French Revolution: Ultimately a Failure

Liberte, Egalite, and Fraternite were the fundamental standards of the French unrest. Be that as it may, it was where these three beliefs would be bent into just good and physical brutality. The insurgency was at last a disappointment which spun crazy and started to kill itself. The French needed Freedom from its absolutist ruler, yet thus observed themselves being represented by the villain. These residents needed a feeling of fraternity among their nation, yet observed their country being destroyed by violence.Furthermore, the third bequest tried to profit by another legislature that guaranteed equity; be that as it may, the outcome was a further unevenness in an effectively degenerate society. Incidentally, the grisly rule of fear which was manufactured by the French government, negated the goals of which the very upset represented, further outlining the articulate disappointment of this occasion. In the first place, the French considered the to be as an approach to improve their lives, however this way immediately transformed into an astonishing rising into obscurity, which beside monstrous misery, accomplished nothing.During the rule of King Louis XVI and Marie Antoinette, progressive thoughts thrived through the time of edification. Be that as it may, Louis committed a vital error by helping the American Revolution; despite the fact that it was a military achievement, it was a financial disappointment. France was bankrupt and the individuals were starving; they looked as their rulers, aristocrats and privileged carry on with an existence of extravagance and riches while they endured destitution, definitely changing how the residents saw their ruler. Before long this disdain changed into unadulterated contempt and nothing should be possible to change their minds.Before long the individuals revolted and Louis’ powers were stripped away, a renewed person was then taken care of, Robespierre. Maximilien Francois Marie Isidore de Robespierre was a man wh o had extraordinary force and mishandled it; to some he was â€Å"The Incorruptible†, yet in all actuality was a ruthless despot. As a youngster, he contemplated the law and held a notoriety for trustworthiness and empathy. He tried to abrogate capital punishment and would not articulate a necessary capital punishment in the wake of turning into an adjudicator : A victor who murders his hostage foes is known as a barbarian!A developed man who slaughters a kid that he could incapacitate and rebuff appears to us a beast! A denounced man censured by society is nothing else for it except for a vanquished and frail foe. Prior to it, he is more vulnerable than a youngster before a developed man †to eradicate from the code of the French the blood laws that order legal homicides, and that their ethics and their new constitution dismiss. I need to demonstrate to them: 1-that capital punishment is basically unreasonable and, 2-that it isn’t the most oppressive of punishment s and that it duplicates wrongdoings more than it forestalls them.However, as the transformation advanced so did his thoughts; he before long turned into the leader of the Jacobin club, an extreme gathering who pushed outcast or passing for the French honorability. At this point the once delicate and kind-hearted man, was currently supplanted by one who had built up an incredible love of intensity alongside a notoriety of prejudice, grandiosity and remorselessness . Robespierre immediately reached a resolution that the end would legitimize the methods, and that so as to protect the insurgency against the individuals who might devastate it, the shedding of blood was justified.Merlin de Thionville who was an individual from a few French administrative bodies said remarked that: â€Å"In those days so bad had France become that a wicked charlatan without ability or mental fortitude, whose name was Robespierre, made each resident tremble under his tyranny†. The French currently l ived under dread and mistreatment of a man who no longer thought about the individuals of the unrest but instead the unrest itself. Utilizing his incredible rhetoric aptitudes he effectively requested the execution of the ruler and sovereign without reasonable preliminary or judgment, saying that â€Å"Louis must pass on so the insurgency may live†.In January 1973 Louis XVI was executed, trailed by his better half ten months after the fact. By his own words he had become a beast, â€Å"A victor who executes his hostage adversaries is known as a barbarian† . A country can't be one when the individuals don't have confidence in the beliefs of the administration. The upheaval was just a common war which set residents in opposition to each other. While numerous individuals trusted in the transformation, they didn't acknowledge the radical thoughts of the Jacobins, and for that a great many normal individuals were focused on and killed.The September Massacres was a resulting mass slaughtering of detainees, after news that the Prussian Army had attacked France. On September 3, 1792, hordes of French residents raged into the jails where they assaulted detainees and obstinate pastorate, paying little mind to their status as traditionalist. A record of this occasion by Nicolas-Edme Restif represents the torment the residents caused on the detainees who were their â€Å"brothers†: There had been a delay in the homicides. Something was going on inside. . . . I disclosed to myself that it was over at last.Finally, I saw a lady show up, as white as a sheet, being helped by a turnkey. They said to her brutally: â€Å"Shout ‘Vive la country! ‘† â€Å"No! No! † she said. They caused her move to up on a heap of cadavers. One of the executioners snatched the turnkey and drove him away. â€Å"Oh! † shouted the disastrous lady, â€Å"do not hurt him! † They rehashed that she should yell â€Å"Vive la country! † Wi th scorn, she won't. At that point one of the executioners snatched her, tore away her dress, and tore open her stomach. She fell, and was done off by the others. Never would I be able to have envisioned such awfulness. I needed to run, however my legs gave way.I blacked out. At the point when I came to, I saw the ridiculous head. Somebody revealed to me they were going to wash it, twist its hair, stick it on the finish of a pike, and convey it past the windows of the Temple. What futile remorselessness! . . The quantity of dynamic executioners who participated in the slaughters was around one hundred and fifty. The remainder of Paris looked on with dread or endorsement, and the rest behind shut screens, implying