Isaiah verse 1.1-2.1 Essay Example | Topics and Well Written Essays - 1500 words

Isaiah verse 1.1-2.1 - Essay Example God expresses his anger towards those who try to bribe him using sacrifices that he may let them continue with their sins and save them from punishment. In the second chapter God goes beyond Judah and promises his judgment for the entire universe, promising the wicked anguish in a punishment that would purify the land of the wicked and save the just and righteous. God, through Isaiah, promises â€Å"the day of the Lord,† when those who are proud will be ashamed and suffer. There are questions concerning the authorship of the entire book of Isaiah, with some suggesting that it could have been contributed towards by different authors (Bratcher, 2015). However, the first and the second chapter show a clear flow of events, thus indicating that it was authored by one individual. The first verse of the first chapter of the book of Isaiah includes an addition of the editor aimed at identifying the prophet of God in the book and the circumstances that underlie his ministry. It is important to note that the name Isaiah means â€Å"the Lord’s salvation†, giving a glimpse of the mission of God towards saving his people, and clearly indicating that the people had turned away from God for them to need salvation (Young, 1992). The chapter involves a series of oracles that collected at different periods during the ministry of Isaiah. The people of Israel had lost their way and intended to establish alliances and political alignments with other nations that served pagan gods such as Egypt and Assyria (Kickert, 2009). God sent Isaiah to speak God’s voice among the people of Israel to remind them of their origin, and what God expected of them. In this first chapter, Isaiah used animals such as Ox and Ass considering their stubbornness and stupidity to define the failure of the Israelites to heed the voice of God. Israel was a term that was used by various prophets

Effect of Oil Price on Kuwait Stock Market Index Dissertation

Effect of Oil Price on Kuwait Stock Market Index - Dissertation Example In any country, the fact of presence or absence of oil will always have an effect on the lives of the people because there are different values that people cannot overlook in the establishing of an economy of the country. Oil in many countries in the world is the idea behind industrialization and development of transport systems, which are important aspects of life of the lives of the people. For this reason, oil in any economy has a crucial role because it influences the productivity of the different companies and organisations greatly, either in direct or indirect ways. This essentially means that every country in the world depends on oil as a source of energy to that enhances their production and growth in different perspectives because its prices affects the amount of products a company can have. The analysis of the importance of change in oil prices on the stock market of any country is possible because stock markets depend on the industrialisation and various factors that influ ence the people. The research will focus on the Kuwait Stock Market Indices and it will seek to establish the relationships that exist between the two factors of the economy (Arouri, Jawadi, and Nguyen, 137). Kuwait as a producer of oil, industries in the country have ease of access of the product because it is availed to them through other refinery companies that operate within the country. However, the issue comes in when prices rise or fall because it influences the home and foreign companies.... In this research, there will be two hypotheses; null hypothesis, which will be that Kuwait stock market index, is not affected by change in oil prices and the alternate hypothesis will be that the Kuwait Stock market index is heavily affected by change in oil prices. The Scope of the research The research will be restricted to Kuwait stock market index but to enable a comparison, the research will review the literature of the some previous researches in other oil producing countries’ stock markets indices. The research will rely on that information from different research to come up with an objective view of the idea of the influence of oil prices on the Kuwait Stock Market. Research Objective To establish the relationship between the trend of oil prices and those of Kuwait stock market indices Significance of Study The research will be used to inform the factors that cause change in indices in the stock market and will be used to make recommendations on the various things tha t the government can implement so that they can prevent losses in the stock market. The findings of this research will be important to the investors who would like to invest or who have invested in the Kuwait Stock Markets because it will give them a means to predict the indices at different times of the year. The research will be important to different banking institutions because they will be able to understand the various effects of rending money to their customers so that they can ensure ease of repayments. Literature Review In any country, the fact of presence or absence of oil will always have an effect on the lives of the people because there are

Societal Trends Affect Employment Business Essay

