Critically Discuss How Identity Is Successfully Used As A Form Of Organizational Control

Introduction The aim of this essay is to develop an understanding of identity and critically analyze how identity can be successfully used in an organizational control. It will provide a critique of dominant perspectives and frameworks in organizational identity that are obtained by studies in various academic materials, by referring to theories and research in related experiences and case studies. Meanwhile, positive and negative impacts of use of identity in organizational control will be estimated. Finally, a brief conclusion will be conducted and relevant considerations will be presented so as to effectively look at the use of identity regulation as organizational control. In order to better understand identity in organization studies, this essay will firstly aim to distinguish the difference between the terms ‘personality’ and ‘identity’. According to Kenny et al. (2011), personality can be defined as the integration of characteristics patterns of thoughts, emotions and behaviors that form an individual’s unique character. It is usually relatively stable for life; however the term identity, on the other hand, can change and turn into multiplicity as influence by external elements, such as social or cultural situations (Kitay and Wright, 2007). This change is because most people would like to associate themselves with a number of identities, while those significant identities will permit people to better believe in the occupation they do (Kitay and Wright, 2007). This has been further explained by Kenny et al. (2011, p.3) who state that identity can involve identification with factors (local context, culture and history ) that people call ‘our personality’ but can also belong to ‘group membership’, which particularly emerges in the workplace. According to the research of scholars in different sectors, identity has been systemically defined in different theoretical perspectives and is also seen as a social category or ‘label’ in workplaces. Henri Tajfel and John Turner proposed social identity theory as they consider people generally use their experiences to identify themselves in certain social groups and dis-identify with others (Mattewman et al., 2009). In other words, they over-stress diversities with the out-group and underrate diversities within the in-group (O’Conner and Annison, 2002). Similarly, this perspective can be related to the idea of homo-sociability, which considers that people prefer to contact with and accept a person who is more like them, such as same social categories of class, age or religion (Kenny et al., 2011). Moreover, Zuboff (1988) and Brewis (2004) pointed out Foucauldian perspective which states people usually would like to identity with the sounds of thought or dominant discourses, therefore in this regard ‘subjectivity’ becomes the powerful relationship to shape individual identities in society. Foucauldian perspective, to some extent, can be seen as the idea of stereotypes; for example, many organizations will assume managers, especially in senior level, are male rather than female because of the cultural norm (Kanter, 1977). Mead (1934) and Goffman (1969) are two main thinkers in this symbolic interactionism perspective. Mead observes that individuals can constitute of ‘Me’ (how we perceive others to think of us) and ‘I’ (the kinds of attitudes and behaviors we use to interact with others). Similarly, Goffman observes identity as the ‘continuing process of managing how we present ourselves to others’ (Kenny et al., 2011, p.15). Both views can be summed up in that people always establish their self-awareness through social interaction with other people (Gardner and Avolio, 1998). The above acade mic theories contribute a holistic view to allow people to further study ‘identity’ and ‘control’ in-depth. Researchers and management practitioners should seriously consider identity from different perspectives and categories in the society so as to ensure diversity and equality in the organizational management. Identity is a multidimensional concept that can be developed at individual, group and organizational level (Puusa, 2006). Nowadays, there is increasing interest in understand identity in organizational control studies. According to Kenny et al. (2011, p.1), ‘the significance of identity was not simply recognized by management, it was identified as something that could be shaped and controlled by management’. The concept of identity was first looked at from a management point of view by F.W.Taylor in 1911. In his opinion, a person’s identity proves to be a barrier to scientific management (Rose, 1988). As he believed that money was the best and only way to motivate people to work effectively, workers should lose their notion of identity so as to be prepared to fit in to different management models (Kenny et al., 2011). In a lower hierarchy level, Taylor’s theory seems to relatively correct. However, studies have shown that workers resisted these ‘scien tific’ methods as they considered that being a part of the group was more significant