Organizational Behavior for Business Perspectives and Research

Question: Discuss about theOrganizational Behavior for Business Perspectives and Research. Answer: Introduction Organizational behavior gives emphasis on the behavior of the people when they interact with the groups. The organization gives focus on this, so that the goals and objectives can be easily attained. Organizational behavior is an effective approach which is implemented on the workers who are working in the organization. In this report the main concentration is given on the employees attitude and management. The discussion is also made on job satisfaction and organizational commitment by the employees. Impact of attitude which is based on work by considering the behavior Attitude gives emphasis on the behavior pattern of the workers or employees. If it is said that the attitude of a person is based on the behavior then it is considered as a wrong statement. Attitude is taken into consideration as a belief and feelings of a person towards the situation. The person faces many problems in various situations. If we take into consideration the example that the person wants to implement decentralization in the organization but for this the permission is required from the top level management. It is analyzed that the behavior can be changed with the change in situation (Shooshtarian, Ameli and Aminilari, 2013). Attitude is increased by the behavior of the person. If the workers behave in positive way, then they will attain the outcome in a positive manner. Positive behavior attracts more good things towards the person. Attitude is also helpful to convince other person. If you are indulge in selling a product, and then if you have a good attitude then you can induce the person to buy a product. Attitude also helps to decide the things in effective manner. If a person carries a positive behavior then it can be easy for him or her to decide about things in correct way (Farooq, Payaud, Merunka and Valette-Florence, 2014). There are many situations in which the motivation level of other person is enhanced in proper manner, by seeing the work of the person. The work can also be completed easily, if the person carries a positive attitude. Mostly it is analyzed in the organization that people have the feeling of competition between them, so they try to demotivate other people who are in the organiz ation. There are many situations in which the people who have negative behavior change themselves and carry a positive attitude. If one employee behaves in negative manner and from inside he has a positive attitude towards other people, then it can be seen that the attitude do not impact on the behavior of the person (Zohar, 2014). Need of Attitude for an individual Attitude is considered as an essential part which is required to attain the success for an individual. The attitudes are named as a negative attitude and positive attitude. The positive attitude gives enhances the level of motivation and helps the employees or the workers to give their best towards the work. By this the company can easily attain the goals and objectives of the organization (Jehanzeb, Rasheed, and Rasheed, 2013). Negative attitude spoils the surroundings and create conflicts between the individuals. It is very important for a person to carry a positive attitude, so that the goals and objectives of the organization can be attained properly. If a person carries a positive attitude at the workplace, then it is motivating other people and also it helps to attain the objective in effective manner (Togna, 2014). Employees who have appositive attitude are considered the most and good individuals of the organization. If the person behaves in a positive way then the direct imp act will be seen on the working pattern. The working pattern is enhanced efficiently. If the managers have a positive attitude, then the employees will be happy and also give their best towards the work. The problems of the employees or the workers can be solved efficiently. Attitude is changed from person to person and also by position to position. It is very essential for every person to carry a positive attitude with themselves. It will help to attain the success in easy manner. If a person is on the higher position then it is important to have a positive attitude, then only he or she will motivate their subordinates. If the manager has a positive attitude then it can lead to success of the organization and also help to enhance the level of motivation of the employees working in the organization. For the growth of the company, it is required to carry a positive attitude (Bhalerao and Kumar, 2016). Job satisfaction or Organizational Commitment If the candidate is satisfied with the job, then the outcome will be in a positive way. Positive attitude help the organization and the employees to attain the goals and objectives of the company. If the workers are dedicated towards their work, then it can be easily analyzed that they are satisfied with the job. Job satisfaction refers to the level of satisfaction which employees have for their work. It is very essential that the candidate should be motivated towards the working pattern. If the worker working in the organization are not satisfies then it is very difficult for the organization to attain the goals and objectives in proper way. Dissatisfaction is occurred from the negative attitude. If person possess negative, then it can be seen that they are not satisfied with the working pattern (Eren and Hisar, 2016). Organizational commitment gives emphasis to involve the workers in the organization. If the employee is satisfied with the company, then he or she will be dedicated and work efficiently to complete their goals and objectives. The organizational commitment is enhanced if person is satisfied with the working pattern of the company. The