India of My Dreams free essay sample

I long for an India, where numerous researchers are occupied with doing noteworthy looks into, an India, which would be known for incredible logical and mechanical progressions, an India where any semblance of Tata’s and Birla’s would concoct new creations, leaving the entire world astonished, extraordinary personalities of the world speculating regarding how the incomprehensible was accomplished An India, which is a pioneer in making new revelations/innovations yet in addition in otherworldliness, an India with a fantastic net work of streets and extensions interfacing even the remotest parts An India, where manageable development and improvement go connected at the hip. Each individual plants and thinks about at least 10 to 20 trees throughout his life time, where untamed life is protected from poachers, where Man lives in agreement with Nature, where nobody fears talking reality and where there is no debasement. Ladies are regarded and individuals from all religions coincide and where each Indian is glad for being an Indian. We will compose a custom exposition test on India of My Dreams or then again any comparable point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Where individuals are not scared of departing their homes open and there is no wrongdoing in the nation, everybody is fulfilled. I long for an India where commercial centers, streets are flawlessly perfect, where the best expectations of tidiness and cleanliness are kept up where trash isn't spilling on the streets and creatures are not meandering around in the city. I long for an India, where ranchers are regarded as much as whatever other expert, where individuals are not odd, an India which isn't just prevalent in science and innovation yet in addition in sports, where we can win most extreme awards in Olympics and other global games, This is the India of my fantasy this is the India wherein I need to live-the India of which I am a pleased resident. This is my India, an incredible nation ruling the global scene, a place that is known for harmony, flourishing and bounty. At long last, I long for an India as depicted by Rabinder Nath Tagore in the accompanying lines. â€Å"Where the Head is held high where the brain is unafraid into that Heaven of opportunity â€Å"O Lord† let my nation awake†

