Areas of Sociology Essay Example for Free

Areas of Sociology Essay Sociology is a very broad and diverse field. There are many different topics and scopes in the field of sociology, some of which are relatively new. The following are some of the major areas of research and application within the field of sociology. For a full list of sociology disciplines and areas of research, visit the sociology disciplines page. Family. The sociology of family examines things such as marriage, divorce, child rearing, and domestic abuse. Specifically, sociologists study how these aspects of the family are defined in different cultures and times and how they affect individuals and institutions. Deviance And Crime. These sociologists, also called criminologists, examine cultural norms, how they change over time, how they are enforced, and what happens to individuals and societies when norms are broken. Deviance and social norms vary among societies, communities, and times, and often sociologists are interested in why these differences exist and how these differences impact the individuals and groups in those areas. Demography. Demography refers to a populations composition. Some of the basic concepts explored in demography include birth rate, fertility rate, death rate, infant mortality rate, and migration. Demographers are interested in how and why these demographics vary between societies, groups, and communities. Social Inequality. The study of social inequality examines the unequal distribution of power, privilege, and prestige in society. These sociologists study differences and inequalities in social class, race, and gender. Sociologists who study health and illness focus on the social effects of, and societal attitudes towards, illnesses, diseases, disabilities, and the aging process. This is not to be confused with medical sociology, which focuses on medical institutions such as hospitals, clinics, and physician offices as well as the interactions among physicians. Work And Industry. The sociology of work concerns the implications of technological change, globalization, labor markets, work organization, managerial practices, and employment relations. These sociologists are interested in workforce trends and how they relate to the changing patterns of inequality in modern societies as well as how they affect the experiences of individuals and families. Race And Ethnicity. The sociology of race and ethnicity examines the social, political, and economic relations between races and ethnicities at all levels of society. Topics commonly studied include racism, residential segregation, and the differences in social processes between racial and ethnic groups. Military sociology looks at the military as a social group rather than an organization and examines issues related to coerced collective action, survival in vocation and combat, civilian-military relations, and interactions between other groups or government agencies. Education. The sociology of education is the study of how educational institutions determine social structures and experiences. In particular, sociologists might look at how different aspects of educational institutions (teacher attitudes, peer influence, school climate, school resources, etc. ) affect learning and other outcomes. Religion. The sociology of religion concerns the practice, history, development, and roles of religion in society. These sociologists examine religious trends over time, how various religions affect social interactions both within the religion and outside of it, and relations within religious institutions. The Internet. Sociology of the Internet includes the analysis of online communities (newsgroups, social networking sites, etc. ) and virtual worlds. Sociologists are interested in the social implications of the Internet and how virtual communities and worlds are transforming real communities and societies across the globe.

Howard Stringers Sony Leadership

Howard Stringers Sony Leadership The report is an evaluation of the organization structure implemented by Sir Howard Stringer in October 2005. The transition of Sonys organization structure from Transnational structural to multidivisional structure has been analyzed in detail. Goold and Campbells five tests have been conducted to determine the appropriateness of Sir Howard Stringers structural choice given his desire to make Sony a more innovative and flexible organization. The risks and benefits of the structural choice has also been assessed. The report displays the cultural web of Sony before and after Sir Howards arrival. It was derived that the Reconstruction type of strategic change had been used to bring about the transformation in the organizations culture. Consequently, Sir Howard adopted the Education and Communication and the Collaboration/Participation styles of strategic change implementation. In conclusion, it can be seen that the stock share value has increased during 2005-2007 which means that Howard Stringer was doing a good job at implementing his change. Introduction As a part of this report let us start by introducing Sony Corporation. SONY Sony is one of the leading manufacturers of electronics, video, communications, video game consoles, and information technology products for the consumer and professional markets. Sony was founded on 7th May 1946. The representative corporate executive officers at Sony as of today as Howard Stringer(Chairman, CEO and President), Ryoji Chubachi (Vice Chairman) and Nobuyuki Oneda (Executive Deputy President and CFO). (Sony Global (2009) has provided the above information). Sony Corporation (commonly referred to as Sony) is a multinational conglomerate corporation headquartered in Minato, Tokyo, Japan, and one of the worlds largest media conglomerates with revenue exceeding  ¥ 7.730.0 trillion, or $78.88 billion U.S. (FY2008). Its name is derived from sonus, the Latin word for sound. Sony Corporation is the electronics business unit and the parent company of the Sony Group, which is engaged in business through its five operating segments-electronics, games, entertainment (motion pictures and music), financial services and other. Sonys principal business operations include Sony Corporation (Sony Electronics in the U.S.), Sony Pictures Entertainment, Sony Computer Entertainment, Sony Music Entertainment, Sony Ericsson, and Sony Financial. As a semiconductor maker, Sony is among the Worldwide Top 20 Semiconductor Sales Leaders. The companys slogan is make.believe. (Wikipedia (2009) provided information regarding Sony Corporation). Company Strategy Vision (2005): make Sony cool again Vision (2009): make.believe When Howard Stringer joined as the CEO of Sony Global Japan he made new strategies and used those strategies to restructure the organization to be in-line with these strategies. Firstly, he looked at the core competencies of the company and focused mainly on the electronics, games and entertainment sector. He established a growth strategy saying, Our target is for the Sony Group to achieve consolidated sales of over 8 trillion yen and an operating profit margin of 5% (electronics 4%) by the end of fiscal year 2007. NewsBlaze (2005) published the company strategy from the fiscal year 2005 to 2008 as given in Appendix C of this report. The three-year revitalization plan/strategy was as follows (in brief): Restructuring the Electronics Organization Eliminated the corporate silos and bring more focus on competitive growth. Improving Sonys Profit Structure Cost Reductions Sale of Real Estate, Stock and Non-Core Assets Strengthening Sonys Current Electronics Business Focus on areas of the Electronics business by bringing profitability in television by the second half of 2006. Focusing Resources on Growth Strategy Making the HD World and Major Profit Pillar Launching of a range of high-definition products in 2006. Focusing on Intelligent Interoperable Products Developing network-enabled products and applications Strengthening Technology Development Creation of Home and Mobile Platforms Concentrating Investment on Semiconductors and Key Component Devices Next-Generation Display (OLED) Enhancing Software Development Group Convergence Strategy Pursuit of mobile entertainment Establishment of Cell Development Center Group Strategy by Individual Sector focus on: Games Entertainment Motion Pictures Music Mobile Phones Financial Services Network Services, Retail Retail Business Note: Refer to Appendix C for a detailed Company Strategy. Organizational Structure Corporate Structure of Sony Corporation From the analysis on the organizational structure that Howard Stringer was trying to implement in 2005 we can see that it was clearly a multi-divisional structure. This structure has been further worked on since 2005 and there have been slight changes to the same. Multi-Divisional structure (M-form) The multi-divisional structure is also known as the product structure where the divisional structure groups organizational function into a division. Each division works as an independent section within the company and the divisional structure contains all the necessary resources and functions within it. Each Division will have its own sales, engineering and marketing departments. (Wikipedia, the free encyclopedia (2009). Howard Stringer was attempting to implement the multi-divisional structure. He had assigned Ryoji Chubachi to handle the main Electronics business and Chubachi had implemented the multinational matrix structure. We will not go into details of the matrix structure but will explain it below in brief. In case of the Multinational Structure of the organization we can see that there were a few business units that were put together in order to increase their responsiveness in the market. There were five committees created across all these business units and business groups. This gave a better integration of knowledge, flexibility and the ability to analyze these units across its procurement, technology, product strategy, sales and productive business outcomes. Strategy and Organizational Structure When Howard Stringer took over the Sony Global Corporation in 2005 he gave strategies for each product in the company. The strategies are stated above in the Introduction section of this report. As per the strategies implemented we can see clearly that he had devised different strategies for each core product that Sony was providing and so he also divided the companys organizational structure the same way. Thus, we see that the company is become more flat and each division is reporting to the Headquarters. As in a multidivisional organization such as Sony, the divisions become flexible as in the sense that they are able to merge, add or close divisions. This is apparent in the fact that Sonys Mobile division merged with Ericsson to produce Sony Ericsson range of mobiles. It can also be seen that Sonys Music Entertainment division had a 50-50 joint venture with Bertelsmann Music Group naming Sonys Music division as Sony BMG Music Entertainment and in August 2008 Sony bought Bertelsmanns 50% shares and Sony renamed its Music division as Sony Music Entertainment. Ergo, it is apparent that because of Sonys multidivisional structure each division is able to work as its own company which is flexible enough to have joint-venture projects as in the case of Sony Ericsson and the company is also able to make the decision of buying over another company such as the Bertelsmann Music group. When Howard Stringer took over Sony he also closed down a chain of restaurants and other non-core business companies that Sony owned. With a multidivisional structure in place Sir Howard Stringer was able to control and oversee each division from a distance by monitoring the business performance of each division. If we look at the advantages of a multi-divisional structure we can see that because the structure is divided by product lines it allows each division to grow and specialize on their competences. We can see that each division has actually become its own company like the Sony Electronics Inc., the Sony Pictures Entertainment Inc., and Sony Computer Entertainment Inc. As we will see in the redundancy test later in this report we can see that each of the companies that are based in each country have their own head offices. This means that there are many parent levels in this organization which means that many of the supporting departments such as HR and IT will be redundant but due to the large organization structure of the company Sony needs these headquarters to be set-up. Although the knowledge sharing and cooperation between the business units become very limited but Howard Stringer has tried overcoming this by placing five strategic committees across the business units which are the product, technology, production, procurement and sales. Thus standardizations and centralization has helped to reduce effort and poor coordination. Also, with Howard traveling around Sonys operations at a rate of 30,000 air miles a