the pulverization of solidarity through the individuals. With a nation whose residents hardheartedly murdered each other, how could the French have a feeling of Fraternite among themselves?A Nation isn't joined under dread and demise yet rather through harmony and flourishi ng, which was obviously something contrary to the French Revolution. Balance was guaranteed to the third home, however the upset didn't make a parity. What it did was additionally vexed the structure of society. Thus the first and second bequest was expelled from power, and the bourgeoisie set in their proper place. The remainder of the third home which incorporated the laborers and the common laborers (sans-culottes), were left with nothing: They were the working individuals, the ranchers, the retailers, the exchanges individuals, the craftsmans, and even the industrial facility workers.They were among the noticeable washouts of the primary, increasingly unobtrusive upheaval. While the white collar class and well off classes profited enormously from the upset, the sans-culottes saw their vocations vanishing and swelling driving them to battle for endurance. The sans-culottes and workers were commonly poor and had little force, they couldn't cast a ballot, hold office, or own territ ory since they didn't have the way to do as such. Since they couldn't possess land, laborers were irate that they had exchanged one ace for another; by and by they had ended up at the base of the ladder.The Sans-culottes offered reparations for this by adjusting themselves to the Jacobins. While this coalition gave them an exterior of intensity, they were just partners in crime to a gathering of radical scholars who required individuals to accomplish their grimy work. In any case, toward the end, huge numbers of the Sans-culottes ended up detained and executed by the extremely progressive courts that they had upheld. The upheaval gave just a deception of what the normal masses wanted; while the first and second homes were gone, another amazing and remorseless association comprised of the bourgeoisie were placed in their place.The Reign of Terror was intended to battle the foes of the upset; in light of that the unrest was not, at this point about opportunity, correspondence and fell owship, but instead a fanatic type of progressive beliefs. Any individual who had not adjusted themselves to the Jacobin rule or had ability and force were viewed as a danger to the new transformation, they were along these lines named as deceivers and condemned to the guillotine. Without precedent for history, fear turned into an official government strategy, with the goal to utilize savagery to accomplish political goals.In the course of this rule the new system figured out how to execute a huge number of individuals who were considered as having the capacity to stand up or topple the administration. Through this, scores of compelling individuals were erroneously denounced. In one specific execution, a lady by the name of Mme Roland expressed the words that have been deified by history, â€Å"O Liberty, what wrongdoings are submitted in thy name†. She was correct, the unrest had manhandled and perpetrated violations against the possibility of liberte, yet in addition of ega lite and fraternite.Every individual who put their head upon the guillotine, were there in light of the fact that the three beliefs which the unrest represented were ruined to help the radical perspectives on the Jacobins. The cutting edge period has unfurled the shadows of the French unrest. Eventually this timespan didn't bring any victories, but instead the inverse. The unrest was simply the result of a couple of conspiratorial people who indoctrinated the majority into undercutting the old request. The guarantees of egalite, equalite, and fraternite, were before long lost as brutality and gore set in.The French were anxious to be liberated from the choking class framework and total government. Be that as it may, the individuals ended up under

Wipro Consulting Services (WCS) as a global business leader in Coursework

Wipro Consulting Services (WCS) as a worldwide business pioneer in innovation counseling - Coursework Example Be that as it may, so as to turn into the business chief in innovation, it needs to go further. It required the autonomy and furthermore the key center which originates from working as one of the different unit inside Wipro and yet exploit the parent organization in innovation and to get the client base. Wipro Technologies Ltd is situated in Bangalore and utilizes around 95000 individuals over its office which is spread universally (Lampel, wt al, 2010). In the year 2001, the greater part of the innovation counseling firms such s Infosys, Wipro and Tata Consultancy Services had begun to give the premise IT foundation just as improvement of use administrations to its clients. As the organizations began to increase a superior information and comprehension of its clients the organizations began to help them to utilize IT in their business to improve the productivity and subsequently decrease the expense. Today these IT firms face a gigantic weight so as to convey high estimation of IT a dministrations to its clients. Subsequently unique plans of action were received by the organizations and furthermore by Wipro. Wipro Technologies utilizes two conveyance models to be specific â€Å"Global Delivery Model† and â€Å"Fixed Delivery Model†. Wipro have grown comprehensively a serious business which depends on the mastery and furthermore the capacity to distinguish, train, and oversee and inspire the ability. Preceding 2001, it was troublesome just as expensive for the organization to get to their ability in the created nations. Along these lines in such a circumstance it become progressively important for Wipro to create plans of action so to contend with the up and coming interest in the created markets. Under the administration of Kirk Strawser, Wipro attempted two from of plan of action. At the point when IT programming and counseling firm developed in India, the greater part of the Indian organizations didn't utilize the refined innovation to help the framework; this further brought about test for Wipro to persuade the organizations to utilize the innovation and help fabricate them an upper hand over different firms. Also, the majority of organizations had an in house IT division and was not ready to re-appropriate to different firms. The created showcase offered an a lot further pool of clients and furthermore more significant expense for the administrations than those in the Indian market (Khanna and Palepu, 2010, p.155). With its rise administrations and programming, numerous huge organizations began to actualized its utilization and therefore Wipro innovations rivaled the specialist co-ops of innovation. Wipro had confronted challenge in its innovation division from two classifications one was the worldwide players and the following was the Indian players. Worldwide players included organizations, for example, Accenture, IBM, HP, Cap Gemini and EDS (Burgelman, et al, 2008). These organizations had made over 90% of the worldwi de counseling market. Wipro was route behind these organizations. The organizations utilized the assets and furthermore as a result of cost bit of leeway of its seaward nearness in nations, for example, Russia, India, Philippines, Europe and others. Indian layers included organizations, for example, TCS, HCL, Cognizant, Infosys and others. Wipro and these organizations fundamentally utilized a similar idea as they began their activity with minimal effort IT specialist organizations and embraced the â€Å"global conveyance models†, â€Å"technology rationalization† and â€Å"service integration† (Lampel, wt al, 2010). Its landscape administrations and

How to Manage a Micromanaging Boss

How to Manage a Micromanaging Boss The best executive is one who has sense enough to pick good men to do what he wants done, â€" Theodore RooseveltThe micromanaging boss often resembles a hawk watching its prey from a distance and waiting for a chance to swoop down and punish you for your mistakes. But how do you tame this savage beast when you have absolutely no control of their actions?To develop a productive relationship with your micromanaging boss, you need to work at restoring the confidence of your boss. To do this ask yourself a few personal questions such as â€"Are you often showing up late to office?Are you unable to deliver your projects as per the deadline?If the answer is yes, therein lies the problem. If the answer is no, we need to dig deeper to understand the type of person your boss is before we begin to address the issue.UNDERSTANDING THE “MICROMANAGING BOSS’S MINDSET”AND EFFECTIVE STRATEGIES FOR DEALING WITH YOUR BOSSA micromanaging boss leaves no stone unturned and will be the first to pounce on your mistakes before you even have a chance to rectify them. You will constantly feel the prying eyes of your boss on you and this can have a severe effect on your overall productive state.According to a study group from the Indiana University Kelley School of Business, the effects of stress on employees working in a high-stress environment can cause fatal results to their health in the long run.The research data factors in time pressure, controlling bosses, and a high degree of work concentration combined with a poor work-life balance as reasons for the highly unfavorable results.The study also proved that employees who had more freedom in their work endeavors enjoyed a healthy lifestyle and were far less prone to stress-triggers.A micromanaging boss constantly questioning you can cause a gaping hole in your self-esteem.This can hurt you on a personal level and you may slowly begin to build up stress within the inner sanctums of your mind.The stress then begins to increase day in and day out and you begin to look for unhealthy ways of releasing it by taking up smoking and heavy alcohol consumption in hopes of experiencing a temporary stream of bliss.See the big picture of how a micromanaging boss can completely ruin your life?Mark Kimbell from Kimbell Associates and Susan K. O’Brien from Career Management Systems offer their individual effective strategies in combating a micromanaging boss.Strategy 1 â€" Assertive CommunicationMark recommends assertive communication which is a diplomatic communication style that allows us to express our interests and thoughts in a respectful and a direct manner.This communication style favors a balanced approach instead of being too passive or too aggressive to get your point across.By being assertive you boost your chances of making your boss understand your point of view and allow him to judge your position better.Consider this example, your boss just handed you a large project that you are unable to handle due to you r limited skillset.By passively communicating, you end up taking the project that you are bound to perform poorly in and end up being criticized at the end of the deadline.Instead, the “assertive approach” is to truthfully confront your feelings to your boss and let him know about the flip side of your abilities.It’s alright to take the disappointment upfront but you will come across as an employee that stands for yourself and in the long run, your boss will appreciate your analytical skills.Strategy 2 â€" Contact the HR TeamSusan offers a more confrontational strategy compared to Mark’s assertive method. She strongly believes that “Micromanagement is a personality aberration of insecure individuals and confronting them is likely to make things worse.”To begin with, Susan recommends documenting every action and assignment that your boss throws at you.In time, a pattern is created where you begin to understand that the time frame given to you seems limited to the projectâ €™s expectations.You can then approach the HR department with your data and hope for a resolution. She does caution that the strategy is bound to backfire, and the HR team may side in favor of your boss.In such a case, Susan recommends approaching the employee assistance program to deal with the situation.While Mark offers a more diplomatic strategy to deal with a micromanaging boss, Susan strongly believes that there is a no-win situation when working for someone that controls your every move and that you need to strongly confront them about their behavior.     