than earning more money (Kenny et al., 2011). Thus, it can be deemed that meaningful work is a strong dynamic of motivation and performance, and identity (e.g feeling a part of the group) is one of the important subjective factors that motivate people to work. This is in line with several commentators of the ‘human relation movement’ which states that identity is no longer to be removed by organizational management; for example Maslow’s ‘hierarchy of needs’, and Alderfer’s Relatedness Existence theories. They entirely agreed that employees were stimulated not only by physical factors or money, but also by emotional and social needs in the group (Ross, 1988; Buchanan and Huczynski, 2004). Those needs are strong identification to lead employees to ‘go to extra mile’ (become more flexible and productive) as well as improve their working passi on and enthusiasm (‘discretionary effort’) within the organization (Alvesson and Willmott, 2002). Therefore, it can be asserted that identity is the key engine to driving employees’ internal motivation in the organization. This is also supported by Alvesson and Willmott (2002, p. 621), who argue that identity is definitely ‘a significant, neglected and increasingly important modality of organizational control’. Organizational identity is known as the employees’ view of the organization, which attempts to answer the question of ‘who are we as an organization’ (Kenny et al, 2011). It affords organizations with a feasible framework for understanding their internal behaviors (Whetten, 2006). Albert and Whetten (1985) argue that organizational identity embodies three significant characteristics which are central, distinctive and enduring. Following Albert and Whetten’s (1985) notion, several scholars further identified organizational identity in two different conceptions; realist and constructionist (Gioia and Thomas, 1996; Elstak and Van Riel, 2004). Realists believe that organizational identity is established on the properties of the organization themselves. Conversely, constructionists consider that a set of beliefs is understood by how employees make sense of the organizations. Therefore, through this dynamic, dialectic process it can be proven that employees both shape, and are shaped, by their organizational membership (Puusa, 2006). Meanwhile, it also can further allege that organizations with a strong identity have central attributes, distinctive from other corporations and maintaining that for long-term periods can lead organizations to motivate their employees more effectively and successfully. The positive impacts of organizational identity could appear in several aspects. Firstly, employees will become more self-managing and prefer to approach their jobs with passion and enthusiasm as well as undertaking their responsibilities seriously (Knights and Willmott, 1999). Secondly, it is an essential approach for an organization to attract high-quality employees in order to embrace employees’ desired values and allow them to treat the values as their own (Kenny et al, 2011). Moreover, it can gain and retain employees’ loyalty, commitment and involvement so as to compensate less job security and employment durability in the workforce (Alvesson and Willmott, 2002). Furthermore, managing through shared values, thoughts and feelings have replaced the original ways of managing behaviors (Knights and Willmott, 1999). This has been further explained by Kenny et al. (2011) who stressed that organizations don’t just want to recruit the people who think that they wil l fit into the workplace, but they are now more focused on how to shape employees’ sense of identity after they join. As culture is contingent upon identity, managing ‘corporate culture’ is integral to managing identity, which can be seen as the most common way to shape employees’ self-identity and behaviors (Kenny et al., 2011). On the other hand, organizational identity also brings some problems which organizers have to bear in mind. Firstly, organizational identity attempts to over control employees’ hearts and minds; this can link back to Foucauldian perspective which estimated that employees’ sense of identity can be strongly dominated by ‘enterprise discourse’ (Du Gay, 1996; Kenny et al., 2011). Following this problem, employees’ creativity and innovative skills will minimize or even cannot be discovered in the corporation; therefore it will critically affect organizational improvement and development. Furthermore, employees may feel anxiety or guilty if they attempt to judge or fail to follow the sanctified values of an organization (Schwartz, 1987). Due to the above feelings and matters, ethics has become an ambiguous issue when implementing identity management as organizational control, and it may relate to ‘bureaucratic’ control mechanisms’ probl ems as well (Alvesson and Willmott, 2002). Although there are some negative impacts of using identity as a form of organizational control, there are still many famous companies carefully and successfully designing and advertising their corporate values by managing organizational identity, such as Apple, Alibaba and IKEA (Kenny et al., 2011). Therefore, it can be affirmed that organizational identity is not only focusing on one company or region; it becomes more internationalization and globalization at present. Because of this phenomenon, there are increasing numbers of concentrated issues of identity presented in the workplace as well, such as gender and managerial roles issues; the changing idea of professionalism and the international business activities (Fondas, 1997; Alvesson, 2000; Alvesson and Willmott, 2002). In order to diminish the above issues and manage identity effectively, organizers should provide more opportunity for employees to arrange their agenda and working practices, to maintain a sense of freedom to help motivate people at work, this is classed as ‘micro-emancipation’ (Alvesson and Willmott, 2002). This sense of freedom could be better enforced to show and understand in a new standard form of organizational control, which is called fun organizational identities. This new form not only encourages diversity and allows employees to express their ‘genuine’ feelings in the workplace, but also assists to increase productivity, creativity, inspiration and reduced employee turnover (Fleming and Sturdy, 2009; Ford et al.,2003). For instance, Southwest Airlines is known as a fun organization to work for, which classes employee satisfaction and customer loyalty as more important than corporate profits. They consider people their ‘single greatest streng th and the most enduring long-term competitive advantage’ (Southwest’s Airlines Careers, 2014). Southwest Airlines’ unique identity makes them stand out from all others and delivers benefits to both individuals and the organization. However, there are still a number of disadvantages of having a fun work environment in organizations, such as professionalism at work, reports of sexual harassment and interpersonal conflicts (Ford et al., 2003). Thus, managers should bear those issues in mind and find out solutions as soon as possible so that they can become distinctive to other corporations and reduce the potential risks in the early stage. Organizations should also be conscious of the variation in levels of identification within their workforce (Dutton et al., 1994). Humphreys and Brown (2002) declare that identification is usually a complex and partial procedure, and they defined this process in three categories, which are dis-identification, schizo-identification and neutral identification. And a similar set of classes has been proposed by Collinson (2003) in three levels, these are, conformist selves, dramaturgical selves and resistant selves. Based on these theories, managers should try to use different methods to manage identity so as to stimulate employees to work harder and perform better and also to obtain a high degree of employees who define themselves as a part of the organization (Kenny et al., 2011). According to Kenny et al. (2011), organizations can manage identity in five different ways; these are controlling, concealing, exploiting, faking and shaping. In practice, in order to make employees have a sense of belonging, loyalty and commitment, and be willing to promote the organization’s vision, the organizers should focus on managing their identity in the following ways: a) allow employees to see and know about their career planning in the company, thereby creating hope for them; b) organizations need to explicitly promote the values and vision of the corporation to establish an industry benchmark. For example a hotel brand should treat Accor Hotel Group as their final objective and formulate a long-term, detailed schedule to achieve this goal. This schedule can include how many hotels should open in one year or how this hotel brand can develop in five years or ten years; c) the organization should have strong corporate social responsibility, which includes creating mo re job opportunities, especially for disabled people, environment protection (e.g haze or flood) and good employee welfare (e.g set up a compliant institution so as to protect employees’ benefits). If organizations can accomplish the above steps successfully, employees will feel part of the organization and will be proud of it, and also will put their shoulders on the wheel in order to achieve their career objectives. Additionally, organizations should also manage identity in terms of physical and moral support so as to increase employees’ sense of honor in the group. For example a Japanese senior manager will bow his thanks to the best employees every day, and organizations usually would like to hold some activities to let employees vent outside of their work. In 2010, Foxconn had 18 employees attempt to commit suicide with a total of 14 deaths (Moore, 2012). This example shows the importance of managing identity to motivate employees in an organization. Therefore, managers should take into account Alvesson and Willmott’s (2002) eight methods of regulating identity in organizations, such as knowledge and skills; the rules of the game and hierarchical location, to better understand different ways of managing identity and successfully carry them