Advantages and Disadvantages of Forming a Civilization

There are many advantages of forming a civilization on a delta or near a river valley. One advantage is that there is plenty of fertile soil for farming. Hunters and gatherers needed to be able to produce their own food. In Mesopotamia, the Fertile Crescent, the Tigris and Euphrates flood and deposit rich soil for farming. Eventually, the farmers learned to irrigate the river water, which led to surplus food supplies. In Sumer, which is located on the delta of the Euphrates, the Sumerians were able to produce so much food that they did not need as many farmers.This led to division of labor, the specialization of jobs amongst the people. Instead of farming, a person could be a merchant and engage in trading surplus supplies. Now, the people can acquire things that they can not produce for themselves. Another advantage is that the people will have access to water, a natural resource. Water is needed for survival. People need water to drink, cook, and bathe. Other natural resources incl ude straw and water. The Sumerians mixed sand, water, and straw to make mud bricks. They used the bricks to make homes and other buildings such as ziggurats, religious structures.A third advantage is that the people can use the river to travel and trade. For example, the Egyptians use the Nile to transport their surplus supplies to the Mediterranean Sea or Isthmus of Suez, a major trading area connecting Africa and Asia. The Nile River flows north, so the Egyptians would not have to work as hard transporting their supplies. In the Huang River valley, the people use the Silk Road for trading. They transported their goods over land to the Mediterranean Sea where they traded. Finally, the natural barriers around these ancient river valleys are important because they protect the people from invasions.For example, in Egypt the Sahara Desert and the Libyan Desert protect the Egyptians on the south and west. The Red Sea and the Mediterranean Sea protect the Egyptians on the east and north, respectively. Because of these natural barriers, the Egyptians were able to preserve their civilizations for 3,500 years. Fertile soil for farming, natural resources, travel and trade, and natural barriers are a few advantages of forming a civilization on a river valley. Two disadvantages of forming a civilization on a delta or near a river valley is over irrigation and flooding.Over irrigation creates a shortage is water. As more and more farmers irrigated their land, the water supply decreased. In Mesopotamia, this became a major source of conflict. Eventually, the dispute over water led to the downfall of Sumer. Another disadvantage is flooding. Flooding damages crops and buildings. Flooding also prevents farmers from working. In Egypt, the river floods every year, thereby, preventing farmers from planting their fields. Although these are major concerns, the advantages of living in a river valley have far more advantages.

Guidelines For Assignment

Define Organizational Culture What Is meant by Organizational Culture? Characteristics of Organizational Culture ? Positive (good) and Negative (bad) Provide relevant examples Research can be done by referring to similar researches that were conducted previously. The sources of references can be obtained from books, Journals, magazines or newspapers. Related research materials such as graphs, charts or pictures can also be used to support a statement. Students are also encouraged to give their opinions and their own understanding of the research topic.Provide examples of outcomes from previous researches (done by another searcher) regarding topics that are similar or almost similar. – relationship between Organizational Culture and the success or failure of an organization. Gather the information needed from books, magazines, newspapers or Journals relevant to the topic being discussed. From the gathered information, identify how elements of Organizational Culture affect the s uccess or failure of an organization. Provide examples. 1 State the outcome of the research based on the gathered Information.Relate between the theories learned with the real situation. Is It true Organizational Culture Is a factor that determines the success and failure of an organization? Yes or No Provide a conclusion from the overall research and give your suggestions for the development of a better Organizational Culture to enhance the success of the organization. Format for preparing the assignment: Paper Use Ã'›white-bond† quality paper Paper size : AAA (210 mm x 297 mm) Paper weight : 80 MGM Method of typing The text should be typed on one side of the page only.For text : black-colored ribbon or ink cartridge that produces an even black color. For diagrams, tables and charts : black or colored ink. Line Spacing For text : double-spacing For references (refer vii), appendices and tables: single-spacing Font Times New Roman Size: 12 2 Margin Left margin : at least 4. 0 CM (1. 5†³) Top, bottom and right margin : 2. 5 CM (1. 0†³) Section New major sections must begin on a new page. A new paragraph must begin with a Ã'›tab† from the left margin. V) Page numbering Excerpts, references, appendices and tables a) In the text.If an excerpt is taken from a reference material, the reference must be stated. Ex : Stoner and Yankee define strategy as, â€Å"†¦ The broad program for defining and achieving an organization†s objectives; the organization†s response to its environment over time. † (Stoner and Yankee, 1986) b) List of References At the end of the assignments, all references or bibliography must be stated in alphabetical order according to the name of the author. Book:Name of author.

Use adaptive leadership to solve the culture issues Essay

Use adaptive leadership to solve the culture issues - Essay Example Finally, the micro-cultures exhibit the intrinsic or extrinsic microsystems of an organization (Schein 2010, pg22). Organizational cultures tend to dominate within an organization since every new member gets introduced to it, and they slowly get engulfed. They determine the practices of individuals within the group whose behaviors in return develop a pattern. In leadership, organizational cultures determine the strategies in accomplishing routine tasks. Fundamentally, for any successful leader, identification of any preexisting cultures, acknowledgement of its existence and comprehension of the shared values may be necessary (Schein 2010, pg31). In Global project management, a different form of leadership may be necessary. A global mindset with effective global leadership frameworks to overcome cross-cultural differences in the workplace may be necessary for every leader (House et al 2002, pg. 3). With more globalization trends in the world, individuals tend to yearn for more self-actualization at work, and they take risks for positions offered globally away from home (HASS 2009, pg35). Traditionally, leadership relationship encompassed only two participants; the leader and a follower. In the contemporary world, success in leadership needs adaptive leadership. The competency of an individual in adaptive leadership within a transnational environment involves ability to adapt to various cultures, contexts and norms (Glover et al. 2012, pg. 18).. The attributes of adaptive leadership cosmopolitanism entails the ability to be comfortable away from home. Secondly, fearlessness in business which involves taking risks into new ventures. Thirdly, necessary curiosity to express genuine interest in the people within the new environment is important (SEGIL 2002, pg27). Fourth, one needs to suspend their suspension of judgment by expressing readiness to learn before making

Politics Essay Example | Topics and Well Written Essays - 750 words - 1

Politics - Essay Example To be specific he labeled it as a ghost or counterfeit of a part of politics (Plato) Socrates found it shameful but nonetheless revealed that what Gorgias and Polus claims to be an art may be considered under flattery. It is a persuasion not done by organized logic but a form of flattery which reveals that it is not genuine (Plato). To elucidate on this concepts, Socrates used the concepts of medicine and gymnastics as masked by cookery and tiring respectively and as such are knavish, false, ignoble and illiberal (Plato). They are deceitfully overlaid with lines, colors, enamels, garments creating a spurious beauty to the neglect of the true beauty (Plato). Having said this, Socrates considers rhetoric lower than art, not a work of a scholarly person and is fake. Socrates also highlighted the point that rhetoricians can fall to injustice as opposed to Gorgias’ claim that it is to be of noble purpose such as the purpose of those in the field of medicine (Plato). In contrast Socrates refuted that rhetoric can be unjust as evidently given by Polus as an example. As fake, rhetoric cannot be used by men of justice but is associated with perverse men who desire not the good of the society but the pursuit of their own self-interest as seen with the tyrants, who are seen to kill, despoil or exile anyone whom they please (Plato). Men of the state can be rhetoricians who can persuade citizens but not do justly. In the end, Socrates considered them pitiful and definitely not to be envied as he considers the sufferers more blessed than those who bring suffering (Plato). In the end, he even cited that the man who does what he wills even though it is evil is not necessarily powerful because power is evidenced by what is good. A deep stab to the integrity of politics is Socrates’ assertion that rhetoric is under flattery and therefore not genuine. This is a painful truth that everyone

Explain why information systems project management requires careful Essay

Explain why information systems project management requires careful attention to quality management - Essay Example Second reason is that lack of focus on quality management within information systems project management can result in rework and high number of project changes. Such issues can cause delay in the completion of business processes which can consequently decrease the level of organizational efficiency. This is the reason why experts suggest adhering to the standards of quality while managing any information system project. â€Å"It certainly is a better and safer practice to plan quality in advance than hope that no quality gaps occur† (Mladinov 2012, p. 1). Therefore, we can say that quality management and IT systems project management go side by side in order to reap desired benefits from the projects. Quality planning process refers to the set of tasks that ensure quality of the project during all phases of the project. Some of those tasks include designing and checking the quality standards, using most appropriate resources for the project, and continuously monitoring the efficiency and quality of each of the completed tasks. Quality planning is a systematic process that interprets the policy regarding project quality into a set of measurable targets. The planning includes identification of all objectives and laying down a sequence of steps to meet those objectives. The techniques of quality planning include use of control charts, statistical sampling, flowcharting, designing of experiments, cost benefit analysis, benchmarking, cost benefit analysis, and use of quality management methodologies. The outputs of the quality assurance process include updated project management plan, updated organizational process assets, updated project document, and change requests in accordance with the results of analysis of processes. Mladinov, L 2012, Importance of Quality Management on IT Projects Within the Pharmaceutical Industry, viewed 16 December 2013,

Proposal Design Essay Example | Topics and Well Written Essays - 750 words - 1

Proposal Design - Essay Example You may give, for those outside of your particular range of ability, an official rundown written in non-specialized dialect. Either you may incorporate a glossary of terms that clarifies specialized dialect use in the group of the proposition and append addendums that explain specialized data in by and large comprehended dialect. A statistical hypothesis is a logical hypothesis that is testable on the premise of observing a process that is being displayed through a situated of irregular variables. A factual theory test is a strategy for accurate deduction utilized for testing a reasonable speculation. A hypothesis contrasts with research question; it is more particular and makes an expectation. It is a conditional proclamation two or more variables are being related to each other. The significant distinction between an examination inquiry and a speculation is that a research predicts an exploratory result. A test outcome is called statistically significant on the off chance that it has been anticipated as unrealistic to have happened through sampling error only, as indicated by edge likelihood the criticalness level. Speculation tests are being utilized as a part of figuring out what results of a study would prompt a dismissal of the null theory for a pre-specified level of centrality. In the Neyman-Pearson structure (see beneath), the procedure of recognizing the invalid theory and the alternative hypothesis is helped by distinguishing two calculated sorts of blunders (sort 1 & sort 2). And by indicating parametric points of confinement on e.g. the amount of kind one lap will be allowed (Lai & Calandra, 2007). An option structure for factual theory testing is to indicate a situated of measurable models, one for every applicant speculation, and afterward utilize design choice procedures to pick the most suitable model. The most widely recognized determination strategies