Amazon E-Business Free Essays

Amazon. Coma’s E-Business Model Monte Sutton wandered college Assignment #2 Submitted In Partial Fulfillment of the Requirements for the Course BUSSES: contemporary Business Dry. Mill operator Fall 201 1 Discussion 1. We will compose a custom article test on Amazon E-Business or on the other hand any comparative subject just for you Request Now Examine the upsides and downsides of Amazons development and broadening of business and specialization, and make suggestions about what Amazon could have done another way. The web has become a piece of most everybody day by day life for a long time now. Also E-Business has showed up for quite a long while at this point. E-dustless alludes to directing business over the web. E-Business represents more than one-fourth of the estimation of all assembling shipments, deals and incomes, totaling $1. 3 trillion (Boone ; Kurt, 2011). In 1996 an acclaimed retail organization In E-Business was propelled called Amazon. Com_ Amazon. Com sells different items like gadgets, books, music, DVD’s, housemates, PC’s and vehicles. Amazon. Com is the greatest retailer in E-Business, It has extended Its business in excess of 220 nations. Amazon had first begun as an organization had first begun as an online book shop. While selling books Amazon was making an average benefit, however Amazon administration didn't feel cap they were not getting as much cash as they had would have liked to make tort the main year _ Also a claim from Barnes and Noble incited Amazon to think of an approach to better Its company. In 1999 when the E-futile blast started Amazon Went Amazon started to develop into the universe of E-Business this was the best thing they could have done. By doing this they start to make immense benefits and transformed into one of the world’s pioneers in E-business. Amazon had the option to assume control over the E-Business since they started to offer to their customer’s preferred arrangements over the other E-Business enterprises could offer. They were really centered around consumer loyalty. The firm uses refined stock instruments that help minimize its expenses and permit it to hang tight at positive provider costs before putting orders. Amazon had the option to restock when no one else was restocking. As requests was tumbling off a bluff [because different retailers had put in occasion requests much earlier], they could show signs of improvement rates (Boone ; Kurt, 2011 up. 223). The proprietor Jeff Bozo comprehended that so as to stay serious around here they needed to initially concentrate on the requirements of the clients. Understanding what clients need and need is was helpful for the achievement of the organization. Additionally extended its product at a lower cost would likewise draw in more clients to arrange from Amazon. Another advantage of Amazon was that they had organization with various transportation organizations and could offer quick and precise assistance to their customers. Amazon has encountered numerous negatives evaluations from a portion of their clients in light of a portion of the blemished product they have gotten. Since Amazon has organization with numerous shoppers to sell their product Amazon doesn't generally have the foggiest idea what an individual might be getting. Purchasers just realize that they requested this product from Amazon and if something isn't right Amazon ought to be liable for the item. I completely comprehend their objection. Comprehend the consumer’s protest. I as of late arranged a Colby MPH player from Amazon and when I got the MPH player it didn't work. I looked everywhere throughout the web to attempt to discover a contact number for Amazon however proved unable. I called Colby and experienced some difficulty shooting strategies before it was resolved that the part was flawed. The Colby advised me to restore the product back to Amazon and they would supplant it. Albeit once I went on Amazon site to discover how to restore the thing it was genuinely simple. I felt as if rather than me restoring the thing back to Amazon I ought to have restored the thing to Colby and they could have sent me a substitution thing. Presently I need to hold up until Amazon gets the old MPH player and the they request me another from Colby. I would suggest that Amazon discover an approach to remove the center man with the goal that purchasers can get their substitution things in a quick way. Conversation 2. Decide the effect if Amazon. Com had separated and turned into a group of brands (for instance â€Å"Amazon† for books, â€Å"Super toys† for toys, and so forth ), each with an open face however totally run by a similar parent organization. Amazon may have lost a few purchasers had they would have marked themselves into a group of brands. What makes Amazon so one of a kind is that an individual can go to their one site and discover all that they are searching for. The site has rolled out such a large number of improvements to make it simpler for the shopper to go legitimately to their site sort what they are searching for and will e ready to see Just that item. Had Amazon would have Just separated itself into a specific brand it would have appeared as though they may have been attempting to advance a specific thing and this would have made rivalry among Amazon with its who genuinely loves requesting from Amazon. They would feel this is another E-Business that they are curious about working with. The simplicity of going to one site and understanding that everything at this site is all Amazon and the way that you use to arrange your product you can in any case do it a similar way. To any organizations will in general think they are getting things done to improve it for the shopper however truth be told they are befuddling the purchasers. Conversation 3. Decide whether it would be feasible for Barnes and Noble or Borders to expand their business sectors similarly that Amazon. Com has. Clarify your method of reasoning. Indeed I think it is entirely workable for Barnes and Noble or Borders to broaden their business sectors in the equivalent was Amazon. Com has. The explanation I feel along these lines is on the grounds that the normal American shopper we are continually searching for the following best attractive organization on the web. From the outset purchasers would be reluctant to arrange some different option from books from Barnes and Nobles or Borders. In any case, when the word get out that both these organizations have become and build up E-Business like Amazon they ought to have no issue with getting attractive in the E-trade business. Not all purchasers are content with requesting stock from Amazon, so in this way it will take another organization to get into the E-trade business and have a set up notoriety and more will follow. All together for Barnes and Noble and Borders to become effective they need not to attempt to copy what Amazon is now doing in the E-Business. They have to think of other imaginative approaches to showcase their items, and furthermore attempt and offer better valuing and preferred delivery rates over Amazon brings to the table. Like anything, from the start business might be delayed for the two organizations since this is another endeavor for them. Be that as it may, when the organizations see how the E-Business functions and what clients need and need I don’t for see any issues with them advertising different things other than books over the web. Conversation 4 Determine what Amazon. Mother would need to do to extend their circulation chain to incorporate some physical outlets, and whether this would be a smart thought. With the end goal for Amazon to get into the Brick and Mortar outlet Amazon currently would need to go out and discover all the more structure all through the world and afterward higher more representatives to run the outlet offices around the globe. Presently Amazon as opposed to contending in the E-business industry now they would likewise be contending in the store business. By doing this would cost Amazon more cash and could conceivable lessen the decrease in deals over the web. This would not be a smart thought for Amazon for some reasons. Activity cost to keep up a structure and a full time staff make up an enormous piece of the overhead expense. Most retail locations commission are a major piece of a sales rep compensation so along these lines they might not have the wellbeing in the web gives more data than the salesperson could. Most customers now days go to a retail location and cost and thing at that point return home on the web and show signs of improvement bargain. Amazon is doing Just fine by residual the top E-Business on the web, References Boone, L. , Kurt, L. , (2011). Contemporary Business. Children Inc. Hoboken, NJ: John Wiley and The most effective method to refer to Amazon E-Business, Papers