out in the workplace. Overall, identity is a true essence of who and what the organization is. It is a significant organizing element for everything people say and do in the workplace and it affects the characters, values, communications, decisions and strategies of the organization. Organization with a strong identity becomes easier to make decisions and solve their internal conflicts. Employees can clearly know what is expected of them, understand the company and also feel part of the team. Ethical ambiguities and some other issues still affect the idea of identity regulation in organizational control. Moreover, due to the fast changing pace of business life at present, identity cannot be ‘enduring’ in the organization and it may change with the surrounding environments. For example, the Equality Act 2010 presents a new ‘protected’ status to certain social groups which may influence employees’ sense of identity and identification. Thus, management practitioners have to d eeply understand the different methods of identity management proposed by Kenny et al.’s (2011) and Alvesson and Willmott’s (2002) and then integrate those methods to solve the existing challenges in the working environment so as to successfully use identity as a form in organizational control. References Albert,S. and Whetten,D.A. (1985). Organizational identity. Research in organizational behavior, 7, pp.263-295. Alvesson,M. (2000). Social identity and the problem of loyalty in knowledge-intensive companies. Journal of Management Studies, 37 (6), pp.1101-1123. Alvesson,M. and Willmott,H. (2002). Identity Regulation as Organizational Control: Producing the Appropriate Individual. Journal of Management Studies, 39 (5), pp.619-644. Buchanan,D. And Huczynski, A. (2004). Organizational Behavior. 5th ed. Harlow: Pearson. Collinson,D. (2003). Identities and insecurities: selves at work. Organization, 10 (3), pp.527-547. Du Gay, P. (1996). Consumption and Identity at Work. London: Sage. Dutton, J., Dukerich,J. and Harquail,C.V. (1994). Organizational images and member identification. Administrative Science Quarterly, 39, pp. 239-263. Elstak, M.N. and Van Riel, C.B.M. (2004). Closing ranks: how a collective threat shifts salience from organizational to corporate identity. Best Papers. Proceedings of the 64th Annual Meeting of the Academy of Management. New Orleans. Fondas,N. (1997). Feminization unveiled: management qualities in contemporary writings. Academy of Management Review, 22, pp.257-282. Ford, R. C., McLaughlin, F. S., and Newstrom, J. W. (2003). Questions and answers about fun at work. Human Resource Planning, 26(4), pp.18-33. Fleming, P. and Sturdy, A.J.(2009). Just Be Yourself – Towards Neo-Normative Control in Organizations. Employee Relations, 31(6), pp. 569 – 583. Gardner,W.L. and Avolio,B.J. (1998). Charismatic leadership, a dramaturgical perspective. Academy of Management Review, 23 (1), pp.32-58. Gioia,D.A. and Thomas,J.(1996). Identity, image and issue interpretation: sensemaking during strategic change in academia. Administrative Science Quarterly, 41, pp.370-403. Humphreys,M. and Brown,A.D.(2002). Narratives of organizational identity and identification: a case study of hegemony and resistance. Organization Studies, 23 (3), pp.421-447. Kenny,K., Whittle,A.and Willmott,H. (2011). Understanding Identity and Organizations. Sage publications. Kitay, J. and Wright, C. (2007). From prophers to profits: the occupational rhetoric of management consultants. Human Relations, 60(11), pp.1613-1640. Knighs,D. and Willmott,H.C. (1999). Management Lives: Power and Identity in Contemporary Organizations. London:Sage. Mattewman,L.J., Rose, A. and Hetherington,A. eds. (2009). Work Psychology: An Introduction to Human Behaviour in the Workplace. Oxford: Oxford University Press. Moor, M.(2012). ‘Mass suicide’ protest at Apple manufacturer Foxconn factory. [Online]. (URL http://www.telegraph.co.uk/news/worldnews/asia/china/9006988/Mass-suicide-protest-at-Apple-manufacturer-Foxconn-factory.html). 2014. (Accessed 09 Dec 2014). O’Conner, E.J. and Annison, M.H. (2002). Building trust and collaboration between physicians and administrators. The Physician Executive, 28, pp.48-52. Puusa, A. (2006). Conducting Research on Organizational Identity. Electronic Journal of Business Ethics and Organization Studies, 11, pp. 24-28. Rose,M. (1988). Industrial Behaviour: Theoretical Development Since Taylor. Harmondsworth: Penguin. Schwartz,H.S. (1987). On the psycho-dynamics of organizational disaster: the case of the space shuttle Challenger. Columbia Journal of World Business, 22(1), pp.59-67. Southwest’s Airlines Careers (2014). Southwest’s Core. [Online]. (URL https://www.southwest.com/html/about-southwest/careers/index.html?clk=GFOOTER-ABOUT-CAREERS). 2014. (Accessed 13 December 2014). Taylor, F.W. (2005). The Principles of Scientific Management. 1st ed. First World Library-Literary Society. Whetten,D.A.(2006). Albert and Whetten Revised Strengthening the Concept of Organizational Identity. Journal of Management Inquiry, 15(3), pp.219-234. Zuboff,S. (1988). In the Age of the Smart Machine. New York: Basic Books.