Paper that explains the communication aspects, personality & Research

That explains the communication aspects, personality & leadership styles used in management - Research Paper Example The aim of this paper is to explain the main management and leadership styles that can be utilized in by managers in their efforts to deliver effective management. The paper explains how managers can bridge the gap between upper management and front line workers by enhancing communication. It also shows how managers should work towards the attainment of big five personality dimensions and other critical leadership skills. Management styles There are four main management styles that can be applied by managers depending on the specific environments. These are the autocrat, benevolent autocrat, participatory democrat and consultative democrat. An autocrat type of manager is one that manages by telling others what to do and how to do it. This type of a manager has minimum confidence on their subordinates and most often, they do not trust them. This type of leadership is not the best for an industrial or a business environment because it results to ill treatment of workers. Workers will b e treatment as automations instead of human beings with natural limitations. As the organization expands, the freedom of workers to make decision without approval reduces and so does shared ideas. The final result of this management style is high turn-over rates (Montana and Bruce, 2008). A benevolent autocrat type of manager pictures themselves as a father figure whose role is to make important decisions then they look for ways to convince their subordinates to join them in following them. Sometimes, these managers allow subordinates to make minor decisions within the limits hey set for them. In this type of management, rewards and punishments are used to motivate employees From its name, a consultative democrat is a type of manager who consults with their subordinates. Montana and Bruce (2008) explains that these types of managers have trust and confidence in their employees and this drives them to consult with them. Before making decisions, such managers always get the views of t he employees on it. However, they are the ones with a final say when it comes making the actual decision. Slightly different from a consultative democrat, a participatory democrat is a type of manager who allows employees to have an active role in decision-making. They share with them the decision-making process because they have full trust and confidence in them. Whenever there is an issue or a decision to be made, the manager invites all the stakeholders so that they can discuss. The final decision represents the views of the majority. Leadership styles in management The main role of a leader is to ensure the accomplishment of a common task by enlisting aid and support from others. This is a process of social influence. The most common leadership styles are authoritative, democratic, afflictive and coaching. In authoritative leadership style, there total centralization of decision-making powers. Authoritative leaders do not welcome initiatives or suggestions from their subordinate s and because of this, decision-making is quick and unilateral. However, it gives managers a very string motivation while demoralizing their subordinates. In democratic or participative type of leadership, group decision-making is favored. This is seen where such leaders consult with the group before giving instructions. This means their decisional are not unilateral. Through this, such leaders motivate their groups effectively and positively

Leisure tourism Essay Example | Topics and Well Written Essays - 1000 words

Leisure tourism - Essay Example e use of a Geo-demographic Information System (GIS) showed that most of the population living in Deptford is young falling in the under 35 age bracket though exceptions are present. (Burns, 2007, p. 21). Since the target market consists of youth and teenagers, the marketing and promotional strategies should be adequate for them. They are all more concerned about their health and the emotional benefits derived from exercise. Simultaneously the young market is also concerned about their looks and appearance and how it can be improved by exercise. The main research design for the problem is exploratory research. it will be used because of its high flexibility and the fact that impractical solutions are removed from the and practical solutions are generated after analyzing the gathered data. (Marketing research). Secondary research will have the advantages of being cost effective and cheap. Data will be gathered from surveys and other researches which have already been conducted and their conclusions and findings will be used to generate a set of solutions. Primary data will be more expensive and time consuming to collect and will mostly take the form of surveys and interviews. The Wavelength gym management will conduct both online and general surveys to find out more about the nature of the gyms customers. Online surveys can be deployed to survey sites which can effectively target the required audience. Whereas other surveys can be conducted at grocery stores, parks, libraries and banks in Deptford. The next step towards conducting more primary research is conducting a focus group interview. A focus group which will be a group of a few people say 10, will be gathered from Deptford and requested for a paid interview. This will be a longer interview which will be in depth and will generate more information about the target audience. The interviewees will also fall in the same age bracket as the targeted potential customers so that the needs and the promotional

Building Background and Comprehensible Input Essay

Building Background and Comprehensible Input - Essay Example It is important to acknowledge that teachers must meet the needs of English learners while addressing the needs of the mainstream student. This is quite a task but one that is possible to tackle. This lecture will address strategies that are essential for English learners to acquire content knowledge and improve academic language proficiency but these strategies will be beneficial to all learners. The lessons: Building Background and Comprehensible Input are both very good tools for teaching students especially those who are at the "maturing" stage. However, as both are being asked to be rated, the verdicts are as of follows: Comprehensible Input lesson received a 95% while Building Backgrounds received 100%. Now, as for the explanations; taking into consideration all the aspects of teaching and learning, the first topic which was Building Backgrounds received the perfect score because it is the root of all the teaching and learning process that transfer from one teacher to the student. Without this, all the effort that the professor gives out will be futile. Building Backgrounds is what its title says; making a sturdy base for the learning of the students. As the description goes, it is important for teachers to consciously incorporate techniques for students to acquire content knowledge and vocabulary content simultaneously. The Comprehensible Input or what you call the dig estive system of the mind is the result of a very good lesson planning. A very well thought-of lesson will stay in the minds of the students for a very long time and it may possibly be their pushing force of the thing that drives them most. It may be hard at first but thinking of lesson plans is actually easy if professors include the students in thinking up ideas for the lesson plan. With this, the students will be able to participate in the decision-making of their classes and thus, be motivated in studying and listening more to the studies because they are the ones who have thought of it in the first place. The Comprehensible Input on the other hand, is solely based on the process of Building Backgrounds. The students will not simply absorb the lessons if the structure of the topic is not attractive and barely retainable in the minds or the students. What is needed here is that the lessons should be highly retainable in terms that the students will remember it for the longest time and that it will be embedded in their minds and will be used for their future. Now, that is the purpose why students are being placed in an institution called, schools and universities. So that in times when the parents can no longer support the growing years of their children, the schools will be there to maintain the foundation that was set up by the family. So in other words, the school becomes the second home of the children. As for the effectiveness of each lesson, it has been established in the previous paragraphs the importance and the uses of the said lessons. However, as have been discussed, only one lesson

Organizational Behavior Critical Thinking Essay Example for Free

Organizational Behavior Critical Thinking Essay I have chosen three theories to address the problem. The first theory is Schwartz’s Value Theory. According to the theory, everyone has each own set of personal values and the attainment of these personal values is crucial. Conflict of values or failure in attaining them might lead to employees’ turnover. From the article, the senior staffs claimed that the bonuses they received were below average. I infer that some of the staffs’ personal values were not attained, which in this case possibly power and achievement. Their personal values might also have conflicted with the company’s values, which lead to their departure. Herzberg’s Motivator-Hygiene Theory is also applicable in addressing this issue. According to the theory, there are some factors those lead to both work â€Å"satisfaction† (motivators) and â€Å"dissatisfaction† (hygiene). The absence of recognition which is one of the motivators leads to no satisfaction and the presence of hygiene factors such as poor salary and violation of company’s policies such as not paying bonuses that the executives deserved might lead to â€Å"dissatisfaction†. This  presence of â€Å"dissatisfaction† might be the major reason for the staffs to quit. Lastly, according to The Three-Component Model of Organizational Commitment there are three types of commitment that create a binding force, those may reduce the high turnover. They are namely Normative, Continuance and Affective commitment. Affective commitment is mainly influenced by personal characteristics and values and is closely related to the Schwartz’s Value Theory. This commitment also takes into consideration work experience, which might support the executives’ decision to quit. Violation of psychological contract is a factor that may cause Normative commitment to be ruptured. UBS has failed to meet the expectation of some of their executive and this can be seen as hygiene factors according to Herzberg’s Motivator-Hygiene Theory which leads to â€Å"dissatisfaction†. The model, so far, has covered the other two theories. Adding on to that, this model also includes the possibility of external factors that might lead someone to leave a company. In this case, availability of job alternatives in other companies, which compromise their Continuance commitments, might be another force that encouraged executives to leave their positions in the company. Therefore, I conclude that this model, in comparison with the others, is the most appropriate model to address the problem of high turnover in UBS as it covers more possibilities and gives us a more complete view of why the senior staffs may have left the company. UBS is very sensitive to the performance of the world’s economy as it runs in the area of financial service. Poor global economic performance or recession is a major factor that influences the problem of high turnover faced by UBS. Most of the decisions must be made carefully by the company as it involves very high risk level. Through these decisions, UBS has to maintain or even improve the job satisfaction level of its employee and at the same time, continue to give excellent performance. Wrong decisions might cause UBS to lose its employees even its key executives. In the time of financial crisis, it is more difficult for UBS to maintain both its employees’ job satisfaction and also its performance. This depends largely on the company’s policy and also the decisions made by the company. For instance, in Wall Street Meltdown in 2008 UBS made a US$32 billion loss and its stock value plunged by almost 70% (Gross, 2008). One of the decisions that the company made was to fire 8900 employees worldwide (Ubs lay off, 2008). The increased in the regulation  of financial industry such as tax on financial may also affect the performance of UBS negatively. Financial Analysts predicted that this increase in regulation will reduce the size of the industry (Adams, 2011) and this leaves UBS with no other option than cutting off the number of its employees. This decision made might negatively impact the rest of the employees as they would feel insecure in their positions. This factor can also be seen as one of the hygiene factors which lead to â€Å"dissatisfaction† and this result in the high turnover. Apart from that, the competitive nature of the industry itself intensifies the challenge faced by UBS. Due to lower bonuses that it paid to its executive in comparison to the rival companies might encourage the executives to switch company. For example, Edward Cook who has worked for UBS for 28 years decided to join Morgan Stanley very recently (Philbin, 2011) and Suneel Kamlani, who has worked for 21 years in UBS, decided to join RBS just last year (Muà ±oz, 2010). This shows that it is definitely a challenge for UBS to elicit higher levels of commitment of its employees and executives. Availability of position and better payment offered by rival companies will test the loyalty of the UBS’s employees. Hence, the high competition among banks also induces the high turnover in UBS. To reduce turnover, managers should cultivate the company’s value in the employees. This will reduce Individual-Organizational value conflict and it can be done through training sharing of the company’s vision. Managers also have to respect the psychological contract and should propose more-defined policies to company as it may reduce job dissatisfaction. In time of crisis, company may also maintain the Continuance Commitment of the employees by paying the bonuses by using the company’s share. However, all of the solutions I proposed may not be successful as they do not take into account the other external factors and the success also depends on the personal characteristics of the employees. References Shehan, Tom, S. ,. T. (n.d.). How to retain employees: a high turnover rate is costly in both direct and indirect costs. . Retrieved from http://www.allbusiness.com/management/447495-1.html Gross, D. (2008, July 07). Phil gramms ubs problem. http://www.slate.com/id/2194933/ Ubs lay off job cut: may fire 1900 employees. (2008, October 01). Retrieved from http://www.finance-trading-times.com/2008/10/ubs-lay-off-job-cut-may-fire-1900.html Adams, B. (2011, August 30). The big layoff: struggling financial giant fires thousands of employees. Retrieved from http://www.theblaze.com/stories/the-big-layoff-struggling-financial-giant-fires-thousands-of-employees/ Philbin, B. (2011, September 14). Street moves: morgan stanley hires rbc, ubs financial advisers. Retrieved from http://online.wsj.com/article/BT-CO-20110914-711796.html Muà ±oz, S. S. (2010, April 12). Rbs hires key executive from ubs. Retrieved from http://www.efinancialnews.com/story/2010-04-12/rbs-hires-kamlani-executive-ubs