Societal Trends Affect Employment Business Essay HRP is the process by which an organization ensures that it has the right number and kinds of people, at the right places, at the right time and that these people are capable of performing their tasks effectively and efficiently. This helps the organization to achieve its overall objectives. Two major ways in which societal trends affect employment is through consumer markets, which affect the demand for goods and services, and labour markets, which affect the supply of people needed to produce goods and services. Maintaining a flexible workforce is the major challenge of the HR department and HRP helps it handle this challenge. HRP is done at different levels corporate, intermediate, and operations levels and for short-term activities. A proper human resource planning exercise should utilize the inputs of all the departments in the organization and enjoy the support of the top management. A human resource professional would be better equipped for human resource planning if he has a good understanding of the market dynamics, changes in the economy,organizational processes and technological developments. The process of HRP involves three key steps assessing and making an inventory of the current human resources, forecasting the organizations human resource needs and matching the demand and supply of human resources. Forecasting the overall human resource requirements involves studying the factors affecting the supply and estimating the increase or decrease in the external and internal supply of human resources. New hires, transfers-in, individuals returning from leave etc. increase the internal supply of human resources, while retirements, dismissals, transfers-out of the unit, lay-off, voluntary quits, sabbaticals, prolonged illness, and deaths reduce the supply. Part 1 Strategic importance or current, future anticipated HR Requirement Strategies concerns for hiring people at time of requirement and laying them off when they are not required. This strategy argument distinguish between personnel and the human resources. Human Resource Requirement is to control labour costs, looking for the talented labours or employees, making informed business decisions and assessing the future market risks. The important work of the HR people is too place right people for the right job at a right time and with the right price which an organization can afford because the employees are the main assets of the organization. H.R people plans that what the organization will need with his employees and those employees can meet the needs or the target of an organizations. The major problem now is faced by the H.R people is that this may create the gap between the organizations demand and the availability of the workforce supply, the organization is going to develop new strategies or approaches to close these gaps. Strategies as per the H.R Requirements Environment Scan Environment Scanning is a form of business intelligence. If the environment of the organization is in good, then it is easy for the new worker to mix up with the environment of the work, and it is going to help the organization that the employee or worker is giving his/her fullest working skills. Current Workforce Profile Current State is a profile of the demand and supply factors both internally and externally of the workforce the organization has today. Future Workforce View H.R people look towards the future organization that what all the requirements they need for the organization, what all the demand of the market, what sought of trend is going to be there, what will be the requirement of the employees at what price or the requirement of some other resources which may help to improve in the workforce in future and creates much better Working Environment of an organization. As well thinking about the Quantitative and Qualitative of the product and as well as for the employees.(It may be Internal or External demand and supply) Closing the Gaps The major work of the H.R people is to close gaps between the management and the employees, so that the easy flow of working can be there which will help to the organization for achieving its goals. H.R people work is to motivate the workers and employees at time of they needed, it can be in terms of money or as per the requirement of the employee or worker which an organization can easily provide while looking to the past performance of the employee. There are other things which an organization required to close those gaps, those are Resourcing, Learning and Development, Remuneration, Industrial Relations, Recruitment, Retention, Knowledge Management, Job design. HR Planning impacts on the Strategic Plan Integrating human resource management strategies and systems to achieve the overall mission, strategies, and success of the firm while meeting the needs of employees and stakeholders. (Source: Herman Schwind, Hari Das and Terry Wagar, Human Resource Management: A Strategic Approach) As per the HR plan for the Strategic Plans it may Positive or Negative too for an organizations, but we are going to discussed on the positive side of the impacts on the strategic plan. Strategy Development Develop strategies for workforce transition. -List specific goals to address workforce competency gaps or surpluses. -Changes in organizational structure -Succession planning -Retention programs -Recruitment plans -Career development programs -Leadership development -Organizational training and employee development. These are the developments which are going to impact on the organization with the help of HR planning in the strategic plan, these plans may be for the future or the current plans as per the requirements of the organization. Part 2 Human resources are the participants as also the beneficiaries of economic development process. In that, human resources figure on the demand as well as the supply side of production of goods and services in the economy. On the demand side, goods and services produced are used by the human beings to alleviate poverty, improve health, generate better living conditions, enhance general educational levels and provide better facilities for training. Utilisation of goods and services thus leads to an improvement of quality of human resources. On the supply side, human resources and capital form essential ingredients of production systems which transform natural and physical resources into goods and services. Complementarity between human resources and capital is so close that optimal increases in output and hence optimal economic growth is not possible through increases in one of them either human resources or capital at the cost of the other.Some growth of course can be had from the increase in more conventional capital even though the labour that is available is lacking both in skill and knowledge. But the rate of