An in-depth analysis is further provided in the sections below on various ways to understand if your boss is indeed a micromanager and the distinct ways to deal with it.TELLTALE SIGNS THAT DEMONSTRATE YOUR BOSS IS A MICROMANAGERYour boss can’t seem to delegate projects around efficientlyAre your projects taking a long time to execute even after you’ve completed them?Blame it on your boss and her inefficiency in leading h er work team. A micromanager boss has more time in creating to-do lists for her employees rather than trusting them and letting them finish their projects.Micromanaging bosses hate giving up control to others and are unable to fully utilize their employees to their full potential.If your boss tends to incessantly dictate the way you should work without trusting your abilities, you may be dealing with a micromanager boss.Effective SolutionThe only real way to combat this situation is to be straightforward and schedule a private meeting with your boss.Explain your situation in detail and request them to trust you as you would prefer to work in your own way. If your boss still requires more convincing, show them the winning results from your past achievements and how you were able to accomplish a task on your own.With enough convincing, your boss should understand your point of view and leave you to your own.Here’s a video guide by LinkedIn Learning Solutions on how to survive a bad boss. Your boss can’t handle low-priority projectsDoes your boss hand over low-priority activities to your employees which she could have performed herself? She is certainly interested in supervising and finding faults in her employee’s shortcomings instead of providing them with the right support.A forceful boss is often ignorant to negotiating and will always interfere in the work of others, no matter how small.If your boss seems to be wasting everyone’s time and valuable resources by calling for unnecessary meetings and long discussions, you could be dealing with a micromanaging boss.Effective SolutionA boss that hands over all the low-priority tasks to the employees is certainly not someone you can have a direct communication with.Instead try winning the situation in your favor, demonstrate how the company is failing on important priorities with the help of statistical charts or presentations.Showcase how your boss can manage her employees better by diverting their actions from fewer priority tasks into more critical functions.Your boss is bound to wake up once she understands the real dangers of a failing company.Your boss never appreciates but is the first to find fault in your actionsBosses are meant to be decisive and hence, a few harsh words can be said along the way.However, if your boss constantly finds ways to bring your spirits down, it can be more than the project at hand. Bosses are meant to inspire and engage meaningful conversations, you may need to jump ship if you constantly find yourself under the barrage of verbal gunfire.Micromanaging bosses often fear losing control of their power and hence, tend to dish out instructions frequently to demonstrate superior command.One trait that appears to be universal among all micromanaging bosses is â€" the ability to never inspire others while always finding mistakes where there is none to be found.Effective SolutionIf you find your boss blaming you for things that you haven’t been intimated a bout, your best bet is to have a verbal conversation with them.Try pointing out your role and what you were employed for in the first place, describe your skillset and why the priorities you are tasked with don’t match with your job role. Offer advice on how they can effectively disperse large projects into micro goals for the whole team to make it convenient for everyone.Although micromanaging bosses tend to never seek advice from others, when you can demonstrate a reason for them to look favorable to their superiors, they are sure to jump at the chance.Your boss happens to be in a constant foul mood all the timeMicromanager bosses are usually an angry lot, their incapability in achieving the project deadline is passed down to the lower ranks.Due to their toxic relationship with the other employees, micromanaging bosses tend to have a bad attitude and end updamaging core responsibilities in the process.Notice visual cues as angry bosses tend to belittle others for even the smalle st oversight.Micromanaging bosses are usually a frustrated lot as they feel unrecognized by their employees. They often like being appreciated for things they haven’t done and prefer to be the center of all attention.Effective SolutionPassing a polite smile and offering to help with small tasks can often calm an angry demeanor.Overtime, if the behavior tends to become increasingly worse, its best to mention it to the HR team and let them handle the situation as they see fit.Don’t try to patronize or offer suggestions about anger management to your boss. You don’t want to make them madder than they already are.Angry bosses seldom seek advice from their employees and they certainly don’t appreciate any unnecessary opinions that come their way.A report by Richard D. White goes into detail as to why micromanaging is a crippling disorder that can ruin creativity and stall growth. He further prepares symptoms on the different areas that micromanagers are likely to exhibit. Such as â€"They monitor the good performing employees and the bad performing ones in the same contextMicromanagers have an insecure personality that often inhibits their ability to trust their peersMicromanagers tend to steal the credit for work they haven’t performedThey are obsessed with meaningless detailsMicromanagers tend to stretch themselves thin and take up too many projects they are unable to complete.Micromanagers have a complete lack of respect for their co-workers and tend to bottleneck the entire organization.4 WAYS TO EFFECTIVELY CONTROL YOUR MICROMANAGING BOSS1. Give them no reason to find fault with youBefore you accuse your boss of being a micromanager, it’s important to take a good long look at your own responsibilities and actions.If you find them lacking in any way, it’s time to pull up your socks and strengthen your efforts. If there is an email labeled “Urgent”, ensure you attend to it right away and create a to-do list on how to effectively complete the Tas k.Did you forget to tender your project before the deadline?Well, you are bound to be watched by your boss more keenly than before until you prove to them that you don’t deserve a second set of eyes observing your every move.Ensure you organize yourself at the earliest and leave no stone unturned for your boss to catch you slacking. Don’t doze off during your work times, and if you really need to nap then do so in a remote corner of the office where your boss is less likely to find you.Actions to ImplementEnsure you are punctual to the office alwaysComplete your projects well before their deadline. Give yourself a 2-day closing period prior to the deadline.Don’t involve in office banter needlessly in the office, your insecure boss is bound to think you are talking about themOffer to complete low-priority tasks before they hand it over to you. By completing tasks beforehand, you can reduce the overall workload you receive in the futureDress in a formal manner, you don’t want your micromanaging boss giving you a 1-hour banter on how the dress code