Cell Membrane Structure Phospholipid Bilayer

Cell Membrane Structure Phospholipid Bilayer A cell is the basic unit of life, and the cell membrane is an important structure present in all cells, irrespective of whether they are plant cells or animal cells. This structure is a vital component of any cell and it has a variety of important functions. Cell membrane functions include maintaining the boundaries of the cells, thus supporting the contents of the cell, maintaining proper cell to cell contact, regulating the entry and exit of molecules in and out of the cell, etc. Thus, to understand how the cell membrane manages to carry out this procedure, one needs to understand the cell membrane structure. Given below are the various components that comprise the structure of the cell membrane according to the Fluid Mosaic model. The first layer of cell membrane consists of a phosphid bilayer. The phosphate molecules are arranged in such a way that the hydrophilic heads are on the outside, while the hydrophobic fatty acid tails are on the inside, facing each other. The tails of the molecule are said to be hydrophobic and that is why they points inwardly towards each other. This specific arrangement of the lipid bilayer is for the purpose of preventing the entry of polar solutes, like amino acids, proteins, carbohydrates, etc. Thus, the phosphate lipid bilayer is one of the main factors responsible for regulating the entry and exit of molecules in and out of the cell. Integral Membrane Proteins Integral membrane proteins are those proteins that are a part of the cell membrane structure. They are present between consecutive molecules of phopholipids. These fibrous proteins present may span the entire length of the cell membrane. These molecules have important functions, as they serve as receptors for the cell. Some of the proteins of the cell membrane may also enter the cell. Sometimes, a part of the protein molecule is inside and some of it is outside. These kind of protein molecules act as carriers for active transport of substances in and out of the cell. Some of these protein molecules form pores and thus, allow fatty acids and other lipid insoluble in water molecules to pass through. Furthermore, other integral proteins serve as channel proteins as well to aid in selective transport of ions in and out of the cell. Such molecules are visible with the help of an electron microscopy. Other Elements Certain other elements may also be present along the length of the cell membrane, depending on the location and needs of the cell. These structures include globular proteins, which are peripherally placed and are only at times associated with the cell. These protein molecules may even be enzymes or glycoproteins. In such cases, either the cell will have special functions, or the location of the cell may require it to perform certain specific functions. When speaking of plant cell vs animal cell, there is one important structure that is additionally present most of the time in animal cells. These molecules are cholesterol molecules, which aid the phospholipids in making the membrane impermeable to water soluble substances. These cholesterol molecules also stabilize the membrane and provide the cell with a cushion effect, which prevents it from suffering any major injuries due to trauma and impact forces. Cell Membrane Function Cell membrane is the outer covering of a cell, which keep the ingredients of a cell intact. Apart from that, there are various other functions, that are carried out by this structure. Read on It is a common fact that cells are the fundamental building blocks of life. These structures form the basic structural and functional unit of any living thing. While some organisms, like, bacteria are single-celled, most other living things are multicellular. In case of multicellular organisms like humans (an adult human has around 100 trillion cells in the body), there are various types of cells, which are assigned different functions. Each cell is made of intricate structures, which forms an interconnected network, which strives to carry out the function of that cell. As the nature of the function of the cells differ, the functions of various parts of the cells too differ. Let us take a look at the various parts of a cell, especially, the cell membrane and cell membrane function. Cell Membrane and Other Parts of a Cell Basically there are two types of cells eukaryotic and prokaryotic. While plants, animals, fungi, protozoans, etc. possess eukaryotic cells, prokaryotic cells are found in bacteria only. The difference between the two types of cells lie in the fact that prokaryotic cells do not have nucleus (and/or some other organelles) and are comparatively smaller, as compared to eukaryotic ones. As far as eukaryotic cells are concerned, the basic structure includes parts like DNA, ribosomes, vesicle, endoplasmic reticulum (both rough and smooth), Golgi apparatus, cytoskeleton, mitochondria, vacuole, centrioles, lysosome, cytoplasm, plasma membrane and cell wall. While plant cells have a large vacuole and a definite cell wall, animal cells lack cell wall but some may have very small vacuoles. Animal cells do not have chloroplasts too. This article is about cell membrane, which is also known as plasma membrane or plasmalemma. Scroll down for information about cell membrane function. Read more on: Similarities Between Eukaryotic and Prokaryotic Cells Plant Cell vs Animal Cell Plant Cell Organelles What is a Cell Membrane? Cell membrane or plasma membrane is one of the vital parts of a cell that encloses and protects the constituents of a cell. It separates the interior of a cell from outside environment. It is like a covering that encloses the different organelles of the cell and the fluid that harbors these organelles. To be precise, cell membrane physically separates the contents of the cell from the outside environment, but, in plants, fungi and some bacteria, there is a cell wall that surrounds the cell membrane. However, the cell wall acts as a solid mechanical support only. The actual function of cell membrane is the same in both cases and it is not much altered by the mere presence of a cell wall. The cell membrane is made of two layers of phospholipids and each phospholipid molecule has a head and a tail region. The head region is called hydrophilic (attraction towards water molecules) and the tail ends are known as hydrophobic (repels water molecules). Both layers of phospholipids are arrange d so that the head regions form the outer and inner surface of the cell membrane and the tail ends come close in the center of the cell membrane. Other than phospholipids, cell membrane contains lots of protein molecules, which are embedded in the phospholipid layer. All these constituents of the cell membrane work jointly to carry out its function. The following paragraph deals with cell membrane function. Read more on cell nucleus: structure and functions and cytoplasm function in a cell. What is the Function of the Cell Membrane? As mentioned above, one of the basic functions of a cell membrane is to act like a protective outer covering for the cell. Apart from this, there are many other important cell membrane functions, that are vital for the functioning of the cell. The following are some of the cell membrane functions. Cell membrane anchors the cytoskeleton (a cellular skeleton made of protein and contained in the cytoplasm) and gives shape to the cell. Cell membrane is responsible for attaching the cell to the extracellular matrix (non living material that is found outside the cells), so that the cells group together to form tissues. Another important cell membrane function is the transportation of materials needed for the functioning of the cell organelles. Cell membrane is semi permeable and controls the in and out movements of substances. Such movement of substances may be either at the expense of cellular energy or passive, without using cellular energy. The protein molecules in the cell membrane receive signals from other cells or the outside environment and convert the signals to messages, that are passed to the organelles inside the cell. In some cells, the protein molecules in the cell membrane group together to form enzymes, which carry out metabolic reactions near the inner surface of the cell membrane. Read more on how do enzymes work. The proteins in the cell membrane also help very small molecules to get themselves transported through the cell membrane, provided, the molecules are traveling from a region with lots of molecules to a region with less number of molecules. Biological Membranes and the Cell Surface http://www.uic.edu/classes/bios/bios100/f06pm/plasmamemb.jpg Membrane Functions Form specialized compartments by selective permeability Unique environment Creation of concentration gradients pH and charge (electrical, ionic) differences Asymmetric protein distribution Cell-Cell recognition Site for receptor molecule biding for cell signaling Receptor binds ligand (such as a hormone) Induces intracellular reactions Controls and regulates reaction sequences Product of one enzyme is the substrate for the next enzyme Can line up the enzymes in the proper sequence Membrane Structure According to the Fluid Mosaic Model of Singer and Nicolson http://www.uic.edu/classes/bios/bios100/f06pm/fmm.jpg The membrane is a fluid mosaic of phospholipids and proteins Two main categories of membrane proteins integral and peripheral Peripheral proteins bound to the surface of the membrane Integral proteins permeate the surface of the membrane Membrane regions differ in protein configuration and concentration Outside vs. inside different peripheral proteins Proteins only exposed to one surface Proteins extend completely through exposed to both surfaces Membrane lipid layer fluid Proteins move laterally along membrane Membrane Lipids Phospholipids most abundant Phosphate may have additional polar groups such as choline, ethanolamine, serine, inositol These increase hydrophilicity Cholesterol a steroid Can comprise up to 50% of animal plasma membrane Hydrophilic OH groups toward surface Smaller than a phospholipid and less amphipathic (having both polar and non-polar regions of the molecule) Other molecules include ceramides and sphingolipds amino alcohols with fatty acid chains These lipids distributed asymmetrically Bilayer Formation Membrane components are Amphipathic (having both polar and non-polar regions of the molecule) Spontaneously form bilayers Hydrophilic portions face water sides Hydrophobic core Never have a free end due to cohesion Spontaneously reseal Fuse Liposome Circular bilayer surrounding water compartment Can form naturally or artificially Can be used to deliver drugs and DNA to cells Membrane Fluidity Membrane is Fluid Lipids have rapid lateral movement Lipids flip-flop extremely slowly Lipids asymmetrically distributed in membrane Different lipids in each side of bilayer Fluidity depends on lipid composition Saturated fatty acids All C-C bonds are single bonds Straight chain allows maximum interaction of fatty acid tails Make membrane less fliuid Solid at room temperature Bad Fats that clog arteries (animal fats) Unsaturated fatty acids Some C=C bond (double bonds) Bent chain keeping tails apart Make membrane more fluid Polyunsaturated fats have multiple double bonds and bends Liquid at room temperature Good Fats which do not clog arteries (vegetable fats) Cholesterol Reduces membrane fluidity by reducing phospholipid movement Hinders solidification at low (room) temperatures How Cells Regulate Membrane Fluidity Desaturate fatty acids Produce more unsaturated fatty acids Change tail length (the longer the tail, the less fluid the membrane) Membrane Carbohydrates Glycolipids and Glycoproteins Face away from cytoplasm (on outside of cell) Attached to protein or lipid Blood antigens Determine blood type bound to lipids (glycolipids) Glycoproteins Protein Receptors Provide specificity for cell-cell or cell-protein interactions (see below) Membrane Proteins Peripheral Proteins completely on membrane surface ionic and H-bond interactions with hydrophilic lipid and protein groups can be removed with high salt or alkaline Integral Proteins Possess hydrophobic domains which are anchored to hydrophobic lipids alpha helix more complex structure An Example Asymetry of Intestinal Epithelial Cell Membranes Apical surface selectively absorbs materials Contains specific transport proteins Lateral surface interacts with neighboring cells Contains junction proteins to allow cellular communication Basal surface sticks to extracellular matrix and exchanges with blood Contains proteins for anchoring The Extracellular Matrix (ECM) and Plant Cell Walls In animal cells, the ECM is a mish-mash of proteins (usually collagen) and gel-forming polysaccharides The ECM is connected to the cytoskeletin via Integrins and Fibronectins Plant Primary Cell Walls for a rigid cross-linked network of cellulose fibers and pectin a fiber composite Fiber composites resist tension and compression Plant Secondary Cell Walls are further strengthened w/ Lignin Secondary Cell Walls is basically what comprises wood Cell to Cell Attachments Tight Junctions and Desmosomes Tight Junctions are specialized proteins in the plasma membranes of adjacent animal cells they stitch together adjacent cells form a watertight cell Desmosomes are specialized connection protein complexes in animal cells they rivet cells together they are attached to the intermediate fibers of adjacent cells Cell Gaps Plasmodesmata Gap Junctions In plant cells, Plasmodesmata are gaps in the cell wall create direct connections between adjacent cells May contain proteins which regulate cell to cell exchange form a continuous cytoplasmic connection between cells called the symplast In animal cells, Gap Junctions are holes lined with specialized proteins allow cell-cell communication (this is what coordinates your heartbeat) Cell Communication In multi-cellular organism, cells can communicate via chemical messenger Three Stages of Cellular Communication Reception A chemical message (ligand) binds to a protein on the cell surfaceÂÂ   Transduction The binding of the signal molecule alters the receptor protein in some way. The signal usually starts a cascade of reactions known as a signal transduction pathway Response The transduction pathway finally triggers a response The responses can vary from turning on a gene, activating an enzyme, rearranging the cytoskeleton There is usually an amplification of the signal (one hormone can elicit the response of over 108 molecules No matter where they are located, signal receptors have several general characteristics signal receptors are specific to cell types (i.e. you wont find insulin receptors on bone cells) receptors are dynamic the number of receptors on a cell surface is variable the ability of a molecule to bind to the receptor is not fixed (i.e. it may decline w/ intense stimulation) receptors can be blocked Two Methods of Cell-Cell Communication Steroid Hormones can enter directly into a cell bind to receptors in the cytosol hormone-receptor complex binds to DNA, inducing change testosterone, estrogen, progesterone are examples of steroid hormones Signal Transduction conversion of signals from one form to another Very complicated pathways all are different! G Protein receptors G-proteins are called as such because they have GTP bound to them Receptors have inactive G-proteins associated with them When the signal binds to the receptor, the G-protein changes shape and becomes active (into the on configuration) The active G-protein binds to an enzyme which produces a secondary message Frequently, second messengers activate other messengers, creating a cascade G-protein signal transduction sequences are extremely common in animal systems embryonic development human vision and smell over 60% of all medications used today exert their effects by influencing G-protein pathways Tyrosine-Kinase Receptors Another Example of a Signal Transduction Pathway Tyrosine-Kinase Receptors often have a structure similar to the diagram below: http://www.uic.edu/classes/bios/bios100/f06pm/tyro-kin02.jpg Part of the receptor on the cytoplasmic side serves as an enzyme which catalyzes the transfer of phosphate groups from ATP to the amino acid Tyrosine on a substrate protein The activation of a Tyrosine-Kinase Receptor occurs as follows: Two signal molecule binds to two nearby Tyrosine-Kinase Receptors, causing them to aggregate, forming a dimer The formation of a dimer activated the Tyrosine-Kinase portion of each polypeptide The activated Tyrosine-Kinases phosphorylate the Tyrosine residues on the protein The activated receptor protein is now recognized by specific relay proteins They bind to the phosphorylated tyrosines, which cause, you guessed it, a conformation change. The activated relay protein can then trigger a cellular response One activated Tyrosine-Kinase dimer can activate over ten different relay proteins, each which triggers a different response The ability of one ligand binding event to elicit so many response pathways is a key difference between these receptors and G-protein-linked receptors (that, and the absence of G- proteins of course) Abnormal Tyrosine-Kinases that aggregate without the binding of a ligand have been linked with some forms of cancer Signal Transduction Shutdown Most signal-transduction/hormone systems are designed to shut down rapidly Enzymes called phosphatases remove the phosphate groups from secondary messengers in the cascade This will shut down the signal transduction pathway at least until another signal is received