growth will be seriously limited. It simply is not possible to have the fruits of modern agriculture and the abundance of modern industry without making large investments in human beings . There is an optimal ratio of human resources to capital which has to be maintained to reach the attainable rate of economic growth. In this Unit we will take into account the two dimensions of human resources: Quantity and Quality in context of HRP in general and also in tourism. Quantitative and Qualitative on the basis of legal requirement of Human Resource Planning Human being is looked as productive power which is one of the part of the population of an economy and another one the human being those are without any productive power. Population Population of a country, in a generic sense, is taken as constituting the totality of all human beings of the country. The concept of population, viewed in this manner, appears to be very simple. However, in reality, the definitions used vary not only from country to country but even within a country depending on the purpose of enquiry. Broadly, the definitions of population used may be categorised into de facto and de ju re. Human resources being an integral part of population, the growth of human resources is depend on the growth of population. Population growth is measure by three factors: population structure, migration and population policies. Age Composition Age composition means dividing the population by age groups, usually five year age groups. At some point of time it shows the results of the past trends in mortality and in fertility. In the computation rate of growth of population, future births are usually computed by applying five year age specific fertility rates to the women of child bearing age (10 to 49 years) at the midpoint of each five-years time interval. It is useful in analysing and in computing of the labour supply. Normally the active age-group is being considered to be 15 to 65 years. Migration Another factor which causes changes in population is the net migration. If the net migration is positive, the population rise at a rate faster than the indicated by natural growth. If the net migration is negative then it causes decline in the rate of growth indicated by the natural growth. If population changes then it doesnt cause changes as such in the human resources. Rather than change in the economical active component of population which affects the growth in the human resources. In terms of economic activity classification, population may be divided into workers and non-workers. Workers are defined as a person who actively participate in the productive work by mentally or physically presence. It includes not only the actual work but also includes effective direction and supervision. The non workers is being categorised as : beggars, retired person, full-time students, infants and dependent doing no work, persons engaged in household duties, renters living on rent on an agricultural or non-agricultural royalty, vagrants and others with unspecified sources of income, inmates of penal, charitable and metal institutions, unemployed but available for work, and others. Labour force is that segment of population whose work is to produce goods and services demanded by the whole population they are known as economically active population also, Usually they are aged between 15-64 years. However, not everyone in the productive age-group is effectively in the labour force. According to the accepted definition, labour force comprises all persons of either sex who furnish the supply of labour available for the production of economic goods and services including:employers, employees, self-employed persons, and those engaged in family enterprises without pay. Education and Training Education and training is the most affective quality of the human resources in the terms of skills and knowledge. Educational labour demand is more than the uneducated labour in the market. Education and training serve both social and individuals ends. Education and Training affects on the culture and social for the up gradation of an individual. In other words training and education for the society means to take advantage of the technology which helps in the furthering technological progress. Depending on the methods of imparting knowledge and skills, education and training may be classified into two types: Formal and Informal. Formal education and training, which is imparted through schools and colleges, emphasises transfer of knowledge. Informal education and training such as on-the-job training and hereditary training lays stress on transfer of skills, i.e., practical application of knowledge. As far as development of education and training is concerned there are five choice areas which are critical: Choice between science and technology on the one hand, and on the other hand liberal and humanities. Choice between quality and quantity in education and training. Choice between level of education such as higher, secondary and primary education. Choice between market forces and incentives to attract people into some occupations. Choice between the aspirations of individuals and needs of the society. Health and Nutrition Health and nutrition status is one of the most important status for an human resource as significantly they contribute in building and maintaining a productive human ability as well as improving in the average expectation of life and a quality of life. There are three determinants of health status: Public sanitation, climate and availability of medical facilities. Peoples knowledge and understanding of health hygiene and nutrition. Education, health and nutrition are inter-linked and they complement each other in the process of human resources development. Equality of Opportunity Investments in human resources development do not always ensure proportionate development of all sections of population. In the absence of deliberate policy intervention, there are bound to be discriminations. We can say that there are three distinct forms of discriminations which are relevant to