works in the Company2. Never Confront â€" Instead Be RespectfulThe worst decision you can ever do is to confront your boss about their behavior.Remember, they haven’t got the slightest idea about their micromanaging condition. Revealing it can only make life hard for you and it may be time to resign if they begin to severely affect your work.If you’ve been caught in a less than comfortable position of being pounded by words, brace yourself to endure them and ensure you never repeat the mistake ever again.Take every step to commit yourself to be the employee your boss sees in you.Even if they are in the wrong, it’s important to take a step back and understand that you are in no position to argue or prove them wrong.The best step is to walk away with a positive mood and prove your worth by finishing the project before they have a chance to call on you.Actions to ImplementGreet your boss every morning and st ay in a positive moodLook enthusiastic and always ready to take on new challengesSmile politely when you meet them at different times of the dayOffer to rectify an issue if they’ve pointed it out. No matter how small it isDon’t argue when you are on the receiving end, simply acknowledge your mistake and be on your wayAllen Sklover shows us 6 ways on how to deal with a bully boss in this video walkthrough. 3. Always Keep Your Boss in the LoopMicromanaging bosses are always looking for constant updates.By regularly bringing your boss up to date with the current events, you can hope she never has a reason to call you to her chamber. Proactively update your boss on all the important emails and ensure you provide an outline of accomplished goals for the day.This is also the time to address your concerns and inquire doubts on the ongoing project, usually, the best time is during the start of the project.Your boss is frankly going to be annoyed if you were to ask a doubt two-weeks into the project.A quick email can do wonders instead of the necessary face-to-face meeting for every question you might have. Your boss can quickly glance at his email and answer the question in a few minutes of time.This also adds the advantage of not needing to face the bright red glowing eyes of your boss.Actions to ImplementEnsure you update your boss before they have a chance to follow-up with youFrequent reminders can be eliminated if you can quickly complete the project at handMaintain a close commitment to your boss while working on your project to ensure you demonstrate any irregularities on timeIf you don’t understand something, inquire about it at the start of the project. You don’t want to experience an explosive mouthful on the last day of the deadline4. Anticipate Your Boss’s Actions and Act on ItStay one step ahead of the game and perform the duties that are required of you before she has a chance to pick on you.The simple rule of the micromanaging game is â€" if y ou want to stay off their radar, you need to come through with the update before they ask for it.A great technique to stave off angry bosses is to send them the weekly reminders of anything important and critical within the company.This allows them to prioritize the tasks they are about to provide to the team and if they commit fewer mistakes, you get the benefit of enjoying a stress-free day.Since your boss likes to be in the driver’s seat, it’s your responsibility to let them feel in control while accomplishing the task without them needing to oversee the situation.If your boss receives the report well before the deadline, she is bound to ease up on her aggressive behavior and focus her anger on the less responsible employees in the company.Actions to ImplementPlan your steps before the boss has a chance to instruct youIncrease your trust factor by completing your work on time. This allows you to be the last person to be accounted for when a board meeting is called forCreate u pfront agreements and discuss your plan of action before you take up the projectUnderstand what motivates your boss and try to act on itBuild a trust factor with your bossCASE STUDY: WHY YOU SHOULD BE ATTENTIVE TO YOUR BOSS’S CONCERNSMarcy Berke used to work for an Insurance company in 2006, in the United States. Marcy’s boss’s boss was a woman named â€" Barbara. Efficiency was a critical component for Barbara and she enabled her work team to provide her with timely reports on the happenings of the company.Marcy understood this and spent a couple of minutes each day preparing a detailed report on the production figures and various tasks laid out for the day.Marcy recalls,“I  would make certain to email Barbara, early and often, with any questions I might have about what her expectations were and give her an outline of what my team was working on and the anticipated date of completion.” Marcy was fully aware of Barbara’s micromanagement nature and clearly stayed out of th e line of fire until any relevant information was to be provided and ended up working with the company for a period of 4 years. In this way, Marcy was able to endure her micromanaging boss and left the firm to start her own company and gained valuable knowledge in the process.The following case study demonstrates to us the key role of being progressive within a company by fulfilling our responsibilities before they are encountered.Marcy understood that “efficiency” was the key attribute to keeping Barbara happy and she ensured that there were no drawbacks in satisfying this key requirement. Marcy created regular updates and ensured she emailed her boss regularly to keep her well-informed and this brought her micromanaging boss under control.Similarly, it’s important to understand the main requirement of your boss when trying to keep them happy. If your boss spends more time in wanting commitment, then “commitment” is the single attribute that you need to focus on to help y ou tame the micromanaging boss.CONCLUSIONDuring your period of stay, reflect on your own responsibilities and understand that the work you do in the company is temporary. Any experience gained in handling a micromanaging boss is invaluable in the later stages of your life.If you’ve solved the problem of working with a micromanaging boss, you can do much better in all future career prospects and can single-handedly enjoy the responsibilities of a fulfilling career.Even a dreaded micromanaging boss can be transformed into a tame beast utilizing the right perspective. It’s important to practice patience to deal with angry situations that are beyond your control. By staying grounded and remembering your true goal, you can come out of this unscathed.