month (Nakamoto 2006) is building spirits and reflecting in the eyes of the employees all around Sony. Goold and Campbell Tests We will use the Goold and Campbell last 5 tests to determine the appropriateness of Howard Stringers structural choice given his desire to make Sony cool again (Clayton 2005). The Specialist Cultures Test: The Organization Structure: Specialist Culture test In the Specialist Culture test we placed Sony between Good and Very Good as Sony has an Engineer-driven culture (Edwards, Lowry, Ihlwan, Hall 2005). Sony is an engineering culture (Paczkowski 2008) says Howard Stringer and they really take care of their engineers. Engineers have the freedom to think and come up with new designs. When a certain project was untaken engineers from all the different departments met in one place to finish that task. This shows that there is no organizational contamination of the specialist engineer culture test. The Difficult Links Test Shared know-how Links Sony holds Knowledge-sharing sessions and several other activities company wide. They host forums to enable interactive discussion about the company news and they engage their employees in company developments and in-the-Know at all times as claimed by them on their website. Sony also provides all documents, policies, lessoned learned and all other types of documents on their intranet sites. Shared Tangible Resources Links Though with a multidivisional organization with so many parent companies the amount of duplication of work increases but after Sir Howard Stringer came into Sony he divided all core businesses by products into separate units that would report to the Corporate office and setup a corporate RD unit to reduce the duplications and also brought in standardized engineered products to help the reduction of cost. Pooled Negotiating Power Links Sonys Mobile division merged with Ericsson to produce Sony Ericsson range of mobiles. Ericsson had the latest mobile technology and Sony had the vast experience in consumer electronics and entertainment like music, pictures and games. Bringing them both together in a 50-50 joint venture gave Sony power in the market. This would help both the companies generate economies of scale. It can also be seen that Sonys Music Entertainment division had a 50-50 joint venture with Bertelsmann Music Group naming Sonys Music division as Sony BMG Music Entertainment. Financial analysts covering the merger anticipated that up to 2,000 jobs would be cut as a result, saving Sony BMG approximately $350 million annually (Wikipedia, 2009) Coordinated Strategies Links After Sir Howard took over he put together the Electronics Unit which consisted of: The Semiconductor Business unit Core component Business Unit BP Business Group Audio Business Group Digital Imaging Business group VAIO Business Group Video Business Group TV Business Group Connect Company He strategically placed all these units and groups together in order to establish Sony as a leading player. They wanted to develop a semiconductor and core components group thus they put these two relevant new business units under the Electronics Unit. With this new engineering structure Sony wanted to increase their internally sourced components, centralize their engineering functions and reduce their cost by consolidating and cutting down their manufacturing sites. Vertical Integration Links By coordinating the flow of its internally sources components and by standardizing designs through out the company Sir Howard has managed to reduce cost and enhance product development. New-Business Creation Links Vertical integration is very obvious in the Sony business as they try to enter the digital world they are buying companies and doing joint ventures to meet the specific needs of their customers and that is to bring the mobile, music, gaming and video entertainment together. Sony is in a good position to do a backward or forward integration in case it decides to do so. The structure is flexible enough to accommodate that. The links are best handled through self-managed networking among units n top management should leave this up to the unit rather than impose to-down coordination process. The Redundant Hierarchy Test: The Organization Structure: The Redundant Hierarchy Test The reason we have placed them between satisfactory and good is because although the company had many parent levels in the organization they were able to reduce the redundancy through standardizing they internal sourced components. Sony also standardized its designs across the different units and in its core business which was the Electronics Business they had five committees across each group which were the product, technology, production, procurement and sales. This centralization has helped to reduce effort and poor coordination. Also, with Howard traveling around Sonys operations at a rate of 30,000 air miles a month (Nakamoto 2006) he tends to increase the communication gap between the different groups and companies at Sony. The Accountability Test The Organization Structure: The Accountability Test The reason we have placed them between good and very good is because in the multidivisional structure the overall structure of the company is flat. Thus, most of the units are directly reporting to the corporate office. This increases the responsibility and accountability of each unit heads. The Flexibility Test The Organization Structure: The Flexibility Test The reason we have placed them between good in the case of its flexibility is because Sonys structure after Sir Howard Stringer had made it flexible for the company like the Sony Mobile business unit to merge with Ericsson Sonys Music Entertainment division had a 50-50 joint venture with Bertelsmann Music Group. Sony also sold many of its non-core assets like the restaurant chains etc after its restructuring since it made it easy by moving these non-core business units out of the way to concentrate on the core business. The Risk and Benefits of the Multidivisional Structure As we found out through our analysis that Sony Corporation has a multidivisional structure and Goold and Campbells five tests of good general design principles helps us to see what risks and benefits that Sony Corporation faced when Howard Stringer took over. The Benefits   In Electronics group Sony placed centralized decision-making power over key areas under the Electronics CEO. This change assures coordination and focus across newly defined business groups. Exact horizontal