners as well as posting their photos on bulletin boards or company newsletters. To share and show support, to listen and know their personal and family problems can be a key factor for lasting relationship with employees.It will create a positive and motivating atmosphere resulting to a more productive and high-quality employees (Losyk). Human Resource Retaining Strategies: The Training Delivery / Communication Options The training delivery to be used is participative which simulates real scenarios (Schein, 1987). This will be a workshop type of training. Experiential learning should be employed in the training components of the human resources planning program aimed at maintaining work effectiveness, retaining employees and create organizational success where employee development is critical.The communication option to be used in the delivery of training should be simple yet effective. This type of training program will fit the workforce of the Belfarm Hotel to refine their training skills. Also, this training program will provide comprehensive information and techniques to develop critical competencies. Training activities will focus on the design and approach to facilitate effective delivery of functions and responsibilities. The training materials to be used should assist trainers in enhancing their training presentations with materials that are professionally designed and written.Group facilitation skills of the trainers should be maximized to effect intervention strategies needed to maintain effective group relationships and direct groups towards productive goals. Aside from the evaluation of the Human Resources Directors from available data and observations, a Training Needs Assessment and Evaluation conducted prior to the actual training proper help trainers understand and use selected needs assessment and evaluation tools as part of the design and delivery of training. Human Resource Issues and Ch allenges to Consider – Including Suggested SolutionsThe challenge to have a trained and skilled workforce is the ultimate competitive advantage for any organization (Cowling & Mailer, 1998). The rapidly expanding base of new information and technologies affects every one of us, from factory floor to business office. No matter how capable or successful an organization is, if staff training and continuing education is overlooked, there will be problems in the organization. The challenge is to get the best value for the training dollars spent by choosing training that suits the needs of the company and least impacts the bottom line (Storey & Sisson, 1993).In order to meet the challenge, comprehensive approach to employee development can be adopted. Set goals and reach them, identifying the needs, developing the right intervention, and delivering a practical, results-oriented solution. Interactive training is designed for the adult learner, requiring involvement in the learning p rocess. Handle specialized workplace challenges with customized group training. Handle challenges specific to the organization. A good approach is to maximize training dollars spent by tailoring content to the organization’s explicit situation to produce the results needed.The NL&C should source top-notch trainers who can combine their experiences with the latest in learning techniques for interactive sessions that emphasize skill development and application (RBA Training, 2006). Workforce Retention and Motivation Motivating an employee to do his or her best for the company and making him to stay long with the organization is one of the major concerns of HR. A group who specialize in management of labor in IT organization has observed that the average stay of most IT professionals in a company is less than three years.It has been observed also that companies, who are on a constant search and use of new technologies, send their employees to seminars and trainings to acquire ne w knowledge and exposing their people in a challenging environment are better ways to retain people than giving of higher salaries. Although, some HR managers believe that salary and career satisfaction are the key to retention, money is a prime motivator only for ‘starters’. Those who have gone to three or more jobs know the importance of being in a position highly valued by the company (Gupta 2006).We will focus on different ideas, tips and strategies that can help companies cope up with the up-and-coming problem in the human resources industry. As much as we know that many current employees are getting out of their jobs voluntarily not because that they were fired by their superiors but because they want to meet their expectations and good opportunities with other companies locally or overseas. Despite the fact that the most mentioned reason for leaving is financial, other important aspect is a factor that motivates them to gave up their jobs to look for other jobs e lsewhere (IOMA, 2005). According to Paul J.Sarvadi (Sarvadi, 2005), the reality behind why employees gave up their jobs lies not only to monetary issues but goes deeper into the human consciousness that their actions and characters concerning work will be appreciated and makes them feel secured and successful. He suggested that sound retention strategies should be focused to four key elements – performance, communication, loyalty and competitive advantage. Let us start on the first key element which is performance, most companies undergo evaluations and performance metrics that will likely sum up their overall accomplishment either