developing nations: Social discrimination may take either the form of sex discrimination or discrimination among different social groups or both. For example, a few years back the air hostesses of a particular airlines petitioned in the court because their retirement age was earlier than of their male counterparts. The court upheld their petition and now the retirement age of both male and female air hostesses is same. Economic discrimination takes place largely among groups of population belonging to different economic strata classified in terms of either income generating assets. Regional discrimination can be in the form of either discrimination between rural and urban population or discrimination among population belonging to different regions. These three forms of discriminations individually and/or jointly lead to inequality of opportunities of varying degree among different sections of population. Discrimination of any form causes differential access to education and training, and health and nutrition. This in turn leads to differences in quality and productivity of human resources belonging to different segments of the population with the privileged benefiting the most and under privileged being deprived of their due share in the development process. Opportunity costs of discrimination are very high, as it leads to many social and economic evils apart from retarding the pace of economic development. It has been demonstrated that the national output can be further expanded by improving the average level of productivity of each individual through appropriate social and economic policies directed towards equality to opportunity in the fields of education and health. Tourism has long been recognised as a tool for economic growth and development. However, it can be beneficial to the host economies when it creates jobs for the locals. Here qualitative dimensions of HRD become an important factor for education and training of local population as per the requirements of responsible tourism development. The dimensions, attributes and distribution of population the product of whose labour adds to national wealth constitute human resources. They are thus, the participants and beneficiaries of economic development. The demographic profile, migration and mobility and participation patterns in economic activity determine the quantitative aspects of actual and potential human resources. Investments in education and training, health and nutrition, and social welfare and quality promote quality of human resources through enhanced labour productivity. While quantitative and qualitative dimensions only regulate supply of human resources, the other aspect of human resources planning namely the demand for human resources crucially depends on the functioning and flexibility of labour markets. Labour market analysis is a principal instrument of human resources planning, as it helps identify skill shortages and also enables a diagnosis of market failure to match labour supply with demand. To facilitate labour market analysis, there is a need for a comprehensive and regularly updated labour market information system. The variables for determining the quantitative and qualitative dimension of human resource planning are: Quantitative Population policy, Population structure, Migration, and Labour force participation. Qualitative Education and training, Health and nutrition, and Equality of opportunity. These all are the points which directly or indirectly relates to the current legal requirements of the HR persons, which they had to consider while recruiting the people that what is going on in the market (in terms of population in there country, in terms of education and skills, health of the employee, age factors) Process for recruiting and selection of new staff The recruiting and selection of new staff is very sensitive because if HR people recruits any wrong person that can affect great loss to an organization and on the other hand if the recruitment is being done properly and HR people recruits right person for the right job then he/she will be useful or profitable for an organisation as well as the person who can achieve the targets of an organisation. Recruitment process can be done internally or externally that is online, telephonic, face to face interviews, exams related to the job profile. There are many ways for recruiting are as follows: Internal or External recruitment is being done. Successful Internal Recruitment. Referral Recruitment. Opening Job Position. HRM role at job interview. The attractive internal or external job poster. External Recruitment. ~ External Recruitment Success factors. ~ External Recruitment Channels. ~ Corporate website as a external recruitment job positioning tool. ~ External Recruitment Process Key Issues. ~ External Recruitment: Recruitment Agencies. ~ Setting KPIs for recruiting agencies. ~ Direct Search: The premiere external recruitment service. ~ Job Market Analysis. ~ Basic External Recruitment Measures. ~ Job website based external recruitment. ~ External Recruitment Competitive Advantage. General Recruitment ~ SWOT Analysis ~ Recruitment sources ~ Recruitment marketing ~ What is War for Talents? ~ Recruitment Strategy ~ Recruitment Strategy of differentiate ~ Recruitment Process Future ~ Recruitment Process Key Issues ~ Defining recruitment strategy ~ Best Performing Recruitment Source ~ Cost of the Recruitment Internal Recruitment ~ Internal Recruitment Benefits ~ Internal Recruitment Process Weaknesses ~ Internal versus External Job Candidates ~ Right Internal Recruitment Job Posting Job Resume ~ Quick selection of Job Resumes in Graduates Campaigns ~ Job Resume Components to Observe The Job Interview ~ Job Interview Role ~ Job Interview Preparation ~ HRM Job Interview Questions Recruitment Process Design and Developments ~ What to find out before recruitment process design? ~ Designing Recruitment Process: Recruitment Measures ~ Simple Recruitment Process wins ~ Main Recruitment Process steps ~ Recruitment Analysis ~ Recruitment Process Outsourcing [(http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection.html) HRM Advice,  © 2008 HRM advice] Main steps for the recruitment process are as follows:- Job Design Opening Job position. Collecting job resumes. Pre-selection of job resumes Job Interviews Job Offer [(http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection/recruitment-process-design-and-development/main-recruitment-process-steps.html) HRM Advice,  © 2008 HRM advice ] Part 3 The effects of the organisation environment on staff The organisation environment is being created by the organisation members itself therefore, the organisation environment effects on the staff and labour too, this includes in the internal environment of the organisation. If any of the staff is not working properly in any of the department then, it creates bad environment in the organisation, if that particular person is been not checked by his/her seniors, then while looking that particular person others also became lazy which is not good for an organisation, it may lead to the failure to achieve the goals and targets of an organisation. As some one had rightly said that, in bunch of apple if any of the apple is spoiled and it has been not throne then it spoils the whole bunch. The organisation environment effects the staff to do not achieve the organisation goals when the organisation is not providing the affective raw material to work out like the machinery, the area where the employees are going to work out, raw material are not available at the time of requirement, these all are the hindrance while achieving any goal of an organisation. There are many ways which effects the organisation environment are as follows: Person and Knowledge People those are working in an organization they should be correct skilled or knowledge people for the correct work, the age of the people affects the outcome of the work and in an department the mix people should be included as the experience people with the new people. Materials and Tools The quality and quantity of the input materials must be provided to an employees to easily work without wasting time on the collecting of materials e.g. pencil, scale, providing of the internet. The tools can be used for the labour people that the tools must working under the good condition if any requirement is there that should be told earlier to labour supervisor. Equipments The equipments must be up to the date and fit for the purpose. e.g. Assignment is being given the faculty and in the college no books are available for an particular assignment if it is available then the books are not in good condition to read out and understand it, therefore it is difficult to prepare a good and effective assignment, which leads to fail to achieve a goal. Employees motivation is also affects to an organisation, if the employees were not motivated properly at time of the motivation then it may lead to the failure of an organisation to achieve goals which affects to the environment of an organisation which affects to the other departments and at the end the environment affects on the productivity of an organisation which fails the whole process of an organisation. The Work life balance issue and the changing pattern of work practices 1) Meet needs of expansion / downsizing programmes. 2) Nature of present workforce in relation with Changing Environment helps to cope with changes in competitive forces, markets, technology, products and government regulations. 3) Cater to Future Personnel Needs. 4) Each Organisation needs personnel with necessary qualifications, skills, knowledge, experience aptitude. 5) Meet manpower shortages due to labour turnover. 6) Need for Replacement of Personnel -Replacing old, retired or disabled personnel. Shift in demand from ERP to internet programming has increased internet programmers assess staffing levels to avoid unnecessary costs. reduce delays in procuring staff. prevent shortage / excess of staff quantify job for producing product / service. comply with legal requirements determine future staff-mix quantify people positions required In organisational development, succession planning is the process of identifying and preparing suitable employees, through mentor, training and job rotation, to replace key personnel within an organisation if they leave. All employers need to consider the issue of succession planning to ensure that no part of the business is at risk should a particular member of staff leave the organisation. With good succession planning, employees are ready for new leadership roles as the need arises. Moreover, when someone leaves, a current employee is ready to step up to the plate. In addition, succession planning can help develop a diverse workforce, allowing decision makers to look at the future make-up of the organisation as a whole. Develop a succession plan for internal replacements, and if you will need to hire, think about the type of person or skills you will need so that if the situation arises you have already done some of the groundwork. In your succession plan you may wish to consider: staff interchange where employees swap jobs within the organisation in order to have experience in multiple positions; formal or informal mentor arrangements; coaching of staff; identification of suitable professional development activities for high-performing staff; making agreements to introduce flexible working arrangements; creating forward-thinking internal promotion policies; supporting staff to take increased responsibility; the allocation of higher-grade duties or assignments. Part 4 Process Steps There are four main grievance process steps: discovery, conciliation, internal review and arbitration. Discovery It means the date when the member raised any grievance against the any member or his/her senior, or it may be reasonably discovered, that particular circumstance leads to the grievance. Conciliation In this the grievance between faculty member and the board sitting in the lowest administrative is being tried to resolved as soon as possible, this is the informal effort before filing for the formal grievance. This