characteristics that describe the organizational commitment are: Affective, Continuance and normative commitment (Mowday, Porter and Steers, 2013). Affective commitment is concerned with the psychological concept of the person. Another is Continuance commitment in which the connection is with the cost that is taken into consideration at the time of leaving the company. The last is concerned with normative commitment in which the obligation gives direct impact on the nature and on the company. Job satisfaction is concerned with as an important skill that discloses all the skills that an individual possess. If the employee is not satisfied with the job, th en an individual will not be committed towards the company. So motivation is also an important aspect to enhance the organizational commitment and level of satisfaction of the employees (Canrinus, Helms-Lorenz, Beijaard, Buitink, and Hofman, 2012). Duty of the manager to enhance the commitment level It is analyzed that the obligation and the satisfaction of the company is connected with each other. It is seen that now a days the technology is so updated, that half of the workload is minimized. The technology is also important but human resources play a great role in conducting the day to day activities. Technology helps to save time but the work done by the individual is not replaced. If the company motivate the employees to work in proper way, then it can be easy to attain the goals and objectives of the organization in effective manner. The manager should use motivational theory so that the work can be done in easy way (Lamba and Choudhary, 2013). If the manager takes into consideration the theories, then the productivity of the employee can be enhanced. If the employees have the confidence of conducting the activities in proper way, then it can be easy to accomplish the goals and objectives of the organization. The managers should offer the incentives to the employees so that the work can be conducted effectively. The morale of employee is boosted when the goals and objectives of the organization are attained. It helps the managers to accomplish their targets properly (Brunetto, Teo, Shacklock and Farr?Wharton, 2012). The manager should see that the employees who are working in the organization feel comfortable and happy. If they are happy with their job, then the level of motivation can be enhanced. The manager should give focus on enhancing the responsibility and work satisfaction. The managers should provide happy environment for the workers or the employees, so that the activities that are conducted should be done with efficiency. The directors or managers should help the employees and listen to their problems, so that employee can feel motivated and happy with their work (Dhar, 2015).It is analyzed that if the higher authority give motivation to the employees working in the organization, then it help the employees or the workers to attain the monthly target in proper manner. Motivation is considered as an essential and very important part of the organization. If the employees are not motivated then it is very difficult for the organization to attain the goals and objectives. Motivation enhanc es the profitability and knowledge of the employees who are working in the organization. By taking into consideration the level of motivation the level of commitment between the employees can be enhanced efficiently and in proper way. References Bhalerao, H. and Kumar, S., 2016. Role of emotional intelligence in leaders on the commitment level of employees: A study in information technology and manufacturing sector in India.Business Perspectives and Research,4(1), pp.41-53. Brunetto, Y., Teo, S.T., Shacklock, K. and Farr?Wharton, R., 2012, Emotional intelligence, job satisfaction, well?being and engagement: explaining organisational commitment and turnover intentions in policing Human Resource Management Journal, vol. 22, no.4, pp.428-441. Canrinus, E.T., Helms-Lorenz, M., Beijaard, D., Buitink, J. and Hofman, A., 2012, Self-efficacy, job satisfaction, motivation and commitment: Exploring the relationships between indicators of teachers professional identity, European journal of psychology of education, vol.27, no. 1, pp.115-132. Dhar, R.L., 2015. Service quality and the training of employees: The mediating role of organizational commitment.Tourism Management,46, pp.419-430. Eren, H. and Hisar, F., 2016. Quality of work life perceived by nurses and their organizational commitment level.Journal of Human Sciences,13(1), pp.1123-1132. Farooq, O., Payaud, M., Merunka, D. and Valette-Florence, P., 2014. The impact of corporate social responsibility on organizational commitment: Exploring multiple mediation mechanisms.Journal of Business Ethics,125(4), pp.563-580. Jehanzeb, K., Rasheed, A. and Rasheed, M.F., 2013. Organizational commitment and turnover intentions: Impact of employees training in private sector of Saudi Arabia.International Journal of Business and Management,8(8), p.79. Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational commitment of employees.International Journal of Advancements in Research Technology,2(4), pp.407-423. Mowday, R.T., Porter, L.W. and Steers, R.M., 2013.Employeeorganization linkages: The psychology of commitment, absenteeism, and turnover. Academic press. Shooshtarian, Z., Ameli, F. and Aminilari, M., 2013. The effect of labor's emotional intelligence on their job satisfaction, job performance and commitment.Iranian Journal of Management Studies,6(1), p.29. Togna, G., 2014. Does internal communication to generate trust always increase commitment? A study at Micron Technology.Corporate Communications: An International Journal,19(1), pp.64-81. Zohar, D., 2014. Safety climate: Conceptualization, measurement, and improvement.The Oxford handbook of organizational climate and culture, pp.317-334.