annually, quarterly or monthly.It is important that it must not rely solely on quantitative evaluation or assessment but most of all the qualitative measurement should also be considered. The intense craving for an attention to speak their opinions and make it a part of the company’s objectives is a very significant factor that is fulfilling to human beings, when they felt that their actions, talents and capabilities are brought into play that makes a difference to the company or organization, a sense of belonging and the feeling of they are at home is beginning to develop.The subconscious of human beings is attached to the emotions that they feel that’s why they are happy when they are in the process of achieving a goal and making valuable contributions (Sarvadi, 2005). He added that communication process with employees is an essential part of developing a relationship with them. Not just a simple communication that involves deadlines, submissions and technical aspects but they must use a two-way transmission of ideas and opinions.It is better to hold regular meetings to properly channel all comments and suggestions, give feedbacks and share what the company has been going through the years, and listen to what they aspire and suggestions. Surveys are good indicators of assessing the performance of the company t hough not dependable, it can contribute insights from the employees on what is giving them motivation and morale.On the other hand, loyalty is a great tool in winning employee retention strategy, it is measured in terms of how committed and loyal the employee is, it is not an imposed requirement but an earned reaction to the trust, respect and commitment shown to the individuals in a company (Sarvadi, 2005). The success of an employee – growth and development, and their contributions to the company’s wellness is an essential part of commitment and loyalty and both should work together.The last element of Sarvadi’s strategy is competitive advantage, people in the workplace is expecting excitement, new adventures, and competitions. Winning and losing are the key words for competitive advantage, employees wanted to know unique competitive products in the marketplace and they wanted to be part of these exciting race. Everyone wants to be a champion, it is healthy to inform your employees about the competitive advantage of your company so as to keep them motivated to join the winning team.To attract and retain top performers, employers should focus on recognizing and rewarding employees frequently and taking them for granted is not an answer to a successful relationship, and most importantly, know what the enemy does according to Cheryl Cran, a human resources consultant, an art of war, a strategy to win the best performers, know and discover what the enemy offer and ensure that you can target and extend beyond the limits of the expectations of the employees (Cran).To save expenses from the personnel turnover and increase output and productivity as well, another top retention tips to retain key personnel are the following (Mason): 1. Deal fairly with employees like you deal with your most valuable clients. 2. Let your employees adore and care for your company. 3. Powerful retention strategies turn into powerful recruiting advantages. 4. Preserv ation and maintenance is much more successful when you put the right person into the right job. 5. Monetary reason is important but it is not the sole basis of people who stay with an organization. 6.Creation of committees for the employees can help expand retention strategies as well as developing an effective strategy. 7. Leadership must extremely devote in retention. 8. Different forms of expressing recognition and appreciation is a strong and powerful retention strategy. 9. Always keep in mind that the â€Å"Fun Factor† is very significant to many employees. 10. Be familiar with the drifts and developments in benefit packages. Give the best to tender the ones your employees want (Mason). In addition to the strategies above, in Ghana a capacity project has been carried out to health sectors that could also be beneficial to other employees.Five key stakeholders were interviewed for this topic. Other keys are additional duty hours allowance, car and housing loans, post gradu ate training opportunities, relaxed criteria for promotion, and flexible contracts, public-private partnership. To understand the strategies, the table below indicates the key retention strategies: Table 1. Key retention strategies (Perry, 2006) Incentive type Brief description Financial Incentive Initiate added duty allowance particularly for doctors (Perry, 2006). Non financial incentive Proposal for a car and housing loan under negotiation for professionals who are assigned in the rural community. Perry, 2006). Career advancement opportunities Initiate and suggest schemes for more prospects for two year post graduate training program (Perry, 2006). Rest and recreation eligibility criteria for advancement (Perry, 2006). Creative contracting arrangements Give way to pharmacists in the public sector to perform duties for the private sector (Perry, 2006). Attracting the Best Talent In a business with cut-throat competition, urgently looking for the same kind or professionals is a nor mal activity of HR managers. In their search for the right people, they try their best to convince IT professionals to work with the company.In such a competitive market, IT organizations are trying to find ways how to attract the cream of the crop. Best talent means