A Review of A Brief History of Time by Stephen Hawking

The field of Science, particularly cosmology or the physical science concerning the history and evolution of the Universe, is truly an interesting and remarkable subject matter. However, understanding and eventually appreciating the significance of the said discipline are another aspects.Hence, it is valuable that such field is introduced, explored, evaluated and fully realized in both analytical and fascinating ways. This is because it is only under such circumstances that a complicated matter like Science, specifically the facts relating to the creation and development of the Universe, is simplified and ultimately recognized of its purpose and essence.Presented with such situation, it is now practical to ask how can people and the society in general is able to simplify a complex and apparently an intriguing field like Science. In particular, the challenge of effectively presenting the historical account and all the essential details about the beginning and evolution of the Universe may be difficult to achieve.This is where a non-traditional approach to the field is necessary helpful. That is, the technicalities of the origin and eventual development of the Universe are presented in ways understandable to lay people or the non-scientific public. The successful transformation of Science, from a complicated to a simple field or subject, manifests the undeniable effectiveness on the part of a person or material that aimed to modify Science or the study of the Universe.The said condition was the efficient effort undertaken by theoretical physicist and author Stephen Hawking in his 1988 book â€Å"A Brief History of Time.† The said literary work succeeded in presenting the field of Science, particularly the circumstances regarding the start of the Universe, in a manner only true physics is able to do and provide.Apart from such strict scientific presentation however, the author and his book are best to be acclaimed for the ability to illustrate, explain and eventually made people understand the topic in simple manner. The important scientific features of the book definitely serve as its assets but it is therefore one's impression especially towards the simplicity of the book that makes the material ultimately valuable.Valuable FeaturesAt the onset, the important features of the Hawking book rely on its strict adherence to the scientific creation and evolution of the Universe.   As far as true-blooded physicists are concern, â€Å"A Brief History of Time† offers little or even nothing new details and insights about the study of physical science, the Universe in particular.For people who are new or unfamiliar especially those who are totally oblivious of the said subject matters, the book however definitely serves as a valuable material. In fact, Hawking through his book provides a venue where readers are comforted in their search for answers to scientific questions. This is because the technicalities of the topics featured in t he book were presented and explained in ways understandable to ordinary people.The features of the book include a general and wide look at the major concepts or theories on the field of theoretical physics. The book also features clear-cut presentations and explanations of complicated topics concerning the study of Physics like the origin of the Universe. Additionally, the author engages in attractive approach as the book shows inviting illustrations all throughout (Hawking, 1988).Specifically, the Hawking book features several valuable scientific topics. These include the Big Bang Theory, the law of gravity, black holes, time quality, light cones and answers to a string of scientific theories that even physicists have long been searching for.The book's clear presentation of deep science or the technical circumstances of the origin of the Universe and other physics-related concepts, in effect, shows the effectiveness of the author in the field that he masters. Through these features , the book succeeds in its purpose to strictly focus on key scientific topics. While the book presents the origin of time through the image of tortoise at the start, such attempt paves the way for the realization that people indeed learn about science because of its historical perspective (Hawking, 1988).Valuable ImpressionThe relevance of the book is apparent for it enables the readers to leave valuable impression or feeling towards the content and significance of the material. On a personal note, â€Å"A Brief History of Time† allows me to have a glimpse of the historical evolution of the Universe or the field of theoretical physics in general. The book offers real physics in a manner that is understandable to both science-oriented people and non-scientists. Beyond such effort, my important view and impression about the book is all about its effectiveness in simplifying the field of science to an ordinary reader like me.It is definitely important that a science material lik e the Hawking book strictly observes or follows the fundamentals of science. However, the public is fortunate enough that the material simplified the field and its concepts for a non-science person like me to understand and realize.Simply put, the value of this book is the author's ability and effectiveness in presenting and explaining scientific ideas like the origin and evolution of the Universe in simple as well as more perceivable and appreciating manners. Hence, beyond the book's technical approach and scientific adherence, it is its efficient modification of a rather complex subject matter that leaves a person with worthy impression of the book.ConclusionAnalyzing a book like Hawking's â€Å"A Brief History of Time† is truly worthy of one's time and effort. This is because reviewing the book makes one to recognize the significance of scientific concepts and most importantly, the usefulness of making a material easy or understandable to a non-scientist reader.The vital f eatures of the book are the initial factors why one will be absorbed in reading it further. Aside from these however, it is a reader’s impression or feeling about the book that makes one realizes more its value. That is, the fact that the book effectively simplified a complicated field is an ultimate factor in making a material valuable in the study and appreciation of the origin of the Universe.ReferenceHawking, S. (1988). A Brief History of Time. New York: Bantam.   

