An Overview of Economic Stagflation in the 1970s

An Overview of Economic Stagflation in the 1970s The term stagflation- an economic condition of both continuing inflation and stagnant business activity (i.e. recession), together with an increasing unemployment rate- described the new economic malaise in the 1970s pretty accurately. Stagflation in the 1970s Inflation seemed to feed on itself. People began to expect continued increases in the price of goods, so they bought more. This increased demand pushed up prices, leading to demands for higher wages, which pushed prices higher still in a continuing upward spiral. Labor contracts increasingly came to include automatic cost-of-living clauses, and the government began to peg some payments, such as those for Social Security, to the Consumer Price Index, the best-known gauge of inflation. While these practices helped workers and retirees cope with inflation, they perpetuated inflation. The governments ever-rising need for funds swelled the budget deficit and led to greater government borrowing, which in turn pushed up interest rates and increased costs for businesses and consumers even further. With energy costs and interest rates high, business investment languished and unemployment rose to uncomfortable levels. President Jimmy Carters Reaction In desperation, President Jimmy Carter (1977 to 1981) tried to combat economic weakness and unemployment by increasing government spending, and he established voluntary wage and price guidelines to control inflation. Both were largely unsuccessful. A perhaps more successful but less dramatic attack on inflation involved the deregulation of numerous industries, including airlines, trucking, and railroads. These industries had been tightly regulated, with the government controlling routes and fares. Support for deregulation continued beyond the Carter administration. In the 1980s, the government relaxed controls on bank interest rates and long-distance telephone service, and in the 1990s it moved to ease regulation of local telephone service. The War Against Inflation The most important element in the war against inflation was the Federal Reserve Board, which clamped down hard on the money supply beginning in 1979. By refusing to supply all the money an inflation-ravaged economy wanted, the Fed caused interest rates to rise. As a result, consumer spending and business borrowing slowed abruptly. The economy soon fell into a deep recession  rather than recovering from all aspects of the stagflation that had been present. Source This article is adapted from the book Outline of the U.S. Economy by Conte and Carr and has been adapted with permission from the U.S. Department of State.

How to Become a Dietitian or Nutritionist

How to Become a Dietitian or Nutritionist As Americans face a growing obesity crisis and ever-growing awareness about how what we eat affects our health, medical professionals in the field of dietetics are key members of that front line. Behind every public program like healthier school lunch initiatives or campaigns to fight Type 2 diabetes, dietitians and nutritionists are the ones using science to set healthy food guidelines and diet plans. The Day-to-DayDietitians and nutritionists work in a variety of settings, from healthcare settings (hospitals and clinics) to government (public health agencies) to the private sector (food manufacturing and distribution companies). They may work directly with patients to create and maintain diet plans to lose weight or improve health, but they might also work on larger-scale public health programs to encourage healthy eating to broader populations. You can also find dietitians working on nutrition guidelines and food safety in the government or in private companies. Their tasks often include:Designing diets that target specific conditions, like obesity, diabetes, or high blood pressureHelping patients maintain diets for health or weight loss, and ensuring that patients are dieting safelyDeveloping nutrition programs for an entire facilityImproving accuracy in food labels and advertisingWorking with agencies and manufacturers to improve food safetyResearching how food and nutrition interact with the body and various conditionsEducating the public (broadly or in specific targeted populations) on nutrition, food safety, and healthy lifestyle practicesDietitians and nutritionists typically work a standard full-time work week in an office or clinic setting.  For more on dietetics and what it’s like to be a dietitian or nutritionist, check out these videos:A Day in the Life: DietitianHow to Become a Registered Dietitian/NutritionistAsk a Nutritionist with Shira LenchewskiIs Being a Nutritionist Right for You?The RequirementsMost dietitians and nutritionists h ave a bachelor’s degree, and have completed a residency, internship, or other form of supervised training. Most states require a license for dietitians and nutritionists, so be sure to check your own state’s requirements if you’d like to start down this career path.The SkillsThe dietetics field calls for a number of special skills and knowledge bases, including:Attention to detailMath and science (particularly biology, food science, and biochemistry)Critical thinkingPatient evaluationAnatomy and physiologyDisease managementPublic health implementationThe PayPer the U.S. Bureau of Labor Statistics (BLS), the median salary for dietitians/nutritionists is $56,950, or $27.38 per hour. In addition, the field offers a lot of fulfillment for its members. According to a survey conducted by PayScale, the average dietitian is â€Å"extremely satisfied† in his or her career.The OutlookAs mentioned before, the renewed focus on food and nutrition, both on a national a nd personal health level, means that this is a gangbusters-level field for growth. Openings in dietetics are expected to grow at least 16% by 2014, which is significantly faster than average.Interested? APPLY HERE

Contiuum of Care Bibliography Annotated Example | Topics and Well Written Essays - 250 words

Contiuum of Care - Annotated Bibliography Example There is a description of the various stakeholders and the components of the continuum of care, therefore, making it relevant to use when making the presentation. They also discuss how the component contributes to or detracts from the general administration of health care resources. They also depicts that at the community level, combination of medical and supportive services is the best way of enhancing continuum of care. Wilson, A., Whitaker, N., & Whitford, D. (2012, May 31). Rising to the Challenge of Health Care Reform with Entrepreneurial and Intrapreneurial Nursing Initiatives. The Online Journal of Issues in Nursing, p. 2. It is another reliable source of information about the continuum of health care especially in U.S The reason being that Wilson, Whitaker and Whitford (2012), explicitly describes the three dimensions of healthcare and the contribution of each to the continuum of care i.e. primary, secondary and tertiary. Wilson, Whitaker and Whitford (2012), discusses the services provided and how these services fit the continuum of care. Wilson, Whitaker and Whitford (2012), shows how this delivery component and services need to change to meet future trends and labels the characteristics of an integrated delivery system making it relevant to the study of this topic. According to Haggerty et al. (2003), the perception and veracity of continuity of care cut across both organizational and disciplinary boundaries. The collective definitions delivered here should assist healthcare providers appraise continuity more meticulously and enhance communication. Policy charters and reports in the whole world urge a strenuous effort to boost continuum of care. The presentation would not be complete without the use of this article. Best (2010), outlines educational advances for adaptive work roles and aspects of educational research to lighten issues for the future geriatric well-being and oral

Encouragement Of Small Business Research Paper Example | Topics and Well Written Essays - 1750 words