people who possess both the technical and managerial skills. They have the complete knowledge of the business, have the ability to think of new ideas, can communicate effectively, have the mind for analytical and logical thinking; possess leadership ability, team players, creative and innovative. People like them are rare commodities and being able to bring them in the organization is a key HR challenge (Gupta 2006). Compensation and RewardLaw of supply and demand also applies to the hiring of best talents. Thus attractive compensation package is very significant in luring those great minds. This results into management doing away with the usual eight hours per day work schedule as basis for compensation. Salaries and i ncentives are now given commensurate to the applicants’ knowledge and performance. Employers also give emphasis on profit sharing or performing employees can opt for company shares of stocks. This encourages bright and talented people to stay long with the organization.Skills, competencies and commitment are now preferred over loyalty, hard work and length of service. Although, salary is not the number one motivator in the industry today, HR is also faced with the challenge of devising optimized compensation package to attract best people into the organization. Integrating HR strategy with Business Strategy HR direction should be in conformity with the business direction. HR plans are just a part of the overall business strategy with the purpose of attaining the business objectives. Everyone should row in a single direction.Other departments depend on HR in recruitment, retention, motivation and rewarding of valuable personnel. HR is also tasked to manage change, anticipate f uture personnel requirements, organizational effectiveness, team building and employees’ training and development. (Gupta 2006). ‘Encouraging quality and customer focus’ should be a concern of all employees in all departments. It is HR’s duty to orient people on this topic and emphasize its importance in the overall business operation. A culture of superior quality should be encouraged.With globalization and technological change running at an incredible speed, companies with inferior quality products cannot cope up with the competition. Building friendly relationship with the customer is also important to insure repeat orders and continuous purchases (Gupta 2006). Upgrading of Skills through Re-training In a highly competitive hotel business environment brought about by the fast-paced, unpredictable technological advancement and increased emphasis on quality of services, software businesses are compelled to look for adaptable and competent personnel in the case of Belfarm Hotel.Software professionals are sent to various venues to attend seminars and trainings to upgrade their skills so they can perform all the functions that are assigned to them by the organization. Highly skilled software professionals are a bit discouraged if they feel that they are being left behind. Once they have gained a new knowledge and have disseminated it to their subordinates, they start to look for yet other new things. That’s what motivates them. And it is another challenge for HR personnel to keep those bright people highly motivated (Gupta 2006).Experts interpret such trends as a significant new problem for businesses which the hotel industry has never experienced. This is the serious lack of workers who possess the skills required by the economy. With longer life expectancy, reduced birthrate and the aging workers now coming to the age of mandatory retirement, the age profile of workers is dramatically changing (hrsolutionstoday 2006). Figure 1 : Re-Training Diagram These changing workforce demographics have serious implications in HR’s quest to attract the best talent.Because of the lack of qualified IT professionals, HR must once again repackage the compensation and reward being offered to make it more attractive. They should strive hard for the retention and motivation of the existing workforce because piracy of talented personnel among IT organization is on the rise. It is suggested that retention of older employees is one way to counter the problem on changing workforce demographics. That suggestion is often overlooked. For more than 20 years, it has been the practice of the corporate world to retire aging employees.To ease out retirees, programs such as retiree medical coverage, early retirement programs and other plans are being designed. They also make way for the entry of younger workers who will receive salary for ‘starters’, thus are less expensive (Gallo 2006). While those who stay in the c ompany for long have higher salaries and benefits than younger workers, the prospect of losing those aging but reliable people can entail more cost to a company than continue paying their salaries and benefits. And they are not really willing and ready to leave their job they have loved for several years.They want to work more and extend their stay in the company for another several years. Some still need the financial reward and the health benefits that employment can give (Gallo 2006). Watson Wyatt’s Strategic Reward Survey said that there are top five items which are important to older workers and they are: benefits, compensation, independence, security and skill development. This prospect of extending the services of older workers is still under study. There are however at least five strategies which can be viable to make retiring employees stay in the company longer thus cushioning