is being assisted by a FA-appointed campus conciliator. Internal Review Hearing A informal meeting is being called by president, or the presidents designee. The president listens to the grievance, the responding administrator and their representatives as they address the allegations contained in a timely Notice of Grievance that has been filed with the District. The president writes an Internal Review Hearing decision regarding the Notice of Grievance allegations. Arbitration Hearing Before the formal hearing the arbitrator choose seven candidates from the list those are supplied by the State Conciliation Service. Both parties and all testimony as witnesses is under oath by Legal counsel. After reviewing evidence, testimony and argument briefs from both parties, the arbitrator renders a written decision that is binding on both parties. Discipline issues that result in dismissals Disciplinary and grievance procedures provide a clear and transparent framework to deal with difficulties which may arise as part of their working relationship from either the employers or employees perspective. Informal oral warning is given to the minor and not part of the formal disciplinary procedure. Formal oral warning Written warning or sometimes second time written warning. Final written warning Dismissal While given the previous warning there is effect and misconduct continues then we should move on to the next stages of the procedure. If misconduct is serious but falls short of the misconduct, then other options are transfer the worker to another job non payment of bonuses demotion Dismissal When the severest problem occurs then the dismissal is required. While giving warning it should be clear that the repetition of misconduct will be the dismissal. The dismissal can be done without giving any notice at time of the gross misconduct by the any person or pay in lieu of notice but we must try to follow the procedure. We can suspend a worker on a full pay but the investigation is being carried out. In employment contract the allowing provision of suspension is an good idea. The suspension should be made on the proper and reasonable cause and it should be used at the time of extreme and it shows that before we had consider the alternative procedure of transfer.(http://www.is4profit.com/business-advice/employment/handling-grievance-and-discipline-procedures/types-of-disciplinary-action.html , is4profit, copyright ©2000-2010 is4profit) The role of the Acas Code of Practice The Acas Code of Practice Disciplinary and Grievance Procedures was revised to reflect the removal of the statutory procedures and a new version came into force on 6 April 2009. CIPD endorses the Code. Following it is crucially important for employers: an employment tribunal will consider whether the employer has followed the Code and, if they have not, then the tribunal may adjust any awards made by up to 25% for unreasonable failure to comply. In situations where the trigger event occurs on or after 6 April 2009, an employment tribunal will consider whether the employer has followed the Acas Code and, if they have not, then the tribunal may adjust any awards made by up to 25% for unreasonable failure to comply. CIPD members can find out more on the content of the Code, the legal aspects of this topic and likely future developments from our FAQ on Discipline and grievances procedures in the Employment Law at Work area of our website. Disciplinary policy and practice Using the disciplinary process There are two main areas where a disciplinary system may be used: capability/performance and conduct. Capability/performance It happens that the performance of the employee is not up to the mark in the work place, at that time also the employer faces many difficulties and at that time employer can take some harsh steps against the employee. Many employers will have a specific capability procedure to deal with such matters and it is good that the employers deals with this issue without addressing formally, and when it arise, and the informal options are being exhausted and there is no alternative of it then the managers enter to the formal disciplinary or capability procedure. Situations where an individual is unable to do their job because of ill-health may also fall into this category. In these instances an employee should be dealt with sympathetically and offered support. However, unacceptable levels of absence could still result in the employer making use of warnings. Conduct If an employee behavior is continuously misconducting in sought of failure to follow reasonable instructions of the managem

Richard Marcinko :: essays research papers

Richard Marcinko A brilliant virtuoso of violence, Richard Marcinko rose through the Navy ranks to create and command one of America's most elite and classified counterterrorist units, Seal Team Six. Then Marcinko was given orders to create Red Cell, a team of the best counterterrorists, whose job was to check the security of the military's top installations. Richard Marcinko was the ultimate rogue warrior.   Ã‚  Ã‚  Ã‚  Ã‚  First, born Thanksgiving Day, 1940, Marcinko was from a poor, broken home. He was always very independent, having a paper route at five and cutting school classes regularly. At the age of fifteen, he got a job at a local restaurant. At the age of seventeen, he quit school and joined the Navy. After two years as a teletype clerk, he convinced his Commanding Officer to send him to UDT, Underwater Demolition Team, training.   Ã‚  Ã‚  Ã‚  Ã‚  Later, in June 1966, he joined Seal Team Two and went to Vietnam. He served two tours there and came back a decorated war hero. After his return to the United States, he became Commanding Officer of Seal Team Two, where he served for eight years. Then, he came up with the idea of the Navy's first counterterrorist unit, Seal Team Six.   Ã‚  Ã‚  Ã‚  Ã‚  Now, the most important contribution Richard Marcinko made was his idea of Seal Team Six. Seal Team Six was created as part of the CounterTerrorist Joint Task Force, a group which includes one elite unit each from the Navy, the Army, and the FBI. Marcinko was given permission and unlimited expenses from the Pentagon to create this highly elite group. He was then named Commanding Officer of Seal Team Six, which he served as for three years. This elite unit has went on classified missions from Central America to the Middle East, the North Sea, Africa, and beyond. Then Marcinko was given orders to create Red Cell. Red Cell's job was to check the security of the military's top facilities and installations. It was made up of the twelve best counterterrorists in the world. After going to several facilities and proving the security was terrible,

