The Historiography of the Origins of the First World War free essay sample

Historiography is American German relations from the finish of the Civil War up to the First World War is a fairly dark subject. As opposed to having its own particular and thin individualized examination, it is concentrated basically in topical articles managing explicit occasions that checked such relations or rather than developing British-American rapprochement during this period, written with regards to European outside relations historiography. There is minimal expounded on the basic progression in the connection between the United States and Imperial Germany between the years 1871 and 1918, except if it is with regards to the First World War and afterward just between the beginning of the war to its end and the resulting time frame. While there are numerous equals between both the United States and Germany during this time, for example, the worries of industrialization, urbanization, the quest for national solidarity following a time of war, and the quest for a world strategy, there is minimal expounded on such likenesses and about the move from pleasant relations to the developing enmity that happened during this period. We will compose a custom article test on The Historiography of the Origins of the First World War or on the other hand any comparable theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page In the time of following the flare-up of the First World War and the section of the United States into European issues, there is a monstrous sum expounded on American German relations. In any case, quite a bit of this is written with regards to the First World War and doesn't pressure any kind of coherence in remote relations from the period that went before this general blaze. In any case, while there is an absence of consideration concerning the relations between these two incredible countries, at the same time experiencing comparative procedures of industrialization, urbanization, and a world international strategy, there are some key works that address their relationship during the period following German unification and the American Civil War and before the First World War, which saw them developing as adversaries from a time of them being once past partners.

Malaysias Unemployment Rates

Malaysias Unemployment Rates Hop to: Causes of Unemployment | Types of Unemployment | Unemployment in Malaysia | Impact of Unemployment | Unemployment and Inflation | Conclusion The principle target of this paper is to examine the joblessness and development paces of Malaysia. Joblessness is a significant issue for creating economies in a nation. Wastefully of utilizing work assets will cause to high joblessness rate. The outcome shows that the financial matters in Malaysia is better with high work. In financial aspects, joblessness insights measure the condition and degree of joblessness inside an economy. Full work ought to be a significant macroeconomics objective since it boosts yield. For a long time, the assembling has been the most grounded segment in the nation until it is presently being dynamically supplanted by the administration division. In this examination, we will quantify how joblessness influences financial aspects developments in Malaysia and furthermore the explanation of high joblessness pace of new alumni. Along these lines further research and pertinent variables is required.â Presentation This paper poses the inquiry of how the pace of monetary development influences joblessness. The fundamental contemplations that lead us to believe this is a fascinating inquiry have to do with the re-allocative part of development. Quicker monetary development must originate from a quicker increment in information. In addition, jobless alumni have become a genuine case in Malaysia that need more worry by the administration. In year 2006 including 132,900 alumni from establishments of higher learning all over Malaysia showed that 30.7% of graduates stayed jobless a half year after graduation, while 5.7% were all the while anticipating work situation (Tan, 2007). There are progressively female alumni in this nation were jobless in light of the fact that they did not have the applicable abilities required in the work showcase in spite of having incredible scholarly outcomes. The number was a lot higher in contrast with male alumni (Nor Hartinin, 2007). In the sixties and seventies Okuns Law was viewed as one of the most dependable macroeconomic relations. Okuns Law can plainly introduce the connection between GDP development and joblessness. Most market analysts were making light of the connection among development and joblessness. Joblessness was clarified by auxiliary components, basically by rigid work markets: too high wages, too high joblessness advantages and works mentality. Joblessness Joblessness or joblessness happens when those people effectively looking for employments remain unhired inside the previous a month. Joblessness is communicated as a level of the all out accessible work power. The degree of joblessness differs with monetary conditions and different conditions. The joblessness rate is a proportion of the pervasiveness of joblessness and it is determined as a rate by separating the quantity of jobless people as of now in the work power. During periods if downturn, an economy normally encounters a generally high joblessness rate. In a 2011 report, Business Week revealed, More than 200 million individuals all inclusive are unemployed, a record high, as right around 66% of cutting edge economies and half of creating nations are encountering a stoppage in work development. Reasons for joblessness The degree of joblessness contrasts with financial conditions and other market powers. Joblessness happens when an individual is out of his present place of employment and searching for another activity. It additionally implies that they are joblessness during the timeframe of moving between two employments. Regularly the activity searcher needs barely any months to chase for their preferred activity. When there is a jumble of gifted specialists in the work advertise, the basic change inside an economy will impact the joblessness. A portion of the reasons for joblessness are topographical stability, word related fixed status and mechanical change. These days, a large portion of the organizations are utilizing data innovation to complete the activity. The workers who have no update himself will preclude from the organization. In addition they have to go for preparing to build their insight on the working field. Joblessness will happen when worker's guilds and work association can anticipate higher wages, which prompts fall in the interest for work. As of now the new alumni are chasing for the activity which has significant pay, decent condition and simple errand. They don't have assurance and bear hardships to confront the difficulties. Joblessness happens when there is a downturn in an economy, the total interest for merchandise and enterprises reduction and interest for work diminishes. At the hour of downturn, untalented and surplus works become jobless. When there is inadequate interest in the economy to keep up full work, the issue of joblessness will happens. On the off chance that request falls, firms sell less thus decrease creation. In the event that there are delivering less, this prompts lower interest for laborers. Either specialist is terminated or a firm curtails utilizing new laborers. In the most pessimistic scenario situations the fall sought after might be so extraordinary a firm fails and everybody is made excess. Reasons forâ unemployment in Malaysia Absence of experience These days the greater part of the organizations want to utilize individuals with encounters instead of those without working encounters. In light of our examination, there are a few reasons prompting the high joblessness rate. Individuals lacking of experience are for the most part new alumni from college or school. The prospectus in college ought to give more introduction on genuine mechanical preparing, for example, modern connection and temporary job program. Various perimeters must be overseen in various arrangements, and the critical thinking aptitudes can be collected from the genuine encounters. For instance, a software engineer must be acquainted with a progression of programming languages, for example, C++, PHP, Java and so on. On the off chance that the candidate didn't meet the essential prerequisites of the organization, the organization can't extend to the employment opportunity to this candidate. In University, the information is generally picked up from course books, yet once in a while the information educated is difficult to be applied on workplaces. College may broaden the necessary temporary position time frame from 3 months to a half year or considerably more. On the off chance that the preparation term isn't long or adequate enough, understudies will be unable to apply what they have realized in school on their works. College understudies are recommended to apply for organizations identified with their courses. This may assist them with improving the learning and down to earth abilities. It isn't prescribed to join those organizations which just orchestrate the learners sitting before the PCs and sit idle yet staring off into space. Initially, the motivation behind why businesses incline toward experienced representatives is on the grounds that accomplished representatives can finish the occupations effectively without investing a lot of energy in learning their works. Having workers without encounters, organizations need to give extra preparing and courses to those representatives. This will add to the expense of the organization. Furthermore, the representative might be inexperienced with the business, in this manner, it is conceivable that they can't finish the activity well on schedule. It isn't guaranteed that they can finish their employments accurately and effectively with their appointed managers. They may invest some energy in adjusting to the new condition and less spotlight on the employments. Thirdly, the abilities gained from school are deficient in genuine lives. All things considered, organization work depends on undertaking and it requires the representative to speak with partners. Colleges likewise need to give more extend based modules to understudies. This can make more possibilities for understudies to talk about with their gathering individuals. Likewise, it improves the delicate expertise of understudies. To wrap things up, the way that new alumni interest for significant compensations likewise causes the high joblessness rate. A portion of the alumni work searchers are with elevated requirement for their first employments. Indeed, even they know they absence of working experience, they despite everything attempt to apply for more significant compensations contrasted and those with a couple of years encounters. Moreover, understudies who graduated with incredible scholarly outcomes are no longer made sure about with steady employments or serious edges in professional success. Absence of social and relational abilities The vast majority of the alumni with provincial foundation absence of relational abilities contrasted and those from city. The explanation might be on the grounds that a large portion of the occupants remaining in towns speak with their senior grown-ups and companions utilizing their own lingos or native languages. They only from time to time talk in English. In any case, the workplace in Malaysia for the most part expects individuals to convey effectively in English and Malay. Accordingly, Kampung understudies may not be serious as far as relational abilities despite the fact that they graduate with magnificent scholarly outcomes. Also, various town understudies who further investigation in college only here and there utilize English to speak with their educators or companions. For instance, the creator generally communicate in mother language, Mandarin, with her companions. This circumstance additionally makes the correspondence expertise in English poor among town understudies. As indicated by a study directed by Ministry of Human Resources, it shows that in Malaysia contrasted and male alumni, female alumni become jobless in light of the fact that the female are more fragile in correspondence and social aptitudes. Besides, the female have a poor order of language and low degrees of self-assurance. The joblessness pace of female alumni is a lot higher than that of male alumni. The outcome additionally demonstrates that a ton of female alumni can accomplish phenomenal scholastic outcomes however they couldn't make sure about their work without the important abilities required in the work advertise. Concurring to JobStreet.com which led an English Language Assessment (ELA) test whereby it had positioned Singaporeans is first, Filipino is second and Malaysians is third. This has demonstrated that Malaysian English level standard isn't up to fulfillment. The review uncovers