Encouragement Of Small Business - Research Paper Example One of the ways through which the national governments promote entrepreneurship is by encouraging small businesses through financial incentives, training for small entrepreneurs, providing exposures to such small businesses, and even reserving some government contracts to small businesses. By reserving certain government contracts to small businesses, it offers them an opportunity for growth, expansion, exposure, and even it shields them from competing with large businesses that have massive financial resources that small businesses cannot compete against (Compton, 2009). It is important to note that under the Small Business Act, a small business is defined as a business that is owned and operated by an independent person (S), and it is not a dominant player in the market. This present paper will focus on the encouragement of small businesses by the government through the Federal Acquisition Regulation (FAR), which spells out regulations for government officials when they are making purchases of government’s goods and services. ... Socio-economic considerations of the federal procurement process Broaddus et al. (2009) that the legal framework that is in place requires that the United States government to engage in an efficient and competitive process when it is procuring goods and services. Besides abiding by this legal framework, the government has further instituted various policies in the acquisition process in a bid to promote certain socio-economic objectives. The policies have been aimed at proving more contracting opportunities to vulnerable groups such as small businesses owned by youths, small women-owned businesses, veteran-owned small businesses, and service-disabled veteran-owned small businesses. However, these small businesses are required to abide by the ancillary requirements as stipulated in the law and in executive orders. According to Keyes (2003), the main socio-economic consideration of the federal procurement process is the uplifting of small businesses that are owned by disadvantaged grou p or persons, who face economical and social disadvantages. These businesses have been accorded special status by the Small Business Act in regards to the U.S government procurement process. Therefore, it is more likely for these small businesses to be awarded a government contract since the government aims at improving the social and economic conditions of the people who run the small businesses, their families, and the community at large. Gender is also a factor that is considered in the government procurement process, in order to favor small businesses that are owned and managed by women entrepreneurs who are normally clustered as a disadvantaged group because of the various challenges that they face. Keyes (2003) stated that the consideration of women in the federal procurement