Immigration in the USA Essay -- American Dream, Political Asylum

The United States of America is the best place for immigration. The history proved that the United States was the dream land, the place of chances. That started when Europeans escaped form their countries because there were no jobs and no safe places to live. America became the best choice for people who were looking for political asylum, jobs, or freedom, but after a few generations something changed the Americans look to immigrants as strangers and they forgot where they are from because America is multicultural place and immigration movement should be understandable, but this is not the case. Governments should develop good laws for them. By giving rights to immigrants to stay in America, to protect them, and to allow people who deserve to come to America. Immigration to America began when Christopher Columbus discovered the new land now called the American continent. Immigration increased in the 17th century when people came from Europe, Africa, and Asia to the new land. There were many colonies, for example: British colonial, and Dutch. When people came they go to their people and find jobs as farmers. The first immigrants were in the east coast around 1607 to 1775 after the number of immigrants increased. In 1790 - 1850 there were few immigrants who came to America, but in 1850 to 1930 the number of immigrations increased (Dolan 4). Dolan P shows "Between 1850 and 1930, about 5 million Germans immigrated to the United States with a peak in the years between 1881 and 1885, when a million Germans left Germany and settled mostly in the Midwest. Between 1820 and 1930, 3.5 million British and 4.5 million Irish entered America. Before 1845 most Irish immigrants were Protestants. After 1845, Irish Catholics began arrivi... ...lifornia Press, 2010. Print. Wellman, Christopher, and Phillip Cole. Debating the Ethics of Immigration is There a Right ti Exclude?. New York : Oxford University Press, 2011. Print. Knott , Kim, and Seà ¡n McLoughlin, eds. Diasporas Concepts, Intersections, Identities. New York : Zed Books, 2010. Print. Lee, Erika, and Judy Yung. Angel Island Immigrant Gateway to America. New York : Oxford University Press, 2012. Print. Cohen, Jeffrey H, and Sirkeci Ibrahim. Cultures of Migration the Global Nature of Contemporary Mobility. Austin Texas: University of Texas Press, 2011.Print Erika, Lee. "U.S. Immigration and Naturalization Laws and Issues." Journal of American Ethnic History. Vol. 20. Issue 2 (2001): n. page. Web. 18 Apr. 2013. Gomez, Alan. "White House immigration plan offers path to residency." USA TODAY 17 February 2013, n. pag. Web. 24 Apr. 2013.

The Best in Style :: Writing Writers Essays

The Best in Style ‘Style’ is an idea that can mean different things to different people. Some like to define it in terms of ‘being one's self’ and going against the norm. But after reading two prominent style guides, "Style Towards Clarity and Grace," and "The Elements of Style," I began to form a different view on the subject as it pertains to writing. When attempting ‘good style’ and ‘good writing,’ writers should try to be original and not follow every rule religiously, but still follow some common writing elements. Many can increase usability for readers. A writer could make something completely unique and the only one who'd ‘get it’ might be himself. In "Style," John M. Williams says it this way: "But however well a writer understands principles, it is not enough for those who also want to articulate that understanding to others"(2). Unless we're writing in a diary, we write to ‘talk’ to other people and the style rules aid in this. That is where the style manuals come. They both outline many useful elements, but at the same time contain some that aren't needed by everyone. The first of these manuals is "The Elements of Style." Of the two manuals read in the class, this one had the least information yet the highest usability. It outlines grammar, usage, and style elements into simple paragraphs lead by headers. The approach sacrifices the depth that's offered in "Style," but allows for quicker referencing. The first section of "Elements" outlines most of the common usage and grammar rules. Some examples are "Use proper case of proper noun," and "Use a colon after an independent clause to introduce a list†¦"(Struck and White 7-9). Some would find these rules obvious or tedious. They don't guarantee great writing or style, but its less likely that you'll make useable writings without them. Seamless grammar alone aids the flow of reading. Multiple errors might slow the reader down and divert focus to the errors rather than the main point. Even after years of college, its not uncommon to find usage and grammar mistakes in some of my own papers; therefo re, I could use much of what's in here. The next section of "Elements" talks about principles of composition. It's similar to the usage section in that nothing alone listed will create great writing, but following some rules will make better writing more likely to happen.

