Essay on Crucible vs Muslim Treatment Post 9/11 - 1054 Words

Crucible vs Muslim Treatment Post 9/11 Fear in itself is something to be feared. Fear is the primary source of insanity and chaos. Fear alone sent the Puritan society of Salem, Massachusetts into a state of utter hysteria in the year 1692, when one of the worlds most infamous witch hunts occurred. Arthur Millers play, The Crucible, is a historical fiction depicting the events of the Salem Witch Trials. A witch hunt is a political campaign launched on the pretext of investigating activities subversive to the state. Every witch hunt is identifiable by the five key elements; the use of a scapegoat, a struggle to maintain moral order, a subversive character or group, an outbreak of hysteria and panic, and ulterior motives that provide†¦show more content†¦I saw Bridget Bishop with the Devil!† (48). With great concern for their own souls, not a singe soul openly doubts the accusations made by the group of young girls. Sent into complete hysteria, the people of Salem break into uncontrolled and irrational feeling s of fear; a mere accusation from one of Abigail’s troop is enough to incarcerate and convict even the most well respected inhabitant of Salem. Moral values are lost amidst chaos, with people acting in a primitive way of self-survival. The Holocaust is history’s most painful example of mass-hysteria. With half a race violently extinguished, Nazi Germany deliberately and horribly massacred millions and millions of Jews. The people of Germany were in an economic and social state of disparity, open to all options of self-sustainment. Living in depression made Germans vulnerable to Hitler and his Nazis. When presented with a solution to their hunger and struggle, they were eager at the opportunity to thrive at the expense of Jews. Like Abigail and her friends, the Germans were faced in a situation of ‘kill or be killed’. They had the option of personal consequence verses succeeding through blame and violence. Germany’s acts sent the whole world into chaos and sent several large countries to war into a hysteria Hitler not only supported but encouraged. During the hysteria of the Salem Witch Trials, accusations of witchcraft were made most often with reasons beyond that of simply fear.Show MoreRelated War Creates Social Division, Not Cohesion Essay5403 Words   |  22 Pagesbefore in its history and never again in the immediate future, would America enjoy such unity in time of war (Gerstle, 189). It seemed Americans were ready and willing to fight for their country. John Whiteclay Chambers II, in Gerstles book American Crucible, offers evidence-displaying Americans willingness to engage in war. He explains the Second World Wars refusal of induction to the draft and desertion rates from basic training were far below those for World War I or Vietnam. Only one-half of oneRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pages3—dc23 2011038674 10 9 8 7 6 5 4 3 2 1 ISBN 10: 0-13-283487-1 ISBN 13: 978-0-13-283487-2 Brief Contents Preface xxii 1 2 Introduction 1 What Is Organizational Behavior? 3 The Individual 2 3 4 5 6 7 8 Diversity in Organizations 39 Attitudes and Job Satisfaction 69 Emotions and Moods 97 Personality and Values 131 Perception and Individual Decision Making 165 Motivation Concepts 201 Motivation: From Concepts to Applications 239 3 The Group 9 10 11 12 13 14 15 FoundationsRead MoreManagement Course: Mba−10 General Management215330 Words   |  862 Pages†¢ Leadership, Fifth Edition I. Leadership is a Process, Not a Position 51 51 70 1. Leadership is Everyone’s Business 2. Interaction between the Leader, the Followers the Situation Cohen †¢ Effective Behavior in Organizations, Seventh Edition 11. Leadership: Exerting Influence and Power 94 94 Text Palmer−Dunford−Akin †¢ Managing Organizational Change 2. Images of Managing Change 121 121 147 147 Text 3. Why Organizations Change Text Cohen †¢ Effective Behavior in Organizations

Essay on IS3220 Project Network Security Plan Ch - 4145 Words

IS3220 Final Project: Network Security Plan Chris Wiginton, Jose Rosado ITT Technical Institute, Tampa FL Instructor: Sherman Moody 18 November, 2014 Network Security Plan INTRODUCTION (Purpose and Intent) The Corporation Tech IT Network Security Plan establishes guidelines for IT practices used on a day to day basis to provide a secure and robust computing environment. These practices are used in order to protect the mission, operation, and reputation of Corporation Tech System and its information systems. These system security policies, standards, and procedures that have been established for the Corporation Tech System, are intended to comply with the regulations and policies set down by the State of Florida, Corporation†¦show more content†¦This includes monitoring and security systems that are capable of recording network traffic, including traffic to World Wide Web sites, chat rooms, newsgroups and e-mail messages, file servers, telnet sessions and file transfers into and out of our internal networks. This capability is necessary in order to maintain the health of Corporation Tech network operations and diagnose network related problems. Corporation Tech IT reserves the right to perform network monitoring at any time. The information collected may be used by technicians and management to assess network utilization and trends, and may also be provided to upper management or other authorities as evidence as part of any investigation of alleged policy violations. Corporation Tech IT reserves the right to perform periodic port scans, segment sweeps, and vulnerability scans on all network segments. Network operations, functions, and resources, which are not required as part of the normal and approved job duties or projects at Corporation Tech, may be bandwidth limited or blocked by network control devices in order to protect the integrity and availability of the overall system. Corporation Tech IT may suspend network access to any location or system that disrupts normal network operations or systems that violate Corporation Tech policy. In this event, an attempt will be made to contact the responsible individual to resolve the problem. DHCP SERVICES Corporation Tech IT provides