Hrm Pqhrm Essay Example for Free

Hrm Pqhrm Essay Link is a leading pharmaceutical company which has the head office in Colombo and also there are 7 branches all over the island. Over 200 workers are employed and Mr. Ravi Fernando is the training manager who has over 10 years experience in this field. He handles all the product training and also for training ,the company is known to spend heavily. These training included overseas training amp; other out sourced training programs. However , when new CEO Mr. Dylan Perera Joined the company Ravi Fernando had to justify this big amount of training cost and he was asked to provide a detailed report. He tried his best but he was failed in the same. CEO Dylan Perera wasnt satisfies as Mr. Ravi was not able to prove worthiness of his training programs at all. He has no any written records or at least the members couldnt explain what therere gained from the training. It was totally failure. Anyway Dylan is prompted to the forthcoming training schedule for 2009. My role as a consultant would be to identify * The key issues in the case that could have caused this situation * What has Ravi missed in his role as training manager and how that has led to the current problem * Suggestions and strategies which could be implemented In my report from here on it can be found recommendations and suggestions which can be implemented. 1) The key issues in the case that could have caused this situation Care-Link is a leading pharmaceutical company and Mr. Ravi Fernando is the training Manager of Care-Link. Ravi has done a great job in training and development of the company but it failed. The training outcome was not up to expectations. That is the biggest question. Issues in the case that could have caused this situation is as follows, * Spend a lot of money In this case Mr. Ravi spend a lot of money on training programs without onsidering whether those trainings are useful for the employees and effective for the success of the organization or not. Even though some aspects might not be measurable, there are measurable ways to determine if the money was spent wisely. Organizations have traditionally treated training as a cost and expense. When training has a sufficient payback, it can be viewed as an investment, not an expense. We have to identify the training need well and then to design the training program because it’s a huge waste if we spend a lot on unnecessary training programs. Before spending time and money, its better to follow a systematic process to first determine if training is a potential solution – and if it is, then we should develop a training program. Company should spend money on training wisely and that means making sure that there is a real need, that there are training objectives in place and that the learners will actually use what they have learned, immediately, back on the job. Then, your investment in training can actually pay huge dividends. That’s why in this case CEO Dylan Perera prompted to request a total plan for training initiatives before he approves any money for training during the year. * Objectives (training goals) set by the trainer, rather than the trainees Training objectives should set by both trainers and trainees up to their expectations. Here in this case Mr. Ravi decides on his own who are to send outsourced training and who are handling by himself. Effective trainers should be good communicators. He should have discuss with the employees before he sets the training objectives. Care Link’s practice was just to be nominated by the training division for training program actual need of the training should come up in the employees end due to gain a new knowledge or to fill a gap of required competence. Here the employees don’t have any opportunity to rise up with their own requirement of trainings. If the employees too have that opportunity it would be much easy to training division to build up training calendar and the budget on that to fulfill the real requirement of the raining. * A failure to identify the specific needs of employees and for employees to own their own development needs. Training is not the panacea to what ails every worker or every company. It is incorrect to assume that the problems facing every organization can be cured by â€Å"providing training. † In fact, only continuous learning, not training alone, can have an impact upon workforce productivity, but for a company to be successful in its learning interventions, it must know what it wishes to accomplish, give the proposed intervention time, energy and resources it needs to succeed, and ensure that there is a strategy into which the intervention will fit. Finally, there must be reinforcement, performance monitoring and evaluation. An identified training need pinpoints an area where change is required. Learning objectives specify what a person will be able to do differently as a result of training. The clearer the picture of what you want to achieve in a training session, the easier it becomes to plan the means and the greater the prospect of achieving success. Ineffective training adopts a scattergun approach, rather than pinpointing the target. Effective training designs are characterized by objectives which state clearly what the trained person will be able to do when back in the workplace. No accurate method to evaluate the training program In this case there was no specific method to evaluate the training program. When CEO asked the training manager Ravi, to justify the high training expenditure during the year and show more accurate proof other than a verbal explanation, he was failed to prove it because he never know an accurate method to evaluate the training program. Because companies have made large d ollar investments in training and education and view training as a strategy to be successful, they expect the outcomes or benefits related to training to be measurable. Therefore * To identify the program’s strengths and weaknesses. * To assess whether content, organization, and administration of the program contribute to learning and the use of training content on the job. * To identify which trainees benefited most or least from the program To gather data to assist in marketing training programs. * To determine the financial benefits and costs of the programs. * To compare the costs and benefits of training versus non-training investments. * To compare the costs and benefits of different training programs to choose the best program. Training programs should be evaluated. (see Attachment 01 for Evaluation Process) * Little or no support is given from upper management. The essence of a training need, then, is a gap between what exists and what is needed in order to meet or exceed the customer’s demands. One of the best payoffs from needs analysis is management involvement in training. Managers must play an active role in the diagnostic process and have a sense of ownership of the training event which results. When training is conducted at arm’s length from management, little can change. * No record on expenditure. There should be a record on overall expenditure of the training programmes. It should refer to the overall administration of the program. Cost could be classified in two areas, fixed cost like Trainer’s salary and accommodation cost and the variable costs like Training Material, venue and the necessary arrangements at the venue, food or snacks, transport and installation of training r equipments even though the variable cost is hard to measure it’s a must to measure the cost for the training to maintain the balance of the expenditure. Here the training Manager has failed to justify the high expenditure during the year 2008. That is due to the poor cost managing and not budget the training needs for the year ahead. Training budged which is setting in the beginning of the year should be accurate and well defined. 2) What has Ravi missed in his role as training manager and how that has led to the current problem Training managers have the primary responsibility of working with line managers to identify and meet personnel training needs. The training manager should establish training and entry-level requirements for key training positions and implement programs to select and develop training personnel. The training organization should exhibit a strong desire to meet the training needs of the line organization in both its approach to day-to-day activities and its long-term strategic planning. The training organization should help line managers, supervisors, and personnel recognize that training strengthens personnel and facility performance. A training managers supporting responsibilities may include the following, * Maintain training programs current. * Monitor instructor performance to verify training is conducted as outlined in approved training materials and in a manner that motivates personnel to learn. Verify that the training staff has obtained and is maintaining their technical and instructional knowledge and skills. * Develop training programs according to approved methodology. * Track training commitments to outside organizations such as the state and federal regulators, and assist line management in meeting these commitments. * Develop training program and trainee status reports for line managers, and assist line managers in identifying and resolving human performance issues. * Track current industry training issues. * Solicit line managers involvement when training commitments or needs are not being fulfilled. Work to establish mutual trust and cooperation between the training organization and all facility personnel. * Develop improved methods to meet training and facility objectives and goals as required. * Develop training policies that establish guidelines for all training functions. * Assist line management in identifying potential training needs based on facility and industry operating experiences. * Initiate and help prepare long-range objectives for the training organization that are consistent with corporate, facility, and training policies, and develop a system for verifying implementation of the actions needed to meet the objectives. Training managers should verify that employees participate in training and that training meets the employees needs. Here in this case there was no proper policy of training and development it’s the training managers duty to suggest a training policy for the organization. Mr. Ravi should have discuss with the top management about to make a good policy of training on behalf of the employees who needed the training. Training policies and procedures should support the accomplishment of the training mission, goals, and objectives by providing general guidance and detailed directions. Policies typically describe the conditions that guide the decision making process (i. e. , thoroughness, prudence, openness, and responsiveness). Procedures describe how specific tasks will be accomplished. And also The training manager of Care-Link Had no confidence with his training programs. When the CEO Dylan Perera was not satisfied with just verbal remarks and pushed Ravi to show more accurate proof on what he says, this was pressurizing Ravi to an extent that he was even thinking of leaving the company. This is because of his lack of confidence. Effective Training Manager should have good Confidence on what they train. Managing a training department offers a variety of roles that uncovers natural abilities and potential, while offering specific areas for development. Mr. Ravi Fernando as a experienced person in the pharmaceutical field , might be assuming him as a excellent facilitator of Training programs ,that why he himself handled all the products trainings but he should have understand as per the changing marketing requirement everything has to be changed by and by to meet up the market requirement. Should have seek opportunities to advance somewhere, and develop the strategic plan in accordance to that and then it should be linked the Training plan. Training Manger should be open minded to improve his skills or knowledge in areas which is related to the business and to the training requirement. Training Manger should be Responsible, reliable and accountable, ethical and able to instil a clear sense of purpose in others, Here in the Care Link people doesn’t get a chance to request trainings to fill their competency gaps, and the accountability wasn’t there as the case study views that Mr. Ravi himself failed to explain on what he has done in last year. If Mr. Ravi’s Character has heighted as a Problem solver, dealing with practical, people and problems, they would meet up best results than this. And of cause excellent consultancy skills should be there in his character as a training manager but case study not view any of the situation he has conducted due to understanding the internal customer requirements.. 3) Suggestions and strategies which could be implemented Care-Link company faced a lot of problems due to Ravis misconduct in his training programs. To make training and development more effective within your organization. Following suggestions and approaches will make companys employee training more effective and transferable; their application will result in measurable differences to organizations bottom line performance. * Make sure the need is a training and development opportunity. Do thorough needs and skills analysis to determine the real need for employee training and development. Make sure the opportunity you are pursuing or the problem you are solving is a training issue. Create a context for the employee training and development. Provide information for the employee about why the new skills, skill enhancement, or information is necessary. Make certain the employee understands the link between the training and his job. You can enhance the impact of the training even further if the employee sees the link between the training and his ability to contribute to the accomplishment of the organizations business plan and goals. Its also important to provide rewards and recognition as a result of successful completion and application of the training. Provide training and development that is really relevant to the skill you want the employee to attain or the information he needs to expand his work horizons. You may need to design an employee training session internally if nothing from training providers exactly meets your needs. Or, seek out providers who are willing to customize their offerings to match your specific needs. It is ineffective to ask an employee to attend a training session on general communication when his immediate need is to learn how to provide feedback in a way that minimizes defensive behavior. The employee will regard the training session as mostly a waste of time or too basic; his complaints will invalidate potential learning. * Favor employee training and development that has measurable objectives and specified outcomes that will transfer back to the job. Design or obtain employee training that has clearly stated objectives with measurable outcomes. Ascertain that the content leads the employee to attaining the skill or information promised in the objectives. With this information in hand, the employee knows exactly what he can expect from the training session and is less likely to be disappointed. He will also have ways to apply the training to the accomplishment of real workplace objectives. * Provide information for the employee about exactly what the training session will involve, prior to the training. Explain what is expected of the employee at the training session. This will help reduce the persons normal anxiety about trying something new. If she knows what to expect, she can focus on the learning and training transfer rather than her potential discomfort with the unknown. * Make clear to the employee that the  training is his/her responsibility and he/she needs to take the employee training seriously. She/he is expected to apply herself/himself to the employee training and development process before, during, and after the session. This includes completing pre-training assignments, actively participating in the session, and applying new ideas and skills upon returning to work. * Make sure that internal or external training providers supply pre-training assignments. Reading or thought-provoking exercises in advance of the session promote thoughtful consideration of the training content. Exercises or self-assessments, provided and scored in advance of the session, save precious training time for interaction and new information. These ideas will engage the employee in thinking about the subject of the session prior to the training day. This supplies important paybacks in terms of his interest, commitment, and involvement. As the Care link in a serious situation in having a proper Training and development policy, better to have climate survey among the employees of the company, which will provide all the information on the expectations and thoughts of the employees, then as per the requirement of internal and external customers the training division can buildup training policy. Policy statements and procedures should be developed on topics such as the following, * Analyzing tasks, designing and developing training materials, implementing and evaluating the effectiveness of training activities. * Identifying personnel qualification and training needs according to position descriptions, job assignments, previous education, training, and experience * Assessing the level of expertise of subcontract personnel and temporary employees performing work at the facility. * Pursuing job-related education activities. * Handling of individuals whose performance is marginal or unsatisfactory during training (i. . , remedial training) * Describing training department and line organization responsibilities for the training and qualification of facility employees. * Incorporating into training lessons learned from facility and industry operating experiences. * Conducting consistent training and evaluation in the classroom, laboratory, simulator, and on-the-job training. * Co mmunicating between training and line managers (e. g. , curriculum committees, peer review groups) * Maintaining training records of personnel training and performance. * Controlling and administering tests to maintain evaluation integrity. Training and qualifying instructors. * Scheduling of training activities and determining makeup requirements. * Maintaining control of training equipment. * Exceptions. * Facility evaluation criteria. * Vendor short courses or use of vendors for training. Training procedures should describe the types of training and training programs to be conducted, training program prerequisites, and the training audience. The procedures should clearly indicate the training needed for each job position and the sequence in which it is to be completed. The procedures also may reflect the facilitys division of labor policies, position descriptions, and work assignment practices. CONCLUTION It is incorrect to assume that the problems facing every organization can be cured by â€Å"providing training. † In fact, only continuous learning, not training alone, can have an impact upon workforce productivity, but for a company to be successful in its learning interventions, it must know what it wishes to accomplish, give the proposed intervention time, energy and resources it needs to succeed, and ensure that there is a strategy into which the intervention will fit. Finally, there must be reinforcement, performance monitoring and evaluation. Company should spend money on training wisely and that means making sure that there is a real need, that there are training objectives in place and that the learners will actually use what they have learned, immediately, back on the job. Then, your investment in training can actually pay huge dividends. Effective training and development helps employees to reach their full potential whilst providing the organization with the skills and capabilities it needs for the long term.