Comparing Araby and Genesis Essay -- Comparison Compare Contrast Essay

Parallels between Araby and Genesis  Ã‚   In the Bible, the story of creation occurs in the garden of Eden.   The book of Genesis tells the tale of Adam and Eve, whom God allowed to eat the fruit from any tree in the garden except for that of the central tree of knowledge.   Unfortunately, with the serpent’s deceitful encouragement, Eve enticed Adam to eat from that banned tree.   The fruit opened Adam’s eyes to the reality that he was naked (Gen. 3:7-20).   Interestingly, the second paragraph of â€Å"Araby† alludes to the Genesis account of Eden.   â€Å"The wild garden behind the house contained a central apple tree and a few straggling bushes.†Ã‚   Aside from commenting on the â€Å"eroded† isle of Ireland, Joyce uses this allusion to arrange the entire plot of the story: man trusts woman, woman tricks man, and man realizes his mistake.   â€Å"Araby’s† Eve is the beloved girl who is kept nameless by Joyce, while Adam is the narrator, an adolescent boy who is i nfatuated with the Eve.   Through an examination of the shift in emotions and thoughts of the narrator through a plot filled with trust and betrayal, the reader discovers that a person’s mind distorts reality by creating a fantasy environment.   Without any control over reality and emotion, this illusionary world imprisons the thinker.   In other words, one’s mind self-paralyzes.    According to the narrator, Eve’s character is an innocent and beautiful young woman.   Since the story is written in first-person perspective, all commentary and descriptions in the story are those from the narrator’s perceptions.   Although the only name mentioned by the narrator for her is â€Å"Mangan’s sister† (perhaps after the Irish poet), the girl is obviously the object of the narrator’s affection.   The reader is int... ...me-when our emotionally distorted world is proven false.    By the examination of the shift of emotions and thoughts of the narrator through the plot of trust and betrayal, the reader discovers that a person’s mind distorts reality by creating a fantasy environment.   Without any control over reality and emotion, this illusionary world imprisons the thinker.   The hero narrator, the Adam, is betrayed by woman, the Eve.   Adam’s emotions had distorted his perception; Eve was his only companion, and the loss of her would have been devastating.   Considering his emotions had trapped him, Adam had no option but to follow Eve.   â€Å"Araby† seems to be Joyce’s comment on the Genesis story.   Joyce indicates to the reader that Adam had no choice except to eat the prohibited fruit.   Adam was paralyzed, similar to the narrator in â€Å"Araby† and many other characters of Dubliners.   