How to Keep Your Top Talent from Churning - Focus

How to Keep Your Top Talent from Churning - Focus I work in an industry where “startup” is a daily word, everyone’s fantasies seem to involve a “unicorn”, and “office perks” are the currency. The resource we seek  is a team of efficient, dedicated, employees. But when so many startups focus on acquisition and the resource is limited, shouldn’t we focus more on reducing our top talent churn? Reducing Churn They say in growth, it’s easier to stop your already invested customers from leaving than to acquire new ones. Things are no different when it comes to HR. An existing employee has already seen enough value in your company to seek a job, is (hopefully) motivated enough to produce good work, and is invested in the product that you’re building together. This makes them a lot more likely to stay with you than the employee who is just learning about you, along with the other 50 tech companies looking to hire them. If you want to build a team of top tech talent, its better to invest in developing the talented  employees you already have in-house.  Here are 5 tips that will help you retain your top talent, based on what others say and on what we’ve discovered at our own company, MeisterLabs. 1. Find out what motivates your high performers The first step in retaining your high performers is finding out what motivates and engages them. This is not something that you should take for granted. Even if they seem happy and productive you might find out the truth when it’s already too late. Potentially when they’re handing you their resignation letter. That’s why it’s crucial you don’t skip your yearly (or even more often) evaluations and that you do them thoroughly. Asking your employees if they’re satisfied in their job isn’t enough. Instead, ask “What would cause you to take a job with another company tomorrow?” This query prompts people to share their underlying criteria for job satisfaction and to list which of those elements are missing. Surprisingly enough, we have never run a proper employee satisfaction questionnaire or discussion at MeisterLabs. But as they say, better late than never. We ran our questionnaire anonymously, but the general results gave us a much clearer view of what’s important for our employees, or as we like to call it in growth, their AHA! Moment. Product is king Somehow unsurprisingly, after the monetary factor, working on a meaningful product (one that they would use, believe in, etc.) ranked highest within our company. Your product is the most important thing to your customers, to your users, and to your employees. People want to work on something close to their heart and a product thats useful. 2. Focus on training and transforming your managers into coaches They say in HR that employees don’t quit jobs or companies, they quit managers. And we’ve confirmed this in our company when we saw in our questionnaire that “Knowledgeable managers and colleagues” came in very close after working on a meaningful product. Our team also rated constant feedback and recognition highly. It’s no surprise that people want to learn from each other, want to know they work with someone they can trust, and want to keep growing professionally. To help your managers be the kinds of leaders that people want to work hard for, transform them into coaches. “A manager shows someone how to do something, such as the day-to-day tasks for his job, and a coach goes a step further to help an individual realize his full potential and maximize positive outcomes,” says Clifton Harski, the director of training and national head coach at Fitwall. If you feel your team leaders arent providing this yet, its worth investing in managerial training. A good training course will help  your managerial team to better support their teams to grow, perform and stay in their roles. In short, theyre worth the investment. Team management made simple Discover MeisterTask Its free! Discover MeisterTask 3. Offer remote working options In our internal questionnaire, 50% of my colleagues rated remote working and flexible hours as very important requirements. And its not just internal.  Were asked a lot during job interviews whether we offer these kinds of working arrangements. Intuit also found that 79 percent of full-time workers want to work from home at least part of the time.   Luckily we already offer flexible hours, but the options for remote working are still limited.  In our industry, remote work is not so much a perk anymore  but is closer to becoming standard procedure. This has, of course, been facilitated by the many tools that help us to do so: Slack, UberConference, MeisterTask, GitHub, Dropbox, Harvest, just to name a few. To retain top talent, it’s important that you enable your team to work wherever they work best. If this means establishing procedures and tools for remote working, itll likely to be worth the effort. 