the impact of lack of workers problem.Viable options can be phasing retirement, modifying retirement plans, modifying compensation plans, customizing benefits and redesigning the job (Gallo 2006). Technology and globalization drive organizations to be more flexible. A contract relationship is not inexpensive, but it’s more flexible. The use of contingent workforce affords companies to be more competitive. Randy Floyd, program manager of the Office of Contingent Workforce Management said, â€Å"Those that push for the use of contingent workforce may see greater benefits (Contingent Workforce Strategies 2005)†.The use of contingent workforce has positive implication in the technology industry. HR can opt for this kind of workforce while trying their best to look for the best and the brightest. They can adjust their budget as this labor force is less expensive than those people who are directly hired by the company. It is very clear that outsourcing is a success. However, companies are beginning to realize the costs and inherent risks that go with it. Generall y speaking, â€Å"Outsourcing is a very complex process which the benefits that are expected seldom materialize†.There are tradeoffs that go with outsourcing such as cost reduction against growth, quickness against quality, and maintaining company’s culture of working together against knowledge and innovation (Singhatiya 2005). In an article published in the Northeast Human Resources Association paper, Michael Andrew, Principal, Strategic Impact Learning, said that â€Å"It is high time to elevate HR’s role to that of a Chief Development Officer who is bent on increasing the capabilities which are vital to the attainment of company’s goals and objectives.For HR to become a business partner to the executive team, it should speak about the language of business rather than the language of HR. There is a clear call for HR professionals to redefine themselves as business partners by being business person first and HR professional second† (Andrew 2006). Increasing demand for immigrant workforce and opportunities abroad: The increasing demand of hiring cross-cultural workforce is a global necessity to respond the needs internationally.But because of the terms and conditions in hiring immigrants, it is very difficult to establish a worthy and constant employee for a particular business due to numerous alternative employment with other companies. To better understand the recruitment, hiring and retaining the best employees especially the immigrants and ethnic workers, it is important that we should consider the culture, traditions, and beliefs, know the different ethnic lifestyles and values, appreciate the impact that the immigrant workforce is influencing the management, and study the fabrications on recruitment of diverse ethnic groups.In addition to Losyk’s article, he stressed that it is significant that companies must understand the needs and desires most Hispanic and Asian workers want from a workplace, discover how to g ive comment to immigrant employees, determine the critical factors needed to train Asian, Hispanic and other cross-cultural groups, and create management techniques that can work and understand the involvement and recognition with the ethnic groups (Losyk).Further problems encountered by other employers is when their employees who are assigned to work overseas over a period of time will transfer to another companies in a few months to seek greener pastures. These are real and actual happenings in most development organizations when workers or volunteers enter into a contract to gain experience overseas and marked it as a stepping stone to find great opportunities abroad. How can companies and organizations struggle to this concurrent problem? Is this just a cycle to be left out and find new workers to continue the job?Are there any other holistic means that we can manage to surpass this continuing global recruitment problem? Conclusion: The best and the brightest in a company as wel l as entry level employees should be carefully kept, managed and trained. The ultimate strategy that should be considered for employees is to consider the needs, wants, and personal aspirations like career development, recognition and reward and the objectives they want for the organizations. Rewards should be helpful to them like educational opportunities, car and housing incentives, health plan for the employee and their family and good bonuses.Emergency funds if necessary when problems like illness arise in one of the members of the family, and more vacation and/or sick leaves are also a rewarding remuneration to employees. Managers and supervisors who are good listeners to their employees are good signs of good relationship, it is like a father/mother – daughter/son relationship that is always there to listen, understand, and suggest what is best and what is worst, even the most personal things of the employee should also be taken in consideration.Manager’s role is a crucial aspect of retaining best employees because they will serve as a mentor that will guide the employees towards a positive direction. Availability, fair treatment, flexibility and open communication during tough times is a positive message and strong response to employees who are in dire need to seek help, as a result, a healthy environment and workplace is being developed and cultivated. After all, empowerment, sustainability, goal-oriented and development are the most important key words for the success of organizations and individuals.