coordination in main areas- product planning, technology, procurement, manufacturing, and sales and marketing-will allow fast and streamlined decision making across product lines. Concentration on particular business area (Games, Entertainment, Electronics, Mobile phones) Flexible (Sony Corporation can focus its resources on different business groups, which depends on market situation, add, close or merge divisions ) Specialization of competence (We can see that each division has actually become its own company like the Sony Electronics Inc., the Sony Pictures Entertainment Inc., Sony Computer Entertainment Inc.) Ability to give clear direction and make a working environment that draws out the unique talents of employees and helps them to reach their full potential Encourages general management development Ownership of strategy (As per the strategies implemented we can see clearly that he had devised different strategies for each core product that Sony was providing and so he also divided the companys organizational structure the same way) Investment in core businesses Sony divisions enable to work in tandem for their mutual advantage (to develop new-age products).    The Risks Conflicts between divisions Additional cost of the center Difficulty of co-operation between business groups (due to the large organization structure of the company the knowledge sharing and cooperation between the business units become very limited but Howard Stringer has tried overcoming this by placing five strategic committees across the business units) Divisions might grow too large (as we said before each division has actually become its own company like the Sony Electronics Inc. or the Sony Pictures Entertainment Inc. and there is a risk of them grow too large) Power is centralized As CEO Sir Howard Stringer recalled in a 2005 New Yorker article, the engineers started to suffer from a damaging not invented here syndrome, even as rivals were introducing next-generation products such as the iPod and Xbox. As a result of their belief that outside ideas were not as good as inside ones, they missed opportunities in such areas as MP3 players and flat-screen TVs and developed unwanted products-cameras that werent compatible with the most popular forms of memory, for instance. Looking at the above risks and benefits we can see that though there were a lot of risks in the structure Sir Howard needed to make a decision and he made this decision with the help of allies in the company and he also took help from persons who were made in-charge of changing the IBM structure many years back. They were successful in doing so and since Sir Howard was declared President of Sony Global we can say that he is still in there and is still fighting and restructuring to put Sony back on to globe again. Sony is today coming up with new customer focused products rather than products that are innovative but it is not what the customer wants. The Cultural Web Before Howard Stringer Organizational culture sometimes influences the organizations strategy if taken for granted. Culture has played a role in Sonys current financial difficulties. They had power blocks which hindered the flow of communication and corporation between the management, designers, production and marketing. The Cultural Web, developed by Gerry Johnson and Kevan Scholes in 1992, provides one such approach for looking at and changing your organizations culture. Using it, you can expose cultural assumptions and practices, and set to work aligning organizational elements with one another, and with your strategy. The Cultural Web identifies six interrelated elements that help to make up what Johnson and Scholes call the paradigm the pattern or model of the work environment. By analyzing the factors in each, you can begin to see the bigger picture of your culture: what is working, what isnt working, and what needs to be changed. The six elements are: Power Structures: Sony had a culture, were long serving executives have very strong influence on the organization. At their annual general meetings all these executives take up the front seats whiles the lower ranks are relegated to the back. Many of the working seniors did not even discuss their share values and did not have the involvement in the business. Control Systems: Sony emphasized on budget plans and emergency fixes as their main control systems. Quality was not really emphasized, they believed in getting the work done with the least amount of cost. Lower level staffs were not awarded for their achievements or bonuses given at the end of the year. All these were aimed at controlling cost. Organizational Structure: They had the functional/Transnational type of organization where the CEO sits at the top and all functional heads report to him. They believe in top management taking all the decisions without the involvement of the junior level engineers. These caused lack of communication and co-operation between the various units and more of delegation to get the problem solved. Stories: Sony had gone through continuous restructuring for the past 9 years to improve their financial positions. Sony was not customer focused. They did not invest in non-core businesses and lacked new-age products even though they had very good and talented engineers. Although Sony believed in harmony of the people and the company but with all this restructuring the morale of the employees was down and this was evident when there was a comment that there is sparkle in the eyes of the employees after Howard Stringer took over. Rituals Routines: As per the Japanese culture of respect Sony had a ritual that it never fired its high rank executives even after retiring. The senior managers were made Advisor (Gunther, 2006) and each of them had their own secretary, a car and driver and they also had the authority to second-question people who were actually working at Sony. At Sony the ritual was that if an engineer came to know about a fault in the product they would let the seniors know they would just fix the problem and just do it. Thus seniors were not involved in the business Symbols: There was a symbol of seniority when the company never really retired its senior managers and also in the fact that during annual meetings the seniors would be given the preferred and best seats in the hall while the others were given uncomfortable seats to symbolize the importance that Sony gave to its senior managers. To create the harmony they want and give employees a range of different