Political Science Research Paper on Canadian Multiculturalism Essay Example

Political Science Research Paper on Canadian Multiculturalism Essay Before starting the discussion on the complexity of correlation between Canadian multiculturalism and idea of the strong Canadian identity, it must be noted that such argument cannot be assessed in the absence of a clear understanding of political processes related to the strategy of nation-building. This qualification is particularly salient in the Canadian case, where the precarious nature of pan-Canadian identity has traditionally been in itself somewhat of a ‘national symbol’ due to the persistent existential question in Quebec. (Taylor, 1994) Indeed, as will be shown below, policymakers at the federal level charged with defining the bases of belonging in Canada have not only faced the challenges associated with the incorporation of diverse cultural identities but have been confronted with a national minority with established political institutions within a well-circumscribed territory. After careful research on the subject outlined, it is apparent that Canadian multiculturalism has been and continues to be a product of nation-building efforts and not a genuine commitment to the main tenets of strong Canadian identity. In other words, it is an element of a political strategy by the central state to forge a strong commitment, by its citizens, to Canada as a single and unified political community. Canadian multiculturalism should not be viewed as an example of the emerging ideology of multiculturalism and its implications for the redefinition of the legitimacy of nation-states in the case of polyethnic societies. We will write a custom essay sample on Political Science Research Paper on Canadian Multiculturalism specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Political Science Research Paper on Canadian Multiculturalism specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Political Science Research Paper on Canadian Multiculturalism specifically for you FOR ONLY $16.38 $13.9/page Hire Writer â€Å"The main tenets of Canadian citizenship status are not that far off from those of the United States.† (Carens, 2000) Indeed, the place of culture in Canadian conceptions of citizenship is liberal – it is about building a nation based on universal principles. A model of cultural pluralism along the lines of Quebec interculturalism makes a more serious effort to balance the prerogatives of unity with the preservation and flourishing of minority cultures. The enduring problem confronting the Quebec model, one that would have to be taken into account in any future attempts at empirical verification, is the idea of competing interpretations of citizenship by those targeted for integration in the first place. (Carens, 2000) As Joppke makes clear, each society’s actual response to immigration and polyethnicity does not merely stem from an abstract model that is subsequently applied to the real world: â€Å"The concrete meaning of multiculturalism and its linkage to immigration differs significantly across these societies. These differences are conditioned by distinct traditions of nationhood, the specific historical contexts in which immigration has taken place, and the existing immigration regimes.† (Joppke, 1996) As such, the case of Quebec, although formally a province of Canada, nevertheless merits independent consideration as the Quebec state has negotiated broad authority over immigration. Moreover, Quebec constitutes a distinct political community with a well-defined collective cultural project that includes the integration of immigrants into that plan. Canada’s other provinces, by contrast, have been content to leave this policy area in the hands of the federal government. In short, Quebec should be viewed as a host society in its right, with its own historical and cultural development, its sense of nationhood, and a distinct discourse with regards to the general orientations and choices of society. There are indeed political imperatives at work in such policy outcomes. An assessment of Canadian multiculturalism cannot forgo the fact that in the final analysis, it is a policy and not an ‘ontological’ principle devoid of contingencies. (Taylor, 1994) The idea of multiculturalism must not be confused with the Canadian policy, as this is prone to stifling debate concerning the value of the policy in framing citizenship status. Returning to the normative backdrop for evaluating integration as developed above, it is clear that the Canadian strategy was related to both the goal of unity and the fostering of citizen dignity through the recognition of particular cultural affiliations. First, it seeks to achieve unity through a pan-Canadian nation-building project that emphasizes the primacy of individual rights in a constitutional Charter of Rights and a choice of language use, between French or English, across the country. Superimposed on individual rights is the official recognition of all constituent cultures, equally. Such attention, however, is largely a symbolic concession – the fabrication of an identity marker based on the voluntary adherence to particular cultural allegiances. In Weinfeld’s words: â€Å"In the absence of any consensus on the substance of Canadian identity or culture, multiculturalism fills a void, defining Canadian culture regarding the legitimate ancestral cultures which are the legacy of every Canadian: defining the whole through the sum of its parts.