Nursing Shortage The Cold Hard Facts and Possible Solutions - Free Essay Example

The United States is expected to have such as large shortage in nurses that its going to intensify as baby boomers retire and the amount of health care grows. Nursing colleges and universities across the country are struggling to expand enrollment levels to meet the rising demand for nursing care. According to the American Association of College of Nursing (AACN), In 2014, the U.S. Bureau of Labor Statistics (BLS) projects healthcare employment to grow by 26 percent between 2012 and 2022, with an increase of about 4.1 million jobs. (Healthcare: Millions of jobs now and in the future, 2014) Hospitals, long-term care facilities, and other ambulatory care settings added 36,000 jobs in October 2018. Over the past 12 months, health care employment grew by 328,000. As the largest segment of the healthcare workforce, RNs likely will be recruited to fill many of these new positions. (Employment Situation Summary, 2018) As a nurse I know the importance of my role and also know that my contribution now in the healthcare is as much appreciated and needed part of several peoples lives. Without Medication Techs, Certified Nursing Assistants, Certified Medical Assistants and the variety of nurses the quality care would be a lot different than how many facilities care for them. The efforts in reducing the nursing shortage is currently apparent and will become more apparent as the nursing shortage grows. I feel the nursing shortage is not fully being addressed in the efforts to improve the number of nurses to fill the huge current and upcoming gap of jobs in healthcare. I will start by addressing some important numbers and problems that attribute to the nursing shortage. I spoke with Danielle Conrad in 2012 during her term as senator about a bill that she had addressed as an interim study to examine the nursing shortage in Nebraska. As a potential nursing student at that time I knew the importance of my role as a future nurse. After reading through the public hearing, it has been estimated that by the year 2030 there will be vacant positions of nearly 3,838 RNs, nurse practitioners, midwives, and faculty teachers. Juliann Sebastian, dean of the University Of Nebraska Medical Center College Of Nursing spoke about how Nebraska is not alone in the nursing shortage. Nurses provide a great amount of care to healthcare sectors, which are vital to the public. With qualified nursing applicants turned away in 2011, other avenue need to be explored to reduce the nursing shortage. Nebraska is not alone in facing a serious nursing workforce shortage that threatens public health and undermines economic opportunity. The U.S. Bureau of Labor Statistics predicts that, in addition to hundreds of thousands of positions that will be vacant by 2020 due to replacement primarily for retiring nurses, a total of 581,500 new nursing positions will have been created by 2018. Nearly one-third about 262,000 jobs are expected to be for registered nurses. (Healthcare: Millions of jobs now and in the future, 2014) Nursing care is vital to the health of the public and nurses provide care in every sector of healthcare, including hospitals, Long-term care, and primary care. There are two key issues in Nebraska related to the nursing shortage. First, we have a shortage of the number and type of nurses needed to care for Nebraskans now and into the future. Second, we have a shortage of faculty to expand nursing programs throughout the state. Seventy-three of Nebraskas ninety-three cou nties have fewer nurses than the national standard. Rural areas are particularly hard hit by the nursing shortage. The Nebraska Center for Nursing estimates that Nebraska will have a shortage of 3,838 nurses, registered nurses, by the year 2020. In 2010 schools of nursing around the United States turned away over 7,000 qualified applicants to baccalaureate and graduate degree nursing programs. In Nebraska, 402 qualified applicants were turned away from baccalaureate and graduate nursing programs in 2010. If another 402 applicants were enrolled each year in Nebraska schools of nursing, the shortage projected by the Nebraska Center for Nursing for 2020 would be significantly reduced. (LR 285 Hearing Transcript) Although interest in nursing careers remains strong, many individuals seeking to enter the profession cannot be accommodated in nursing programs due to faculty and resource constraints. AACN data showed that 39,423 qualified applications were turned away in 2009, which is comparable to that in past years. Another problem in accepting all qualified applicants is not only space, but funding, clinical sites, and faculty. As the shortage increase and the number of nursing students is limited, much of the problem is factors such as space and funding, but a huge part is the faculty. According to AACNs report on 2016-2017 Enrollment and Graduations in Baccalaureate and Graduate Programs in Nursing, U.S. nursing schools turned away 64,067 qualified applicants from baccalaureate and graduate nursing programs in 2016 due to an insufficient number of faculty, clinical sites, classroom space, clinical preceptors, and budget constraints. Most nursing schools responding to the survey pointed to faculty shortages as a reason for not accepting all qualified applicants into baccalaureate programs. (Nursing Faculty Shortage Fact Sheet, 2017) Looking at these numbers asks the valid question, How does this impact patient care? Hospitals in 2016 experienced an estimated 16.5% of turnover rate of registered nurses. Its estimated that it takes approximately 54-109 days to recruit an experienced RN. The lack of adequate numbers in nursing staff can affect patient well-being in a number of ways. One of these ways is higher mortality rates. An increase in 1 full time RN per 1000 inpatient days decreased patient mortality rate by 4.3%. Hospitals with fewer nurses witnessed a 2–7 percent increase in mortality. With a shortage of nurses leads to an increase in the workload of the existing workforce, which results in a increase in medication errors. These can range from infusing medicines at the wrong rate (most common) to giving the wrong medicine or mixing up medicines between patients, which easily can result in fatal consequences. Lastly, we are seeing overcrowded emergency departments with longer wait times to see provid ers. (The Nursing Shortage and How It Will Impact Patient Care, 2017). So, what do we do about the problems that are leading up to a big gap in the number of nurses? I think that there are a few areas that we specifically need to look at to improve this problem. The first being with current healthcare employees, the second with nursing programs, and thirdly with potential nursing students. Current demand for RNs is high with a limited supply, considering this fact it is noted that one half of RNs are not satisfied with their salaries. By paying more or offering bonuses to those individual who sign on can go a long way in helping to rectify this problem. Providing more training and educational opportunities already in the existing field allows for better growth and personal/professional development, which can create a sense of loyalty. Lastly considering the use of temporary nurses during surges in hospital admissions and common illness seasons. In the article The Shocking Truth about the Nursing Shortage in the United States, in speaking about the nursing shortage it mentions that, fewer nurses means the ones who are employed experience a higher workload, and often have to cover shifts or work overtime to keep patients covered. The combination of high pressure situations and more hours worked can lead to staff burnout, both emotionally and physically. Compassion fatigue can affect caregivers who arent able to take time for themselves or who are too stressed in their work environment. Minimal sleep from picking up extra shifts, combined with the emotional energy required to care for additional patients, can contribute to burnout and inadvertently cause the quality of patient care to decline. This can be frustrating if your schedules dont allow for adequate breaks and basic human needs like enough sleep. So, rather than asking nurses to do what feels impossible under these circumstances, employers need to accommodate their nu rses basic needs and listen to their feedback. (The Shocking Truth about the Nursing Shortage in the United States, 2018) Hospitals in Buffalo, New York are partnering with international corporation and local headquarters to help pay for people to attend nursing school if they promise to work for the hospital after graduation. More and more hospitals around the United States are more desperate for nurses and are using sign-on bonuses of $1,500-$2000 and even as high as $8,000-$10,000 to help obtain nurses. But these sign on bonus are not enough to make a long term change. Furthermore, Its not about the bonus check; its about respect, better working conditions, and job satisfaction. Hospitals have typically responded to past nursing shortages by offering bonuses to nurses who sign up to work there. Why arent the sign-on bonuses effective at recruiting and retaining nurses in U.S. hospitals like previous years? According to the National Council of State Boards of Nursing, the current shortage is different from past shortages. This one is worse, and the traditional solutions arent likely to work. Liz Jacob s, RN, spokeswoman for the California Nurses Association said, Nurses need the profession to return to a place where we can do the things that give us job satisfaction, like patient education and basically feeling like youre not jeopardizing patient care and your license every day. With the nursing shortage some places are taking more acting such as the Tallahassee Memorial Hospital. I think nurses want to be paid adequately and recognized for their performance, said Ann Evans, RN, senior vice president for nursing for Tallahassee Memorial Hospital. I think they want to work in a place with good outcomes. People want to work where theyre respected. Tallahassee Memorial Hospital is also using a market-based pay strategy to remain competitive and regularly re-evaluate its wages. They are adjusting its pay strategies to better suit its employees needs and has instituted a tuition reimbursement program as an incentive for its nurses to continue their education. The California Nurses As sociations Jacobs suggests that mandatory nurse-to-patient ratios, which California recently announced, may also improve the work environment for nurses enough to draw more nurses back into hospitals. Jacob says, Nurses want to feel the importance of their work, nurses want to feel valued for their work, and nurses must feel they have a voice in decision-making that impacts their practice and work life. Nurses are the glue, the backbone of the healthcare system. (Larson, Creating Solutions to the Nursing Shortage, 2016) Nursing programs are a very important step in adding more RNs to the workforce and will require more in-depth approach then sign on bonus. Assistance in replacing nursing school faculty is of key importance so that nursing classes can continue to be staffed adequately. When it comes to nursing programs one-third of facilities that educate nurses described their salaries as uncompetitive. Higher salaries and additional incentives, monetary as well as non-monetary, can help retain existing talent and attract better teachers into the profession. Another way to make nursing financially attractive would be to facilitate faster and easier payment of nursing student loans. One in every four RNs owes a student loan, which can be a contributing factor to the industrys high turnover. (The Nursing Shortage and How It Will Impact Patient Care, 2017) The third area that we need to take into consideration is the potential pool of nursing candidates. Grants, loans, and scholarships in order to attend nursing school would allow students who might not be able to afford nursing school attend. This can increase the number of nursing students and future number of nursing staff. (Solutions for the Current Nursing Shortage) The problem also lies in hopeful applicants. Many are turned away or waitlisted. Much like those who cannot afford to pay for initial schooling, the nurses who further their education the costs add up. We invest years of time and money into certification, clinical hours, and so forth. Loan forgiveness and ways to help pay for the increased education would help nurse continue to further their education and improve their knowledge for patient care. There are many theories as to the best strategies to address the shortage, but the strategies that focus on improving workplace have a greater potential. Many places are already struggling to provided enough nurses. Jan Rabbens, spokeswoman for the Minnesota Nurses Association says, Nursing needs money, social commitment, and efforts to improve working conditions, or patients will suffer the consequences. And nurses do not want to feel that they are compromising patient safety. Not just one solution will be enough to fix the problem; a solution will most likely require changes across the board. In order to keep a quality number of healthcare providers to meet the demand the US needs to come up with more nursing colleges or find ways to improve space and increase faculty numbers. If things to improve the shortage are not addressed, you might be the one on the short end of the stick when it comes to quality care received.