The Law of Contract Free Essay Example, 1500 words

Therefore, considerable importance is attached to exemption clauses by the courts6. No such prominent notice was given to Maggie, and the reverse of the ticket contained a direction to view the website of English Rail, for information regarding its rules. As such, the exclusion clause was not incorporated into the contract, prior to the completion of the contract. Hence it is invalid. In Thornton v Shoe Lane Parking, the court rejected the exclusion clause, and ruled that printing the exclusion clause on the reverse of the ticket constituted insufficient notice to customers7. Due to the gross negligence of English Rail’s staff, Maggie sustained injury to her ankle and her new coat was damaged. According to the Unfair Contract Terms Act, no contractual exclusion term can exclude liability or limit liability, in any manner, in cases involving negligence that resulted in injury or the death of an individual8. Consequently, English Rail will be liable for the loss or injury caused to Maggie, on account of their negligence. She can claim damages for her torn coat and sprained ankle. English Rail cannot rely on the exemption clause to avoid damages or responsibility for the loss caused to Maggie. Part Two At the offices of Boxes & Things, Maggie informed the proprietrix, Victoria that she required cake boxes of specific dimensions. We will write a custom essay sample on The Law of Contract or any topic specifically for you Only $17.96 $11.86/page

Ancient Egyptian Slavery - 745 Words

Ancient Cultures Ancient Egyptian Slavery In ancient Egypt a slave was defined as person kept in servitude as property of a person or household. In Egyptian society you would keep your civil rights even though you were a slave. In Egypt it was the master’s duties to take care of the slaves and treat them right. Because it was part of the master’s duties at times slaves would have a higher status and better living than free people. In ancient Egypt there were different types of slaves and different was to become a slave. Person would become an indentured servant if he or she owed a debt. People also became indentured servant to escape poverty and to gain status. A person could also become a slave if he or she was convicted of a crime. The person in charge had the authority to give the punishment of forced labor, and people in forced labor did not get the same rights and privileges as other slaves. A person could also become slave through war. It was quite common in ancient culture the losing side’s warriors would become slaves for labor. Ancient Roman Slavery The ancient Roman society was heavily dependent on slavery. Slavery allowed the romans to build up their empire and economy. In the Roman Empire slaves did not have rights which differ from slavery in Ancient Egypt. The master of slaves in the Roman Empire had power over life or death. The master could kill his slave without warning or reason and would not receive any form of punishment. Even though slaves did notShow MoreRelatedOther Goat And Ram Gods1407 Words   |  6 PagesOther Goat/Ram Gods Among the various goat/ram Egyptian gods besides Pan and Amon/Amen, there occurs Khem/Khnum, Banebdjedet, Mendes, Bacchus, Set, Min, Horus, Ra, Osiris, that parallel goat presentations. Predominantly, these particular gods intertwine their relationship together due to their sexual standings. 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Juvenile Offenders Are Not Charged With Crimes - 968 Words

Juvenile offenders are not charged with crimes; they are charged with delinquent acts. To determine whether or not a juvenile should be charged as an adult would be dependent upon what the juvenile was charged with (NCJRS Abstract- National Criminal Justice Reference Service,† n.d.). Juveniles who commit violent offenses to the extent that it labels the juvenile themselves as violent, should be charged as an adult. These types of offenses would include rape, murder, or any aggravated crimes where serious bodily injury or death occurred. Any offenses committed by a juvenile where a weapon was used would be another instance where they may need to be tried as an adult. In certain cases, there are two different types of crimes and acts. These are called â€Å"crimes† and â€Å"delinquent acts†. A crime is any action or omission that constitutes an offense that may be prosecuted by the state and is punishable by law. Some examples of these would be, nonviolent, proper ty crimes, embezzlement, fraud and bribery to list a few. Delinquent acts, however are committed by a juvenile for which an adult could be prosecuted in a criminal court, but when committed by a juvenile is within the jurisdiction of the court (Listenbea, 2016). These two are very different but very similar all at the same time. Being knowledgeable of the two can affect how and adult or juvenile are charged in certain cases. Most juvenile delinquents in the United States are typically under the age of 17Show MoreRelatedJuvenile Delinquency Is The Highest Rate For Juvenile Crime1733 Words   |  7 PagesThe way the courts deal with juvenile delinquents varies depending on the country. Even the age of criminal responsibility is different depending on the country. Most people think when you become 18 you are no longer a minor and can be charged as an adult, well in Japan until you are 20 you can still be charged as a minor. 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The adolescent who commits a crime rarely is so d eficient in his decision-making capacity that he cannot comprehend theRead MoreThe Juvenile Court : An Adult Offender991 Words   |  4 PagesThe Juvenile Court was established in 1899, under the Juvenile Court Act. The Act was established under three principles; children at a certain age are too young to be held accountable for their actions, they are not mentally competent, and they are more likely to be rehabilitated than an adult offender. However, in the past years juvenile are committing more violent crimes that suggest they should be tried in criminal courts rather than juvenile courts. It is my belief that if a child under theRead MoreShould Juveniles Be Charged As Adults?956 Words   |  4 Pages Should Juveniles Be Charged As Adults? Juveniles are being charged as adults more regularly, being housed in adult prisons and the judicial system is using this as a type of reform. There are multiple reasons that this type of reform has become more acceptable and why some believe it depends on the charge to whether the child committing the crime should be charged as an adult, as well as why housing minors whom charged as adults should not be housed in adult facilities