Organizational change Essay

Organizational change is an ongoing process with important implications for organizational effectiveness. An organization and its members must be constantly on the alert for changes from within the organization and from the outside environment, and they must learn how to adjust to change quickly and effectively. Organizational change is the movement of an organization away from its present state and toward some future state to increase its effectiveness. Forces for organizational change include competitive forces; economic, political, and global forces; demographic and social forces; and ethical forces. Organizations are often reluctant to change because resistance to change at the organization, group, and individual levels has given rise to organizational inertia. Sources of organization-level resistance to change include power and conflict, differences in functional orientation, mechanistic structure, and organizational culture. Sources of group-level resistance to change include group norms, group cohesiveness, and groupthink and escalation of commitment. Sources of individual-level resistance to change include uncertainty and insecurity, selective perception and retention, and habit. According to Lewin’s force-field theory of change, organizations are balanced between forces pushing for change and forces resistant to change. To get an organization to change, managers must find a way to increase the forces for change, reduce resistance to change, or do both simultaneously. Types of change fall into two broad categories: evolutionary and revolutionary. The main instruments of evolutionary change are sociotechnical systems theory, total quality management, and the development of flexible workers and work teams. The main instruments of revolutionary change are reengineering, restructuring, and innovation. Often, the revolutionary types of change that result from restructuring and reengineering are necessary only because an organization and its managers ignored or were unaware of changes in the environment and did not make incremental changes as needed. Action research is a strategy that managers can use to plan the change process. The main steps in action research are (a) diagnosis and analysis of the organization, (b) determining the desired future state, (c) implementing action, (d) evaluating the action, and (e) institutionalizing action research. Organizational development (OD) is a series of techniques and methods to increase the adaptability of organizations. OD techniques can be used to overcome resistance to change and to help the organization to change itself. OD techniques for dealing with resistance to change include education and communication, participation and empowerment, facilitation, bargaining and negotiation, manipulation, and coercion. OD techniques for promoting change include, at the individual level, counseling, sensitivity training, and process consultation; at the group level, team building and intergroup training; and at the organizational level, organizational confrontation meetings. CHAPTER OUTLINE 10. 1 What Is Organizational Change? Organizational change is the process by which organizations move from their current or present state to some desired future state to increase their effectiveness. An organization in decline may need to restructure its competences and resources to improve its fit with a changing environment. Even thriving, high-performing organizations such as Google, Apple, and Facebook need to continuously change the way they operate over time to meet ongoing challenges. Targets of Change Organizational change includes changes in four areas: 1. Human resources are an organization’s most important asset. Because these skills and abilities give an organization a competitive advantage, organizations must continually monitor their structures to find the most effective way of motivating and organizing human resources to acquire and use their skills. Changes made in human resources include investment in training, socializing employees, changing norms to motivate a diverse workforce, monitoring promotion and reward systems, and changing top management. 2. Each organizational function needs to develop procedures that allow it to manage the particular environment it faces. Crucial functions grow in importance while those whose usefulness is declining shrink. Thus, key functions grow in importance. Organizations can change structure, culture, and technology to improve the value created by functions. 3 Organizational change often involves changing the relationships between people and functions to increase their ability to create value. 10. 2 Forces for and Resistance to Organizational Change Forces for Change If managers are slow to respond to the forces of change, the organization will lag behind its competitors and its effectiveness will be compromised. (Refer to Figure 10. 1) Competitive forces spur change, because unless an organization matches or surpasses its competitors it will not survive. Managing change is crucial when competing for customers. To lead on the dimensions of efficiency or quality, an organization must constantly adopt the latest technology as it becomes available. To lead on the dimension of innovation and obtain a technological advantage over competitors, a company must possess skills in managing the process of innovation. Economic, political, and global forces, such as the North American Free Trade Agreement (NAFTA) or other economic unions, are significant forces of change. The European Union (EU) includes over 27 members eager to take advantage of a large protected market. Global challenges facing organizations include the need to change an organizational structure to allow expansion into foreign markets, the need to adapt to a variety of national cultures, and the need to help expatriate managers adapt to the economic, political, and cultural values of the countries in which they are located. Demographic and social forces include an increasingly diverse workforce. Changes in the demographic characteristics of the workforce require managers to change their styles of managing all employees and to learn how to understand, supervise, and motivate diverse members effectively. Many workers want to balance work and leisure. Managers need to abandon stereotypes and accept the importance of equity in the recruitment and promotion of new hires. Ethical forces such as increasing government, political, and social demands for more responsible and honest corporate behavior are compelling organizations to promote ethical behavior. Many companies have created the position of ethics officer. If organizations operate in countries that pay little attention to human rights or to the well-being of organizational members, they have to learn how to change these standards and to protect their overseas employees. Resistances to Change Resistance to change lowers an organization’s effectiveness and reduces its chances of survival. Resistances or impediments to change that cause inertia are found at the organization, group, and individual levels. (Refer to Figure 10. 1) Organization-Level Resistance to Change Power and conflict: When change causes power struggles and organizational conflict, an organization is likely to resist it. If change benefits one function at the expense of another, conflict impedes the change process. In the old IBM, for example, managers of its mainframe computer division fought off attempts to redirect IBM’s resources to produce the PCs that customers wanted in order to preserve their own power. Differences in functional orientation: This means that different functions and divisions often see the source of a problem differently because they see an issue or problem primarily from their own viewpoint. This tunnel vision increases organizational inertia. Mechanistic structure: Mechanistic structures are more resistant to change. People who work within a mechanistic structure are expected to act in certain ways and do not develop the capacity to adjust their behavior to changing conditions. A mechanistic structure typically develops as an organization grows and is a principal source of inertia, especially in large organizations. The extensive use of mutual adjustment and decentralized authority in an organic structure makes it less resistant to change. Organizational culture: Organizational culture, values, and norms cause resistance to change. If organizational change disrupts taken-for-granted values and norms and forces people to change what they do and how they do it, an organization’s culture will cause resistance to change. Group-Level Resistance to Change Many groups develop strong informal norms that specify appropriate and inappropriate behaviors and govern the interactions between group members. Often, change alters task and role relationships in a group; when it does, it disrupts group norms and the informal expectations that group members have of one another. As a result, members of a group may resist change because a new set of norms must be developed to meet the needs of the new situation. Group cohesiveness, the attractiveness of a group to its members, also affects group performance. A highly cohesive group may resist attempts by management to change what it does or even who is a member of the group. Groupthink and escalation of commitment also make changing a group’s behavior very difficult. Individual-Level Resistance to Change People tend to resist change because they feel uncertain and insecure about what its outcome will be. Selective perception and retention suggest that people perceive information consistent with their views. If change doesn’t benefit them, they do not endorse it. People’s preference for familiar actions and events is a further impediment to change. Lewin’s Force-Field Theory of Change Force-field theory is a theory of organizational change that argues that two sets of opposing forces within an organization determine how change will take place. When the forces are evenly balanced, the organization is in a state of inertia and does not change. To get an organization to change, managers must find a way to increase the forces for change, reduce resistance to change, or do both simultaneously. Any of these strategies will overcome inertia and cause an organization to change. (Refer to Figure 10. 2) Managerial Implications Managers must continuously monitor the environment to identify the forces for change. They must analyze how the change will affect the organization and determine which type of change to pursue. 10. 3 Evolutionary and Revolutionary Change in Organizations Evolutionary change refers to change that is gradual, incremental, and specifically focused. It adds small adjustments to strategy and structure to handle environmental changes. Sociotechnical systems theory, total quality management, and the creation of empowered, flexible work groups are three instruments of evolutionary change that organizations use in their attempt to make incremental improvements in the way work gets done. Revolutionary change refers to change that is sudden, drastic, and organization-wide. It has repercussions at all levels in the organization—corporate, divisional, functional, group, and individual. Three ways to implement revolutionary change are reengineering, restructuring, and innovation. Developments in Evolutionary Change: Sociotechnical Systems Theory Sociotechnical systems theory is a theory that proposes the importance of changing role and task or technical relationships to increase organizational effectiveness. It emerged from a study of changing work practices in the British coal-mining industry. The socio-technical systems theory argues that managers need to fit or jointly optimize the workings of the technical and social systems. A poor fit between an organization’s technology and social system leads to failure, but a close fit leads to success. When managers change task and role relationships, they must recognize the need to adjust the technical and social systems gradually so group norms and cohesiveness are not disrupted. By taking this gradual approach, an organization can avoid the group-level resistance to change. Researchers suggest that a team-oriented system promotes values that enhance efficiency and product quality. Total quality management uses sociotechnical systems theory. Total Quality Management Total quality management (TQM) is a technique developed by W. Edwards Deming to continuously improve the effectiveness of flexible work teams. It was embraced by Japanese companies after World War II. Changes frequently inspired by TQM include altering the design or type of machines used to assemble products and reorganizing the sequence of activities—either within or between functions—necessary to provide a service to a customer. Changing cross-functional relationships to help improve quality is important in TQM. The changes associated with TQM are changes in task, role, and group relationships. Implementing a TQM program is not always easy because it requires workers and managers to adopt new ways of viewing their roles in an organization. Managers must be willing to decentralize control of decision making, empower workers, and assume the role of facilitator rather than supervisor. The â€Å"command and control† model gives way to an â€Å"advise and support† model. Flexible Workers and Flexible Work Teams In implementing socio-technical systems theory and TQM, many organizations are finding it easier to achieve their goals by using flexible workers and teams. Flexible workers can be transferred between departments and functions as demand changes. The advantages of flexible workers include quick response to environmental changes; reduced boredom and increased incentives for quality; better understanding by learning one another’s tasks; and combining tasks to increase efficiency and reduce costs. A flexible work team is a group of workers who assume responsibility for performing all the operations necessary for completing a specified stage in the manufacturing process. A flexible work team is self-managed; members jointly assign tasks and transfer from one task to another. In a flexible work team, separate teams assemble different components and turn those components over to the final-product work team, which assembles the final product. Each team’s activities are driven by demands that have their origins in customer demands for the final product. (Refer to Figure 10. 3) Developments in Revolutionary Change: Reengineering The term â€Å"reengineering† has been used to refer to the process by which managers redesign how tasks are bundled into roles and functions to improve organizational effectiveness. It involves rethinking business processes, activities that cross functional boundaries. Instead of focusing on an organization’s functions in isolation from one another, managers make business processes the focus of attention. A business process is an activity that cuts across functional boundaries and is vital to the quick delivery of goods and services or that promotes high quality or low costs. Because reengineering focuses on business processes and not functions, an organization must rethink the way it approaches organizing its activities. A good example of how to use reengineering to increase functional integration comes from attempts to redesign the materials management function to improve its effectiveness. In the traditional functional design the three main components of materials management—purchasing, production control, and distribution—were typically in separate functions and had little to do with one another. Thus coordinating their activities is difficult. Each function has its own hierarchy, and there are problems in both vertical and horizontal communication. Today, most organizations put all three of the functional activities involved in the materials management process inside one function. Three guidelines for performing reengineering successfully are as follows: Organize around outcomes, not tasks. 2. Have those who use the output of the process perform the process. 3. Decentralize decision making to the point where the decision is made. Reengineering and TQM are highly interrelated and complementary. E-Engineering This is a term used to refer to companies’ attempts to use all kinds of information systems to improve performance. The importance of e-engineering is increasing as it changes the way a company organizes its value-creation functions and links them to improve its performance. Restructuring Restructuring is a process by which managers change task and authority relationships and redesign organizational structure and culture to improve organizational effectiveness. Downsizing is the process by which managers streamline the organizational hierarchy and lay off managers and workers to reduce bureaucratic costs. The drive to decrease bureaucratic costs results from competitive pressures. Mergers and acquisitions in many industries, such as banking, have led to downsizing because fewer managers are needed. Other companies have reduced staff to match competitors. The negative effects of downsizing include overworked managers and lost opportunities. Companies that fail to control growth must downsize to remain competitive. The terms anorexic or hollow are used to refer to organizations that downsized too much and have too few managers to help them grow when conditions change. Restructuring, like other change strategies, generates resistance to change. Often, the decision to downsize requires the establishment of new task and role relationships. Because this change may threaten the jobs of some workers, they resist the changes taking place. Innovation Innovation refers to the process by which organizations use their skills and resources to develop new goods and services or to develop new production and operating systems so they can better respond to the needs of their customers. 10. 4 Managing Change: Action Research In Lewin’s view, implementing change is a three-step process: (1) unfreezing the organization from its present state, (2) making the change, and (3) refreezing the organization in the new, desired state so its members do not revert to their previous work attitudes and role behavior. Action research is a strategy for generating and acquiring knowledge that managers can use to define an organization’s desired future state and to plan a change program that allows the organization to reach that state. Figure 10. 6 highlights the steps in action research. Diagnosis of the Organization The first step in action research requires managers to recognize the existence of a problem that needs to be solved and acknowledge that some type of change is needed to solve it. In general, recognition of the need for change arises because somebody in the organization perceives a gap between desired performance and actual performance. Determining the Desired Future State This step also involves a difficult planning process as managers work out various alternative courses of action that could move the organization to where they would like it to be and determine what type of change to implement. Implementing Action 1. First, managers identify possible impediments to change at all levels. The second step is deciding who will be responsible for actually making the changes and controlling the change process. The choices are to employ either external change agents or internal change agents or use some combination of both. 3. The third step is deciding which specific change strategy will most effectively unfreeze, change, and refreeze the organization. The types of change that these techniques give rise to fall into two categories: Top-down change is implemented by managers at a high level in the organization, knowing that the change will reverberate at all organizational levels. Bottom-up change is implemented by employees at low levels in the organization that gradually rises until it is felt throughout the organization. Evaluating the Action The fourth step in action research is evaluating the action that has been taken and assessing the degree to which the changes have accomplished the desired objectives. The best way to evaluate the change process is to develop measures or criteria that allow managers to assess whether the organization has reached its desired objectives. Institutionalizing Action Research Organizations need to institutionalize action research—that is, make it a required habit or a norm adopted by every member of an organization. The institutionalization of action research is as necessary at the top of the organization as it is on the shop floor. Managerial Implications Managers must develop criteria to evaluate whether a change is necessary, and carefully design a plan that minimizes resistance. 10. 5 Organizational Development Organizational development (OD) is a series of techniques and methods that managers can use in their action research program to increase the adaptability of their organization. The goal of OD is to improve organizational effectiveness and to help people in organizations reach their potential and realize their goals and objectives. OD Techniques to Deal with Resistance to Change Education and Communication: One impediment to change is that participants are uncertain about what is going to happen. Through education and communication, internal and external agents of change can provide organizational members with information about the change and how it will affect them. Participation and Empowerment: Inviting workers to participate in the change process is a popular method of reducing resistance to change. Participation complements empowerment, increases workers’ involvement in decision making, and gives them greater autonomy to change work procedures to improve organizational performance. These are key elements of most TQM programs. People that are involved in the change and decision-making process are more likely to embrace rather than resist. Facilitation: Both managers and workers find change stressful. There are several ways in which organizations can help their members to manage stress: providing them with training to help them learn how to perform new tasks, providing them with time off from work to recuperate from the stressful effects of change, or even giving senior members sabbaticals. Bargaining and Negotiation: Bargaining and negotiation are important tools that help managers manage conflict. Because change causes conflict, bargaining is an important tool in overcoming resistance to change. Manipulation: Sometimes senior managers need to intervene, as politics shows that powerful managers have considerable ability to resist change. Coercion: The ultimate way to eliminate resistance to change is to coerce the key players into accepting change and threaten dire consequences if they choose to resist. The disadvantage is that it can leave people angry and disenchanted and can make the refreezing process difficult. OD Techniques to Promote Change Counseling, Sensitivity Training, and Process Consultation: Recognizing that each individual is different also requires them to be treated or managed differently. Sometimes, counseling will help individuals understand that their own perceptions of a situation may be incorrect. Sensitivity training is an OD technique that consists of intense counseling in which group members, aided by a facilitator, learn how others perceive them and may learn how to deal more sensitively with others. Process consultation is an OD technique in which a facilitator works closely with a manager on the job to help the manager improve his or her interactions with other group members. Team building is an OD technique in which a facilitator first observes the interactions of group members and then helps them become aware of ways to improve their work interactions. The goal of team building is to improve group processes to achieve process gains and reduce process losses that are occurring because of shirking and freeriding. Intergroup training is an OD technique that uses team building to improve the work interactions of different functions or divisions. Its goal is to improve organizational performance by focusing on a function’s or division’s joint activities and output. Organizational mirroring is an OD technique in which a facilitator helps two interdependent groups explore their perceptions and relations in order to improve their work interactions. This technique is designed to get both interdependent groups to see the perspective of the other side. Appreciating others’ perspectives allows the groups to work together more effectively. Total Organizational Interventions: A variety of OD techniques can be used at the organization level to promote organization-wide change. Organizational confrontation meeting is an OD technique that brings together all of the managers of an organization at a meeting to confront the issue of whether the organization is meeting its goals effectively.

Sexual Harassment Policy

It shall remain to be the policy of this organization that no employee shall be intimidated by colleagues, male or female on sexual issues. When such incidents are reported, they shall be treated as cases of sexual harassment punishable by the measures outlined in this policy. In the case of this organization sexual harassment shall be considered to be unwelcome or unwarranted sexual advances, requests for sexual favors as well as all other verbal or non verbal (physical) conduct of sexual nature directed to an employee without his or her consented wish (Conte, 2008).This company shall therefore take the following issues as sexual harassment and shall all be punishable in equal measure without discrimination, favor or fear of contradiction; ? Any form of touching or any other body contact that may be sexually suggestive. This includes but is not limited to, o Grabbing any employee around the waist o Patting or scratching or another persons back o Pecking, tickling among other things ? Unwelcome gestures, jokes use of offensive and unsolicited comments on clothing? Unwanted flirting and repeated request for dates that are turned down ? Playing suggestive music ? Display of sexually suggestive posters, pictures or objects ? Transmitting emails of suggestive nature (Koss, 2008). Procedure for Reporting Sexual Harassment Unlike other complains that this company strictly demands that the clear channel of authority be followed, cases of sexual harassment can be reported to any person above the victim’s rank who the victim feels open and free to share the details of the harassment.After the senior officer has received these details, he is expected to channel those complains to the human resource department within eight working hours for investigation to be conducted. The human resource department shall take the case to its committee and initiate the initial fact finding mission that shall provide the facts to the case. After the facts have been gathered and the re is clear evidence that the accused is guilty of sexually harassing a colleague, he or she (offender) shall be summoned and his side of the story listened.He or she shall also be expected to either approve that the misconduct he is accused to have committed are true as the case is, are true but are exaggerated, or refuse to accept the allegation. If he or she accepts the happening of the misconduct, a chance for a formal defense shall be offered where his side of the story shall be listened and contrasted with the facts given by the complainant. After cross examining the accused as well as the victim, the committee shall then take the appropriate action depending on the nature of the harassment and the facts established.Severe cases shall be punished through termination of contract and a request to the relevant state authorities for trials in the judicial systems. This policy is expected to promote the laws that emphasize equal employment opportunities. The Equal Employment Opport unity Commission (EEOC) is the agency mandated to promote equal employment opportunities to all qualified citizens. It therefore discourages any form of discriminate against Sexual Harassment Age, National Origin, Disability, Race, Pregnancy, Religion, Sex or Gender.The commission also roots for Equal Pay among the workers irregardless of gender while at the same time gets to evaluate the response towards cases of Sexual Harassment Claim (Bohlander, 2007). Reference: Conte A. (2008), Sexual Harassment in the Workplace: Law and Practice, Vol. 5, New York; Panel Publishers Koss P. , (2008) Changed Lives: The Psychological Impact of Sexual Harassment. New York; University of New York Press. Bohlander, G. W. (2007), Managing Human Resources; New York, Thomson Publishers