10 Amazing Facts About Manatees

Understanding Non Verbal Communication At The Workplace

?The most important thing in communication is hearing what isn?t said? -Peter F.Drucker Ruzan Abu Sadah School of Communication Cleveland State University Nonverbal communication is one of the most paradoxical areas of personal and organizational life. Due to that, it has a crucial role in improving organization communication between managers and coworkers. (RT Moran, 2014) state that 75% of managers? time is spent communicating either verbally or non-verbally, which indicates importance for exploration into how communication is used in the workplace. In addition, employees need to comprehend and master the non-verbal communication since it?s an essential part of working environment, especially while interacting with their managers or†¦show more content†¦Thus, managers should be aware that most employees feel frustrated and insecure when receiving conflicting signals from their supervisors or coworkers. Additionally they may feel lower levels of job satisfaction when faced with communication difficulties. Finally, even though we have a rich base of literature about nonverbal communication across culture in the workplace, it does not yet encompass a solid level on how to understand and recognize the differences as they relate to cultural differences in nonverbal communication in the workplace. Based on the literature above, the following research question is formed: RQ: How are cultural differences in nonverbal communication perceived between Arab and Americans? cultures in the workplace. Keywords: Cultural differences, nonverbal communication, Workplace environment. Introduction: Have you ever wondered what people are actually trying to tell you? Especially in the presence of cultural differences? Have you ever spoke to your boss when suddenly he breaks away? Did you wonder if he was excited about your ideas or distracted by his work? Have you ever wondered what kind of impression you?ve made? Body language is a powerful tool. If you listen with your eyes as well as your ears, you can open new windows of perception. Studies have shown that body language accounts for more than 50% of all

History of Asian Architecture Essay Example For Students

History of Asian Architecture Essay One of the issue of architecture that is often controversial is the attitudes toward permanence in different cultural contexts. The differences between the western conception of eternity or perpetuity and the Asian definition are considerable, so that methods undertaken to deal with this kind of issue are, vastly, different. In western civilization, from ancient times to the modern society, buildings are essentially considered as physical objects to conquer the erosion of time. As John Ruskin stated in his The Seven Lamps of Architecture, when we build, let us think that we build for ever. Let it not be for present delight, not for present use alone; let it be such work as our descendants will thank us for . 2 In other words, architecture, considered in western context, belongs to all time rather than particular era or individuals. In addition, it is also asserted that people who live in present have the responsibility to keep and protect those ancient buildings intentionally and carefully for later generations. Therefore, for the purpose of eternity, buildings were constructed with materials of strongest durability and were ensured to achieve maximum resilience during their lifetime. 4 However, an undeniable fact is that buildings were indeed destroyed during wars and disasters, or simply cannot overcome the erosion of time, no matter how strongest materials were used or experienced technique adopted. In Europe, countless wars have led to a large amount of monumental landmarks. The West, based on this situation, chose to preserve the ruins as a way to continue its eternity. That is why classical Greece and Rome have always been taken as examples of repertory of the past and the Pantheon are still in use with its original materials and form. 6 We have no right whatever to touch them. They are not ours. 7 As a result, the most adorable way for the West towards permanence is material preservation, and the aim of preservation is to achieve endurance in perpetuity. In addition, based on Ruskins writings on architecture, buildings from ancient times function more like instruments to remind people their memory of the past. In this way, the permanence achieved is not only the buildings (or physical relics) themselves, but also the entire human history. 8 From this point of view, material preservation seems necessary because of its function to connect the present with the past. Nevertheless, the truth is buildings have been an unreliable means of prolonging memory. People at present admire the beauty and appreciate the history of a survived relic or monument without even remembering who or what it commemorated. Preservation do not perpetuate the memory of the past but segregate it instead. Furthermore, it has been argued that material preservation hinders the creativity of the future as too much dead heritage accumulated and there is no room for new things to begin. 10 The relics, which the West preserved, are stones and the physical structure rather than their virtues, inherent ideas and culture. In contrast, China, with the oldest living civilization, appears an interesting feature: monumental absence of the past. 1 Most ancient cities in China nowadays present themselves with relatively new and modern look to the West, at least without an accumulation of dead historical monuments. 12 Different from the western attitude towards permanence and the erosion of time, the Chinese consider the transient nature of the construction is like an offering to the voracity of time. 13 As a result, instead of chasing durability like the westerns, the Chinese architecture adore materials that are perishable and fragile, which naturally lead to destruction and frequently reconstruction. .ufa9b21b1ae6aabe77e4144bc0ed77d31 , .ufa9b21b1ae6aabe77e4144bc0ed77d31 .postImageUrl , .ufa9b21b1ae6aabe77e4144bc0ed77d31 .centered-text-area { min-height: 80px; position: relative; } .ufa9b21b1ae6aabe77e4144bc0ed77d31 , .ufa9b21b1ae6aabe77e4144bc0ed77d31:hover , .ufa9b21b1ae6aabe77e4144bc0ed77d31:visited , .ufa9b21b1ae6aabe77e4144bc0ed77d31:active { border:0!important; } .ufa9b21b1ae6aabe77e4144bc0ed77d31 .clearfix:after { content: ""; display: table; clear: both; } .ufa9b21b1ae6aabe77e4144bc0ed77d31 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ufa9b21b1ae6aabe77e4144bc0ed77d31:active , .ufa9b21b1ae6aabe77e4144bc0ed77d31:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ufa9b21b1ae6aabe77e4144bc0ed77d31 .centered-text-area { width: 100%; position: relative ; } .ufa9b21b1ae6aabe77e4144bc0ed77d31 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ufa9b21b1ae6aabe77e4144bc0ed77d31 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ufa9b21b1ae6aabe77e4144bc0ed77d31 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ufa9b21b1ae6aabe77e4144bc0ed77d31:hover .ctaButton { background-color: #34495E!important; } .ufa9b21b1ae6aabe77e4144bc0ed77d31 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ufa9b21b1ae6aabe77e4144bc0ed77d31 .ufa9b21b1ae6aabe77e4144bc0ed77d31-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ufa9b21b1ae6aabe77e4144bc0ed77d31:after { content: ""; display: block; clear: both; } READ: Rewriting History Pearl Harbor and World War II EssayTake Soochow as an example, there are no ruins in the city although once it was one of the greatest cities in China. Unlike Athens and Rome which was built mainly with hewn stones to overcome the erosion of the time, Soochow was full of wood structures and brick buildings. 15 However, it does not mean that the Chinese does not treasure its past time. It actually achieves eternity not through buildings but its people and its human experience. 16 Therefore, preservation in Chinese tradition is not a dominant part when considering permanence. The Great Pagoda in Soochow is now still regarded as a historic building after several times damaging and rebuilding, although its form has been changed from original eleven floors to a ruin of seven floors. The Chinese do not lodge its history in buildings or consider its physical relics as signs of eternity. Instead, the Chinese treat its past as means to maintain its present and make new ones to take place. 17 Soochow today is still repositories of the past, but in a different way that beyond the material. Its permanence lies within its people (or the builders) and the experience gained from the past. 18 When it comes to Japan, the attitude towards permanence is somehow similar to what the Chinese have. The custom of dismantling and rebuilding the Ise Shrine every twenty years makes clear that it is not the building itself that the Japanese want to preserve, it is something else - the style and the essence within the style. 19 What the Japanese want to be perpetuated during the repeated process are the craftsmens techniques and the ritual of recreation. 0 Although there are various examples in Western history showing that buildings were reconstructed or replaced, the intention was quite different from the Japanese. Much of the western architecture were rebuilt due to reasons of damage or defects; Also, the reconstruction required same (even original) materials to return to the original form and function. In contrast, a lot of buildings even landmarks in Japan were demolished in good co nditions by regular time basis. 21 The reconstruction has already been elevated to ritual, and it is the human experience that will perpetuate during the continuous retrofit. 2 In a nutshell, from the ancient times to modern era, the Western civilization and the Chinese tradition hold different attitudes toward the way of achieving the permanence through architecture. The West, such as Rome and Greek, regard preserving physical relics as a way to challenge the time and eventually achieve permanence; China and Japan, however, consider that material substances are not the one which will last forever, everything that immobile cannot overcome the erosion of time. It is the experience, minds, style and essence that will perpetuate and worth to preserve.