Critical Success Factors in Knowledge Management

Questions: 1. List the knowledge management initiatives adopted by HP? 2. Explain the impact of adopting knowledge management practices on HPs success? 3. The case study indicated that HP has used Lotus notes as a technology vehicle to establish different knowledge bases. Conduct a brief search about Lotus notes and explain how it is useful in establishing a knowledge base. What is the importance of having a knowledge base in knowledge management? 4. Why do you think the Training Review never took off? What could have Karney done in order to make it work? 5. What are the incentives that Karney used to promote the knowledge bases? What was the effect of those incentives? 6. Karney declared that there is a risk with the knowledge base. What was it and how did he propose to overcome it? 7. Why do you think the knowledge management with PPO customers initiative did not succeed? 8. The PPO knowledge management group is currently working on three projects. List these 3 projects, predict some risks that would face the implementation of these projects and how to overcome them from a knowledge management perspective.Guidelines: Answers: 1. Trainers trading post is a community forum based on lotus notes. In this forum, people share their knowledge, ideas, materials, ask queries and seek expert view on their approach and much more (Davenport, 1998). Initially, people were reluctant to share their posts and knowledge on the forum but after a lot of incentives in form of free license for notes, airlines miles, and number of posts as well as participation went up. After sometime, it was find that although people are participating but that permanently requires an evangelist to encourage and motivate them constantly. Connex is a short term defined for connection to experts. It is a detailed directory of HP experts that contains the profiles of the people along with their education information, their expertise detail, their background and achievements (Davenport, 1998). Thus, this forum makes it very easy to find the resource who is expert in a area. HP network news is simply a set of frequently asked questions, most popular products and frequently encountered problems which is available to download on its site for dealers (Davenport, 1998). As company is expanding, its technical support executives are constantly bombarded with increasing calls from dealers about the queries. By taking this initiative, there is a huge drop in the calls from dealer. 2. Knowledge management practices are very important for the success of any organization. It is because as the organization grows and more and more, it continuously needs more people with good skills and knowledge. Thus, knowledge management initiatives are very important for any organizations that focus on sharing the knowledge within the enterprise and preparation the future leaders. At HP, initiatives like Connex help people to connect with each other during challenges and get expert opinions in it. HP network news is a huge success as it has drastically reduced the calls received by technical support department by dealers. It makes dealers experts themselves by sharing knowledge with them (Lai, Chu, 2002). There are community forums where people can share knowledge, materials, and methods and thus it reduces the time to solve the problems. Also, HP is a decentralized company and all the business units have adopted knowledge management practices within their group however relucta nt to share their knowledge across group. All these knowledge management initiatives has made HP a very successful company today. 3. Lotus notes is an application suite designed by the IBM. Under this suite, there are many applications like email, calendar, database, web server, and programming. Most people think lotus notes as an email system but it is much more than that. It also has suite of products similar to what Microsoft offers i.e. outlook, access, SharePoint (Kamunya, Waweru, 2013). As the internet is evolving few years back and there is a growing need to exchange information, codes, procedures, reusable designs, best practices, manuals which created a new jargon Web content management (Barros, Ramos, Perez, 2015). During the same time, IBM lotus notes further popularize the term knowledge management which is sharing of knowledge by storing it in a base where anyone can access it whenever they need it. Lotus notes is very helpful in establishing a knowledge base as it provides all the tools that are required for a knowledge base. It also provides sample templates to configure and running up the knowledge base completely (Song, 2016). It comes with easy set of instructions that helps to configure the product, assigning responsibilities to different people based on their roles and get started for everyone. 4. Training review was one of the knowledge bases out of three started by Karney. It was a failure from the beginning and eventually has to merge with Training library which was another base started by Karney. The main reason for the failure was that people were not comfortable to share their opinion online about the content of the course, usefulness of the course, knowledge of the instructor, ability of the instructor to explain etc . And anything that does not collect and inculcate the honest feedback from the users will be doomed to failure and same happened with the training review (Fernandez, Stevenson, Martin, 2001). Karney could have given the incentives for participating and sharing the opinion about the course and instructor. This could have encouraged people to share their opinion online. Other thing Karney could have done is that he should allow the people to share their opinions anonymously. With this approach, he would have access to honest feedback from the people and can directly work with the educators and instructors to improve the content of the course. Keeping their identity secret in the training review program will also give people the confidence to share their opinion honestly. 