Prison Reforms Essay

Prisons as often been indicated, are total institutions. They are total in the sense that much of the aspects of an individuals life is out of his or her control. Within prisons, the human life as we know it is subjected to numerous constraints which include spatial confinement impacting on the freedom of movement. It has often been stated that prisons adversely affect the normal development and growth of individuals as the aging process is normally accelerated. Prisons take physical toll on an individual’s body as it has been estimated that an inmate doing any amount of time will look ten years older than their actual age (Cordilia, 1983). However, one certain fact is that prisoners are â€Å"doing time†. This is a phrase normally used to refer to the human suffering characteristic of individuals and their life within the confines of the prison. Statistical evidence show that correctional officers suffer from all types of conditions related with stress due to their conditions and state within the prisons. Such include serious alcohol abuse, depression, heart attacks, hypertension and ulcers. According to Silverman and Vega (1996), an individual’s life expectancy is reduced by more than eighty percent when serving any amount of years in the prison. This points towards prisons being â€Å"hard† places where human life as we understand it is reduced to something indescribable. As much as prisons are meant to deter crimes, more often that not, they emerge as schools of crime. An individual after serving his or her sentences emerges into the society with a new set of skills which ultimately threatens the society even more. Most individuals found guilty of various crimes go in as petty and sometimes as non-violent offenders only to come out as different individuals exhibiting violence and serious tendencies. It has been noticed that serious and violent crimes are committed a specific group of individuals known as seven seventy theory where seventy percent of crimes are committed by seven percent of offenders (Wolfgang et. al. 1792). Within three years of their release, two thirds of individuals released from prison will be back. Could it be that the prisons may not be doing enough to model prisoners so they may be integrated in the society or are the prisons better places to be for some people? The latter is unlikely since the conditions within prisons are deplorable. How then do the prisons serve their purpose and how can they be reformed? In order to answer the question, it is imperative to look at what it means to serve a sentence in prison. Within the prison system, there are sets of codes that govern life within the prisons. There are the official general administrative rules and regulation, codes which govern convicts, the color line and rules set by gangs which are often referred to as gang membership rules (Hackett, et. al. 1986). The official rules are the acceptable codes within the prisons. That is, they are the dos and the don’ts. The convict codes on the other hand are the perceived description of what or how a good or perfect convict should be. Color line seems invisible but one is bound to notice it especially when specific races dominate various turf areas. Gang codes are underground outlines for enterprises run by criminals. All these tend to shape the prison system and any attempt at reforms must focus on these codes and how they affect individuals who have been incarcerated. It cannot be denied that the condition of prisoners is affected by these codes which govern the relationship among the subjects within the confines of prison. As such, various aspects like health, violence, death and infections can be attributed to how the system handles the outbreak of such things as stated in the prison laws (Johnson, 1996). For instance, there are some administrative laws which may negatively impact on the wellbeing of prisoners, or there may be policies which may impact negatively on correctional officers. Beyond these internal factors, there are some measures which may result in prisons being overcrowded. Coupled with the rules which exist within the prisons, overcrowding may facilitate the spread of diseases within the prison. Of all the problems which characterize prison life, diseases and violence are the most dreaded (Sykes, 1958). However, the structure of the prisons may determine how such occurrences are treated so that they do not result in catastrophes. The existence of codes within the prison system which seem to govern the conduct of both inmates and correctional officers should be one of the major focus of reforms. For instance, convict codes do not actually prohibit violence, rape or killing other inmates. The ultimate tool of control within the prisons being segregation where an inmate is confined for a given period of time, an individual may be exposed to various dangers which may result in harm (Toch, 1977). As much as inmates are considered to be social outcasts, there still exist some inalienable rights which they possess. Such includes the right to life. For prisons to effectively perform their functions, there is need for serious reforms. An individual’s inalienable rights are affected when they are exposed to conditions which make them vulnerable to diseases, violence and a general stare of disorder. Such are the prison conditions. With overcrowding, there is bound to be numerous problems which culminate into what can be termed as human rights abuse both by fellow inmates and prison officers. Overcrowding also means that diseases can easily spread which has a consequence of endangering the lives of the inmates. Hard criminals are also bound to take advantage of newly imprisoned individuals. As such, prison reforms must address how such groups are differentiated so as to avoid such eventualities as rapes and murders. As much as prison reforms may be focused on the inmates, the work of correctional officers should not be overlooked. There are instances when inmates attack correctional officers leading to serious situations hence making their jobs to be difficult. With this regard, prison reforms should also look at ensuring ways of guaranteeing the safety of the correctional officers since they are bound to be harmed by hardcore criminals and gangs. Since an inmate cannot be tried twice, there is an element of immunity to the judicial system which may lead them to hurt correctional officers with impunity. Active measures must be taken to ensure that correctional officers are ascertained safety within the scope of their practice since they are the people solely responsible for ensuring that criminals remain where they belong. Much of prison reforms have focused in improving the condition of prisoners by introducing in one way or another some form of entertainment. As much as these may be necessary, the main focus of reforms should be to ensure that released convicts do not pose any threat to the society after completing their term. Contrary to most reforms, prisons should not be turned into holiday camps for prisoners as this is bound to have an effect on the rate of crime. Any serious prison reform instead should focus on the condition of prisoners in terms of basic facilities like beds and adequate meals so that the inmates’ lives may not be threatened by diseases resulting from overcrowding and poor sanitary. As such, prison reforms must be far fetched so as to encompass the prison environment in totality. A way through which inmates and correctional officers can better cooperate so that the prison conditions can be improved should also be the focus of reforms. However, there is often a struggle which exists between the inmates and the correctional officers (Braswell et. al, 1994). As such, there are often some elements of animosity between the convicts and the inmates. This animosity at times become so severe that is expressed violently. This makes it virtually impossible for meaningful reforms to be achieved since, beside those reforms that need adjusting facilities, enforcing rules become a tragedy. Since it is possible that convicts can come out of prisons and still be productive members of the society, there is need to equip them with knowledge which will guarantee their survival when their terms end. Such knowledge should guide them in dropping the criminal mindset that they have developed so as not to end up in prisons again. This may not be as easy but with good cooperation between the education sector and the prisons department, some inmates may further their academic dreams while still serving their sentences. This is however not easily achievable because the society is often suspicious of individuals who have a history of crime. Even with exceptional skills, the society is bound to distrust released convicts. However, there are those convicts whose desire is to once again integrate into the society and join their family members while performing productive duties. The government together with the prison’s department should collaborate to ensure that such individuals do not waste their lives in prison perfecting the art of crime. Every convict who has completed his or her time should be guided through active reforms within the prisons that ensure that they do not find themselves resorting to crime as a means of sustenance especially for those criminals involved with robbery, burglary and theft. Educational programs have been successful in curbing the tendency of released inmates to commit crimes. Inmates who successfully completed a high school diploma or GED are less likely to commit crimes after release than those who have not attained similar education. As such, education for the inmates should also be the focus of serious reforms. A major setback for such education programs is that few inmates can access them. Only five percent of the inmate population can access these educative and rehabilitation programs which is a very small percentage as compared to those that these programs are meant. The main challenge for any reforms targeting prisons is not only how to guarantee the wellbeing of prisoners when they are inside the prisons but also how to integrate them in the society after their terms are over without posing any threat to the society. Any meaningful prison reforms should focus on prisons as a means of achieving an end and not as an end in itself (Goldstein et. al. 1989). For example, prisons should focus on how to ensure that once a person has been declared unfit to live with others within the society, they should be modeled to acquire the skills of avoiding to engage in criminal acts and thus extend the good virtues which the society seek to further as criminality is just a state of mind which can also be altered just like other states of mind.