Summary Entrepreneuring as Emancipation Essay Example

Summary Entrepreneuring as Emancipation Essay There exist four main approaches about what entrepreneurs distinguishes from managers: (1) creation of new organizations, (2) high-growth, high- wealth-creating businesses, (3) innovations and creation Of new products and arrests, and (4) recognition and pursuit of profitable opportunities. The underlying assumption is that wealth creation is a fundamental goal of entrepreneurial efforts. Jim Corona: he provides anecdotal evidence that individuals often engage in entrepreneurial for motives other than wealth. Corona was a senior vice president at a large long-distance telephone provider and he stated that decisions came too slow, he had too little control of the work environment, and all corporate decisions were dominated by their impact on next quarters earnings. His CEO asked him to lay off employees in Corpsmans hometown in order to boost the quarterly earnings, however he refused and left the company. He then created his own company to provide jobs for sixty of his laid-off neighbors. This start-up motivation is the intent of the Special Topic Forum (SST) and this article. The given definition of entrepreneurial is consistent with prior research in terms of the creation of newness. The objective of this article is to extend and complement this research. Two goals in this article: (1 ) broaden the focus of entrepreneurship research by drawing attention to the emancipators aspects of entrepreneurial and (2) introducing the papers contained in the SST and elate them to the emancipators perspective. We will write a custom essay sample on Summary Entrepreneuring as Emancipation specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Summary Entrepreneuring as Emancipation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Summary Entrepreneuring as Emancipation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Entrepreneurial Business et al suggested an overarching framework that characterizes entrepreneurship in three nouns: (1) entrepreneurs, (2) new ventures, and (3) opportunities. This focus has been valuable, however it also limits the research attention given to the actions and processes that constitute the domain Of entrepreneurship. TO promote attention to research that investigates the doing the call for SST papers is framed in terms of entrepreneurial, following Wick his idea that verbs draw attention to actions and processes geared toward change creation. Additionally, using entrepreneurial encourage researches to study a broader set of actions intended not only to create new wealth but also to bring about new states in relevant economic, social, institutional, and cultural environments. To direct more research to the study of entrepreneurial activities as generators of change, a perspective is developed on why and how entrepreneurial can be viewed as an emancipators process. Emancipators refers to the act of setting free from the power of another. Viewing entrepreneurial projects as emancipators efforts focuses on understanding he factors that cause individuals to seek to disrupt the status quo and change their position in the social order in which they are embedded. The need to develop this perspective arises as the motivation for entrepreneurial is a desire for freedom and independence from conventional structures of authority and income generation. Entrepreneurship research needs to give closer consideration to entrepreneurs dreams for autonomy and change and the processes through which these dreams may be accomplished. Emancipators entrepreneurial When entrepreneurial is viewed through an emancipators lens, there exist here core elements: (1) seeking autonomy, (2) authoring, and (3) making declarations (TABLE 1). Entrepreneurial efforts may involve breaking free from authority and breaking up perceived constraints. These constraints can be of an intellectual, psychological, economic, social, institutional or cultural nature. With regard to taking actions, authoring and making declarations locate an entrepreneurial project in the domains of organization resource exchanges and managing stakeholder interpretations. Seeking autonomy Autonomy is a goal of emancipation which is defined as breaking free from he authority of another. The hope for autonomy is one of the main drivers of efforts to become self-employed. Breaking free suggests the desire to make ones own way in the world, breaking up draws attention to the striving to imagine and create a better world. Analyzing the seeking autonomy aspects of entrepreneurial opens up the following directions in entrepreneurship research: The breaking up aspect of emancipation resonates with the Centenarians view of entrepreneurship as creative destruction. However, the emancipators view goes beyond the Centenarians view by attending to tooth the breaking free and the breaking up. Example: how do entrepreneurial efforts may be affected by different conceptualizations of autonomy? Escaping the default individualist assumptions derived from the disciplines of psychology and economics that have informed it, and theorizing and researching both deeply individualist and social aspects. It involves the breaking up of constraints. The emancipators perspective sees creative destruction as one of its goals (instead of the mean). Entrepreneurial individuals and groups often solve technological and other problems because hey are internally motivated to change their worlds. The emancipators perspective suggests that understanding the constraints that entrepreneurial individuals seek to overcome may give us better insights into the process through which entrepreneurs create (first change, then opportunities). The emancipators perspective suggests that entrepreneurship research should more closely consider the social change agendas inherent in many entrepreneurial projects in order to understand their emancipators potential. It would suggest that a distinction is not only unnecessary but potentially not laid, since many entrepreneurs seek to improve their economic positions through the impact of broader social change. Authoring As emancipators means breaking free and autonomy, taking ownership of oneself, of one acts, and of becoming a trader. The entrepreneur must necessarily attend to the variety of relationships, structures, norms, and rules within which an entrepreneurial project is undertaken. Existing research tends to emphasize how gaining support from structures of power and authority ensures the success of acts of breaking free. Individuals who seek redeem and independence, often find that they become controlled by the arrangements they make to gain legitimacy and access to resources. Viewed from an emancipators perspective, entrepreneurial involves authoring defining relationships, arrangements, and rules of engagement that preserve and potentially enhance the change potential of a given entrepreneurial project. Authoring does not refer to an outright rejection of all established norms and forms of authority but designing arrangements. The emancipators perspective emphasizes the need to consider the possibilities for resource obligation through authoring as a process for protecting the emancipators potential of new ventures. A key direction for entrepreneurship research suggested by the concept of authoring is to examine the conditions and processes through which entrepreneurs can effect such trading of places. Authoring generally about attending to the variety of relationships, structures, norms, and rules within which the entrepreneurial project is undertaken. Entrepreneurship research can make important contributions by directing greater research attention to the creative authoring of relationships and rules wrought which entrepreneurs can Pleasure their dreams and create change. Making declarations Making of declarations: unambiguous discursive and rhetorical acts regarding the actors intentions to create change. The idea of making declarations points to the need to position the project in the webs of meaning within which stakeholders interpret the value of products and activities. Existing research recognizes the importance of activities that influence established patterns of meaning for the success of new ventures. It has analyzed how symbolic and cultural resources, and symbolic actions are deployed to influence the interpretations of stakeholders. An emancipators perspective suggests that rather than disguising the difference associated with entrepreneurial activities and masking the potential contradictions through legitimating activities, entrepreneurial may involve explicitly exposing contradictions in an effort to generate stakeholder support for the intended change in the status quo. The idea of making declarations suggests several new directions: Making declarations raises consequential questions of intuit should be said and how? (signaling and disclosure), who gets to Say and who am I to say? voice), and who out there cares? (audiences). Enables researchers to consider more systematically the inevitability of concentrations arising once declarations are made. The need to systematically examine the use of cultural and symbolic resources for effecting change, rather than acquiring legitimacy. An emancipators perspective suggests the need to attend to the institutional work that accompanies entrepreneurial activities and the constitution of new institutions around new products, projects and activities. The SST articles (4) A limitation of the existing research is that it almost exclusively examines entrepreneurship within formal economies, however, a huge amount of commerce takes place within the informal economy (that segment of economic activity that is illegal within a society but is viewed as legitimate by sizable groups within the society).