† (Weinfeld, 1981) By forging a collective identity throughout the country based on the ‘sum of its parts,’ it was hoped that the identity marker for unity could be universal – the equal recognition of all cultures, within a regime governed by individual rights and bilingualism. In this way, adherence to particular cultural attachments could be voluntary for all individuals, while at the same time claiming to ‘empower’ citizens of minority cultures through reductionist means – Canada’s symbolic order was to be based on the negation of any particular cultural definition. Webber argues that the Canadian response, by conceptualizing citizenship in such terms, has in effect altered social relations to the point of damaging the exercise of democracy. The Canadian political community in this sense is predicated on the judicialization of social interactions, to the detriment of the deliberative aspects of representative democracy. The idea of public space for citizen participation, reflection, and deliberation within the political community is reduced to a small forum of rights-bearers. Deliberative assemblies give way to the ‘legalization’ of social relations, preventing parliaments from being responsible for organizing social life and, ultimately, preventing citizens from identifying with others in the political community. (Webber, 1994) According to Kymlicka, the outcome of Canadian multiculturalism as a symbol for identification is analogous to the United States in its failure to differentiate between national minorities and polyethnic communities. The fundamental difference between the two is that the former strive for self-determination while the latter seek inclusion. Canada’s policy fails to address this distinction – multiculturalism becomes a mechanism to quell legitimate national aspirations – thus it fundamentally shares with the US model a certain homogenization, or universalization, of identity, albeit through cultural relativism. (Kymlicka, 1995) Kymlicka argues that the American reluctance to recognize minority nations is a direct result of its assimilationist model, a fear that such recognition will trickle down to polyethnic communities and thus undermine the bases for unity. (Kymlicka, 1995) Canada’s policy stems from similar fears. However, Canada’s response was to elevate the status of cultural groups to the same level as that of national minorities. Both are universal, both are bound by nation-building projects which stress unity, and both fail in any significant way to recognize territorially defined group-differentiated rights as a federal principle. (Kymlicka, 1995) As such, the Canadian response was not predicated on a genuine commitment to the ideology of multiculturalism as a pillar upon which to frame citizenship status. The goal was unity in the face of a national minority challenge. Quebec’s national identity was placed, constitutionally, alongside every other minority culture as a basis for identification. In Taylor’s terms, multiculturalism as such fails to appreciate the ‘deep diversity’ in Canada, in which difference can be recognized on tiered levels given particular groupings’ political aspirations and historical/territorial/linguistic realities. (Taylor, 1994) In adopting a strategy for unity similar to the American approach – uniformity from coast to coast based on universal principles – the Canadian policy in effect failed to recognize that national minorities, as opposed to polyethnic communities, seek to provide a ‘centre’ for identification, their pole of allegiance necessary for unity and common purpose. In other words, national identity in Quebec assumes a self-determining project for society. The community of reference for all citizens under the banner of multiculturalism, however, is Canada. Webber summarizes: â€Å"This ideology defines itself about the territorial state: it circumscribes a community of belonging to the state within a country – Canada.† (Webber, 1994) The Canadian constitution protects individuals from collective intrusions. It can be argued that the failure to achieve unity and common purpose is not inherent in the model of multiculturalism adopted. Rather, disunity is a product of federal dynamics – Canada is not a nation-state that can claim the status of a single and unified host society. As such, one can assess the policy independently of the Quebec question, which to a large extent may explain the motivation for the policy but not its actual effects as a model for integration. If we disregard the variable of multinationality in Canada, has multiculturalism been successful in integrating immigrants and ethnic groups? Indeed, if we begin with the assumption that Canada constitutes a single political community or host society, we can then proceed to evaluate the success of multiculturalism without considering disunity concerning the fragmentation of ‘national allegiance.’ (Carens, 2000) Unity can thus be conceptualized as the extent to which minority groups feel as though they belong to a single community called Canada, and participate in the general affairs of the larger society. As a response to critics who view multiculturalism as a divisive force in Canada, Will Kymlicka provides some empirical data that demonstrate the success of multiculturalism regarding the integration of minority cultures. (Kymlicka, 1995) Indeed, the line of criticism discussed does not challenge the integrative success of the policy. The claim is that due to the imperatives of nation-building, for unity in the face of the Quebec question, Canada chose to adopt a ‘lowest common denominator’ formula that rejected the recognition of culture as an aspect of belonging altogether. (Kymlicka, 1995) Trudeau’s ‘just society’ is predicated on the notion that an emotive attachment to a polity is destructive and backward, and that progress requires an emphasis on reason, which is universal, to serve as a guiding principle in any citizenship regime. If we look closely at Kymlicka’s indicators for integration, however, it may be argued that although integration has been rather successful, it came at the expense of the recognition and preservation of minority cultures – which in the final analysis is the defining feature of ideological multiculturalism. The Canadian model operates along the primacy of individual rights in a constitutional Charter of