4. Allow your top talent to fail In many top talent development programs and companies, one of the concerns of top executives is the possibility of derailment or the failure/underperformance of a candidate at the next level. Usually, when a promotion is planned or a top position opens up, promising employees are offered training assignments that provide very little risk of failure. But by being too cautious you risk never allowing emerging top talent to develop. True leadership and professional development take  place under conditions of real stress. We’ve become aware of this quite recently ourselves so amended our development process, creating the role of a feature owner. This puts responsibility in the hands of our developers as they have to go through all of the required steps. Writing specification documents; holding departmental design meetings; coordinating the development team; communicating with the QA team; its all down to them. Feature owners need to ensure that high-quality code is being produced and that their feature is delivered on time. It sounds like a lot and it has put considerable pressure on some of our developers. But with help from managers and colleagues, they’ve learned from their occasional failures and emerged with more knowledge and confidence. Assigning feature owners has helped us to identify management talent within our developer ranks. Weve also demonstrated that we trust our team and will recognize their good work, motivating them to keep it up. 5. Share your corporate  strategy with your high performers In the traditional working environment, meetings happened behind closed doors. Whispers were everywhere and employees lived in fear of being fired at any moment. I remember vividly my mother telling me about her workplace scare stories. Luckily for me, and hopefully everyone else working in a modern company, this is not the case anymore. Honesty and transparency  have become so much more important, not only to employees  but also to top management. Make sure you make these values part of your company culture too. High performers and potentials are acutely aware of your company’s health and are focused on the senior team’s strategy. The same way they want to work for knowledgeable managers, they also need to trust their top executives. With 90% of startups  reportedly  failing, you can’t blame them. There are many ways in which you can involve your high potentials in your company strategy. Some companies send out email updates detailing company performance and strategic shifts; some invite top performers to quarterly meetings; others even invite them to attend closed-door briefings on important strategic updates. Which path(s) you choose is up to you, as long as honesty and transparency are central to those decisions. Don’t wait for your top talent to start churning for you to create a company that everyone loves. Start by looking inside. Identify your high performers, and start creating a company culture that aligns their highest values with yours. Have any questions or tips of your own, on how to hold on to top talent? Wed love to hear from you in the comment section below. Team management made simple Discover MeisterTask Its free! Discover MeisterTask How to Keep Your Top Talent from Churning - Focus I work in an industry where “startup” is a daily word, everyone’s fantasies seem to involve a “unicorn”, and “office perks” are the currency. The resource we seek  is a team of efficient, dedicated, employees. But when so many startups focus on acquisition and the resource is limited, shouldn’t we focus more on reducing our top talent churn? Reducing Churn They say in growth, it’s easier to stop your already invested customers from leaving than to acquire new ones. Things are no different when it comes to HR. An existing employee has already seen enough value in your company to seek a job, is (hopefully) motivated enough to produce good work, and is invested in the product that you’re building together. This makes them a lot more likely to stay with you than the employee who is just learning about you, along with the other 50 tech companies looking to hire them. If you want to build a team of top tech talent, its better to invest in developing the talented  employees you already have in-house.  Here are 5 tips that will help you retain your top talent, based on what others say and on what we’ve discovered at our own company, MeisterLabs. 1. Find out what motivates your high performers The first step in retaining your high performers is finding out what motivates and engages them. This is not something that you should take for granted. Even if they seem happy and productive you might find out the truth when it’s already too late. Potentially when they’re handing you their resignation letter. That’s why it’s crucial you don’t skip your yearly (or even more often) evaluations and that you do them thoroughly. Asking your employees if they’re satisfied in their job isn’t enough. Instead, ask “What would cause you to take a job with another company tomorrow?” This query prompts people to share their underlying criteria for job satisfaction and to list which of those elements are missing. Surprisingly enough, we have never run a proper employee satisfaction questionnaire or discussion at MeisterLabs. But as they say, better late than never. We ran our questionnaire anonymously, but the general results gave us a much clearer view of what’s important for our employees, or as we like to call it in growth, their AHA! Moment. Product is king Somehow unsurprisingly, after the monetary factor, working on a meaningful product (one that they would use, believe in, etc.) ranked highest within our company. Your product is the most important thing to your customers, to your users, and to your employees. People want to work on something close to their heart and a product thats useful. 