Louisa May Alcotts Family Tree and Genealogy

Louisa May Alcott's Family Tree and Genealogy Louisa May Alcott, best known as the author of Little Women, never married and has no descendants. Her rich ancestry, however, stretches back to early America and Europe and includes many well-known people, including her father, famous transcendentalist Bronson Alcott. Many people can claim a relation to Louisa May Alcott through her siblings, cousins and other relatives. Born on November 29, 1832 in Germantown, Pennsylvania (now a part of Philadelphia), Louisa May Alcott was the second of four girls born to Bronson Alcott and his wife, Abigail May. The March family everyone came to love in her books is based on her own family, with Louisa as her alter-ego Jo and her sisters as the other three little women. Louisa May Alcott died just two days after her father, on March 4, 1888 from long-term side-effects of mercury poisoning. She initially acquired this disorder from the drug calomel (which is laden with mercury) that doctors used to treat the typhoid fever she contracted while volunteering as a nurse during the Civil War. Louisa May Alcott is buried on Authors Ridge in Concords Sleepy Hollow Cemetery, with her family. Nearby, are the graves of Ralph Waldo Emerson, Nathaniel Hawthorne, and Henry David Thoreau. First Generation Reading the Ahnentafel genealogical numbering system is not difficult once you understand how this family tree is arranged. 1. Louisa May ALCOTT was born on 29 Nov 1832 in Germantown, Philadelphia, Pa. and died on 6 Mar 1888 in Boston, Suffolk Co., Ma. Second Generation (Parents) 2. Amos Bronson ALCOTT was born on 29 Nov 1799 in Wolcott, New Haven, Ct. and died on 4 Mar 1888. He married Abigail MAY on 23 May 1830. 3. Abigail MAY was born on 8 Oct 1800 in Boston, Suffolk Co., Ma. and died in 1877. Amos Bronson ALCOTT and Abigail MAY had the following children: i. Anna Bronson ALCOTT was born on 16 Mar 1831 in Germantown, Philadelphia, Pa.1 ii. Louisa May ALCOTTiii. Elizabeth Sewall ALCOTT was born on 24 Jun 1835 in Boston, Suffolk Co., Ma. and died on 14 Mar 1858.iv. May ALCOTT was born on 26 Jul 1840 in Concord, Middlesex Co., Ma. Third Generation (Grandparents) 4. Joseph Chatfield ALCOTT was born on 7 May 1771 in Wolcott, New Haven, Ct. and died on 3 Apr 1829. He married Anna BRONSON on 13 Oct 1796 in Wolcott, New Haven, Ct. 5. Anna BRONSON was born on 20 Jan 1773 in Jerico, New London, Ct. and died on 15 Aug 1863 in West Edmeston, Ostego Co., New York. Joseph Chatfield ALCOTT and Anna BRONSON had the following children: i. Betsey ALCOTT was born on 4 Apr 1798 in Wolcott, New Haven, Ct. and died on 5 Nov 1798.2 ii. Amos Bronson ALCOTTiii. Chatfield ALCOTT was born on 23 Oct 1801.iv. Pamelia ALCOTT was born on 4 Feb 1805 in Wolcott, New Haven, Ct. and died on 11 Feb 1849.v. Betsey ALCOTT was born on 14 Feb 1808 in Wolcott, New Haven, Ct.vi. Phebe ALCOTT was born on 18 Feb 1810 in Wolcott, New Haven, Ct. and died on 28 Jul 1844.vii. George ALCOTT was born on 26 Mar 1812 in Wolcott, New Haven, Ct. and died on 12 Jul 1812.viii. Junius ALCOTT was born on 6 Jul 1818 and died on 16 Apr 1852.ix. Ambrose ALCOTT was born on 10 Sep 1820 in Wolcott, New Haven, Ct. 6. Joseph MAY was born on 25 Mar 1760 in Boston, Suffolk Co., Mass. and died on 27 Feb 1841 in Boston, Suffolk Co., Mass. He married Dorothy SEWELL on 28 Dec 1784 in Boston, Suffolk Co., Mass. 7. Dorothy SEWELL was born on 23 Dec 1758 in Boston, Suffolk Co., Mass. and died on 31 Oct 1825 in Boston, Suffolk Co., Mass. Joseph MAY and Dorothy SEWELL had the following children: i. Charles MAY was born on 2 Nov 1785 in Roxbury, Norfolk Co., Mass. and died on 21 Mar 1856 in Roxbury, Norfolk Co., Mass.ii. Catharine MAY was born on 30 Dec 1786 in Boston, Suffolk Co., Mass. and died in 1814 in Boston, Suffolk Co., Mass.iii. Louisa MAY was born on 31 Dec 1792 in Roxbury, Norfolk Co., Mass. and died on 14 Nov 1828 in Roxbury, Norfolk Co., Mass.iv. Edward MAY was born on 26 Aug 1795 in Roxbury, Norfolk Co., Mass. and died on 29 Apr 1802 in Roxbury, Norfolk Co., Mass.v. Samuel Joseph MAY was born on 12 Sep 1797 in Roxbury, Norfolk Co., Mass. and died on 1 Jul 1871 in Roxbury, Norfolk Co., Mass.vi. Elizabeth Sewall MAY was born on 5 Dec 1798 in Boston, Suffolk Co., Mass. and died on 5 Mar 1822 in Portland, Cumberland Co., Maine.3 vii. Abigail MAYviii. Louisa C. Greenwood MAY was born on 2 Dec 1810 in Roxbury, Norfolk Co., Mass. and died on 23 Sep 1891 in Roxbury, Norfolk Co., Mass. Fourth Generation (Great Grandparents) 8. Captain John  ALCOX  was born on 28 Dec 1731 in Wolcott, New Haven, Conn. and died on 27 Sep 1808 in Wolcott, New Haven, Conn. He married Mary CHATFIELD on 28 Aug 1755 in Connecticut. 9. Mary CHATFIELD was born on 11 Oct 1736 in Derby, New Haven, Conn. and died on 28 Feb 1807 in Wolcott, New Haven, Conn. She was christened 7  Noc  1736 in First Congregational Church of Derby. Captain John ALCOX and Mary CHATFIELD had the following children: i. Lydia ALCOTT was born on 8 Dec 1756 in Wolcott, New Haven, Conn. and died on 23 Sep 1831.ii. Solomon ALCOTT was born on 8 May 1759 in Wolcott, New Haven, Conn. and died on 21 May 1818 in Wolcott, New Haven, Conn.iii. Samuel ALCOTT was born on 29 Nov 1761 in Wolcott, New Haven, Conn. and died on 9 Jun 1819.iv. John Blakeslee ALCOTT was born on 24 Jun 1764 in Wolcott, New Haven, Conn. and died on 17 Sep 1837.v. Mary ALCOTT was born on 8 Sep 1766 in Wolcott, New Haven, Conn. and died on 18 Feb 1770.vi. Isaac ALCOTT was born on 12 Apr 1769 in Wolcott, New Haven, Conn. and died on 12 Sep 1809.4  vii.  Joseph Chatfield ALCOTTviii. Mark ALCOTT was born on 11 May 1773 in Wolcott, New Haven, Conn. and died on 21 Nov 1846.ix. Thomas ALCOTT was born on 16 Oct 1775 and died on 27 Apr 1778. 10. Amos BRONSON was born on 3 Feb 1729/30 in Waterbury, New Haven, Conn. and died on 2 Sep 1819 in Waterbury, New Haven, Conn. He married Anna BLAKESLEY on 3 Jun 1751 in Waterbury, New Haven, Conn. 11. Anna BLAKESLEY was born on 6 Oct 1733 in New Haven, New Haven, Conn. and died on 3 Dec 1800 in Plymouth, Litchfield, Conn. Amos BRONSON and Anna BLAKESLEY had the following children: i. Noah Miles BRONSON was born on 15 Jul 1767 in Waterbury, New Haven, Conn. and died on 8 Sep 1859 in Weymouth, Medina Co., Ohio.5  ii.  Anna BRONSON 12. Samuel MAY was born. He married Abigail WILLIAMS. 13. Abigail WILLIAMS was born. Samuel MAY and Abigail WILLIAMS had the following children: 6  i.  Joseph MAY 14. Samuel SEWELL was born on 2 May 1715 in Boston, Suffolk Co., Mass. and died on 19 Jan 1771 in Holliston, Middlesex Co., Mass. He married Elizabeth QUINCY on 18 May 1749 in Boston, Suffolk Co., Mass. 15. Elizabeth QUINCY was born on 15 Oct 1729 in Quincy, Norfolk Co., Mass. and died on 15 Feb 1770. Samuel SEWELL and Elizabeth QUINCY had the following children: i. Elizabeth SEWELL was born on 12 Mar 1750 and died in 1789.ii. Samuel SEWELL was born on 11 Dec 1757 in Boston, Suffolk Co., Mass. and died on 7 Jun 1814 in Wiscasset, Lincoln Co., Maine.7  iii.  Dorothy SEWELL Fifth Generation (Great, Great Grandparents) 16. John ALCOCK was born on 14 Jan 1705 in New Haven, New Haven, Conn. and died on 6 Jan 1777 in Wolcott, New Haven, Conn. He married Deborah BLAKESLEE on 14 Jan 1730 in North Haven, New Haven, Conn. 17. Deborah BLAKESLEE was born on 15 Mar 1713 in New Haven, New Haven, Conn. and died on 7 Jan 1789 in Wolcott, New Haven, Conn. John ALCOCK and Deborah BLAKESLEE had the following children: i. Lydia ALCOTT was born on 24 Nov 1730 in North Haven, New Haven, Conn. and died on 15 Nov 1796 in North Haven, New Haven, Conn.8  ii.  Captain John ALCOXiii. James ALCOTT was born on 1 Jun 1734 in Waterbury, New Haven, Conn. and died on 9 Aug 1806.iv. Jesse ALCOTT was born on 23 Mar 1736 in Waterbury, New Haven, Conn. and died on 29 Oct 1809.v. Daniel ALCOTT was born on 25 Mar 1738 in Waterbury, New Haven, Conn. and died on 24 May 1805.vi. David ALCOTT was born on 12 Jan 1740 in Waterbury, New Haven, Conn. and died on 29 Jan 1821.vii. Deborah ALCOTT was born in 1742 in Waterbury, New Haven, Conn. and died on 18 Jun 1831.viii. Mary ALCOTT was born in 1744 in New Haven, New Haven, Conn. and died on 6 Mar 1825.ix. Thankful ALCOTT was born in 1748 in New Haven, New Haven, Conn. and died on 1 Mar 1839.x. Hannah ALCOTT was born in 1751 in New Haven, New Haven, Conn. and died on 1 Mar 1821.xi. Anna ALCOTT was born about 1753 in New Haven, New Haven, Conn. and died on 5 Feb 1822 in Wol cott, New Haven, Conn.xii. Stephen ALCOTT was born about 1757 in New Haven, New Haven, Conn. 18. Solomon CHATFIELD was born on 13 Aug 1708 and died in 1779. He married Hannah PIERSON on 12 Jun 1734. 19. Hannah PIERSON was born on 4 Aug 1715 and died on 15 Mar 1801. She is buried in Oxford Congregational Cemetery, Oxford, Conn. Solomon CHATFIELD and Hannah PIERSON had the following children: i. Joseph CHATFIELD was born on 4 Apr 1735 and died about 1795.9  ii.  Mary CHATFIELDiii. Hannah CHATFIELD was born about 1738.iv. Lois CHATFIELD was born about 1741.v. Eunice CHATFIELD was born on 6 Feb 1743 and died in 1823.vi. Rachel CHATFIELD was born about 1745 and died on 11 May 1778.vii. Comfort CHATFIELD was born about 1749.viii. Anna CHATFIELD was born about 1752 and died on 11 Sep 1853.ix. Comfort CHATFIELD was born about 1756 and died on 3 Nov 1798. 28. Joseph SEWELL was born on 15 Aug 1688 in Boston, Suffolk Co., Mass. and died on 27 Jun 1769 in Boston, Suffolk Co., Mass. He married Elizabeth WALLEY on 29 Oct 1713 in Boston, Suffolk Co., Mass. 29. Elizabeth WALLEY was born on 4 May 1693 in Boston, Suffolk Co., Mass. and died on 27 Oct 1713 in Boston, Suffolk Co., Mass. Joseph SEWELL and Elizabeth WALLEY had the following children: 14  i.  Samuel SEWELLii. Joseph SEWELL was born on 13 Jul 1719 in Boston, Suffolk Co., Mass. and died on 18 Aug 1719 in Boston, Suffolk Co., Mass. 30. Edmund QUINCY was born on 13 Jun 1703. He married Elizabeth WENDELL on 15 Apr 1725 in Boston, Suffolk Co., Mass. 31. Elizabeth WENDELL was born. Edmund QUINCY and Elizabeth WENDELL had the following children: 15  i.  Elizabeth QUINCY Sixth Generation (Great, Great, Great Grandparents) 32. John ALCOTT was born on 14 Jul 1675 in New Haven, New Haven, Conn. and died in Mar 1722 in New Haven, New Haven, Conn. He married Susanna HEATON on 8 May 1698 in New Haven, New Haven, Conn. 33. Susanna HEATON was born on 12 Apr 1680 in New Haven, New Haven, Conn. and died on 3 Mar 1736 in New Haven, New Haven, Conn. John ALCOTT and Susanna HEATON had the following children: i. Abigail ALCOTT was born in 1703 in New Haven, New Haven, Conn. and died in 1771.16  ii.  John ALCOCKiii. Elizabeth ALCOTT was born on 31 Jul 1708 in New Haven, New Haven, Conn. and died on 23 Jan 1782 in New Haven, New Haven, Conn.iv. Sarah ALCOTT was born on 11 Aug 1711 in New Haven, New Haven, Conn. and died in 1757.v. Stephen ALCOTT was born on 10 Aug 1714 in New Haven, New Haven, Conn. and died in Feb 1742.vi. Mary ALCOTT was born on 10 Aug 1717 in New Haven, New Haven, Conn. 34. John BLAKESLEE was born on 15 Jul 1676 in New Haven, New Haven, Conn. and died on 30 Apr 1742 in New Haven, New Haven, Conn. He married Lydia in 1696. 35. Lydia died on 12 Oct 1723 in New Haven, New Haven, Conn. John BLAKESLEE and Lydia had the following children: i. Elizabeth BLAKESLEE was born on 1 Mar 1702 in New Haven, New Haven, Conn.17  ii.  Deborah BLAKESLEEiii. Mary BLAKESLEE was born on 5 Apr 1720 and died about 1799. 36. John CHATFIELD was born on 8 Apr 1661 in Guilford, New Haven, Conn. and died on 7 Mar 1748. He married Anna HARGER on 5 Feb 1685 in Derby, New Haven, Conn. 37. Anna HARGER was born on 23 Feb 1668 in Stratford, Fairfield, Conn. and died in 1748. John CHATFIELD and Anna HARGER had the following children: i. Sarah CHATFIELD was born on 5 Dec 1686 and died on 20 Jun 1721.ii. Mary CHATFIELD was born on 23 Apr 1689.iii. Abigail CHATFIELD was born on 2 Sep 1693.iv. John CHATFIELD was born on 26 Feb 1697 and died on 30 Oct 1793.v. Samuel CHATFIELD was born on 28 Aug 1699 and died on 17 May 1785.vi. Ebenezer CHATFIELD was born on 4 Jul 1703 and died about 1789.18  vii.  Solomon CHATFIELD 38. Abraham PIERSON was born about 1680 and died on 12 May 1758. He married Sarah TOMLINSON. 39. Sarah TOMLINSON was born about 1690 and died on 12 May 1758. Abraham PIERSON and Sarah TOMLINSON had the following children: i. Sarah PIERSON was born on 19 Aug 1705 and died in 1750.ii. Abraham PIERSON was born on 28 Jul 1707 and died in 1781.iii. Mary PIERSON was born on 26 Oct 1712 and died in 1790.19  iv.  Hannah PIERSONv. Stephen PIERSON was born on 4 Mar 1720 and died in 1758.vi.  Barchua  PIERSON was born on 1 Dec 1726. Seventh Generation (Great, Great, Great, Great Grandparents) 64. Phillip ALCOTT was born in 1648 in Dedham, Norfolk, Mass. and died in 1715 in Wethersfield, Hartford, Conn. He married Elizabeth MITCHELL on 5 Dec 1672 in New Haven, New Haven, Conn. 6 5. Elizabeth MITCHELL was born on 6 Aug 1651 in New Haven, New Haven, Conn. Phillip ALCOTT and Elizabeth MITCHELL had the following children: 32  i.  John ALCOTTii. Thomas ALCOTT was born in 1677 in New Haven, New Haven, Conn. and died on 2 Apr 1757 in New Haven, New Haven, Conn.iii. Elizabeth ALCOTT was born on 6 Feb 1679 in New Haven, New Haven, Conn.iv. Phillip ALCOTT was born on 19 Nov 1681 in New Haven, New Haven, Conn.v. Agnes ALCOTT was born in 1683 in New Haven, New Haven, Conn. and died on 8 Feb 1782. 66. James HEATON was born about 1632 and died on 16 Oct 1712 in New Haven, New Haven, Conn. He married Sarah STREET on 20 Nov 1662. 67. Sarah STREET was born about 1640. James HEATON and Sarah STREET had the following children: i. Nathaniel HEATON was born on 19 Nov 1664 and died in 1725.ii. Abigail HEATON33  iii.  Susanna HEATONiv. Anna HEATON was born on 23 Dec 1682.