Photos That Changed the World

As you know the photo is great power to influence people's mind. Picture can change perception, social, political position and even identity. I want to talk about most popular and influential documentary photo that changed the world. It would be hard to imagine a technology that had more impact on 20th century life than photography: the automobile, the airplane, nuclear power, all of these were higher profile than photography, yet in day-to-day terms, photography was truly the most pervasive. First I`d like to tell some facts about photo journalism.It is a particular form of journalism that creates images in order to tell a news story. As for me documentary photography is similar to photojournalism. Documentary photography generally relates to longer term projects with a more complex story line, while photojournalism concerns more breaking news stories. There is a final branch of photography directly related to popular social life, and that is documentary photography. Documentary pro jects generally focus on social reality and human life, informed by the strong feelings of the photographer.They are photographs with a point of view, focusing not just on events, but on the daily texture of life of their subjects. Many reformist projects in the earlier years of the 20th century were documents of disadvantaged social groups in dire straits, poverty, and cultural alienation. But projects toward the end of the century have tended to be more personal to the photographers, sometimes documenting the photographer’s own social group and concerns. People love pictures. Text without pictures is boring to the mass audience.Drawings and engravings had been used in newspapers and magazines for a long time. As early as the Crimean War in the mid-19th century, photographers were using the novel technology of the box camera to record images of British soldiers in the field. However, the widespread use of cameras as a way of reporting news did not come until the advent of sm aller, more portable cameras that used the enlargeable film negative to record images. The introduction of the 35 mm Leica camera in the 1930s made it possible for photographers to move with the action, taking shots of events as they were unfolding.I`d like to present photo in a in chronological order. In 1908 photographer Lewis Hine was hired by the National Child Labor Committee. He traveled across states, capturing images of children working in mines, mills and on the streets. Here he has photographed â€Å"breaker boys,† whose job was to separate coal from slate, in South Pittston, Pa. this photo was one of the factors that influenced the adoption of laws prohibiting child labor. The photograph depicts 11 men eating lunch, seated on a girder with their feet dangling hundreds of feet above the New York City streets.Ebbets took the photo on September 29, 1932, and it appeared in the New York Herald Tribune in its Sunday photo supplement on October 2. The photo was taken dur ing construction of the GE Building at Rockefeller Center and it is named â€Å"Lunch atop a Skyscraper†. Photo was taken by Dorothea Lange in 1936. This California farmworker, age 32, had just sold her tent and the tires off her car to buy food for her seven kids. The family was living on scavenged vegetables and wild birds. This work helped convince the public and the government of the need to help farmers.Lange later said that this woman, whose name she did not ask, â€Å"seemed to know that my pictures might help her, and so she helped me. † Thanks to the power of images, the explosion of the Hindenburg in 1937, claims to be biggest disaster of the 20th century. In fact, it wasn't even the worst Zeppelin crash of the 20th century. Of the 97 people aboard, a surprising 62 survived. The incident effectively killed the use of dirigibles as a commercially viable mode of passenger transport, ending the golden age of the airship not with a whimper, but with a horrific ba ng that was photographed and then spread around the globe.Of course you know this photo. Soviet Union soldiers raising the flag on the roof of Reichstag building in Berlin in May, 1945. Photo was taken by a Red Army photographer Yevgeny Khaldei. Later took photographs of the Nazis at the Nuremberg Trials. It is a sad story, because famous photographer, that took such a powerful photo for Soviet Union ideology, was fired in 1947 because he was a Jew. Americans also have their national flag rising. The battle was the first American attack on the Japanese Home Islands.It was immortalized by Joe Rosenthal in 1945. On August 14, 1945 Alfred Eisenstaedt took this photo on Times Square. It is named â€Å"Victory over Japan Day† or â€Å"The Kiss†. That portrays an American sailor kissing a woman in a white dress. The image remains an enduring symbol of America's exuberance at the end of a long struggle. Racial segregation is the separation of different racial groups in daily life activities, such as eating in a restaurant, drinking from a water fountain, using a washroom, attending school, going to the movies, or urchasing a home. The picture shows a man drinking from a segregated water fountain. The photo was taken in 1950 by Elliot Erwitt. June 11, 1963 a Buddhist monk from Vietnam, burned himself to death in downtown in Saigon to bring attention to the repressive policies of the regime. Buddhist monks asked the regime to lift its ban on flying the traditional Buddhist flag, to grant Buddhism the same rights as Catholicism and to give Buddhist monks and nuns the right to practice and spread their religion. While burning monk never moved a muscle.After capturing and executing Che in 1967, before bury him in a secret tomb, the executioners