Interpersonal Relationship Analysis: Characters of the Film Public Enemies

Communications 100 Interpersonal Analysis Effective interpersonal communication is crucial to development of all denominations of relationships between two or more individuals; from roll relationships shared between a doctor and patient, to platonic relationships shared between friends. Chiefly, interpersonal communication is arguably the most essential aspect contributing to the success or failure of a romantic relationship between a dyad.Communication directly influences the type of relationship participants share, how the relationship unfolds, and how satisfying that relationship is to the individuals sharing it. A lack of communication between individuals in an intimate relationship, such as one shared between a boyfriends and a girlfriend, typically results in mutual dissatisfaction which can lead to a decline in health of the individuals, both physically and emotionally, and ultimately, the disintegration of the relationship altogether. Read also Analysis of Characters in Flannery O’Connor’s â€Å"The Life You Save May Be Your Own†Romantic relationships develop and change over time as people communicate with one another. The evolution of the relationship can be depicted through four specific models; Irwin Altman and Dalmas Taylor’s Social Penetration Theory, Mark Knapp and Anita Vangelisti’s Knapp’s Stage Model, Leslie Baxter and Connie Bullis’s Turning Point Model and, Leslie Baxter’s Dialectical Theory. The progression of romantic relationships can easily be analyzed in films because they are vividly depicted and often over exaggerated.Michael Mann’s 2009 film, Public Enemies, an adaptation of the non-fiction book by Bryan Burrough, Public Enemies: America’s Greatest Crime Wave and the Birth of the FBI, 1933-34, chronicles the progression of the romantic relationship between the notorious bank robber John Dillinger and Billie Frechette while he is pursued by FBI agent Melvin Purvis in the midst of the Great Depression. The relationship Frechette and Dillinger carry out in the film perfectly displays the natural progression of an intimate relationship through the first five steps of the staircase in Knapp’s Stage Model.Knapp’s Stage Model is a communication model that conceptualizes relational development as a staircase consisting of five steps, with each step representing a respective stage of the relationship, that lead up toward commitment followed by five steps that descend from commitment towards the end of a relationship. The five steps that lead upwards towards commitment in chronological order are: initiating, experimenting, intensifying, integrating, and bonding. John Dillinger and Billie Frechette met one night at the Aragon Ballroom in Chicago where the initiating stage occurred.Initiating is when the individuals try to establish as positive an impression of oneself as possible to appear likeable an d pleasant. This stage is where the first impressions are made from a greetings and physical appearance. However, in order for the initiating stage to occur, the individuals need to signal interest in initiating contact at all. In our society, especially historically in time periods like the Great Depression, men typically initiate heterosexual romantic relationships, but only after the woman sends cues that they are single and interested primarily through kinesics nonverbal communication like eye contact and smiles.The excerpt from the movie script below shows the pre-initiation stage where Dillinger first sees Frechette and she sends nonverbal cues from across the crowded ballroom that she is both available and interested: ARAGON BALLROOM-NIGHT JOHN DILLINGER is watching a sexy young woman on the dance floor. He loses sight of her†¦ He's expecting someone. Then, Dillinger sees her again: jet black hair in a bob, brown eyes, high and a great smile. She lights up a room. She is BILLIE FRECHETTE. She feels the stare and looks over. She studies him, then, looks away. Dillinger adjusts his chair to watch for the girl.Dellinger can't see Billie anymore. Billie reappears, dancing with a young man. Dillinger keeps his eye on Billie. Music ends. Young man escorts her to her table. He tries to join her. She turns him down. Dillinger finishes his drink, approaches. He now sees how beautiful Billie is. She looks Dillinger straight in the eye. Clear skin, dark eyes with humor playing about the edges. He unexpectedly starts to feel nervous. He gives her his best grin. Next is the initiating stage where Dillinger initiates communication following a standard interpersonal script for meeting a new person consisting of an icebreaker and beginning an introduction.Billie forms a first impression of Dillinger based on her perceptions of him. Billie categorizes him by labeling him in her mind as â€Å"Not a hustler† and interprets that â€Å"he’s holding somet hing back† from the sensory input she selected to focus on. She then provides feedback showing her mutual interest to proceed to the experimenting stage. DILLINGER I don't know what you said to your friend, but I sure am glad you did. What's your name? Billie looks him over: a well-made man in a good suit with a great smile. And, paradoxes: he easily talks to women but he's not a hustler. He's young, but there's a world of experience in his face.Open, but he's holding something back. BILLIE Billie Frechette. DILLINGER Can I buy you a drink? Billie rises and they cross the bar. Is that French? BILLIE On my father's side. There's an â€Å"e† at the end. Do you have a name? DILLINGER Jack Harris. Music changes to â€Å"Bye Bye Blackbird. † The experimenting stage on relational development is when the participants try to learn more about each other by asking questions and start to self-disclose information to establish common interests. Typically, the proxemics obser ved between two people who are just beginning to become acquainted is at a personal distance of eighteen inches to four feet.However, because the progression of relationship between Dillinger and Frechette is depicted in a film that is just under two hours in duration, the experimenting stage is combined with the proceeding intensifying stage. Thus, Billie and Dillinger quickly move to an intimate distance while dancing to increase their connectedness. This stage is full of â€Å"tests. † First, individuals test the potential of progressing the relationship further by increasing self-disclosure to see if the other reciprocates the same level of disclosure and gain feedback on their impressions.Billie tests Dillinger to see how he reacts to her ethnicity in era in which darker physical characteristics were not valued as highly on the social comparison scale of attractiveness. Billie expresses her self-concept perceptions that that been influenced by the reflected appraisals fr om society when she shares her primary identity by stating â€Å"I’m Menominee Indian,† and secondary identity by stating â€Å"I check coats at the Steuben Club. † BILLIE Do you dance, Jack? DILLINGER I don't know how. BILLIE How come you don't know how to dance? It’s easy. Follow me.This is a two-step. She smiles a pretty smile at him. She stays an inch or two distant in his arms. It’s slow and languorous. He follows her with little difficulty. DILLINGER My, but you are pretty. They look into each other's eyes. He pulls her closer, wants to kiss her long smooth neck. He almost can't resist†¦ Their lips are an inch apart. And then she rests her cheek on his shoulder and the kiss that wasn't hangs in the air around them. He whispers†¦ Daddy’s French, what's on the other side? BILLIE Im Menominee Indian OK. But most men don't like that†¦She glares at him. DILLINGER I'm not most men. BILLIE And I check coats at the Steuben Club. What do you do, Jack? DILLINGER I'm catching up. BILLIE Catching up on what? DILLINGER On life, meeting someone like you. Dark, beautiful, like the black bird in that song He touches her hair. She laughs at the flattery. Holds his eyes a beat with an ironic look. He returns the look. They look away. Say, how'd you like some dinner? Billy nods. He nods courteously to her girlfriends, grabs her coat, puts a hand around Billie's waist and steers her out. It’s cold in the street.Dillinger pulls her close. Following, is the integration stage of relationship growth. During the fourth step, the deepest levels of self-disclosure begin signaling trust and intimacy and the individuals portray themselves as couple. Billie and Dillinger go to a restaurant together appearing to others as a couple. This scene also perfectly illustrates the three key factors necessary in the influence of one’s attraction to another: proximity, physical attractiveness, and similarity. GOLD COAST REST AURANT – NIGHT Dillinger slips him bills. He and Billie are shown to a table.The clientele is North Shore old money and businessmen. Some of the women are in dazzling dresses even though it's mid-Depression. A few stare at Billie. She's out of her class. BILLIE What is it, exactly that you do for a living? She stares at him, ignoring her menu. He looks over the top of his menu DILLINGER. I’m John Dillinger. I rob banks. That's where all these people here put their money. BILLIE Why'd you tell me that? You could have made up a story†¦ DILLINGER ‘Cause I ain’t gonna lie to you. BILLIE That's a pretty serious thing to say to a girl you just met.DILLINGER I know you. BILLIE Well, I don’t know you†¦I haven't been any place or done anything. DILLINGER Some of the places I been ain't so hot. Where I'm going is a lot better. Wanna come along? BILLIE Boy, you are in a hurry. DILLINGER If you were looking at what I am looking at, you'd be in a hurry too. Laughs at his flattery, which she is also finding persuasive, then leans in. BILLIE Well, it’s me they're looking at this time. DILLINGER That's 'cause you're beautiful. BILLIE They’re looking at me because they're not used to having a girl in their restaurant in a three-dollar dress.He takes her hand DILLINGER Listen, doll, that's 'cause they're all about where people come from. Only thing important is where somebody's going. She smiles excitedly BILLIE Where are you going? DILLINGER Anywhere I want. Let's get out of here. She nods. They get up, get their things and he leads her with his hand on the small of her back. On their way†¦ a man intercepts Dillinger. (To Billie): Go wait outside. I'll be right there. Billie turns and walks out of the restaurant. Finally, the fifth stage of the relational development incline towards commitment is bonding.The bonding stage is where the relationship is characterized by public commitment. STEUBEN CLUB- NIGHT Dillinger enters, sees Billie talking with another hostess checking coats and hats. BILLIE (Without looking up at Dillinger): May I check your coat, sir? DILLINGER You ran out on me. BILLIE You left me standing alone on the sidewalk. She places her hand on her hip DILLINGER If you're going to be my girl, you have to swear you'll never, ever do that again. A CUSTOMER comes up and puts his ticket on the counter. BILLIE (Ignoring customer) Hey! I’m not your girl!And I’m not going to say that DILLINGER I'm waiting. CUSTOMER So am I. DILLINGER (to Billie) â€Å"I am not ever going to run out on you again. † Say it. BILLIE No. DILLINGER Well, I ain’t ever gonna run out on you. And that's a promise. CUSTOMER Well, I want to run out of here. So, lady, will you get my coat†¦? Dillinger swings him to the counter, grabs the man's ticket, slams through the half door, finds the man's coat, tosses it at him†¦ DILLINGER (To Customer): Hit the road Sport. Beat the tip. (To Billie): You ain't getting other people's hats and coats no more either.You’re with me now. He takes her coat and holds it for her. She doesn't move. BILLIE I don't know anything about you. DILLINGER I was raised on a farm in Mooresville, Indiana. My ma died when I was three. My daddy beat the hell out of me because he didn't know no better way to raise me I like baseball, movies, good clothes, fast cars, and you. What else do you need to know? She gets into her coat. Dillinger opens the door for her. Although this interaction is fictional, John Dillinger and Billie Frechette really did carry out a relationship that progressed much like the one depicted above.However, their relationship did not decline down the staircase through the five steps of termination; differentiating, circumscribing, stagnating, avoiding, and terminating, because John Dillinger was shot and killed by FBI agent Winstead outside of the Biograph Theatre in Chicago. Billie was incarcerated on charges of being an accomplice to one of America’s most wanted criminals until 1936 and lived the rest of her life in Wisconsin. Works Cited Alberts, Jess K. , Judith N. Martin, and Thomas K. Nakayama. Communication Fundamentals. Boston, MA: Pearson Education, 2011.Print. Eiderman, Ann, Michael Mann, and Ronan Bennett. â€Å"Public Enemies Script. † The Internet Movie Script Database (IMSDb). N. p. , Nov. 2007. Web. 19 Mar. 2013. ;http://www. imsdb. com/scripts/Public-Enemies. html;. â€Å"Knapp's Relational Development Model. † Wikipedia. Wikimedia Foundation, 16 Mar. 2013. Web. 19 Mar. 2013. ;http://en. wikipedia. org/wiki/Knapp's_Relational_Development_Model>. â€Å"Public Enemies (2009 Film). † Wikipedia. Wikimedia Foundation, Inc, 15 Mar. 2013. Web. 19 Mar. 2013. .