health and wellness programs. Some of those (as taken from the Sony Site) are as below: They provided On-site fitness centers On-site flu shots On-site cafeterias Wellness fairs 100% medical and dental plans Health risk assessments Gym discounts Stop Smoking programs Nutrition information Ritual Routines Respect for senior managers Work in Harmony giving employees the best working environment. Seniors never got fired. Engineers got the freedom to do what they wanted to. Engineers did not inform senior managers of faults they just fixed it. Stories Continuous restructuring Morale was down Believed in the harmony of the environment and the peoples freedom of working in that environment Symbols Senior management given big pays No one really gets retired Health related programs and discounts available. Complete Medical covered. The Paradigm Respect for Seniors Emphasis on Harmony through-out the company Health and wellness programs, discounts and medical coverage Engineer-driven Culture New innovative products Power Structure A lot of power was given to seniors in the company who were not involved in the day to day work. Less responsibility on the shoulder of the seniors managers as responsibility was not taken Control Systems Budgets Emergency Fixes Organizational Structures Transnational Branches/devolved Delegative leadership style Engineer-driven culture Figure 7- Cultural Web before Howard Stringer became CEO of Sony Global Sony Corporation mainly focused on giving the best environment to its employees especially its engineers who were the minds behind the innovations. A high level of respect was kept between the senior and junior employees in the company. Various Health and wellness programs and benefits were available for employees. Sony was an engineer-driven culture which put what the engineers thought and innovated before what the customers wanted or what the market demanded. The Cultural Web After Howard Stringer Power Structures: Howard was made the new CEO thus giving power of the company to him. He was able to make changes but very smartly Howard made Chubachi his right hand man since he was aware that he was the first non-Japanese CEO of the company. His power can be seen in the fact that Howard is now President of Sony in 2009. Control Systems: There was a more cost control in the company through reduction of employees in many of the sites. Manufacturing companies were consolidated and shut down in many areas. Rewards and bonuses based on group performance (not seniority) after Howard Stringer had taken over. Organizational Structure: With the structural changes that Howard had made to the company Sony had a flatter structure. Management was made to be more involved in each of the business units of the company. There was more responsibility given to senior and middle management. Stories: As per Chubachi, it was said that since Sir Howard had taken over there was a sparkle in the eyes of the employees. The over all morale of the company was better. After Howard came people were still not sure if they knew where they were leading to but they understood the company strategy which was to make the company cool again. People were more excited. Rituals Routines: After Howard came he dissolved the advisory board that consisted of 45 senior mangers who had a say in the company even after they had retired. Main customer who had used Sony products for a long time where now giving their inputs on the Sony products. Engineers were given more appreciations. Success was being celebrated through Award ceremonies, Christmas parties, training programs and knowledge sharing sessions. Symbols: After Howard came he dissolved the advisory board that consisted of 45 senior managers who had a say in the company even after they had retired. Each of them had a secretary, a car and driver and probably many other benefits. The gap between the senior management and the juniors was being reduced. Ritual Routines Good communications Customer involvement Appreciations Giving praise Celebration of success Stories Reduced Gap between the senior managers and juniors. People were more aware of the company strategy. Symbols Senior management who had retired where not taken care of by the company. Promotions based on group performance The Paradigm Respect for Seniors Emphasis on Harmony through-out the company Health and wellness programs, discounts and medical coverage New innovative products Power Structure Engineers given limited power Management given more responsibility along with current power. Restructuring of power in the company Control Systems Budgets Partnership agreements Financial controls Organizational Structures Multi-divisional Units based on market priority and business needs. democratic leadership style Figure 8- Cultural Web after Howard Stringer became CEO of Sony Global From the above cultural web we can see that Sony did not undergo major paradigm changes but did move from a transnational structure to a multi-divisional (Electronic department was a matrix) structure. Sir Howard Stringers Change Management Change management is also known as Change control. It is usually referred to the process by which the change of a system/process/organization is implemented in a controlled manner. If we look at the above Cultural Webs before and after Sir Howard Stringer took over Sony we can see that in order to bring the changes as per the paradigms shown above he had to adopt a Change Management program. Organizational change management processes include techniques for creating a change management strategy which is getting everybody involved in the change process. Engaging senior managers as change leaders, they become the sponsors of the change program. You also need to build awareness of the need for change (communications) getting everybody to understand why the need for change. Developing skills and knowledge to support the change (education and training), helping employees move through the period of change (coaching by managers and supervisors), and methods to sustain the change (measurement systems, rewards and reinforcement). Howard Stringer had instituted all these processes for his change management, but due to the dominance culture that existed before Howard Stringer took over, he had some resistance against his change management programme. There were forces for change and forces against change. Using Kurt Lewins force field analysis tool will help us analyse some of the driving and restraining force in Howard Stringers