Asserting Masculinity in the Cultural Context of Camp

Confirming masculinity in the cultural context of summer camp is an important yearly experience in the lives of many children. Some children continue to camp after the camp time and choose to become counselors. The program exists as a leadership program within the camp structure to educate on how to become an effective counselor for children between the ages of 15 and 17. Each session ends with a normally closed bonfire, and the male 's CILT is extinguished by urinating after the woman comes out. Male / Female: culture depends on male or female. In male culture, the dominant values ​​are thought to be ambitious, self-confidence, performance, and access to money and things, so-called feminists such as quality of life, maintenance of personal relationships, consideration of weak environments It is emphasized with cultural values ​​(Edward Rees, 2010). Time oriented: Finally, time oriented determines the cultural influence of every country. It was originally called a chaotic motive and is related to the time frame faced by the people of different cultures and some of them will consider concrete action plans in the coming years, 2010 Year) †¢ Masculinity and femininity mean that culture emphasizes emotional and social roles as well as work goals. Male culture reflects preferences for confidence, achievement and material success. Women's culture emphasizes relationships, cooperation, and the quality of life. I agree with the dominant value whether male or female, male or female, despite this dimension label. In addition to the work done by Hofstede, many other effects on behavior are categorized. Trompenaars and Hampden-Turner (1998) also focuses on cultural differences and their impact on business and management. They provided data from more than 30,000 training program participants and explained the seven aspects of cultural differences:

Qatar Airways Essay Example | Topics and Well Written Essays - 1250 words

Qatar Airways - Essay Example This has led to many of its global achievements and awards. Management strategies help to identify new opportunities for growth, like the merger between the American Airlines and US Airways which provides an exciting opportunity for further growth American Airlines and US Airways provides an exciting opportunity for further growth American Airlines and US Airways provides an exciting opportunity for further growth and connecting of customers to North America. The airline has also refocused its capacity to Africa in response to market and competition developments. During the recent years the airline has launched various global networks and destinations covering from Europe, South Asia the Middle East, Africa, Asia Pacific, North America and South America with a modern fleet and cargo aircrafts. It has made plans for its expansion with an additional frequency ad capacity to both existing and new destinations. The addition of airlines provides a major increase in the number of passengers and networks. Qatar Airways is one of the launch customers of the twin-deck super jumbo recognized for its luxurious design and as the world’s biggest aircraft capable of carrying capacity of 555 passengers. The first aircraft was delivered in 2014. The company also operates corporate jets for its executive subsidiary launched in 2009. The use of modern technology is a major advantage in the airline industries; it plays a key role in enhancing efficiency and customer services, the Qatar airways has partnered with Wipro Infotech in order to conceptualize their growth strategies. This gives them a competitive edge as they will be able to utilize Wipro’s highly technical resources, research and development centers to explore and take advantage of new technological solutions. Hamad International Airport opened I April 2014 is a project undertake y Qatar Airways designed to help shape Doha as one of the greatest regional and international aviation hub. The

Property and Mortgages Essay Example | Topics and Well Written Essays - 1000 words

Property and Mortgages - Essay Example The general rule is that the interest reverts to the borrower upon completion of refinancing the mortgage. The history of mortgages dates back to the seventeenth century. Throughout this period, doctrines of equity have been applied to protect mortgagors from mortgagees’ exploitations. Statutory regulations have however recently been formulated to ensure mortgagors’ protection. The courts have similarly joined the efforts. The scope of mortgages covers any venture in which land is used, and is offered on any interest on land as well as other properties other than land. This paper seeks to investigate the statement that ‘mortgages are a suppression of truth and a suggestion of falsehood,’ mortgage destroys our economy. The paper will explore the legal aspects of mortgages with the aim of supporting the statement. Difference between legal and equitable mortgages The major difference between equitable and legal mortgage is the level of formality that is involv ed on the process of creating the mortgage. A legal mortgage requires strict formalities that include a written contract. All terms of the mortgage agreement are stipulated and the document signed. Equitable mortgages on the other hand involve deposition of title to the subject estate without making formal commitments. Legal mortgages are executable within the strict interpretation of the law of property act (1925) and must be under deed. This means that the mortgage binds any interest in the land, both original and transferred. An equitable mortgage is however informal and do not bind a purchaser in good faith who takes the property for value without the knowledge of existence of the mortgage (Slorash and Ellis, 2007, 121). Another difference between a legal mortgage and an equitable mortgage is the transferability of interest in the subject land. While property in the piece of land is transferred to the mortgagee under a legal mortgage, only possession passes in an equitable mortg age and the mortgagee has to seek judicial intervention for transfer of property in the land in case of a defaulted refinancing (Sharma, 2010, 212). Rights of the mortgagee The mortgage agreement creates a number of rights to the mortgagee. The first right that a mortgagee acquires is the right over â€Å"the promise to pay† (Williams, 2011, 90). This right is enforceable against the mortgagee or any subsequent owner of the land subject to the law of property act (2007) and the interpretation of the case of Nefson Diocesan trust board v Hamilton [1926] NZLR 342. The mortgagee also has a right to foreclosure and to gain possession of the land if the mortgagor defaults in payments after a notice after a notice (Williams, 2011, 92). There is also the right to put the piece of land under receivership or even to sell the property as was held in the case of Alliance &Leicester plc v Slayford [2000] EGCS 113. The same case provides legal ground for suit against the mortgagor’ s covenant (Pawlowski and Brown, 2002, 177). Rights of the mortgagor The mortgagor’s rights include the right to redeem the mortgage subject to the terms of the mortgage agreement as was illustrated in the case of Jones v Morgan (2001) (Dixon, 2011, 380). The redemption right can be enforced equitably or legally. Further, the mortgagor is entitled to right of possession, inspection of property and accession rights (Mau, 2010, p. 86- 88). Safeguards for borrowers Mortgagors are bound by the lending terms of their agreements that are enforceable under statutory laws. The doctrines of equity supplements statutory regulations to protect borrowers from exploitation. Mortgagor’s right of redemption is for instance absolute irrespective of the delayed

How Divorce Effects Kids Essay -- essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  If two people love each other enough to get married, and together choose to form a lifelong commitment, why are so many of these marriages ending? What does marriage mean to people nowadays and why do people decide to get married? Records show us that people have been getting married for as long as the earliest recorded history. There are many benefits for couples who have a successful marriage. When a marriage begins to fail it is usually due to a couple's inability to communicate, lack of a common goal, or a trust vs. mistrust issue; therefore, more so than not, these types of situations will ultimately result in a divorce. The most frequently asked question over the last two decades has been, â€Å"Does divorce effect children and how so?† Studies have shown that divorce affects children in many ways: affects their self-esteem, feels as thought they "lose" a parent, and takes away their sense of family. The divorce rate has quadrupled from 4.3 million in 1970 to 18.3 million in 1996 (quoted form census bureau’s release about its marital status and living arrangements). "The number of children living with both parents declined from 85 to 68 percent between 1970 and 1996. The proportion of children living with one parent has grown from 12 percent to 28 percent during this same time span (Quoted from Census Bureau's release about its report on marital status and living arrangements)". A person's first marriage, if it were to end in divorce, will most likely end in the firs...

How Can Global Thinking Support You?