Similar Roles of Mothers and Daughters in Amy Tan’s The Joy Luck Club :: Joy Luck Club Essays

Similar Roles of Mothers and Daughters in Amy Tan’s The Joy Luck Club   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The Joy Luck Club, a novel by Amy Tan, is structured in an unusual way.   It is divided into four different sections.   Each section has four stories told by four different women.   In the first section all the mothers, in the Joy Luck Club, talk about their childhood.   In the next two sections the daughters talk about their childhood and their experiences through life.   In the last section the four mothers speak about the stories of when they were younger, around their daughters' age.   This novel explores countless topics.   Not only does it deal with gender identity and the relationships between Chinese-American cultures, but it also deals with mother daughter relationships.   Amy Tan shows us how mothers and daughters mirror each other. Every daughter in this novel hears about their mother's life and sees some comparisons to her own life.   "All women are daughters and must resolve the conflicts inherent in the mother/daughter relationship if they are to understand themselves an ultimately to establish their own identity". (Internet 1)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   No matter how old they get, mothers and daughters play similar roles.   Even though an individual may not consciously do things that their mothers have taught/ inherit from them, they still act the same in some respects. An example of this would be   GuYing-ying (Betty) St. Clair and Lena St. Clair.   Both of these characters tell their stories.   These stories, in ways, sound very similar to each other.   Ying-ying's story is called the Moon Lady.   In this story, Ying-ying learns a truth and in some ways becomes a different person.   As Ying-ying sat on the edge of the boat the firecrackers went off.   She fell off the boat and found herself lost   in a large body of water.   She is discovered in the water and is brought to shore where she finds her family.   Later she sees the moon lady and wants to make a wish.   The moon lady is similar to a shooting star.   You only get one wish and it   only appears once in a gre at while.   However, when she sees the moon lady she discovers something.   "I could see the face of the moon lady: shrunken cheeks, a broad oily nose, large glaring teeth, and red stained eyes.   A face so tires that she she wearily pulled off her hair, her long gown fell from her shoulders and as the secret wish fell from my lips, the moon lady looked at me and became a man" (83)  Ã‚   Ying-ying discovers that things aren't always what they appear to be.