made a group photo with the body, to demonstrate the people that EL GRAN CHE is dead. The picture actually made him a legend, his admirers said he had a forgiving look on his face and compared him with Jesus. On this famous photo South Vietnam’s national police chief pulls out his pistol and executes a Vietcong captain with a single shot to the head. It instantly became an icon of the war's savagery. But it is not so simple.The man being shot was the captain of a Vietcong â€Å"revenge squad† that had executed dozens of unarmed civilians earlier the same day. A photograph, named â€Å"The Agony of Omayra Sanchez† was taken by Frank Fournier in 1985. She was one of the 25,000 victims of volcano which erupted in Columbia on November 14, 1985. Girl had been trapped in water and concrete for 3 days. The picture was taken shortly before she died. Photo has caused many discussions about ethics rules of Documentary Photograph. Steve McCurry took this photo in refugee camp in Afghanistan.Girl was orphaned during the Soviet Union's bombing of Afghanistan and sent to the Nasir Bagh refugee camp in Pakistan in 1984. Her village was attacked by Soviet helicopter gunships. The image of h er face, with a red scarf draped loosely over her head and with her piercing sea-green eyes staring directly into the camera, became a symbol both of the 1980s Afghan conflict and of the refugee situation worldwide. This is probably the most famous picture you know. This is the picture of a student who tries to stop the tanks in Tiananmen Square standing in front of them.The tank driver didn’t crush the man with the bags but shortly after, the square filled with blood. The photo showed the Chinese that there is hope. However, China is still controlled by a communist regime. The photo is the â€Å"Pulitzer Prize† winning photo taken in 1994 during the Sudan Famine. The picture depicts stricken child crawling towards an United Nations food camp, located a kilometer away. The vulture is waiting for the child to die so that it can eat him. This picture shocked the whole world.No one knows what happened to the child, including the photographer Kevin Carter who left the plac e as soon as the photograph was taken. Three months later he committed suicide due to depression. I do not offer photos of the last few years, because I do not have enough time. And it is too early to talk about the fact that they changed the world. I will show you only one. This photo depicting Jewish woman defying Israeli security forces as they remove illegal settlers in the West Bank of Jordan river. My selection of photos is subjective, you can easily disagree with me.But the format of the report (informative speech) saves me from criticism. Conclusion So as a conclusion I want to say that as for me photo is the most powerful media tool in XX th century. And now, in the Internet epoch, we are reposting photos all the time. Documentary photo has its own tradition, its own rules, their own code of ethics. Sometimes it is on the edge of social morality. Almost all shown pictures somehow influenced the course of history. Some of them were used by ideological regimes. Another part o f them became public. But in the 21st century we know and remember them.

Maritime Policy Essay Example | Topics and Well Written Essays - 2000 words

Maritime Policy - Essay Example is the case, many nationals of these developing countries occupy a significant share of the workforce that mans the OECD (Organisation for Economic Co-operation and Development) countries and open register’s fleets (Johnston, 1991). This movement of marine industry workers between flags as a result of the free working environment created by fleet managers and ship owners in assembling crews of different nationalities according to Ron, Stutchbury and Pascoe (1988) actually led to the firm establishment of the seafarers’ global labour market. This report seeks to analyze the global labour market in detail; its formation, and how it has impacted players involved in shipping companies from both developing and developed regions of the world. The report goes further to suggest ways and means of tackling problems experienced by stakeholders of the seafarers’ Global Labour Market (GLM). Initially, almost all ships were manned predominantly by people of the same nationality as the ship’s flag (Williamson, 1992). This tradition was held in part as a consequence of legal requirement with countries varying in strength in the enforcement of the law. Besides, it was also considered more practical in as much as recruiting seafarers from other countries was difficult and expensive (Tyner, 2000). Notable exceptions to these requirements, however, arose when the Liberian and Panamanian registers were created in 1949 and 1922 respectively (Tyner, 2000). Neither of the two nations involved had national seafarers’ labour markets. These anomalies however posed no significant threat to the well organised labour markets of Japan and European nations until the prolonged recession of the 70s and 80s hit world trade. The scale and pace of change in the marine workforce in the 80s was widely unprecedented. According to Alderton, in 1987 alone, there was a steady increase in the number of Filipino seafarers working in European-owned ships. The press, throughout the 80s,

MC DONALDS ADVENTURE IN THE HOTEL INDUSTRY Essay