Relationship between IQ and GPA Essay

In this study, relationship between Intelligence Quotients (IQ) and Grade Point Average (GPA), the correlation is very strong. Correlation is known to be a positive. The meaning of this correlation is the relationship between the Intelligence Quotients (IQ) and the Grade Point Average (GPA). This correlation implies that individual with high Intelligence Quotients (IQ) have a high Grade Point Average (GPA), in my opinion it does imply that the having a higher IQ means that you brain is Intelligence Quotients. This means you are smarter, therefore your GPA will be higher. This correlation by the information was giving to me, did not have enough information to tell if having a high IQ causes higher GPA. More evidence would have been needed to answer this question appropriate. Students who have metal impairment or other mental disabilities where not mention in this case study in order to determine if it would influence this relationship. The connection between correlation and causation is according to text is the two characteristics co-vary, or vary together, does not resume that one necessary cause the other. Some of the factors that affect the size of this correlation are shapes of distribution, sample sizes, outliers, restriction of range,  aggregate samples, ecological, inferences, random error of measurement, and correlations with third variables (Chen & Popovich, 2002). Correlation is a good predicting GPA for this test because it allows one to compare variables together on one chart. Reference Chen Y, Peter. & Popovich M, Paula. (2012). Factors Affecting the Size and Interpretation of Pearson’s Saga Research Methods.Retrieved from http://srmo.sagopub.com/view/correlation/d35.xml

Gatsby Daisy Portrait

Alexis Romano Mr. Emra Honors American Literature (5) 23 January 2012 Portrait of Daisy Buchanan Wife of Tom Buchanan, cousin (once removed) of Nick Carraway, and love interest of Jay Gatsby are all titles once held by Daisy Buchanan, an intriguing character in F. Scott Fitzgerald’s classic â€Å"The Great Gatsby. † Throughout the novel, Daisy oozes thoughtlessness; she has an unspoken essence of charm, but once she gets the attention she craves she acts on another personality trait of hers, her frivolous disregard for other people’s emotions.While these characteristics are part of what define Daisy, a more fitting description of Daisy’s essence would be her practicality. In the first chapter, Daisy hopes that her daughter will be less commonsensical than she is, in chapter eight the reader finds out that Daisy was under the impression that Gatsby came from a wealthy background, and again in the eighth chapter, the issue of Daisy’s undying astutenes s rears it’s head. Within the first seventeen pages of the novel, Fitzgerald has already addressed Daisy’s need to remain grounded and realistic.After giving birth to her daughter, Pammy, Daisy remarks: â€Å"I’m glad it’s a girl. And I hope she’ll be a fool—that’s the best thing a girl can be in this world, a beautiful little fool. † Daisy is hoping that her daughter never develops the everlasting practicality that she was cursed with. At this point in the story, Daisy has already sent her â€Å"Dear John† letter to Gatsby, and begun a relationship, then marriage with the well off Tom Buchanan.Daisy is wishing that she had been less pragmatic and more foolish by taking a chance and staying with Gatsby rather than being safe and marrying Tom. Daisy hates that she cannot allow herself to be happy with Gatsby without the security of Tom’s money. By hoping for a foolish daughter Daisy is hoping for Pammy to make deci sions based on love and whatever makes her happy rather than the seemingly fundamental things that Daisy was concerned with. Even Gatsby knew that Daisy was a very ground minded individual who always ad the future in mind; he loved her regardless. â€Å"He had deliberately given Daisy a sense of security; he let her believe that he was a person from much the same stratum as herself—that he was fully able to take care of her. â€Å" Gatsby understood Daisy enough to know that without a promise of wealth, Daisy wouldn’t allow herself to associate with him, so as to avoid any impractical romance beginning with a man who couldn’t support her style of living later in life.She began her romance with Gatsby under the false pretense that he had the amount of money necessary for Daisy to live comfortably, which was the number one priority on her list. Daisy did not realize that she was living unrealistically, so her obsession with remaining grounded and practical was n ot a problem. Also in chapter eight, Nick (the narrator) tells how â€Å"there was a quality of nervous despair in Daisy’s letters. † While Gatsby was in the war, Daisy was left to examine every possible blemish in their relationship.At any moment while he was abroad Gatsby could have changed his mind about loving Daisy, which brought out Daisy’s most circumspect mindset. This point in the novel shows how despite being in love with Jay Gatsby, Daisy will not allow herself to fully be with a man who cannot take care of her. Another point in chapter eight where her levelheadedness is evident is when Nick brings up what Daisy wanted: â€Å"She wanted her life shaped now, immediately—and the decision must be made by some force—of love, of money, of unquestionable practicality—that was close at hand. It is clear that while Daisy really did believe in love and wished to find it, she was much too practical, allowing money to be just as crucial to the relationship as the chemistry between herself and either Tom or Gatsby. Daisy eventually chooses between real unadulterated love and her perpetual practicality by dating, and later marrying Tom Buchanan. â€Å"Doubtless there was a certain struggle and a certain relief. Although Daisy doesn’t have feelings as strong for Tom as she does for Gatsby she allows the aspect of money to sway her opinions on which man to be with, once again showing how painfully prudent she is. While reading â€Å"The Great Gatsby† it was easy to fall into Fitzgerald’s trap of becoming emotionally invested in the story. I became a close friend of Gatsby (my favorite character), rooting for him in his relationship with Daisy, his friendship with Nick and any and all of his shady business endeavors. Being so biased in Gatsby’s favor makes it hard for me to determine whether or not I liked or disliked Daisy.On one hand, she didn’t have the strength to take a chance and f ollow her heart, by waiting for Gatsby while he fought in the war; but on the other hand she was able to make unromantic, unidealistic decisions to ensure that in the future she would be taken care of and protected, which I can respect. Ultimately, I think that my loyalty to my dear friend, Gatsby, overpowers my respect for Daisy’s businesslike way of decision making, leaving me to decide that there were more moments in the novel when I disliked Daisy than moments when I had respect for her ability to make difficult decisions.