Modern History †Nazism as Totalitarian Free Essays

Germany was a totalitarian state, however, only to an extent due to differing perspectives Nazi Germany did not fit the universal criteria of what constitutes totalitarianism. It is unarguably necessary that Germany was ran by a single party, had absolute control over mass communication media, had a systematic terror police control as well as total control over the army. However, many have argued that Nazi Germany was not totalitarian as it did not have total control over the economy and Hitler’s role in regime of the Nazism played a significant role in whether or not Germany was totalitarian. We will write a custom essay sample on Modern History – Nazism as Totalitarian or any similar topic only for you Order Now Views of Hitler’s role in the Nazi state concerning whether or not Germany was totalitarian changed over time, from when Hitler was the absolute centre and in complete control of Nazism to the view of ‘Working towards the Fuhrer’. Germany was a totalitarian state to an extent. Joseph Goebbel was the Minister for Enlightenment and Propaganda, who strictly repressed all public communications such as censoring all aspects of newspapers, heavy censorship of films, events that were organised to place Nazis’ message in a positive light as well as the effectively using the radio. Radios were cheap and when manufactured, they were preset to Nazi stations only. Through this aspect, civilians were constantly exposed and brainwashed to believe the righteousness of the principles of Nazism such as broadcasting Hitler’s speeches in full and placing glorifying Nazis. Newspaper editors were told daily of what stories were to be published, opinions to be expressed and even graphics. The ‘Fuhrer Myth’ played a significant role in Nazi propaganda: it portrayed Hitler to be a man who was born to lead Germany, ordinary yet extraordinary. Hitler had ended the Depression; he was anti-Marxist, thus he would save Germany from Communism; and he was willing to take action to save Germany from hated aspects such the Treaty of Versailles. The image portrayed was propaganda and was more or less a lie, thus proving that Nazi Germany was a totalitarian state. Hitler had learnt a lesson in 1923, to gain power and popularity he must gain it through the legal processes. After the series of events that lead to Hitler’s appointment as Chancellor, he legally pushed out any parties that had any possible means of opposition out of the framework of Nazi Germany, therefore leaving no room for individuality. The sworn personal allegiance of the army to Hitler is also another factor that confirms that Nazi Germany was a totalitarian state. It is evident to understand that there are concepts in which Nazi Germany is not considered to be a totalitarian state. There are different viewpoints of Germany that determines whether or not Germany was a totalitarian state during the Nazi regime. One viewpoint is that Hitler was the absolute centre and in complete control of Nazism. This idea established that all aspects during his rule went with the direct consent from Hitler himself, no policies were made without the reference of his ideology and all successes problems could be Hitler’s responsibility. This aspect showed historians that Nazi Germany was a totalitarian state: Hitler had detailed understanding of specific situations, the public’s grievances, Europe’s fear of communism, gaining power through legal proceedings and the importance of the link between terror and propaganda in which he used to his advantage to seize control over the entire country. This perspective is contrasted with the modern viewpoint of ‘Working towards the Fuhrer’. Hitler was not interested in the day to day running of things, his attention was mainly concentrated on his ‘will’ and his plan for Germany which was a basis that took Germany forward. Often, Hitler would not make decisions hence leaving situations pending. Due to this issue, policy makers had to create or amend programs and policies that followed the in line of Hitler’s way of thinking. This concept explained the reasons why the regime become more radical as time wore on. Hitler’s beliefs such as ridding the Jews, destroying the Bolsheviks, creating the Aryan race lead to such events such as the Night of the Broken Glass and killings of those who did not fit the criteria of the Aryan description. The idea that Hitler was seen to above the day to day running of things, played a part in demonstrating the ‘Fuhrer Myth’ proved that he was beyond reproach thus, his followers must followed his line of thinking. This viewpoint shows that despite having complete control over media and communication, Germany was a totalitarian state, only to an extent. Another aspect that constitutes a totalitarian state is that it must have an official ideology. Nazi Germany, despite every civilian owning ‘Mein Kampf’, did not have an official ideology like the Soviet Union, which in theory, wanted a classless society. Nazism was a cluster of disassociated ideas that were tied together by Hitler whereas the Soviet Union had Marxism and Communism. As a result of this failure to fill the point of having an official ideology, it shows that Germany was not a totalitarian state. Significant aspects of Nazi Germany proves that it was a totalitarian state, such as its complete control over media and communication, Germany’s evident systematic terror and control as well as power over the army. However, due to differing perspectives, it is clear that Germany was a totalitarian state, only to an extent as it did not have an official ideology, and total control over the economy How to cite Modern History – Nazism as Totalitarian, Essay examples