Rights, with an interpretive clause for the recognition of diverse cultural affiliations. The interpretive clause is the only element of differentiation from American assimilation. There is no democratic imperative for the identification of diverse minority cultures besides a legal/procedural provision that may be invoked if the minority group in question chooses to do so. This is a key conceptual distinction between the Canadian and Quebec models, and it stems from the nature of the expectations of democracy itself. Public space is based on individual participation via a bill of rights. The success of minority groups within indicators such as ‘naturalization rates’, ‘political participation’ (including the institutional avenues of participation), ‘official language competence’, ‘intermarriage rates’ and lack of territorial enclaves of cultural groups are addressed to those critics who view multiculturalism as divisive to the forging of a strong Canadian identity. (Carens, 2000) They do not speak to the explicit concern for the preservation and flourishing of minority cultures within the political community – the capacity of such groups to participate and affect the public affairs of the country without shedding their particular group identities. The debate itself thus takes place outside the imperatives of ideological multiculturalism. In other words, these criteria may very well be addressing a regime committed to assimilation. The fact that Canadian identity – the way citizens relate to each other and the state in determining societal preferences – is predicated on such terms implies that there is no public culture on which minority cultures can make their mark. Again, multiculturalism in Canada does not reflect the recognition of diverse cultures; instead, to be blunt, it refers to the denial of religion altogether in defining the limits and confines of public space.

Free Essays on Satire Between Grendel & Beowulf

The satire that I found within Grendel and Beowulf was that Grendel and Beowulf as well as the rest of the thanes, were always fighting but mentally in the end were fighting for the same thing. Even though Grendel is antisocial and isolates himself from all lifeforms, as opposed to Beowulf who prides himself in fighting for his people, they were at the same time duplicates of one another. Arriving to the satire in Grendel, which was also brought out in the story of Beowulf, was that all thanes wanted to die an honorable death and that was in battle. This in turn brought the main conflict of both stories, which was that enemies like Grendel and Beowulf would rather die themselves than to have their counterpart die honorably. Ultimately, the man with the most physical strength and stamina wins the battle. In essence, the satire was brought out when Grendel was compared to Beowulf and vice versa. In the book Beowulf, an example of this idea would be an incident between Beowulf and Grendel. Beowulf accepted the fact that if he dies while in battle, he will die with the honor. When Beowulf patiently waits for Grendel to walk into the meadhall he attacks with full force. Beowulf uses his physical strength to overtake Grendel and leads him scream in excruciating pain because he rips Grendel’s arm right out of the socket right in front of all the thanes. All the thanes watched Grendel go back to his home weaker than ever, crawling away to his death. This fight between the two of them lead to the death of Grendel, but Beowulf got his pride in hanging Grendel’s arm on the Heorot as evidence to his physically power against Grendel. He at this point creates his reputation for being a physically inferior warrior against evil. Finally Beowulf himself, dies while killing the all mighty dragon with his sword. While on the verge of death Beowulf realizes he has won th e battl! e and observes the treasure he gained from it and for the mo... Free Essays on Satire Between Grendel & Beowulf Free Essays on Satire Between Grendel & Beowulf The satire that I found within Grendel and Beowulf was that Grendel and Beowulf as well as the rest of the thanes, were always fighting but mentally in the end were fighting for the same thing. Even though Grendel is antisocial and isolates himself from all lifeforms, as opposed to Beowulf who prides himself in fighting for his people, they were at the same time duplicates of one another. Arriving to the satire in Grendel, which was also brought out in the story of Beowulf, was that all thanes wanted to die an honorable death and that was in battle. This in turn brought the main conflict of both stories, which was that enemies like Grendel and Beowulf would rather die themselves than to have their counterpart die honorably. Ultimately, the man with the most physical strength and stamina wins the battle. In essence, the satire was brought out when Grendel was compared to Beowulf and vice versa. In the book Beowulf, an example of this idea would be an incident between Beowulf and Grendel. Beowulf accepted the fact that if he dies while in battle, he will die with the honor. When Beowulf patiently waits for Grendel to walk into the meadhall he attacks with full force. Beowulf uses his physical strength to overtake Grendel and leads him scream in excruciating pain because he rips Grendel’s arm right out of the socket right in front of all the thanes. All the thanes watched Grendel go back to his home weaker than ever, crawling away to his death. This fight between the two of them lead to the death of Grendel, but Beowulf got his pride in hanging Grendel’s arm on the Heorot as evidence to his physically power against Grendel. He at this point creates his reputation for being a physically inferior warrior against evil. Finally Beowulf himself, dies while killing the all mighty dragon with his sword. While on the verge of death Beowulf realizes he has won th e battl! e and observes the treasure he gained from it and for the mo...