Compare and Constrast Qualitative and Quantitative Research Methods Essay

Based on Freud’s theory (psychoanalytic) human functioning 1. The structure of the mind and the distinct functions of Personality The Freud’s structural theory (Freud, 1923, 1926) dispenses with the concepts of a fixed id, ego and superego, and point out unconscious and conscious conflict among wishes:dependent, Controlling, Sexual, Aggressive, guilt, shame, emotions (especially anxiety and depressive affect), And defensive operations that shut off from consciousness some aspect of the others. Id, ego, and super-ego are the three parts of the † Psychic apparatus † of Freud ‘s structural model of Moreover, healthy functioning (adaptive) is also determined, to a great extent, by resolutions of conflict. According to Freud’s theory that explain human functioning based on three level, Ego strengths include the capacities to control oral, sexual, and destructive impulses; to tolerate painful affects without falling apart; and to prevent the eruption into consciousness of bizarre symbolic fantasy. Synthetic functions, in contrast to autonomous functions, arise from the developmet of the ego and serve the purpose of managing conflictual processes. Defenses are an example of synthetic functions and serve the purpose of protecting the conscious mind from awareness of forbidden impulses and thoughts. One purpose of ego psychology has been to emphasize that there are mental functions that can be considered to be basic, and not the derivatives of wishes, affects, or defenses 2. Defence mechanism The ego fights acontinual battle to stay on top of the warring id and superego. Occasionally, their conflicts produce anxiety that threatens to overwhelm the ego. The anxiety is a signal that alerts the ego to marshal defence mechanisms. Unconcious protective processes that keep primitive emotions associated with conflicts in check so that the ego can cotinue its coordinating function. We all use defence mechanisms at times,they are sometimes adaptive and other time they are maladaptive. Human use defence mechanisms to function well and this defence mechanism can be used under the unconscious and conscious state of mind. However, it is important to note that autonomous ego functions can be secondarily affected because of unconsious conflict. For example, a patient may have an hysterical amnesia (memory being an autonomous function) because of intrapsychic conflict (wishing not to remember because it is too 3. The stages of Psychosexual development Freud’s assume that each child is born with a source of basic psychological energy called libido. Further, each child’s libido becomes successively focused on various parts of the body (in addition to people and objects) in the course of his emotional development. During the first postnatal year, libido is initially focused on the mouth and its activities, nursing enables the infant to derive gratification through a pleasurable reduction of tension in the oral region. Freud called this the oral stage of development. During the second year, the source of excitation is said to shift to the anal area, and the start of toilet training leads the child to invest libido in the anal functions. Freud called this period of development the anal stage. During the period from three through six years, the child’s attention is attracted to sensations from the genitals, and Freud called this stage the phallic stage. The half dozen years before puberty are called the latency stage. During the final and so-called genital stage of development, mature gratification is sought in a heterosexual love relationship with another. Freud believed that adult emotional problems result from either deprivation or excessive gratification during the oral, anal, or phallic stages. A child with libido fixated at one of these stages would in adulthood show specific neurotic symptoms, such as anxiety. According to him, unconscious mental structure called the id contains a person’s inborn, inherited drives and instinctual forces and is closely identified with his basic psychological energy (libido). During infancy and childhood, the ego, which is the reality-oriented portion of the personality, develops to balance and complement the id. The ego utilizes a variety of conscious and unconscious mental processes to try to satisfy id instincts while also trying to maintain the individual comfortably in relation to the environment. Although id impulses are constantly directed toward obtaining immediate gratification of one’s major instinctual drives (sex, affection, aggression, self-preservation), the ego functions to set limits on this process. In Freud’s language, as the child grows, the reality principle gradually begins to control the pleasure principle; the child learns that the environment does not always permit immediate gratification. Child development, according to Freud, is thus primarily concerned with the mergence of the functions of the ego, which is responsible for channeling the discharge of fundamental drives and for controlling intellectual and perceptual functions in the process of negotiating realistically with the outside world. Although Freud made great contributions to psychological theory—particularly in his concept of unconscious urges and motivations—his elegant concepts cannot be verified through scientific experimentation and empirical observation. But his concentration on emotional development in early childhood influenced even those schools of thought that rejected his theories. The belief that personality is affected by both biological and psychosocial forces operating principally within the family, with the major foundations being laid early in life, continues to prove fruitful in research on infant and child development. Freud’s emphasis on biological and psychosexual motives in personality development was modified by the German-born American psychoanalyst Erik Erikson to include psychosocial and social factors. Erikson viewed emotional development over the life span as a sequence of stages during which RIGIDITY/FLEXIBILITY The quality of being rigid; stiffness; inflexibility; absence of pliancy; specifically, in mech. , resistance to change of form. In all theoretical discussions respecting the application of forces through the intervention of machines, those machines are assumed to be perfectly rigid so far as the forces employed are able to affect their integrity of form and structure. Rigidity is directly opposed to flexibility, and only indirectly to malleability and ductility, which depend chiefly on relations between the tenacity, the rigidity, and the limit of elasticity. Flexibility- means holding our own thoughts and emotions a bit more lightly, and acting on longer term values rather than short term impulses, thoughts and feelings. Why? Because thoughts and emotions tend to be unreliable indicators of long term value. We have no control over them and they tend to ebb and flow – sometimes dramatically. If we trust our thoughts and emotions and act based on them, we can often overlook the more important, sustained patterns of action which bring true meaning, vitality and richness to our lives. Question 2 Behaviourism and education-how behaviourism view human functioning Behaviourism focuses on one particular view of learning: a change in external behaviour achieved through a large amount of repetition of desired actions, the reward of good habits and the discouragement of bad habits. In the classroom this view of learning led to a great deal of repetitive actions, praise for correct outcomes and immediate correction of mistakes. In the field of language learning this type of teaching was called the audio-lingual method, characterised by the whole class using choral chanting of key phrases, dialogues and immediate correction. Within the Problem Based Learning (PBL) environment, students may be encouraged to engage with the learning process and their peers within the group by positive reinforcement from a skilled facilitator to increase positive actions of engagement, contributions and questioning. Negative behaviours e. g. ack of engagement, negative contributions, could be minimized by the facilitator using negative reinforcement. Within the behaviourist view of learning, the â€Å"teacher† is the dominant person in the classroom and takes complete control, evaluation of learning comes from the teacher who decides what is right or wrong. The learner does not have any opportunity for evaluation or reflection within the learning process, they are simply told what is right or wrong. The conceptualization of learning using this approach could be considered â€Å"superficial† as the focus is on external changes in behaviour i. e. ot interested in the internal processes of learning leading to behaviour change and has no place for the emotions involved the process 1. 1 Operant conditioning Operant conditioning (or instrumental conditioning) is a type of learning in which an individual’s behavior is modified by its consequences; the behaviour may change in form, frequency, or strength. Reinforcement is a consequence that causes a behavior to occur with greater frequency while punishment is a consequence that causes a behavior to occur with less frequency and extinction is caused by the lack of any consequence following a behavior. When a behavior is inconsequential (i. e. , producing neither favorable nor unfavorable consequences) it will occur less frequently. When a previously reinforced behavior is no longer reinforced with either positive or negative reinforcement, it leads to a decline in that behavior. 1. Positive reinforcement (Reinforcement): occurs when a behavior (response) is followed by a stimulus that is appetitive or rewarding, increasing the frequency of that behavior. In the Skinner box experiment, a stimulus such as food or a sugar solution can be delivered when the rat engages in a target behavior, such as pressing a lever. 2. Negative reinforcement (Escape): occurs when a behavior (response) is followed by the removal of an aversive stimulus, thereby increasing that behavior’s frequency. In the Skinner box experiment, negative reinforcement can be a loud noise continuously sounding inside the rat’s cage until it engages in the target behavior, such as pressing a lever, upon which the loud noise is removed. 3. Positive punishment (Punishment) (also called â€Å"Punishment by contingent stimulation†): occurs when a behavior (response) is followed by a stimulus, such as introducing a shock or loud noise, resulting in a decrease in that behavior. 4. Negative punishment (Penalty) (also called â€Å"Punishment by contingent withdrawal†): occurs when a behavior (response) is followed by the removal of a stimulus, such as taking away a child’s toy following an undesired behavior, resulting in a decrease in that behavior. Classical conditioning by associating one thing with another. Operant conditioning = by the consequences of what we do.