Prepare a memo to the judge.The Honorable Levon Warner.advocating for Essay

Prepare a memo to the judge.The Honorable Levon Warner.advocating for the Drug Treatment Court in lieu of incarceration. As - Essay Example To maintain his habit, Mr. Jones began to commit petty larceny to provide the funds he needed. He was caught and sentenced to Rikers Island for sixty days back in 2008. However, he simply returned to his lifestyle of drugs once he exited the correctional facility. His continuous arrests and repeated removals to Rikers Island have continued since 2008 to the present. His frequent returns to Rikers have proved more harmful than beneficial. By returning to Rikers, Mr. Jones learned more effective ways to commit petty larceny in order to provide himself with drugs. A better alternative to Riker’s Detention Center is, we believe, a Drug Treatment Court. The ultimate goal of a drug treatment court is to see those convicted of drug possession completely drug-free. They have greatly expanded and improved in New York City over the last several years. One of the first programs to offer an alternative was the â€Å"Drug Treatment Alternative to Prison† (USDEA, 2011). It began in 1 990 and has been the scene of helping many drug addicts successfully reenter society and overcome their addictions to drugs to this day (USDEA, 2011). This is just one example of how drug treatment courts work.

Summaries Term Paper Example | Topics and Well Written Essays - 750 words

Summaries - Term Paper Example Owing to crisis and fall in the real estate market Robert Verrone resigned from Wachovia, leaving the organization in dire strait. Robert Verrone’s methods were a key architect in inflating the real estate to a never seen height. He also participated in lending to hedge funds in real estate transactions. His risk taking activities helped Wachovia to reduce their debt amount. He also lent a large sum of money to a few developers under the interest-only deals. His dealings made him to be recognized as â€Å"Large Loan† Verrone and also a starry figure in the ‘New York real estate world’. He had been a hard working banker like any other over the years providing valued service to his clients. The limelight and the glitz of the circumstances made individual’s like Robert Verrone to undertake such business deals which otherwise they might not have. The present scenario which has seen a rebirth of ‘commercial real estate bond business’ after th e boom and the downfall of the recent years has seen Robert Verrone get revitalized and think of getting his lost ground back in the real estate market with his innovative and at times pragmatic deals. The article â€Å"Google vs. the Little Guy† was authored by Peter Burrows was published on Bloomberg Businessweek, on September 22, 2010. The article deals with a lawsuit related to a scenario in which Skyhook Wireless asks for tens of millions of dollars from the globally renowned company Google. This lawsuit was filed with an â€Å"intentional interference† claim that frightened Motorola away from undertaking a huge contract with Skyhook. The claim from the side of the Chief Executive officer of Skyhook Wireless stated that they settled a contract along with Motorola. Motorola’s upcoming mobile phones would make use of the software prepared by Skyhook Wireless. This deal was prepared exclusively for the Motorola’s smartphones. Google in this scenario was a competitor of Skyhook as the deal of Motorola can be