5. Karney has adopted innovative ways to encourage people to participate in the knowledge bases by reading posts, submitting posts and comments. He had given the free notes license to promising users. He also gives the 3,000 airline miles free for the initial 50 readers and then another 500-airline mile for those who submits a post. Thus, by early 1996, statistics were very impressive showing that decent number of identified educators have read at least one post as well as submitted a post and comments. Karney has thought that incentives will help the people to get started on the forum and once they start, they will automatically be interested to participate and continue of their own. However, that did not happen. As the incentives are reducing, fresh contributions also start declining. Karney was continuously working to keep people motivated. Incentives helps to keep the people motivated only for a brief period. Once incentives are gone, people interest to participate was also going down. Karney realized the importance of Evangelist continuously to keep the people motivated continuously to make fresh contributions on the form (Bouthillier, Shearer, 2002). 6. Having a knowledge base is very important in knowledge management otherwise different people will ask same questions and thus multiple thread on same question/issue will only create a confusion. Thus, it is always advisable to have a knowledge base that will have frequently asked questions, common queries. People can search the knowledge base and if they are not able to find anything, they can post their query on the forum. Poor participation of the people in accessing the content as well as in submitting the new post and comments was the biggest risk with the knowledge base. Karney has given the incentives initially to get people started and picks up the momentum. However, as soon as the incentives were reducing, statistics shows that people participations also reduced. Fresh contributions are still coming but not at a speed at which they were coming during incentives. Karney proposes to have a permanent evangelist who can keep continuously engaged the people and keep them motivated to access the content and submit new posts. 7. HPs PPO group is a very big group that includes functions such as Procurement, Quality, Safety and environmental, organizational change, product marketing. Due to so much diversity, PPO customers are also quite diverse and their knowledge and learning needs are quite different from each other. Thus, PPO group lacks focus and difference in requirements of various groups. This is one of the most important reason for the failure of knowledge management initiatives with PPO customers (Holsapple, 2013). This knowledge management project with PPO customers has not clearly defined the scope (Akhavan, Zahedi, 2014) and thus, the task of summarizing knowledge of experts by means on interviews looks highly ambitious and the information system was also never built. One of the other reason could be HP calls its a failure very soon. Probably, if they would have spent more time in analyzing and implementing the system, it would have been successful (Hasan, Zhou, 2015). Thus, Company must ensure that such knowledge will be captured in the knowledge management and if new people, they can easily be brought up to the speed with the help of knowledge base (Beaven, 2015). 8. The PPO management group at HP is working currently on the 3 projects which are as follows: Obtaining competitor information for HPs component group: This group is about obtaining the information about the competitors, their key strengths and weaknesses. The most important risk here is that some people have in depth knowledge about competitors and in case, they quit the company, it poses a risk for HP as the knowledge will be lost along with the resource. Web based interface for research: This project will capture the primary and secondary research information and makes them available for the people in web pages. The risk could be that people who are involve in the research would feel reluctant to share their insights and thus the results of the primary research. In order to motivate them, appropriate incentives should be given. International marketing intelligence: It is a widespread fact in HP that its knowledge about the markets, customers and its product is the biggest competitive advantage. And thus, it is very much important that this information should be shared in a structured way and this is the goal of this project because no organizations wants that their key competencies are highly dependent on people. References Akhavan, P., Zahedi, M. R. (2014). Critical success factors in knowledge management among project-based organizations: A multi-case analysis. IUP Journal of Knowledge Management, 12(1), 20. Barros, V. F. D. A., Ramos, I., Perez, G. (2015). Information systems and organizational memory: a literature review. JISTEM-Journal of Information Systems and Technology Management, 12(1), 45-63. Beaven, D. (2015). U.S. Patent No. 9,202,202. Washington, DC: U.S. Patent and Trademark Office. Becerra-Fernandez, D., Stevenson, D., Martin, J. (2001). Knowledge management systems solutions for the school principal as Chief Learning Officer. Education, 121(3). Bouthillier, F., Shearer, K. (2002). Understanding knowledge management and information management: the need for an empirical perspective. Information research, 8(1), 8-1. Davenport, T. H. (1998). If only HP knew what HP knows.. Perspectives on Business Innovation, 1(1), 20-25. Hasan, M., Zhou, S. N. (2015). Knowledge Management in Global Organisations. International Business Research, 8(6), 165. Holsapple, C. (Ed.). (2013). Handbook on knowledge management 1: Knowledge matters (Vol. 1). Springer Science Business Media. Kamunya, S., Waweru, M. (2013, May). Utilization of knowledge management tools in software development. In IST-Africa Conference and Exhibition (IST-Africa), 2013 (pp. 1-6). IEEE. Lai, H., Chu, T. H. (2002). Knowledge management: a review of industrial cases. Journal of Computer Information Systems, 42(5), 26-39. Song, J. (2016). 6 Knowledge and the Multinational Enterprise. International Business: Emerging Issues and Emerging Markets, 102.