Criminological Theory Into Action

Criminological Theory into Action Ashley Willis American InterContinental University Abstract Criminological Theory is the backbone of criminal policy. What is understood through the study of criminals can accurately be used to enhance the criminal system. This paper looks at three criminal policies (Expungement of Records, DARE, and Rehabilition Prorams) through the lens of criminological theory. The focus of the paper is primarily on Juvenile offenders, as I hope to work in the juvenile system upon graduation. Turning Criminological Theory into ActionCriminological theories provide important information regarding the motives for crime and understanding the individual criminal. However, one of the most important applications of criminological theory is the development of policy from it. This paper looks at three policies: Expungement of Records, D. A. R. E, and Rehabilitation programs with the attempt at making theoretical connections to them. Expungement of Records The expungement process includes the destroying or sealing of criminal records (Funk & Polsby, 1998).After a criminal is convicted of a crime, they may apply for expungement but is usually only granted if the criminal proves that they are rehabilitated or if they enter expungement as a bargain with the state for turning over evidence in a related or unrelated case. The most applicable form of expungement, however, occurs when a Juvenile’s records are sealed as they enter adulthood (Funk & Polsby, 1998). This is a controversial policy, as some professionals feel that expungement is a method of excusing crime that has an overall negative effect on recidivism (Funk & Polsby, 1998).The theoretical framework for expungement of records is Labeling Theory (Funk & Polsby, 1998). Born out of the humanistic movements of the 60’s and 70’s, labeling theory boldly states that society is to blame for delinquency (Funk & Polsby, 1998). However, the theory goes further to explain the repercuss ions of holding onto criminal records, particularly for youth (Funk & Polsby, 1998). Howard Becker (1963) described this effect beautifully when he stated â€Å"deviance is not a quality of the act the person commits, but rather a consequence of the application by others of rules and sanctions to an ‘offender’.The deviant is one to whom the label has successfully been applied; deviant behavior is behavior that people so label† (Funk & Polsby, 1998). While it is clear that expungement is not a good choice for every juvenile or criminal with a record, one can definitely see, through the lens of labeling theory that it is necessary in some cases. Walking through life with the label ‘criminal’ will help the individual stay in that mindset and lead to future criminal activity. A lot of how an individual functions in society relies on the labels they carry.In certain cases, removing the criminal label may be the boost that juveniles, or other criminals may need to shed their criminal skin and move forward to more productive labels. D. A. R. E D. A. R. E is one of the most recognizable programs for drug prevention among American youth. â€Å"Used in nearly 80% of the school districts in the United States, in 54 other countries around the world† (Hason, 2007), D. A. R. E intends to make children aware of the implications of drug and alcohol use.During these programs, drug culture is explained (so that the child knows what to look for in a drug user), the dangers of drug use is explained and drugs, alcohol and tobacco are all shown to the children in the classroom as associated imagery so that the child may report any drug use in the homes or know what they are facing when presented with peer pressure. Although generally viewed by society as a positive program, evidence stacks up to support the ineffectiveness of DARE programs (Hason, 2007).Proponents of the program argue this belief: â€Å"In Houston, Texas, where a study showe d a shocking 29% increase in drug usage and a 34% increase in tobacco usage among students participating in DARE, the police chief defended it by saying he would use the results to ‘fine-tune the program to better serve the children’. † (Hason, 2007) One has to wonder what goes wrong here. The program is designed to inhibit drug use among the youth of our society; why is it that it is actually failing them? Criminological Theory can both back up and disprove DARE programs.The program itself operates to combat the effect of Neutralization Theory (Goode, 2012). Neutralization theory requires that the individual rationalizes the act of drug use before doing it; they may state that what they were doing wasn’t harmful or that it didn’t hurt anybody; they may deny responsibility or turn it around on the adults who condemn them (Goode, 2012). What the DARE program does is tries to take away the denial so that society can easily say back to the user: â€Å" You knew the dangers, you are responsible.You took a DARE program and were warned of the dangers and you were also given tools to help resist the temptation and walk away from it†. In theory, DARE takes the denial out of the act. However, the program ignores the danger of exposing children, who would otherwise not be exposed to the subculture of drug use (Goode, 2012). Differential Association theory states that all behavior is learned and thus drug abuse is no different (Goode, 2012). For every child that is setting in DARE class and thinking about the negative consequences of drug use, there is likely a child which is picking up on the techniques of drug usage (Goode, 2012).Since the programs go into such detail regarding drug and alcohol use, it can actually work as an educational program or motivating factor for some. For those kids who don’t want to conform; who want to play the ‘bad guy’ role, DARE is likely to open doors rather than close them, as is their intended purpose. Rehabilitation Programs Rehabilitation programs must be implemented into a corrections system, if that system is to become effective (Southerland, 2012). It is much safer to say that a criminal will be less likely to commit crime once reintroduced to society, if they have gone through a rehabilitation program.Many models exist for rehabilitation programs exist but most of them try to explain the reasons why offenders are committing criminal acts in the first place (Southerland, 2012). From this analysis, the offender is given a program that fits their personal needs (Southerland, 2012). One of the cornerstones of rehabilitation programs is teaching offenders ‘coping skills’ (Southerland, 2012). If the offender is charged with a drug related crime, they may be taught methods for resisting drugs; if the crime is theft, they may be coached on finding a job so that the motivation for theft can be removed.The idea is that the offender comes out of th e system with the ability to function in society; whereas they were having issues before. Agnew’s Strain theory basically states that societal strain leads to criminal activity (Florida State University, n. d. ). These strains can be classified as â€Å"failure to achieve positively valued stimuli†¦the loss of positively valued stimuli†¦the presentation of negative stimuli† (Florida State University, n. d. ). While it is not possible to ‘fix’ a criminals life and give them everything they need; it is possible to give the criminal techniques for dealing with these types of strain.It is the aim of the rehabilitation program to provide criminals with tools to combat this strain. If you give a criminal a resume and interview class, they are more likely to get a job. If you give a criminal with a drug problem drug rehabilitation, they are more likely to keep that job and theoretically speaking, if the criminal has a job they will be less likely to fee l societal strain (Florida State University, n. d. ). It is important to learn criminological theories in order to enhance insight into the criminal motive.However, it is most important to understand how much these theories relate to the criminal system and policies which are implemented to protect the individual from the draw of criminality. As an aspirin professional in this field, the study of criminological theory is both necessary and ongoing. References Florida State University. (n. d. ). Robert Agnew's General Strain Theory. Retrieved from Florida State University: http://www. criminology. fsu. edu/crimtheory/agnew. htm Funk, T. M. , & Polsby, D. D. (1998).The Problem of Lemons and Why We Must Retain Juvenile Crime Records. Cato Journal Vol 18. No. 1, 75-83. Goode, E. (2012). Drugs in American Society 8th Edition. New York: McGraw-Hill. Hason, D. J. (2007). Drug Abuse Resistance Education: The Effectiveness of DARE. Retrieved from Alcohol Abuse Prevention: http://www. alcohol facts. org/DARE. html Southerland, D. W. (2012). Rehabilitative Methods and the Affect on Juvenile Delinquents. Retrieved from University of Maryland: http://drum. lib. umd. edu/bitstream/1903/10097/1/Darbouze,%20Kelie. pdf