Great Expectations Notes on Guilt Essay

In analysing Great Expectations, Dorothy Van Ghent maintains that there are two kinds of crime that drive the moral plot of the novel: the crime of parent against child and the calculated social crime â€Å"of turning the individual into a machine†. Thus, in the same way that the parent or the parent figure abuses the child, social authority also participates in creating parents who participate in the dehumanization of the children. (sons heir of fathers sin, repeat in society over n over) Van Ghent puts forward many of her ideas in an extremely extravagant, descriptive and floury manner, which at times is difficult to follow. I feel that Van Ghent approaches `Great Expectations` from a mainly`Psychoanalytical literary criticism approach`, because her analysis of the text is primarily concerned with the idea of feelings, desires and guilt that Pip carries and because guilt and desire are repressed by Pip they can only appear indirectly in the text. In Great Expectations Pip`s repressed guilt and †¦.occur and appear indirectly through. Van Ghent identifies a psychic context for Great Expectations in which I feel she focuses on Pip`s psycho drama competing desires of trying to redeem himself of sins (his and his fathers) and of wanting to attain the status of being a gentleman and no longer being coarse and common. I feel this represents a psychoanalytical approach because these issues frame Van Ghent analysis, above the significance of the social, historical or other contexts which could be used by critics. Van Ghent focuses on the â€Å"unconscious motives and feelings of a character (Pip) depicted in the text† – one of the psychoanalytical theorists do (P100 Beginning theory)

Fashion: Color and Type Your Response

Components of Fashion The Lesson Activity will help you meet these educational goals: Content Knowledge? You will define the key components of fashion: the elements of design and the principles of design. Inquiry? You will conduct online research, in which you will collect information and communicate your results in written form. 21st Century Skills ? You will apply creativity and innovation. Directions You will evaluate these activities yourself.Please save this document before ginning the lesson and keep the document open for reference during the lesson. Type your answers directly in this document for all activities. Self-checked Activities Read the instructions for the following activities and type in your responses. At the end of the lesson, click the link to open the Student Answer Sheet. Use the answers or sample responses to evaluate your own work. Color Wheel a. Use watercolors or water-based gels for this activity.First, take the three primary lord and mix them to make the s econdary colors. Then, mix the primary and the secondary colors to get the tertiary colors. From among the primary, secondary, and tertiary colors, list four warm colors and four cool colors. Apply a few strokes of the mixed colors on paper and scan the paper for submission. Type your response here: On back b. Choose one of the primary colors and use it to make shades and tints. C.Using the shades and tints created in part b, submit sketches or images of two armaments with the shades for bottom wear and the tints for top wear. The garments should have a focal point, vertical lines, and curved lines. Also, name the silhouettes used in each garment. How did you do? Check a box below. Nailed included all of the same ideas as the model response on the Student Answer Sheet. Halfway There?I included most of the ideas in the model response on the Student Not Great?I did not include any of the ideas in the model response on the Student

Free Essays on D-Day

Under Adolf Hitler the German empire extended from Russia to the west, to France on the east. Germany controlled much of Europe except for Spain, Portugal, Switzerland, and Sweden (Keegan 1). Hitler’s army’s gained control of much of Europe during the years of 1939 through 1941. It was not until December 11th 1941 that Hitler declared war on the United States. Soon afterward, Dwight D. Eisenhower was appointed supreme commander in charge of planning the invasion of Europe. American invasion planners were in favor of an attack across the English Channel that would defeat the German army in the west and later, push into the German capital of Berlin. The allied plan would be a land attack, supported by air power and navy. The attack, if successful, would mark the beginning of the end for Nazi Germany. Adolf Hitler referred to his western defenses as the â€Å"Atlantic Wall†(Jennys 1). The British under Prime Minister Winston Churchill, had an invasion plan before the United States got into the war. When the United States entered the war, a plan to attack the German forces from England was talked about again. The Germans knew that they would have to defend their Atlantic Wall, since they knew that an attack would probably come across the English Channel. Even though England was bombed day and night, Germany was unable to defeat them. One major problem in defending the ‘Atlantic Wall† was â€Å"no single supreme German commander in the west† was named to command the army (Badsey 25). Instead, Hitler had two commanders in Western Europe, Marshal Gerd von Rundstedt and Field Marshal Erwin Rommel. Rundstedt and Rommel could not agree on how best to defend an invasion from England. Rommel believed that the strongest