Inchon Invasion in the Korean War (Operation Chromite)

Inchon Invasion in the Korean War (Operation Chromite) The Inchon landings took place on September 15, 1950, during the Korean War (1950-1953). Since the beginning of the conflict that June, South Korean and United Nations forces had been steadily driven south into a tight perimeter around the port of Pusan. Seeking to regain the initiative and liberate the South Korean capital of Seoul, General Douglas MacArthur devised a plan for a daring amphibious landing at Inchon on South Koreas west coast. Far from the Pusan Perimeter, his troops began landing on September 15 and caught the North Koreans by surprise. The landings, coupled with an offensive from the Pusan Perimeter, caused the North Koreans to retreat back across the 38th Parallel with UN forces in pursuit. Fast Facts: Inchon Invasion Conflict: Korean War (1950-1953)Dates: September 15, 1950Armies Commanders:United NationsGeneral Douglas MacArthurVice Admiral Arthur D. StrubleGeneral Jeong Il-Gwon40,000 menNorth KoreaGeneral Choi Yong-kunapproximately 6,500 menCasualties:United Nations: 566 killed and 2,713 woundedNorth Korea: 35,000 killed and captured Background Following the opening of the Korean War and the North Korean invasion of South Korea in the summer of 1950, United Nations forces were steadily driven south from the 38th Parallel. Initially lacking the necessary equipment to halt the North Korean armor, American troops suffered defeats at Pyongtaek, Chonan, and Chochiwon before attempting to make a stand at Taejeon.  Though the city ultimately fell after several days of fighting, the effort made American and South Korean forces bought valuable time for additional men and material to be brought to the peninsula as well as for UN troops to establish a defensive line in the southeast which was dubbed the Pusan Perimeter. General Douglas MacArthur during the Inchon Landings, September 1950. National Archives and Records Administration Protecting the critical port of Pusan, this line came under repeated attacks by the North Koreans. With the bulk of the North Korean Peoples Army (NKPA) engaged around Pusan, UN Supreme Commander General Douglas MacArthur began advocating for a daring amphibious strike on the peninsulas west coast at Inchon. This he argued would catch the NKPA off guard, while landing UN troops close to the capital at Seoul and placing them in a position to cut the North Koreans supply lines. Many were initially skeptical of MacArthurs plan as Inchons harbor possessed a narrow approach channel, strong current, and wildly fluctuating tides. Also, the harbor was surrounded by easily defended seawalls. In presenting his plan, Operation Chromite, MacArthur cited these factors as reasons the NKPA would not anticipate an attack at Inchon. After finally winning approval from Washington, MacArthur selected the US Marines to lead the attack. Ravaged by post-World War II cutbacks, the Marines consolidated all available manpower and reactivated aging equipment to prepare for the landings. Pre-Invasion Operations To pave the way for the invasion, Operation Trudy Jackson was launched a week before the landings. This involved the landing of a joint CIA-military intelligence team on Yonghung-do Island in the Flying Fish Channel on the approach to Inchon. Led by Navy Lieutenant Eugene Clark, this team provided intelligence to UN forces and restarted the lighthouse at Palmi-do. Aided by South Korean counter-intelligence officer Colonel Ke In-Ju, Clarks team collected important data regarding the proposed landing beaches, defenses, and local tides. This latter piece of information proved critical as they found that the American tidal charts for the area were inaccurate. When Clarks activities were discovered, the North Koreans dispatched a patrol boat and later several armed junks to investigate. After mounting a machine gun on a sampan, Clarks men were able to sink the patrol boat drive off the enemy. As retribution, the NKPA killed 50 civilians for aiding Clark. Preparations As the invasion fleet neared, UN aircraft began striking a variety of targets around Inchon. Some of these were provided by the fast carriers of Task Force 77, USS Philippine Sea (CV-47), USS Valley Forge (CV-45), and USS Boxer (CV-21), which assumed a position offshore. On September 13, UN cruisers and destroyers closed on Inchon to clear mines from the Flying Fish Channel and to shell NKPA positions on Wolmi-do Island in Inchon harbor. Though these actions caused the North Koreans to believe than an invasion was coming, the commander at Wolmi-do assured the NKPA command that he could repulse any attack. The next day, UN warships returned to Inchon and continued their bombardment. USS Valley Forge (CV-45), 1948. US Naval History Heritage Command Going Ashore On the morning of September 15, 1950, the invasion fleet, led by Normandy and