How can Global Thinking support you? Inform The Global Thinking team offers fresh perspectives on learning from our long experience in diverse local and global contexts. Inspire We provide advice and training, resources and research to bring insight, challenge perceptions and enable creative thinking for 21st Century learning. Innovate We work in partnership with clients and education specialists on practical and innovative approaches for differing teaching and learning needs. Global Thinking provides inspiration and innovation in global learning.Our specialist team provides training and consultancy to educators who enable young people to shape their futures in a fair and sustainable world. Education The term was increasingly applied to initiatives in international education and was advanced by  Stuart Grauer  in his 1989 University of San Diego publication, Think Globally, Act Locally: A Delphi Study of Educational Leadership Through the Development of International Resources in the Local Community. In this publication it was attribed to  Harlan Cleveland. 15]  It is said that this term was used by German-American  sociologist  Eugen Rosenstock-Huessy[citation needed]  in the 1950s or earlier, prior to the formation of the  United Nations Organization. It is not only corporations that are acknowledging the importance of environmental issues, but also the education system. Government officials and school boards across the world are beginning to develop a new way of teaching. Globalization is now thought of as an important concept to understanding the world.Certain schools believe it is important to discuss global issues as young as 5 years old. It is students who are our future, therefore understanding the concept of â€Å"think globally, act locally† is fundamental to our future. [16] Definition â€Å"Think globally, act locally†Ã‚  urges people to consider the health of the entire planet and to take action in their own communitie s and cities. Long before governments began enforcing environmental laws, individuals were coming together to protect habitats and the organisms that live within them.These efforts are referred to as grassroots efforts. They occur on a local level and are primarily run by volunteers and helpers. â€Å"Think Globally, Act Locally† originally began at the grassroots level, however, it is now a global concept with high importance. It is not just volunteers who take the environment into consideration. It is corporations, government officials, education system, and local communities. It is now extremely important to consider global markets and communities when doing business.Global markets and large corporations have one of the largest impacts on the environment, it is their influence and actions that are vital to the survival of our planet. Large corporations have the most impact on the environment, therefore â€Å"thinking globally and acting locally† can make a major dif ference in the survival of our planet. Warren Heaps states â€Å"it's really important to recognize that markets are different around the world, and company compensation programs should reflect a balance between global corporate philosophy and local practice and culture†. 1] About the Department The Faculty of Arts and Letters is an institution of learning geared towards the development and fulfillment of the total person, the Universal Man, focusing on the Arts and the Humanities, mainly, and spreading out to include the sciences, social and natural, guided by Christian faith and avowed Thomasian ideals and the highest social, national, international and even global standards and objectives.The envisioned goal is the Colege's turning out not only of learned but wisened individuals who, motivated by the highest standards of excellence, excel in their chosen fields, eventually becoming role models in society, potential leaders and achievers of the country, all in the spirit no t only of personal but also social and more importantly, spiritual commitment. The Faculty's goals and objectives are: An ideal confluence of mind, heart and spirit, in the service of the total rounded man.Expertise in one's own chosen field and an adequate spreading out of interests, skils, concerns, in other, fields, allied of otherwise. An enhanced and enriched cultural background including a sense of history and tradition while being abreast with the modern technology of a network world. Ample exposure to and immersion in research as well as creative and critical endeavors. Sympathy and concern for the socially needy and handicapped through consistent efforts and interst in community service.Constant cultivation and preservation of Philippine values at the same time cognizant of what are timeless and universal. History The liberal arts and philosophy had been taught in the University of Santo Tomas since its foundation in 1611. The Faculty of Philosophy and Letters was establish ed in 1896 and the College of Liberal Arts in 1926. In 1964, however these two colleges were merged and given the general name of Faculty of Arts and Letters. Courses offered then were Bachelor of Arts, Bachelor of Literature, and Bachelor of Philosophy.In the course of time, new majors were offered. In the academic year 1971 to 1972, the Faculty started to offer the degree of Bachelor of Arts in Asian Studies, Behavioral Science (which evolved form the originally offered LiA-Com), Communication Arts, Economics, Journalism, Literature, Philosophy,Political Science, Sociology, and Translation(which was eventually phased out). In 1994, another major, Legal Management, was created to serve the relevant needs of students who intend to go to law after graduation.And so, presently, ten majors are offered in the Faculty of Arts and Letters to wit; Asian Studies, Behavioral Science, Communication Arts, Economics, Jouranlism, Literature, Legal Management, Political Science, Philosophy, and S ociology. Common courses offered in the Faculty of Arts and Letters are designed to develop the minds and sensibilities of the students and to inculcate in them human values and the appreciation of the country's cultural heritage in the light of Christian faith and tradition.Furthermore, they intend to provide the students with the necessary background for them to develop into informed, responsible, and concerned rounded citizens of this country, guided by the mission-vision not only of the College but more importantly, of the University of Santo Tomas. â€Å"Mga Uri Ng Pagsulat†Ã‚  StudyMode. com. 01 2011. 01 2011 .