German forces should be positioned a long the Normandy coastline. While Rundstedt believed that the allies would best be defeated by holding back a large central army in an effective counter attack (Jennys 1). ... Free Essays on D-day Free Essays on D-day Under Adolf Hitler the German empire extended from Russia to the west, to France on the east. Germany controlled much of Europe except for Spain, Portugal, Switzerland, and Sweden (Keegan 1). Hitler’s army’s gained control of much of Europe during the years of 1939 through 1941. It was not until December 11th 1941 that Hitler declared war on the United States. Soon afterward, Dwight D. Eisenhower was appointed supreme commander in charge of planning the invasion of Europe. American invasion planners were in favor of an attack across the English Channel that would defeat the German army in the west and later, push into the German capital of Berlin. The allied plan would be a land attack, supported by air power and navy. The attack, if successful, would mark the beginning of the end for Nazi Germany. Adolf Hitler referred to his western defenses as the â€Å"Atlantic Wall†(Jennys 1). The British under Prime Minister Winston Churchill, had an invasion plan before the United States got into the war. When the United States entered the war, a plan to attack the German forces from England was talked about again. The Germans knew that they would have to defend their Atlantic Wall, since they knew that an attack would probably come across the English Channel. Even though England was bombed day and night, Germany was unable to defeat them. One major problem in defending the ‘Atlantic Wall† was â€Å"no single supreme German commander in the west† was named to command the army (Badsey 25). Instead, Hitler had two commanders in Western Europe, Marshal Gerd von Rundstedt and Field Marshal Erwin Rommel. Rundstedt and Rommel could not agree on how best to defend an invasion from England. Rommel believed that the strongest German forces should be positioned a long the Normandy coastline. While Rundstedt believed that the allies would best be defeated by holding back a large central army in an effective counter attack (Jennys 1). ... Free Essays on D-day In the early hours of June 6, 1944, American, British, and Canadian troops landed on the coast of Normandy to begin Operation Overlord. There were five drop zones who’s code names were Utah, Omaha, Gold, Juno, and Sword. Americans troops invaded Utah and Omaha Beach. US troops quickly secured Utah Beach while at Omaha Beach things did not go so well. US troops suffered heavy casualties in just a few hours but by nightfall they had managed to clear the bluffs covering the beach. British and Canadian troops were to invade Gold, Juno, and Sword Beach and were met with much less resistance. The preparation for D-Day took a long time. Gathering and transporting tanks on shores and the movement of thousands of men and their weapons proved to be quite difficult. The plan called for almost 6,500 ships and landing crafts, which would land nearly 200,000 vehicles and 600,000 tons of supplies in the first three weeks of the operation. The invasion would also involve more than 13,000 fighters, bombers, and transport planes. D-Day was previously scheduled for May 1, but was postponed to June 5 to make more landing crafts available, but was again moved to June 6. This was because of the bad weather conditions that occurred on June 5. General Eisenhower was named Supreme Allied Commander with General Montgomery as land force commander of Operation Overlord. As the ships traveled across the dark English Channel, men lied crammed on their bunks reading, sleeping, playing poker, and some men dealing with sea-sickness. The German High Commander had no clue about the attack that was about to happen and left for his wife’s birthday. Also, many of his senior commanders were away as well. When the Allies began their invasion, the German response was bewildered and uncertain. They awoke to see the Allied armada coming toward them. More than 1,000 transports dropped paratroopers to secure the flanks and beach exits of the assault a... Free Essays on D-Day INTRODUCTION Imagine if you will. Go back in time to June 5th, 1944 to a place known as England. You’re a British citizen use to hearing the sounds of war. These sounds include heavy transport vehicles, marine vessels and airplanes. It is nighttime and you have suddenly been awakened by louder than normal sounds. You step out of your house for a moment and to your surprise you see in the air, more planes than you ever thought existed. You wipe your eyes and focus on the mass. Through the darkness, you notice U.S. and British planes flying together in formation. This great site of combined military might means only one thing. Invasion! Feelings of pride, hope and cohesion among you and your countrymen replace those of uncertainty, fear and failure. Overjoyed, you return to your house and try to get some sleep. The next morning, June 6th, 1944, you awake extra early, anticipating some kind of national announcement. Just after 9:00am you hear your anticipation. â€Å" Under the command of General Eisenhower, Allied naval forces supported by strong air forces began landing Allied armies this morning on the coast of France.† Moments later the rest of the world knew. Invasion! PLANNING THE INVASION The origination of D-Day planning is thought to have happened in Dunkirk in 1940. Winston Churchill had had a meeting with Lord Louis Mountbatten. There, Churchill requested Mountbatten to begin planning for a distant offensive. Russia and America joined forces with Britain, what was once a distant offensive wasn’t quite so distant after all. In January 1943, Churchill met with Roosevelt at Casablanca to appoint Gen. F.E. Morgan as joint staff of COSSAC, Chief of Staff to the Supreme Allied Commander. The choice of a Supreme Commander would come later. For six months COSSAC studied the coasts of Europe, Allied/German forces that might be joined in battle, and technical details of the project. From this intense...