Leyte Gulf veteran Admiral Arthur Dewey Struble, moved into position and the men of Major General Edward Almonds X Corps prepared to land. Around 6:30 AM, the first UN troops, led by Lieutenant Colonel Robert Tapletts 3rd Battalion, 5th Marines came ashore at Green Beach on the northern side of Wolmi-do. Supported by nine M26 Pershing tanks from the 1st Tank Battalion, the Marines succeeded in capturing the island by noon, suffering only 14 casualties in the process. First Lieutenant Baldomero Lopez, USMC, leads the 3rd Platoon, Company A, 1st Battalion, 5th Marines over the seawall on the northern side of Red Beach, as the second assault wave lands at Inchon, 15 September 1950. US Naval History and Heritage Command Through the afternoon they defended the causeway to Inchon proper, while awaiting reinforcements. Due to the extreme tides in the harbor, the second wave did not arrive until 5:30 PM. At 5:31, the first Marines landed and scaled the sea wall at Red Beach. Though under fire from North Korean positions on Cemetery and Observation Hills, the troops successfully landed and pushed inland. Located just north of the Wolmi-do causeway, the Marines on Red Beach quickly reduced the NKPA opposition, allowing forces from Green Beach to enter the battle. Colonel Lewis Chesty Puller. November 1950. US Marine Corps Pressing into Inchon, the forces from Green and Red Beaches were able to take the city and compelled the NKPA defenders to surrender. As these events were unfolding, the 1st Marine Regiment, under Colonel Lewis Chesty Puller was landing on Blue Beach to the south. Though one LST was sunk while approaching the beach, the Marines met little opposition once ashore and quickly moved to help consolidate the UN position. The landings at Inchon caught the NKPA command by surprise. Believing that the main invasion would come at Kusan (the result of UN disinformation), the NKPA only sent a small force to the area. Aftermath Impact UN casualties during the Inchon landings and subsequent battle for the city were 566 killed and 2,713 wounded. In the fighting the NKPA lost more than 35,000 killed and captured. As additional UN forces came ashore, they were organized into the US X Corps. Attacking inland, they advanced towards Seoul, which was taken on September 25, after brutal house-to-house fighting. United Nations Offensive, South Korea 1950 - Situation 26 September and Operations Since 15 September. US Army The daring landing at Inchon, coupled with 8th Armys breakout from the Pusan Perimeter, threw the NKPA into a headlong retreat. UN troops quickly recovered South Korea and pressed into the north. This advance continued until late November when Chinese troops poured into North Korea causing UN forces to withdraw south.

Evaluating Organizational Behavior Research Paper

Evaluating Organizational Behavior - Research Paper Example This paper illustrates that through observing from both internal and external perspectives, individuals understand why people tend to behave in a particular manner within a team environment. PepsiCo. Inc is a multinational corporation from the United States (USA) that deals with food and beverage with its headquarters at New York in the USA. The company engages in manufacturing, marketing as well as a distribution of beverages, grain-based snack foods, as well as other products. The multinational engages in business operations throughout the continent. A focus on the company’s human resource policies proves essential to understanding its organization behavior. With distribution channels and manufacturing units all around the globe, the company realized the reason for successful operation is achieved through enhancing effective human resource policies. The code of conduct and Human Rights Work Policy of the company outlines guiding measures that ensure an embodied companyâ€⠄¢s policy that enhances in dealing fairly and honestly with the company’ s associates regarding wages and benefits as well as other employment conditions. The company provides equal opportunities for associates without tolerance for discrimination and thereby ensuring compliance with all applicable regulations, laws as well as other employment standards. Consequently, the company maintains a â€Å"Speak Up† policy line operational for twenty-four hours and an internet portal to enhance reporting of any alleged or suspected human rights abuses. The company respects workers dignity in the workplace as well as ensuring the associate's rights to personal security, clean, safe, as well as the healthful workplace. The company also provides associates freedom from harassment and abuse of al manners. Fair treatment and honesty are consequently applied in relation to workers wages, benefits and all conditions of employment. The associates’ right to freedom of associatio n also remains a significant point of consideration within the company.