change management. These were some of the forces for and against his change management. Positive Forces ( + ) He came from a different culture and a different way of doing things Customers want new products Improve speed of production and raise volumes of out put Involvement of all employees using the bottom-up approach Experience and talented engineers It was a long-term strategy Introducing new technologies Reducing cost Dominant values where they believe in top management taking all the decisions They believe in the status quo, the normal way of doing things Negative Forces ( ) Not customer focused Fear of losing their position or become redundant Uncertainty not sure if the change program will work or not As per Johnson and Scholes in their book Exploring Competitive Strategy they have provided a framework for strategic change. Diagnosing the change situation à ¯Ã†â€™Ã‚   Managing Styles and roles à ¯Ã†â€™Ã‚   Levers for managing change In the case of Sony it is evident that Sir Howard adopted the Reconstruction type of strategic change. In this type of a change the paradigm does not fundamentally change but there will be majo

Bill Gates: One of America’s Greatest Essay -- Biography, Bill Gates

When people think of a hero they think of Superman, Batman, or Spiderman, but what they should think of are people that make difference. Bill Gates has made a huge difference in today’s world; he is an extremely successful entrepreneur, an active philanthropist, and a very motivated person in general. With this motivation he has and will accomplish anything he puts his mind to. He was CEO of Microsoft and became the richest man in the world. He also created one of the most credible and generous charitable organization in the world. As a positive influence on today’s world, Bill Gates has proven himself as person with his good work ethic, positive attitude, and great accomplishments. To become one of the most influential people in the world, Gates had to have the work ethic and determination to get there. With great work ethic he started, as a child, with debugging computers for local people in his town (â€Å"Gates, William Henry, III† 1). This also started his love for computers, and as he researched and started figuring computers out he became more skillful with them. After he started debugging computers, he began to dabble in writing software programs, his first program that he and his friends made was a computerized payroll system for his high school (â€Å"Gates, Bill† 1). He and his friends then proceeded to make more complicated programs, such as Traf-O-Data, which was a traffic counting program that Gates and his partner Paul Allen sold to the city they lived in for $20,000 when they were just fifteen years old (â€Å"William H. Gates† 1). Another activity that Gates and his friends used to enjoy was going through their local software company’s garbage, looking for discarded software programs. When they found these progra... ... caring he is; he donated much of his money to save millions of lives so to make the world a better place. People look up to him for many things, but this is the most noble and beneficial, which turns an influential person into a quintessential role model for millions of people. Bill Gates, a positive person and role model, has done much for this nation and world with his motivation, ability to learn, and positive attitude. He is one of the most successful people alive because of all that he has achieved, and all that has done. As a child he was just as motivated, with his software engineering and business savvy, as he is as an adult today. He has achieved so much, the status of entrepreneur, business man, and philanthropist. He continues to surprise the world with his accomplishments and will not stop; he is someone to look up too, a modern day hero.

Post Traumatic Stress Disorder as a Metaphor in Mrs. Dalloway, By Virgi

When WWI was over, many people questioned the brutality that carried on over the four years that the war was happening. The Europeans trust in authority and in their country began to collapse, and Modernism was a way they could respond to the damage of those beliefs. It was obvious that the old world was gone and a new one had started to arise. In this new world, while other aspects of Europe were advancing, improvement in the psychiatric treatment of mental conditions, for example shell-shock, fell short. Most of British society remained unaware and uninterested in the problems that these illnesses forced on the veterans. This insensitive attitude toward the soldiers inspired Virginia Woolf to write Mrs. Dalloway. In this novel she shows us society’s attitude towards mental illness by featuring a post war veteran named Septimus Smith. The author uses Septimus’s struggles with post traumatic stress disorder as a symbol to illustrate the problems of a modern society tha t doesn’t understand how deeply the damage of World War One has affected people. An example of the difference between Septimus and the modern world as a whole is when the airplane flies above the people in the city as it spells out the word toffee. Most of the people watching were amazed by this new technology. â€Å"‘Glaxo,’ said Mrs. Coates in a strained, awestricken voice†¦Ã¢â‚¬â„¢Kreemo,’ murmured Mrs. Bletchley, like a sleepwalker†¦as they looked the whole world because perfectly still†¦(and the car went in the gates and nobody looked at it)† (20-21). The people were so enthralled with the plane; they didn’t even care about the royal car coming in to the palace. Septimus on the other hand is completely lost in his own thoughts and interprets the plane differently. â€Å"So, t... ...g to grasp the legitimacy and severity of the disease. From this unfortunate reality emerged a Modernist novel in which Virginia Woolf sets out to juxtapose the ‘sane’ and the ‘insane’ in an attempt to express her disgust of society’s lack of sympathy and blindness towards those who suffer with mental illness. Work Cited Berman, Jeffrey. Surviving Literary Suicide. Amherst: University of Massachusetts, 1999. Print. Korte, Barbara, and Ralf Schneider. War and the Cultural Construction of Identities in Britain. Amsterdam: Rodopi, 2002. Print. Levenback, Karen L. Virginia Woolf and the Great War. Syracuse, NY: Syracuse UP, 1999. Print. Ronchetti, Ann. The Artist, Society, and Sexuality in Virginia Woolf's Novels. New York: Routledge, 2004. Print. Woolf, Virginia. Mrs. Dalloway. San Diego: Harcourt Brace Jovanovich, 1981. Print.