Analysis of Attrition in It Industry free essay sample

The study of the attrition rate of various IT companies was undertaken. The employees ofInfosys, Wipro, Geometrics Software, Digital Technologies, and Syntel took part in the test. The results were tabulated and a number of findings were made. The study analyzes the management of human resource in the IT industry with a special emphasis on the factors responsible for the high rate of employee turnover in the industry. The IT industry, being a knowledge-based sector, requires a workforce that is highly competent. Also, the demanding nature of work in the industry requires effective strategies to retain its workforce. With growing demand for Indian IT professionals overseas and with multinational IT companies establishing their offices in India, retention becomes very difficult. To handle the challenge, companies have started using a variety of retention tools and HR practices. The focus of the extant research has been on explaining the turnover intentions of IT professionals with a variety of factors playing a significant role. These include job satisfaction, work exhaustion, fairness of rewards, and more recently life? career goal frustration. This study examines IT worker attrition in the context of offshore outsourcing. IT professionals working within business firms primarily seek to contribute to their firm’s effective leverage of IT. They are motivated to make strong internal contributions, but do not typically contribute directly to revenue and are often considered to be cost centres. In contrast IS professionals working in an offshore outsourcing context, such as in the Indian IT industry, are evaluated primarily on their ability to generate revenue. This difference in orientation calls for a closer look at factors influencing attrition and how it can be managed in the off shoring context. High attrition levels have a negative influence on firms’ ability to service overseas clients effectively. When an employee leaves, an offshore IT firm must incur several kinds of costs to make up for her move. To begin with the firm must incur a cost of hiring to find a suitable replacement. Once the new employee is hired, she cannot be expected to be as productive as her predecessor since she has not yet learnt the nuances of the job, nor is she informed about the offshore client specific relationships. Thus, there is an opportunity cost of losing an employee. Finally, in order to make the new hire more productive the firm may have to provide some combination of technical, domain and process oriented training, all of which are an expensive proposition. A continuous and high level of employee churn results in low levels of firm specific knowledge and constrains sustainable organic growth for the firm. In order to curb this, IT industry has taken a number of initiatives like improving the work-life balance of their employees, encouraging learning and development, developing a positive organization culture, etc. o retain their employees. The study examines the retention tools used by Indian IT companies to combat attrition. It ends with the discussion on the challenges the Indian IT industry faces in the future in view of the growing need to retain its talent pool. Top Seven IT Hubs in India 1| Bangalore| 2| Chennai| 3| Hyderabad| 4| Pune| 5| Kolkata| 6| NCR| 7| Mumbai| Trends in Attrition Major Worries for  the Industry 1. Start-ups a vast majority of more than 432 start-ups are a big reason to worry. 2. Companies have converted their empty basements and warehouses ntoBPO  units or firms ran out of cashamp; hence driving down prices to grab business, but have failed to deliver. 3. Infrastructure in the  industry  has more to worry about than just start-ups. 4. Attrition Rate another major problem of the workforce. More than 80,000 workforce change jobs every year. Most of them look for market leaders, for promotions. 5. Rise of costs was the major problem for small funded companies to survive. 6. Staff attrition (or turnover) and absenteeism represent significant costs to most organizations. 7. The attrition rates in some Indian call centres now reach 80%. 8. It is simply attrition people do not stay long enough to be taught or to learn the job. 9. The cost of doing business, it is surely something that all organizations should address, and equally surely it is an area in which HR can take a lead measure attrition, seek its causes, set out solutions and target performance. Monetary Losses due to attrition 1. Loss of productivity is minimum 50% of the persons compensation 2. Cost of conducting an interview when a person leaves, conducting the interview, the time of the person leaving, the administrative costs of stopping payroll, benefit deductions, and benefit enrolments are quite high. . The cost of the manager who has to understand what work remains, and how to cover that work until a replacement is found is very high. 4. Cost of training invested in this employee who is leaving is very high. 5. Who will pick up the work, whose work will suffer, what departmental deadlines will not be met or delivered late is another loss. 6. The cost of lost knowledge, skills and contacts that the person who is leaving is taking with them are something that affects the company in the long run. 7. The cost of advertisements; agency costs; employee referral costs; internet posting costs. 8. The cost of the internal recruiters time to understand the position requirements, develop and implement a sourcing strategy, review candidates backgrounds, prepare for interviews, conduct interviews, prepare candidate assessments, conduct reference checks, make the employment offer and notify unsuccessful candidates. 9. Calculate the cost of the various candidate pre-employment tests to help assess candidates skills, abilities, aptitude, attitude, values and behaviours. 10. Calculate the cost of orientation in terms of the new persons salary and the cost of the person who conducts the orientation.