Profile of Logical Mathematical Intelligence

Profile of Logical Mathematical Intelligence Logical-mathematical intelligence, one of Howard Gardners nine multiple intelligences, involves the ability to analyze problems and issues logically, excel at mathematical operations and carry out scientific investigations. This can include the ability to use formal and informal reasoning skills such as deductive reasoning and to detect patterns. Scientists, mathematicians, computer programmers, and inventors are among those that Gardner sees as having high logical-mathematical intelligence. Background Barbara McClintock, a noted microbiologist and the 1983 Nobel Prize winner in medicine or physiology, is Gardners example of a person with high logical-mathematical intelligence. When McLintock was a researcher at Cornell in the 1920s,  she was faced one day with a problem involving sterility rates in corn, a major issue in the agriculture industry, Gardner, a professor at Harvard Universitys Graduate School of Education, explains  in his 2006 book,  Multiple  Intelligences: New Horizons in Theory and Practice. Researchers were finding that corn plants were sterile only about half as often as scientific theory predicted, and no one could figure out why. McClintock left the cornfield, where the research was being conducted,  went back to her office and just sat and thought for a while. She did not write anything on paper. Suddenly I jumped up and ran back to the (corn) field. ... I shouted Eureka, I have it! McClintock recalled. The other researchers asked McClintock to prove it. She did. McClintock sat down in the middle of that cornfield with a pencil and paper and quickly showed how she had solved a mathematical problem that had been vexing researchers for months. Now, why did I know without having done it on paper? Why was I so sure? Gardner knows: He says McClintocks brilliance was logical-mathematical intelligence. Famous People With Logical-Mathematical Intelligence There are plenty of other examples of well-known scientists, inventors, and mathematicians who have displayed logical-mathematical intelligence: Thomas Edison: Americas greatest inventor, the Wizard of Menlo Park is credited with inventing the light bulb, phonograph and motion the picture camera.Albert Einstein: Arguably historys greatest scientist, Einstein created the theory of relativity, a major step in explaining how the universe works.Bill Gates: A Harvard University dropout, Gates founded Microsoft, a company that brought to the market an operating system that powers 90 percent of the worlds personal computers.Warren Buffet: The Wizard of Omaha became a multibillionaire  through his shrewd ability to invest in the stock market.Stephen Hawking: Considered the worlds greatest  cosmologist, Hawking explained the workings of the universe to millions, through such books as A Brief History of Time, despite being confined to a wheelchair and unable to speak due to his amyotrophic lateral sclerosis.  Ã‚   Enhancing Logical-Mathematical Intelligence Those with high logical-mathematical intelligence like to work on math problems, excel at strategy games, look for rational explanations and like to categorize. As a teacher, you can help students enhance and strengthen their logical-mathematical intelligence by having them: Organize a collectionFigure out different ways to answer a math problemLook for patterns in poetryCome up with a hypothesis and then prove itWork out logic puzzlesCount to 100 or 1,000 by 2s, 3s, 4s, etc. Any opportunity you can give students to answer math and logic problems, look for patterns, organize items and solve even simple science problems can help them boost their logical-mathematical intelligence.