2. Focus on training and transforming your managers into coaches They say in HR that employees don’t quit jobs or companies, they quit managers. And we’ve confirmed this in our company when we saw in our questionnaire that “Knowledgeable managers and colleagues” came in very close after working on a meaningful product. Our team also rated constant feedback and recognition highly. It’s no surprise that people want to learn from each other, want to know they work with someone they can trust, and want to keep growing professionally. To help your managers be the kinds of leaders that people want to work hard for, transform them into coaches. “A manager shows someone how to do something, such as the day-to-day tasks for his job, and a coach goes a step further to help an individual realize his full potential and maximize positive outcomes,” says Clifton Harski, the director of training and national head coach at Fitwall. If you feel your team leaders arent providing this yet, its worth investing in managerial training. A good training course will help  your managerial team to better support their teams to grow, perform and stay in their roles. In short, theyre worth the investment. Team management made simple Discover MeisterTask Its free! Discover MeisterTask 3. Offer remote working options In our internal questionnaire, 50% of my colleagues rated remote working and flexible hours as very important requirements. And its not just internal.  Were asked a lot during job interviews whether we offer these kinds of working arrangements. Intuit also found that 79 percent of full-time workers want to work from home at least part of the time.   Luckily we already offer flexible hours, but the options for remote working are still limited.  In our industry, remote work is not so much a perk anymore  but is closer to becoming standard procedure. This has, of course, been facilitated by the many tools that help us to do so: Slack, UberConference, MeisterTask, GitHub, Dropbox, Harvest, just to name a few. To retain top talent, it’s important that you enable your team to work wherever they work best. If this means establishing procedures and tools for remote working, itll likely to be worth the effort. 4. Allow your top talent to fail In many top talent development programs and companies, one of the concerns of top executives is the possibility of derailment or the failure/underperformance of a candidate at the next level. Usually, when a promotion is planned or a top position opens up, promising employees are offered training assignments that provide very little risk of failure. But by being too cautious you risk never allowing emerging top talent to develop. True leadership and professional development take  place under conditions of real stress. We’ve become aware of this quite recently ourselves so amended our development process, creating the role of a feature owner. This puts responsibility in the hands of our developers as they have to go through all of the required steps. Writing specification documents; holding departmental design meetings; coordinating the development team; communicating with the QA team; its all down to them. Feature owners need to ensure that high-quality code is being produced and that their feature is delivered on time. It sounds like a lot and it has put considerable pressure on some of our developers. But with help from managers and colleagues, they’ve learned from their occasional failures and emerged with more knowledge and confidence. Assigning feature owners has helped us to identify management talent within our developer ranks. Weve also demonstrated that we trust our team and will recognize their good work, motivating them to keep it up. 5. Share your corporate  strategy with your high performers In the traditional working environment, meetings happened behind closed doors. Whispers were everywhere and employees lived in fear of being fired at any moment. I remember vividly my mother telling me about her workplace scare stories. Luckily for me, and hopefully everyone else working in a modern company, this is not the case anymore. Honesty and transparency  have become so much more important, not only to employees  but also to top management. Make sure you make these values part of your company culture too. High performers and potentials are acutely aware of your company’s health and are focused on the senior team’s strategy. The same way they want to work for knowledgeable managers, they also need to trust their top executives. With 90% of startups  reportedly  failing, you can’t blame them. There are many ways in which you can involve your high potentials in your company strategy. Some companies send out email updates detailing company performance and strategic shifts; some invite top performers to quarterly meetings; others even invite them to attend closed-door briefings on important strategic updates. Which path(s) you choose is up to you, as long as honesty and transparency are central to those decisions. Don’t wait for your top talent to start churning for you to create a company that everyone loves. Start by looking inside. Identify your high performers, and start creating a company culture that aligns their highest values with yours. Have any questions or tips of your own, on how to hold on to top talent? Wed love to hear from you in the comment section below. Team management made simple Discover MeisterTask Its free! Discover MeisterTask