Poes Fall of The House of Usher Essay: Biographical Contexts

Biographical Contexts For The Fall of the House of Usher In the summer of 1838, Edgar Allan Poe left the city of New York, where he faced criticism and minimal recognition, and moved to Philadelphia, where he would soon gain profound success (Quinn 268). Just a year prior to this move, Poe married his cousin, Virginia Clemm, who accompanied him to Philadelphia (Wagenknecht 18). Little is known of Poe's time in New York other than the fact that he faced severe poverty with total earnings amounting to under one hundred fifty dollars (Peeples 31). Therefore, since Philadelphia shared the prestige with New York as a publishing center, it offered Poe new publishing opportunities and opened the doors to success (Quinn 268). He found this success editing Burton's Gentleman's Magazine from 1839-1840 and then Graham's Magazine from 1841-1842 (Peeples 74). During this time, Poe delivered lectures on American poetry, published thirty-six tales including "William Wilson," "The Masque of the Red Death," and "The Murders in the Rue Morgue," and also rel eased a collection of stories in 1840 entitled Tales of the Grotesque and Arabesque (Peoples 74). It was during this peak of Poe's publishing career that he published "The Fall of the House of Usher." This tale relates to various aspects of Poe's life including his occupation as an editor, his battle with alcohol and drugs, his psychological and emotional well-being, and the impact of death on his life and work. Although Poe found success while working for Burton and Graham, he did not find contentment, for neither Burton's magazine nor Graham's met Poe's expectations of his ideal publication. Poe was frustrated with his career and aspired to edit a magazine of his own, a magazine of ... ...mes of his publishing career, yet Poe faced many obstacles in his private life during this time including poverty and alcohol abuse. Although his alleged alcohol and drug addictions are issues yet to be settled, they were clearly an influence in his life and work. In addition to his habits regarding alcohol and drugs, his psychological stability has also been called into question. The impact of death, which was prevalent throughout his life, was tremendous. Regardless of the many struggles Poe encounter, he has emerged as one the greatest Romantic writers in American history. Â  Works Cited Peeples, Scott. Edgar Allan Poe Revisited. New York: Twayne, 1998. Quinn, Arthur Hobson. Edgar Allan Poe: A Critical Biography. New York: Coopers Square Publishers, 1969. Wagenknecht, Edward. Edgar Allan Poe: The Man Behind the Legend. New York: Oxford UP, 1963.

Als Reflective Thinking Essay

Reflective Thanking Essay I am a good leader. One who takes initiative in getting the tasks completed while keeping the morale tempo up and making it a good experience to all. I’m one who will take criticism and can listen even though I may not like what I’m hearing, but in turn apply those criticisms and make a better me. Simply being said, I like to take charge, inspire those around me, complete the mission and wait for the next challenge.Thank my mother for who I am, she inspired the person I am today. I was raised in a very strict environment where there were expectations. Rules, responsibilities, honesty and involvement were all considered necessities. I was introduced to community service when I was 5 years old when I was a Girl Scout. Then later when my late father and I would participate in an annual cancer awareness marathon it was a beginning point for me.So from then on there the feeling of accomplishment to help others inspired me. I’m one who wants p eople to come to be with their troubles so I can help, I’m the one who wants to reach out and touch others and just inspire. It’s easy for me to say that I’m a participative leader. I want to get involved with my fellow wingmen and know they’re comfortable coming to me with any issue they may have. I’m one who strives towards a positive workplace.I like to work next to my fellow crew chiefs and solve problems. I treat others with mutual respect on the job. I am open-minded to my fellow airmen and respect their thoughts and opinions, but understand that the final decision rest in my hands on any given situation. Based on the decision making process, I feel the type of NCO (non-commissioned officer), I’ll become will be similar to the image I uphold now will make people work for the correct answer or the right thing to do.Though I understand that this technique will not work with all, but it’s a starting point for me to evaluate an indi vidual. One of my strengths is that I’m very smart. I’m very accepting to challenges. Another one of my better traits is that I’m a very good listener. I can influence new views on issues and provide help to a better outcome when the issue is good or even bad. I just put myself is their position and think â€Å"what would Melissa do? †

Death Penalty Essay