How To Get Started With Historical Reenacting

How To Get Started With Historical Reenacting Have you often wondered what it might have been like to actually live in the past? Historical reenacting gives you that chance. Becoming a historical re-enactor requires an unquenchable thirst for history and abiding patience with uncomfortable accommodations and ridiculous outfits. Short of actually traveling back in time, however, there is no better way to learn about history than by living it first-hand as a reenactor. What Is a Reenactor? Reenactors recreate history by portraying the look, actions, and lives of a person from a particular time period of history. Who Can Become a Reenactor? Just about anyone with an interest in reenactment can become a reenactor. Children can usually even participate, although most reenactment groups have a minimum age (12 or 13 is common) for children to be allowed in more dangerous roles, such as on the battlefield. Most reenactment organizations also wont allow children under 16 to bear arms. If you choose an active reenactment role, youll need to be in good health, capable of the physical activity and lack of everyday comforts that are inherent in reenacting. Most reenactors are everyday people from all walks of life, with ages ranging from 16 to people in their sixties. What to Expect From Reenacting Reenacting for many is a serious, but fun, event. Most people take their roles seriously and pride themselves on representing history as accurately as possible. Some people do take the authenticity to an extreme, but most groups welcome anyone with an interest. Reenacting does require a commitment, however, in both time and resources. Reproduction clothing can cost several hundred dollars, and reproduction period rifles as much as $1000. Reenactment, appropriately called living history, also means living under the same conditions encountered during the past. This can mean everything from uncomfortable clothes and terrible food to inclement weather and a poor excuse for a bed. Hard-core reenactors give up all amenities of modern life, from deodorant to modern wristwatches. Reenactment also takes time, but this can be as little as a 2-3 hour event once or twice a year, to a half-dozen three-day weekend encampments. How to Get Started With Reenacting Youve probably thought to yourself that reenacting sounds like fun, but youre just not sure about committing yourself due to time, money, and lack of know-how. Dont let that stop you! Most reenactment groups are very welcoming to new people and will show you the ropes and even outfit you until you can gradually acquire your own kit. In other words, you can try it out and see how you like it. Choose a Time Period and Location What period of history most grabs your interest? Did you have ancestors who participated in a particular war? Do you have a passion for Ancient Rome, medieval fashion, or Colonial America, and the Salem Witch Trials? Find a Reenactment Group Time and place generally work together, so while youre picking your time period, you will generally have a certain location in mind as well. Most people choose a reenactment group that operates fairly close to home - at least within a days drive. Reenactment groups and societies can be found all over the world, although they are especially active in the U.S., UK, Germany, Sweden, Canada, and Australia. Check your local newspaper or reenactment Web sites for listings of upcoming reenactment events in your area. Most large re-enactment events take place outdoors, so spring through fall are very active times of the year for the majority of these groups. Attend a few such reenactment events and talk to members of the involved groups to learn more about their reenactment focus and activities. Choose a Persona In a reenactment, a persona is a character and role that you choose to portray. The persona is sometimes referred to as an impression. Depending upon your reenactment scenario, this may be a real individual or a fictional one who could have lived during your time period of interest. Think about who you are in real life,  or the person you secretly want to be, and translate that to an individual who lived during your time period of interest. The majority of reenactors choose to be soldiers, but even in a military reenactment group, there are other characters, such as wives, camp followers, surgeons, tinkers and sutlers (merchants). The persona you select should have some personal significance to you. Research Your Persona Once youve chosen a time period and character, you need to learn everything you can,  from the way they dressed and ate, to their manner of speech, cultural beliefs, and social interactions. Immerse yourself in the time period by reading books and primary source documents related to the area, and the type of person youve chosen to portray. Assemble Your Kit Reenactors refer to their clothing and equipment as their  kit. Whether youve chosen to be a fur trapper, a soldier or a medieval princess, this clothing and accessories you select for your kit should match your persona. If youre portraying a poor farmer during the Revolutionary War, then dont purchase a fancy rifle that would have been out of his financial grasp. Take the time to fully research your character and period, considering where your  persona  lives, his age, his  occupation, and his social status, before purchasing items which may or may not be authentic or appropriate. If you have the time, it can even be fun to learn to make some of your clothing or items yourself, just as it was done in the past. Final Tips   Most reenactment groups have extra clothing, uniforms,  costumes, and props that they are willing to loan to newcomers. By joining such a society, youll have time to try out your persona before committing to any major purchases for your own kit.

Business game modified assignmen Essay Example | Topics and Well Written Essays - 4250 words

Business game modified assignmen - Essay Example This company has gained great praise due to its ability to maintain its name in Europe as a car-manufacturing corporation. The corporation has endeavoured to produce high quality cars by using high technology. The company has also managed to remain stable in the competitive European market. In order to fit in the market, the company created an initiative of assessing its target customers, with the aim of acquiring maximum profits from their business initiative. Effective marketing ensures competitive advantage by appealing to consumer values and preferences (Porter 1985; Porter, 1987). At the commencement of the project, our team embarked on a mission to maximise the company’s profits by weighing the shareholders’ investment. At the end of Round 4, our group had managed to acquire about four percent of the market share inclusive of the City and Large car. Our company is keen to check the profit and losses incurred by VICA. Focus on the workers’ demands is among t he company’s major concerns, which it does in order to develop a rapport between the management and the workers, as well as to keep the company on its toes. The target group of the company’s City car falls below 25 years of age while the Large car is aimed at persons between the ages of 41-55 years. In terms of the City car the vehicle is suitable for short distances and is affordable for young people. On the other hand, the Large car is suitable for older people who need to carry luggage of varying sizes and move over longer distances. The forecast for Round 1 can be summarised in the table on the following page. The table is inclusive of sales, profits and balance. The forecast for the City car stood at 53300b while that of the large car was 40950b. CASH FLOW FORECAST Cash In Cash Out Opening Bank Balance ?500,000,000.00 Sales Income ?1,628,805,750.00 Total Material Cost ?1,211,774,167.50 Total Labour Cost ?47,000,000.00 Total Overheads ?242,508,062.56 Factory Cost ? 650,000,000.00 Automation Expenditure ?17,500,000.00 Tax Payment ?38,392,055.98 Net Interest Payment ?0.00 Bank Balance before Loan -?77,918,536.04 Loan Requested ?200,000,000.001 Closing Bank Balance ?122,081,463.96 Company Performance Round 1 Forecast Model based on production, sales and bank balances pre- and post-loan Production 94,250 Sales ?1,630 m Post-Tax Profit ?86.9 m Bank Balance Before Loan ?- 77 m Bank Balance After Loan ?123 m The process of launching the cars into the European market was a complex task that needed to consider elements of establishing an appropriate pricing model, determining manufacturing capacity, the volume of labourers required, and profit/loss projections based on cost recognition. Strategies for launch included first identifying key market characteristics associated with lifestyle and preferences for small/large cars along with environmental attitudes. Market Share Analysis, Gross Margin and Post-tax Profit Round 1 Overheads Overheads Income Cost Fixed Overheads ?128,958,062.56 Market Promotion ?55,000,000.00 Research & Development ?48,700,000.00 Training Cost ?940,000.00 Total Overheads ?233,598,062.56 Budget capabilities, which maintained oversight related to loan procurement as a failure to include loan capital in the figures, dictated limited production capabilities due to overhead and other associated factors related to economies of scale and capital availability. The first production run for Citzen cars was 53,300 whilst larger cars were to be produced

Colonialism Essay Example | Topics and Well Written Essays - 250 words - 1

Colonialism - Essay Example These forces have prevented the region from achieving liberation (Alkadry 745). Cultural heritage caused by lack of democratic institutions and installation of institutions that favored the British is responsible for lack of progression towards democracy and liberation in Islamic nations. Defensive modernization, imperialism, and direct colonialism work together in some instances against the self-determination of Middle East people. There are mainly two differences between the two traditional democracies. First, the role of the government for western traditional is to protect the individuals’ right to liberty, property, and life while the government’s role in Islamic tradition is to provide economic and social justice. Second, western democracies emphasize more on institutions of democracy and process while in Islamic nations what matters most is the outcome of the democratic. The administrators of colonial countries oppressed people of the Middle East. In other words, they carved them and put regimes that wound not unite the people in the Middle East. The indirect role played by the United States served its interests over those of the Middle Eastern people and this made the people not to experience the fair process of liberation. Globalization is an integration process between nations, people and countries, relates to the situation in the Middle East. For example, without a stable political environment, globalization would not be effective within the region. Additionally, globalization may compromise the sovereignty of independent