The Director Of Human Resources Of Lehigh Hanson - 1525 Words

I am the Director of Human Resources of Lehigh Hanson. In order to ensure the organization remains successful we have to make sure we hire the right people for the organization. In this review we will outline a job interview process and document the methods that we must use to select the right person for the available positions. We will determine at least two employment laws that we must consider in the process questions and examine the key ramifications of the organization’s lack of enforcement of said laws. The organization must predict three issues that we may encounter in building relationships with each type of worker. Also, management will examine two laws that must follow during the relationship process, and specify the manner in which each law would help in the relationship building process. Finally, we will evaluate the effectiveness of the organization’s HR policies and processes that are designed to promote a diverse workforce, we will outline a strategy for the organization that recognizes affirmative action, and the HR team will include in our plan to migrate both the glass ceiling effect and reverse discrimination within our organization. Hanson is outlining the position of a Customer Service Representative. As an employer, making a good hire depends on of having a positive interview experience with a preferred candidate. Employers must not underestimate the impact of a well-planned interview or interview process. When hiring for a particular positionShow MoreRelatedMarketing Mistakes and Successes175322 Words   |  702 PagesCleveland State University JOHN WILEY SONS, INC. VICE PRESIDENT PUBLISHER EXECUTIVE EDITOR ASSISTANT EDITOR PRODUCTION MANAGER PRODUCTION ASSISTANT EXECUTIVE MARKETING MANAGER ASSISTANT MARKETING MANAGER MARKETING ASSISTANT DESIGN DIRECTOR SENIOR DESIGNER SENIOR MEDIA EDITOR George Hoffman Lise Johnson Carissa Doshi Dorothy Sinclair Matt Winslow Amy Scholz Carly DeCandia Alana Filipovich Jeof Vita Arthur Medina Allison Morris This book was set in 10/12 New Caledonia

Scientific Theory Essay - 642 Words

Scientific Theory A scientific theory is a well-substantiated explanation of some aspects of the natural world, based on a body of knowledge that has been repeatedly confirmed through observation and experiment. Scientist creates scientific theories from hypothesis that have been corroborated through the scientific method, then gather evidence to test their accuracy. The strength of a scientific theory is related to the diversity of phenomena it can explain, which is measured by its ability to make falsifiable predictions with respect to the phenomena. Scientific theories are the most reliable, rigorous, and comprehensive for of scientific knowledge. The scientific method involves the proposal and testing of hypotheses, by deriving†¦show more content†¦Theories are the main goal in science and no explanation can achieve a higher rank. (to the belief that â€Å"theories† become â€Å"laws† over time). In some cases, theories can unify. Two or more theories can be replaces by a single theory which explains the previous theories as approximations or special cases, comparable to the way a theorys is connecting explanation for many confirmed hypotheses: This is reffered to as Unification of Theories. Both scientific laws and scientific theories are produced from scientific methods through the formation and testing of hypotheses, and can predict the behavior of the natural world. Both are typically supported by observation and experimental science. However, scientific laws are descriptive accounts of how nature will behave under certain conditions. Scientific theories are broader in scope, and give overarching ex planations of how nature works and why it exhibits certain characteristics. They are supported by evidence from many different sources, and may contain one or more laws. Both scientific laws and scientific theories come from the scientific method through the formation and testing of hypotheses, and can predict the behavior of the natural world. Both are usually well supported by observations and/or experimental evidence. However laws are descriptive accounts of how nature will behave under certain conditions. Assumption is aShow MoreRelatedThe Theory Of The Scientific Method998 Words   |  4 Pageshypothesis. To put it simply, a hypothesis is an educated guess; better yet, it is a prediction. These predictions are drawn by logic and can be tested. Formulating a hypothesis is the second step in the scientific method. â€Å"If more and more hypotheses related to a theory turn out to be true, the theory gains in credibility (King, pg. 27).† After you have formed a hypotheses, you will need to test your predication. 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But more often than not, science gets it wrong. One way to test the validity of a scientific theory is the use of the Hypothetico-Deductive Method. The results of such a method provide evidence of confirmation or disconfirmation, though these results cannot always be trusted. The world is complicated, thus it requires an equally complicatedRead MoreThe Theory Of Scientific Management1633 Words   |  7 PagesThe purpose of th is essay is to research, analyse and assess the theory of scientific management, which was revolutionised by Frederick Winslow Taylor in 1887 (A.Huczynski, 2010) and to critically evaluate the benefits and pitfalls of his theory. This theory Taylor developed is known as Taylorism and has been used commonly in various structures of organisation. Comparisons shall be drawn to other theories and advancements of this theory, such as Fordism and Toyotism, which was extremely popular in Japan