Interoffice memorandum Essay Example | Topics and Well Written Essays - 500 words

Interoffice memorandum - Essay Example In this regard, I just need to pay about $24000 tuition fee for my next two semesters till July 2015. After I graduate, the first five years I am setting three goals for myself. First, I plan to buy a car, second get married and third to get insurance. Meanwhile, if I find a full-time job, it shall me achieve these three goals by utilizing half of my salary for this purpose. I plan to save $300 per month for marriage, $200 for health and retirement insurances and the rest I plan to buy a car. If my salary comes about $4000/per month, I shall save $18000 for marriage (2012 average $28000 in USA), and I will be able to buy a car of ($90000) worth. Coming to my long term goals, I wish to focus for the real estate and find investment opportunities. In my opinion, my job shall help me save an amount which would be enough to pay down payment for my house. Moreover, I plan to invest for finance production. The two projects shall cost me 60% of my salary. In crux, I shall need to save above $2000 each month to achieve these goals. I also need to fill my expense planning charts. This shall entitle me to generate an understanding of my goals in detail. The first chart shall help me calculate the total amount to set aside each month for my fixed expenses. It is important to note that I have plans to invest $1500 into savings blank when I set in the target to save $2000 every month. In the second chart, it shall show the total monthly expenses that are flexible. The final budget will constitute the total amount of fixed and flexible expenses. As per my goal, if my first salary as $4000, so I expect to save at least $705 per month. In order to save my receipts and I shall provide all the details of my flexible daily expenses in the chart for June. My expenses shall include food, housing, transportation and others. As per my calculation, my food expense is $56.52 than my budget. However, I have been travelling for

Reflection on the Character of Luke Skywalker Essay Example for Free

Reflection on the Character of Luke Skywalker Essay Luke Skywalkers character is a classic example of mans constant battle of good and evil—not to be simply put as the battle of the good versus the evil—but the choice to be good or evil. He outwardly struggles to find his place and role in the society even as he struggles inwardly to understand his own nature. As Yoda and Obi-Wan explained to him, Luke must confront and go beyond the dark side to be a Jedi. He is confronted with facing Darth Vader, who he has just learned to be Anakin Skywalker—his father, and in whom Luke believes still has good in him and who he says he could not kill. He was also confronted with troubles that has shaped him into the peson he chose to be. Vader has been a Jedi once, turned to the dark side of the Force because he could not accept the death of his loved ones—first of his mother, then of his intuition that had foretold the death of his wife, Amidala. During their fight, he tried to convince his son that turning to the dark side was the only way Luke could save his friends. Luke was like his father, reckless in his actions and impatient in his youth. But as he matured, he learned the true path of the Force, with the guidance of Yoda and Obi-Wan. Like his father before him, he, too, was troubled with death and suffering. Yoda, sensing death coming to him, explains to Luke: â€Å"Strong am I with the Force, but not that strong. Twilight is upon me and soon night must fall. That is the way of things, the way of the Force.† Inevitably at Endor, Luke has come to confront his father, not with the intention of fighting him as before, but to convince him to turn back to the good side. His attempts turns out to be futile. He further exhibits his maturity from being reckless and impatient by restraining himself when given the chance to strike at the Emperor. However, the Emperor seduces Lukes hatred and anger to attack him. Luke is tormented but still restrains himself until finally his rage erupted and attacked the Emperor. Darth Vader responded in defense of his master and Luke ends up fighting with his father. Luke realized that the Emperor was using his rage to turn him to the dark side of the Force. He has defeated Vader, not out of some personal, revenge-driven desire, but in order to protect someone he loves—Vader has treathened Lukes newly found twin sister Leia. As he looked down on his father with pity and understanding, he realized that he, too, has the potential to turn to the dark side. He threw away his lightsaber in his firm belief that he could still save his fathers soul and save himself from the path of the dark side by not killing Vader. By doing so, he has rejected evil in himself and submits himself to the will of the Force. As Yoda explained to him: â€Å"A jedis strenght flows from the Force. But beware. Anger, fear, agression, the dark side are they. Once you start down the dark path forever will it dominate your destiny.† He has faced his own fears and defeated them, evidenced by his reply to the Emperors offer to take his fathers place at his side: â€Å"Never. Ill never turn to the dark side I am a Jedi, like my father before me.† He has set an example that evil does not come naturally from the troubles that we are faced with, and that being good or evil is a matter of choice.