MC DONALDS ADVENTURE IN THE HOTEL INDUSTRY - Essay Example anged but as the hotel was under the umbrella of McDonalds, therefore it is quite expected that the brand image will be the same as that of the McDonalds. It refers that the brand should be associated with cleanliness, hospitability and convenience but the fact was that the hotel management was unable to satisfy the expectations of the customers. Golden Arch should prepare different marketing missions and should promote those accordingly. Therefore, it can be concluded that Golden Arch did not have much success in the branding strategy. After deciding about the diversification of the business, McDonalds had entered into the markets of Switzerland with the hotel business. The pros and cons of this entry strategy can be analyzed as below. Pros: Switzerland is an attractive tourist destination and most targeted place for the hotel business. The country is economically sound and possesses a stable political background. The city that has been chosen for operating the hotel business is the political capital of Switzerland which comprises of 35 million populations. Also, 10 years ago there was not as much competition prevalent like today and therefore it was a good decision. Cons: McDonalds needed to have a market analysis before entering into the hotel industry in Switzerland. The related industries such as travel and construction should also be evaluated. Due to the booming construction industry, four and five star hotel can be built quickly. Another important aspect is the availability of the human resource. Switzerland ranks number two with respect to the productivity of the labor sources but there the availability of cooks and chefs are inadequate and that had definitely interrupted the flow of the work. From the above analysis it can be said that the entry strategy was not bad at that point of time but with the passage of time, scenario has changed as competition has increased and Golden Arch needs to strategize accordingly. Strategy was not the issue, rather

How Firms Try to Extract Consumer Surplus Using Two-Part Tariffs Essay

How Firms Try to Extract Consumer Surplus Using Two-Part Tariffs - Essay Example This study declares that consumer surplus may be defined as â€Å"The difference between the price that a consumer is willing to pay for a good and the amount actually paid†. A two-part tariff (TPT) has many interpretations, one of which is: â€Å"A form of pricing in which consumers are charged both an entry and a usage fee† (ibid, 317). There is more to two-part tariffs than described. It is essential to understand certain associated economic factors before getting at the rather complex topic. In this paper, I will explain in brief Consumer Surplus; Consumer Surplus and Demand; Monopoly and Pricing Strategies with Market Power. Two-part tariffs and consumer surplus are closely linked; I will explain what two-part tariff means in practical terms and show how firms try to extract consumer surplus using it. This paper highlights the public purchases goods only if there is some benefit to be had. Consumer surplus is a valuation of how much benefit individuals gain as a total on completing their purchase of the product in question. Most people have differing methods of evaluating the intrinsic value of a good. Such extraneous factors, apart from purely commercial reasons, decide for these individuals the maximum price they are willing to fork out for an item. If an individual is willing to pay  £ 100 for a Liverpool vs Chelsea soccer match, but manages a ticket for  £ 40; his consumer surplus is  £ 60. According to Pindyk, Rubinfeld and Mehta, â€Å"A demand curve is the relationship between the quantity of a good consumers are willing to buy and the price of that good.† They add, â€Å"It is fairly simple to calculate consumer surplus if the corresponding demand curve is known and their relationship can be examined†. Let us do so for an individual, as advised by the a uthors.

John Hancock, Boston Massacre Oration, March 5, 1774 Essay

John Hancock, Boston Massacre Oration, March 5, 1774 - Essay Example enderness, what regard, respect, or consideration has Great Britain shown, in their late transactions, for the security of the persons or properties of the inhabitants of the Colonies? Or rather what have they omitted doing to destroy that security?† He also told that such event was British act of â€Å"trampling on the rights and liberties of his most loyal subjects in Americaâ€Å" and that instead of protecting it as the King should, Britain did not and as a result â€Å"Our streets nightly resounded with the noise of riot and debauchery; our peaceful citizens were hourly exposed to shameful insults, and often felt the effects of their violence and outrage† and of course, the blame is pointed against the Britons to agitate the public. Hancock was actually agitating the crowd through his speech to revolt against Great Britain although it was not obvious. He did so by citing what a virtuous government ought to be and that as citizens, John Hancock and his fellow American must support. In the speech, he enumerated how Great Britain is not this virtuous or honorable government but rather â€Å"it is to the last degree vicious and infamous to attempt to support a government which manifestly tends to render the persons and properties of the governed insecure†. This statement is a subtle way that Britain is not fitting to rule them but has rather arrogated to â€Å"have declared that they have ever had, and of right ought ever to have, full power to make laws of sufficient validity to bind the Colonies in all cases whatever† evident with the Boston Massacre. In short, this speech was designed to sow discontent against the British by pointing out how she has arrogated her powers. In the process of agitating the public, people will look for ways on how to fight Britain of which they can later provide that eventually led to American Independence. 3. How should we evaluate Hancocks oration below in light of the real events of the Boston Massacre? In your opinion, was the