Unended War and Intervention in Iraq Free Essays

Iraqi people might find already immuned of the uproar in different areas in Iraq. The tragedies that were happened more than two decades ago and are still happening nowadays are really marked the history of Middle Eastern conflict. Such bombings, bombarding, invasion, and protests are really taken the big part of the history of Iraq. We will write a custom essay sample on Unended War and Intervention in Iraq or any similar topic only for you Order Now It was during 1980 when the Iraq tried to invade the Iran, but of course, the Iran did not let it happen(Shalom, 1993). Though the Iraq made its initial success, the people of Iran used their man power as many population they have. At the middle of the 1982, the Iran was triumphant with their goal of pushing out the invasion of Iraq. But considering the fact that Iran has much weaponry, they were able to prevent the moves of the Iranian, and it was year 1988 when the silence screams of the gun and war men were off heard. However, though the war was ended (temporarily), the blame was on the both government of the two countries when in Saddam Hussein was the one who was ruling the Iraq. Letting the bloodshed among Iraqi citizens was considered as one of his callous in leading   his constituents. This was the time when the United States (US) started to intervene so as to help out the Iraq in settling the untapped war that had been started before and to help the people of Iraq to recover from the hell of war and from the ruthless government of Hussein. The US sent military troops in Iraq whereas they created several bases in different regions in Iraq. And nowadays, the US is continuing lurking around the Iraq. They are doing they ‘surge’ (Reuters, 2007) together with the British troupes. According to the report of the Philippine Daily Inquirer (2007), the rush forward being done in Iraq is nearly unsuccessful such that an insurgency is more likely to happen again. The critical condition of the mission of the US in the Iraq together with the British government pertained that war between the Hezbollah and Israel last August 2006. The war between them was hardly to ceasefire. The criticism of the event is more likely on former Prime Minister Tony Blair since he was the one who refused for a call of an immediate stop fire between the Israel and Hezbollah (Lebanon) in their war last year. I have chosen this event to be use as application in theoretical analysis since this is widely known by everybody and that the lives of the people living in the countries involved are severely affected by the war that is happening. (Part B) The clash between Iran and Iraq seemed more likely though during the early 90s. However, since the Iraq was suffered under the Hussein’s regime, lots of militant groups and civil underground rebels emerged and rebellion took place. And it is in nature of the United State, being considered as the most powerful country in the world, to help, in any way, those who are in depth recovery of the war. But in the case of Iraq, the peace seemed not finding its place. Until now, clashes are still going on, but not necessarily war against another nation, but war among civil there. The surgency that the US has been doing and trying to imply in the Iraq, does it really pure surgency? As we all know, the US is one kind of imperialist in the world. Widely, it colonized a lot of country in Asia, explicitly and implicitly. Once one touched the hand of Uncle Sam, you would definitely touch it along the way. The reason why Iraq still has its internal conflict between civilians is not because they rebel with each other, it may probably because of the intervention of the US in their nation. Come to think of it: whose nation would like to handle by different hands instead the hands of its people? Politically speaking, this could be a way of euphemizing the real intention of the US. We could deny the fact that the US wanted to hold more power, and imperialism is the instrument and effective tool for them to accomplish their goal. How to cite Unended War and Intervention in Iraq, Essays

Somebody Had to Say It free essay sample

Even with the amazing progress technology has made over the years, it seems that society (or at least the current generation) has lost touch with what used to be considered common courtesy and plain, basic knowledge. You can’t walk down the street without someone complaining about something so†¦inconsequential. People complain when the internet on a cell phone loads too slowly. Wait – think about this for a second – you are getting INTERNET on your CELL PHONE. Can you give a second to get back from space? Twenty years ago this outstanding and incredible concept would have been considered farfetched and outrageous. One thing I want to make known is how people think that the world owes them something. There are worse things in the world than not getting internet on your cell phone. Sometimes people need to take a step back and look at the bigger picture. Is there a way, I wonder, to live with the incredible advances our society has made technologically, withou t losing touch with what is so special about living a life of quiet simplicity? My high school offers its students the opportunity to go on a mission’s trip to Hato Mayor, Dominican Republic for one week the summer between junior and senior year. We will write a custom essay sample on Somebody Had to Say It or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It is honestly amazing how this one week away can affect a person so much. I grew up in a middle class home in the suburbs, where my parents raised me to always be grateful for what I have. Before going to the Dominican Republic, I understood that there are people living in poverty in third world countries, but never really understood the extent of such poverty until I saw it with my own eyes, and experienced it firsthand. The home of a family of five is about the size of my living room. But more so, what was so touching was how grateful the children in the local villages were – how they’d literally smile from ear to ear because someone cared enough to swing a jump rope, or toss a ball around, or play tag with them. I’d like to make people interested in living in a way the rest of the world seems to have forgotten, to bring back that smile like those children in the villages