Conflict of Power Distance Individualism - Free Essay Example

Sample details Pages: 9 Words: 2616 Downloads: 8 Date added: 2017/06/26 Category Sociology Essay Type Research paper Did you like this example? Conflict of Power Distance Individualism between American expatriate Vietnamese employees TABLE OF CONTENT INTRODUCTIONà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦3 BACKGROUND AND SIGNIFICANTà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦.4 LITERATURE REVIEWà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â €š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦5 RESEARCH DESIGN AND METHOD/ METHODOLOGY.7 Sampling designà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦7 Research designà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦.8 Data analysis methodsà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦8 INSTRUMENTSà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦..9 DATA ANALYSISà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦10 LIMITATIONSà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦.12 CONCLUSION AND SUGGESTIONà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦.13 REFERENCEà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦14 APPENDIX INTRODUCTION Due to extremely fierce competition between American companies, these companies try to survive by cost-reduction strategy. Thus, companies that pursue cost-reduction st rategy want to reduce costs by offshoring noncore departments overseas such as Vietnam. However, these American companies are not aware of the culture differences in developing countries that can lead to expatriate failure. According to Mendenhall and Oddou report in 1985, American expatriate failure rate is about 25 to 40 percent in period 1965-1985 (Mendenhall and Oddou, 1985). Later on, few American companies started recognizing culture conflicts in these developing countries and had reactions. Therefore, in 1988, Tungà ¢Ã¢â€š ¬Ã¢â€ž ¢s research reported that American failure is vary from above 10 to 40 percent, since still not every companies recognized (Tung, 1988). Valuing the important role of culture differences, this research examines the differences in individualism-collectivism, and power distance between American expatriates and Vietnamese employees. To have a better understanding about the different culture and its impacts on the success or failure of a country in pene trating a new market, during the November of 2013, we have carried out a survey and collected information from a small group of Vietnamese students currently studying at Troy University, United States. This survey is a basis for us to explain the different culture between Vietnamese and American students. Every year, offshoring companies must spend millions of dollars to build up overseas departments as well as costs to train and send expatriates and their families overseas. It provides expatriates, especially American expatriates, who will be sent to Vietnam, a better view about Vietnamese business protocols and leadership expectations. Thus, the successful probability of these American will increase, and offshoring companies can enjoy profits from offshoring plans. BACKGROUND AND SIGNIFICANT Nowadays, due to the saturated of America market, the competition between American companies have become extremely conflicting. Most companies try to provide the most favorable prices to attract customers, so cost-cutting become survival strategy. These American companies try to offshore the noncore departments to emerging markets, such as Vietnam and China. Because the labor cost in Vietnam is cheaper than China, so some American companies such as Nike Company, recognize the potential benefits in Vietnam and offshore to this country. In order to train Vietnamese employees to perform the tasks, these companies sent expatriates. However, some American companies do not recognize Vietnamese culture is conflict with American culture. Culture is one of the main element that impact business protocols and leadership expectation. Therefore, many times, culture confliction leads to failure of expatriates that cause the offshoring companies sufficient lost. This research provides a source of reference that help expatriates from developed countries, who will be delegated to developing countries a view of how collectivism and high power distance countriesà ¢Ã¢â€š ¬Ã¢â€ž ¢ business protocol. Therefore, expatriates can understand and have preparation to adapt to developing countriesà ¢Ã¢â€š ¬Ã¢â€ž ¢ environments quicker and easier. Specifically, this research will examine individualism of American and collectivism of Vietnamese. Americans support individualism, which means each individual is acting on his or her own, making their own choices and to the extent they interact with the rest of his group. In contrast, Vietnamese support collectivism, which means strongly orientated around family and community. Because of the Confucian roots, Vietnamese family and community comes before oneself, so they value the collectivism as a whole rather than the individual. Bringing pride to one family is the very important goal. The research also examines about the power distance of this two countries. Vietnam has high power distance, which means Vietnamese accept the unequal distribution of power, obey the order, and valuing hierarch, senior; while America is lo w power distance, which means the distribution of power is pretty equal, people can speak up what they think. (Ahlstrom, 2010). LITERATURE REVIEW Culture is commonly defined as à ¢Ã¢â€š ¬Ã…“a set of shared values and beliefs that characterize national, ethnic, moral and other group behaviorà ¢Ã¢â€š ¬Ã‚  (Faure and Sjostedt 1993; Craig and Douglas 2006; Adapa 2008). Different cultures can generate distinct negotiation styles and perception (Van, 2009; Gulbro and Herbig, 1994). When working in the global commercial environment, knowledge of the impact of cultural differences is one of the keys to international business success. Therefore, improving levels of culture awareness can help companies build international competencies and enable individuals become sensitive. One of the biggest elements that leads to the failure of American expatriate in Vietnam is the conflict in leadership style. Since Vietnam is high power distance country, our traditional leadership style is Paternalism leadership. In this leadership type, leaders are viewed as à ¢Ã¢â€š ¬Ã…“fathersà ¢Ã¢â€š ¬Ã‚  (Northhouse, 2013). Leaders are more willing to tolerate mistakes, emphasize harmonious, social relationship, and taking care of employees not only in workplace but also in private-life (Cheng, Chou, Wu, Huang, and Farh, 2004). In exchange, employees just obey the order of leaders. Employees do not have any discussion or question in leaderà ¢Ã¢â€š ¬Ã¢â€ž ¢s decisions and orders. Asking employees to involve in decision-making is considered as leadersà ¢Ã¢â€š ¬Ã¢â€ž ¢ weakness. American leadership is reversed. Because America is low power distance country, American managers are more supporting and delegating employees. Each employee will have the right to make decisions that relate to the employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s tasks as well as responses for it. Employees value being empowered, respected, fair treatment, and trusted. It will be demotivating if employees could not partic ipate in companiesà ¢Ã¢â€š ¬Ã¢â€ž ¢ decision-making and receive close social relationship in work experience, (Raymond Loi, 2012). Thus, if the American expatriate adopts American leadership in Vietnam, it might lead to failure. Second conflict element is difference in communication. Since American managers come from low power distance and individualism country, they are more opening for having conversations. They also make mistakes by assuming that each employee knows what to do, understand the purpose of employee tasks, and ask if that employee have questions. However, Vietnamese employees are familiar with obeying orders. They just do what they have told without questioning or discuss, so many times, they do not understand the purpose behind the orders. They do not dare to question or discuss about their managersà ¢Ã¢â€š ¬Ã¢â€ž ¢ orders because are afraid the managers would think that employees may want to lead or unrespect the managers (Kirkman, 2009). They want to avoid ge tting punishment. Therefore, American managers should ensure that employees really understand the purpose of the order in order to limit mistakes. For example, new manager worked in a company. He asked an employee whether or not the bus station would be in front of the company. The employee just answered no, but he did not tell his manager that there were just short-walks from the company to the bus station (Ahlstrom D. ., 2010). Imaging that, not understanding the purpose of the leadersà ¢Ã¢â€š ¬Ã¢â€ž ¢ orders may lead to the failure of the tasks and in the worse scenario it might lead to sufficient losses. Vietnamese employees do not have high motivation to perform their best because Brett (2000) reported that normative behavior of people with low status in a high power distance culture is to minimize challenges to high-status members. Thus, there is no discussion between managers and employees. à ¢Ã¢â€š ¬Ã…“Subordinates in high power distance countries are typically more r eluctant to challenge their supervisors and more fearful of expressing disagreement with their managersà ¢Ã¢â€š ¬Ã‚  (Sage references). Employees just simply listen and do the assigned tasks from the managers, and sometimes even cannot understand the purpose of the tasks. In addition, managersà ¢Ã¢â€š ¬Ã¢â€ž ¢ decision making sometimes is affected by the emotional, or depends on their close relationship. That describes how the employees have low motivation. Different from that, in low power distance countries, each employee perform and response for their task by oneself. Managers just give motivation based on individual performance. Managers open the pay raise, and promotion fairly for every employee. Thus, employees have high motivation and try to perform as their best. RESEARCH DESIGN AND METHOD/ METHODOLOGY 1. Sampling design The target population of this research is all Vietnamese students currently studying abroad. Then we choose a sampling frame, which is students who study at Troy University. It means that students who study at other colleges will be excluded from the sample. The sample size of this study is 30 current Vietnamese students studying at Troy University, Alabama. Samples are chosen randomly, from the Vietnamese students we know in Vietnamese community at Troy University. 2. Research design To collect the data, we use survey methodology à ¢Ã¢â€š ¬Ã¢â‚¬Å" a technique that involves verbal/written communication and seems to be the most effective to collect the data. We will print out the survey questions, then directly give them to students. This survey content is designed in a nice format and easy to understand. The survey includes 8 questions presented in one page divided into 2 parts. The first part is the questions about power distance (PD). The second part is the one about individualism (IND). In the survey, the Likert scale (from one to five), with ranging from à ¢Ã¢â€š ¬Ã…“1 = of utmost importanceà ¢Ã¢â€š ¬Ã‚  to à ¢Ã¢â€š ¬Ã…“5 = of very little or no importanceà ¢Ã¢â€š ¬Ã‚  was used for all of the questions. This is really convenient for respondents to reveal their answers. All the questions in this survey may require no longer than 5 minutes for participants to complete. All these answers will be collected immediately after the students finish. 3. Data analysis methods In order to examine the survey objectives and describe its characteristics we conduct several statistics to analyze the collected data. To have a better understanding of each research variable and its characteristic, descriptive statistical analysis is used to illustrate the mean, proportion, standard deviation and confident interval for the means and proportion of each research variable. From the responses received, we continue to summarize and use Histogram to represent the collected data. INSTRUMENTS Survey Please give the score for each question: 1 = of utmost importance 2= very importance 3= of moderate importance 4= of little importance 5= of very little or no importance APPENDIX J. HOFSTEDE DIMENSIONS BY QUESTION Power Distance (PD) Q3: Have a good working relationship with your direct supervisor Q6: Be consulted by your direct superior in his/her decisions Q14: How frequently, in your experience, are subordinates afraid to express disagreement with their superiors? Q17: An organization structure in which certain subordinates have two bosses should be avoided at all costs. Individualism (IND) Q1: Have sufficient time for your personal or family life Q2: Have good physical working conditions (good ventilation lighting, adequate work space, etc.) Q4: Have security of employment Q8: Have an element of variety and adventure in the job DATA ANALYSIS Don’t waste time! Our writers will create an original "Conflict of Power Distance Individualism" essay for you Create order Descriptive Statistics N Range Minimum Maximum Sum Mean Std. Deviation Variance Skewness Kurtosis Statistic Statistic Statistic Statistic Statistic Statistic Std. Error Statistic Statistic Statistic Std. Error Statistic Std. Error PD_Q3 30 3 1 4 51 1.70 .119 .651 .424 1.188 .427 3.919 .833 PD_Q6 30 4 1 5 58 1.93 .185 1.015 1.030 1.201 .427 1.552 .833 PD_Q14 30 3 1 4 58 1.93 .172 .944 .892 .666 .427 -.492 .833 PD_Q17 30 4 1 5 86 2.87 .142 .776 .602 .242 .427 1.546 .833 IND_Q1 30 4 1 5 49 1.63 .169 .928 .861 1.940 .427 4.780 .833 IND_Q2 30 3 1 4 54 1.80 .147 .805 .648 .815 .427 .363 .833 IND_Q4 30 3 1 4 64 2.13 .184 1.008 1.016 .149 .427 -1.339 .833 IND_Q8 30 3 1 4 71 2.37 .189 1.033 1.068 .183 .427 -1.050 .833 Valid N (listwise) 30 FIGURE 1 FIGURE 2 Figure 1 shows the summary of individualism-collectivism and power distance from the Hofstede Center. Comparation between Vietnamese students studying abroad and Vietnamese students, we can easily see the differences through the results of the survey. The figure from the Hofstede website shows that Vietnam has high scores on power distance dimension (score of 70) and low scores in individualism (score of 20). However, according to the survey, Vietnamese students are extremely low in power distance (-20.83) and very high in individualism (85.83). There are many reasons that explain for this contrast. Firstly, the data from the Hofstede Center is outdated compare with our recent survey. Secondly, our survey sample is limited only students at Troy, while Hofstede Center is wide spread to whole nation. Last but not least, all of the sampling units are studying in America for more than a year, so they already got impact from American culture. LIMITATIO N The survey is conducted within a small sample size (30 Vietnamese students) and received 30 responses of students currently studying at Troy University in Alabama, United States. Therefore, this study may not reflect exactly results of the target population. Another limitation of this study is the unwillingness of respondents to answer the questions. It maybe some students think this survey is not necessary or important for them or they do not have enough time to fill in the survey. CONCLUSION AND SUGGESTION Every year, there are a great percentage of expatriate have failures that causes sufficient lost for offshoring companies. Therefore, it is important to train and prepare for expatriate to be able to adapt in the new environment. Conflict of Power Distance Individualism between American expatriate Vietnamese employees is a useful reference for expatriate, who will be sent to work in high power distance and high collectivism culture. Through the survey from Vietnames e student studying at Troy University, we can understand about different culture between Vietnamese and American students, which help us to know the impacts on the success and failure of a country in penetrating new market. There is no doubt that American is the most powerful country, also their language- English, is the standard to use and to be learnt by all the countries to communicate. There are lots of available information about American can be found in all types of media as well as books, papers, à ¢Ã¢â€š ¬Ã‚ ¦ throughout the world. Therefore, ità ¢Ã¢â€š ¬Ã¢â€ž ¢s easier for the other countries to find information and understand American culture. In Vietnam, children have chance to learn English at school from the young age, thatà ¢Ã¢â€š ¬Ã¢â€ž ¢s the way how Vietnamese students approach to American culture. In contrast, it is hard for American to look for information about others country due to difficulties in the available sources, which is most displayed in the count ryà ¢Ã¢â€š ¬Ã¢â€ž ¢s own language. Their media do not display other countries news, and American is not train to learn about other countries such as foreign langue from early age. That explains why Americans do not familiar with other countries and less open with other culture and Vietnamese can adapt better than American even both countries get culture-sock. REFERENCES Ahlstrom, D. (2010). International Management Strategy and Culture in the Emerging World. South-Western Cengage Learning. Northhouse, P. G. (2013). Leadership Theory and Practice. Sage. Cheng, B.S., Chou, L.F., Wu, T.Y., Huang, M.P., and Farh, J.L. (2004). Paternalistic Leadership and Subordinate Response: Establishing a Leadership Model in Chinese Organizations. Asian Journal of Social Psychology, 7, 89à ¢Ã¢â€š ¬Ã¢â‚¬Å"117 Loi, R., Lam, L. W., Chan, K. W. (2012). Coping with job insecurity: The role of procedural justice, ethical leadership and power distance orientation. Journal of Business Ethics , 108(3), 361-372. doi: https://dx.doi.org/10.1007/s10551-011-1095-3 Kirkman, B. L., Chen, G., Farh, J., Chen, Z. X., Lowe, K. B. (2009). Individual power distance orientation and follower reactions to transformational leaders: a cross-cultural examination. Academy of Management Journal, 52(4), 744. Retrieved from https://search.proquest.com/docview/199815819?accountid=38769 Tung,R.L. (1988). The New Expatriates: Managing Human Resources Abroad. Cambridge, Mass.: Ballinger Mendenhall, M. and Oddou, G. (1988). The Overseas Assignment: A Practical Look. Business Horizons, 78-84 Faure, G. O. Sjostedt, G. (1993). Culture and negotiation: An introduction, Newbury Park: Sage Publications. Van, D. T. T. (2009). A comparative study of Vietnamese and American customers behavior in negotiation style and implications for global pricing strategy, Journal of Global Business Issues, 3(2), 25-33 The Hofstede Centre. (n.d.). Retrieved from https://geert-hofstede.com/vietnam.html APPENDIX A: INPUT Sample size Power Distance Individualism Have a good working relationship with your direct superior Be consulted by your direct superior in his/her decision How frequently, in yourexperience, are subordinates afraid to express disagreement with their superior? An organization structure in which certain subordinates have two bosses should be avoided at all costs. Have suffcient time for your personal or family time Have good physical working condition Have security of employment Have an element of variety and adventure in the job 1 2 2 2 3 1 3 2 2 2 1 1 2 2 3 1 2 2 3 2 3 1 2 1 1 3 2 4 2 1 2 3 1 2 3 1 5 2 1 2 3 1 2 3 2 6 1 1 1 3 2 1 1 2 7 2 1 2 1 2 1 1 2 8 2 2 1 3 2 2 1 1 9 1 1 3 2 1 3 2 4 10 2 1 1 3 1 2 3 1 11 1 2 1 2 2 3 1 3 12 2 2 1 3 2 1 3 4 13 2 1 1 3 2 2 1 4 14 1 1 2 2 1 2 1 3 15 1 2 1 3 2 2 3 3 16 2 2 1 3 1 2 3 4 17 2 2 3 3 1 2 3 4 18 2 1 1 3 1 2 3 1 19 1 2 1 2 2 1 3 2 20 2 2 2 4 1 1 4 2 21 2 1 2 2 2 1 3 1 22 2 3 3 3 1 2 2 3 23 4 4 4 3 5 4 4 3 24 1 5 3 5 3 1 2 3 25 2 3 4 3 1 1 1 2 26 2 2 1 3 1 2 2 3 27 2 3 2 4 1 2 1 3 28 1 1 3 4 3 3 1 1 29 1 3 3 3 1 1 1 1 30 1 2 2 3 1 1 1 2 1