The death penalty is the most inhuman and crucial punishment. Even though it is not applied in every state, the death penalty is a very strong debate and argument within our own government. There are people who support it and those who are against it. The death penalty is a punishment to those who due to their actions and circumstances commit crimes. All people are all equal under the eyes of the law and those people in the end are still humans no matter the crimes they have committed. The death penalty is looked as a violation to the eighth amendment. It is an invalid form of punishment. The risks of inaccurate judgment can change the live of a human within just a few seconds. Taking away another person’s life for committing a crime is like taken an easy way out. The U.S. government should stop using immediately death penalty as a way of punishment because it is unfair, unethical and crucial. Our founding fathers wanted a government that would show the tyrants or absolute monarchs of Europe that it was possible to coexist and live free within fair justice. Even though they excluded any religion to be part of the government regulations, they used Christianity to influence them and built a strong foundation for the new type of government. In a webpage of the history of death penalty they stated that they used the bible and popular teachings to create basic laws and form basic human rights that many religions would forbid death penalty such as; Catholics, Presbyterians, Quakers, Amish’s, and Mennonites. One can easily find a statement teaching that one should not kill, which was used to make a law against murder. No matter what circumstance killing is wrong. So, why are we killing criminals? Aren’t we basically acting against the laws within our own constitution? We are not only killing, but also the government contradicts itself because people have rights in which they are protected. The lives of every individual living on American land should be safe, and if something were to happen to one of us, the government would act with all its power to find justice. But a person’s right to this is denied when they are put to be executed. No one should have the right to determine when a person’s last day in this world should be. Only god can decide when that time should be. But, that does not mean a criminal should not be punished for their action of crimes. By using the death penalty against an individual we are basically using an easy way out to the problem; an escape. If an individual is found guilty then they should do time for their action of crime, but they do not have to relay it on punishing them by killing them. They should be punished by sentencing them to a whole life time of prison. In prison they are guaranteed of no future crimes and at the same time they are being punished for a life time. In an article in antideathpenaly.com they stated that executions cost more than life in prison. It costs $2 million per person. In an article by Dudley Sharp, a death penalty resource director discusses the costs of death penalty and the cost of life without parole. Performing eye for eye; simply get to even in a better or more efficient way is never the solution. Criminals should be isolated from society, making them work and pay for what they did. What is unfair regarding the death penalty is how there can be many innocent people declared as guilty. In situations like these, innocent people should be giving time to prove their innocence instead of preventing them from being killed due to a mistake. Sentencing a criminal to prison for a life time gives time for further investigation to prove a person’s innocence which was researched and said in an article of death penalty in deathpenalty.procon.org. Putting a person to death penalty the government could be killing someone innocent and only because they believe that person is guilty. The law states that every individual is incconent until proven guilty. However, the court does not always follow this law. In some cases people are not given time to prove his/her innocence. Many countries have abolished the death penalty and since the United States has a strong stand for fairness in criminal justice we should join those nations. In our home state, Virginia, it is one of the many states that still believe that killing is the best solution when it comes to solving these kinds of problems. Virginia has executed a total of 94 people since 1976. The most common methods used to perform justice are using gas chambers, lethal injection, and electric chairs. This is how they find their way of solution to get a person’s life over with. In 2000 Earl Washington was on death row in Virginia and was innocent but was not released after serving 16 years of prison. Death penalty is one form of punishment that can never be reversed which makes this unjust. Even though we like to believe that racism does not exist, it still does. History records seem to show that usually African Americans and other minority groups have higher rates when it comes to sentenced people. Death sentencing is not given in a fair manner. It is a very crucial system used against thousands of people. Homicide is illegal; however, what is it when it is performed by the government? If punishing a murder by murdering him/her; are we going to be punished as well? The U.S. government seems to have few flaws; flaws that can be easily fixed. But what happens when it is too late? Innocent until proven guilty is a common thing within our laws and regulations. Death penalty has claimed the lives of many innocent fathers, mothers, sisters, brothers, and so on. Many people in situations like these have been sentenced to death because everything seemed would accuse them. In an article by Adam Bedau, the author states that technology and science proofed usage of people’s innocence. In most cases, people are not giving time to prove their innocence. When a person is killed there is no way back. When you realize the mistake, it is too and nothing can be done to reverse it. Therefore, people should realize that dealing with a human’s life; something so precious and valuable, no technology or currency can replace it or manipulate. When violence is committed the judge has the order to either punish a person with a lifetime of prison or sentence them to death penalty. Homicide is a power that no one should have on their hands. If someone acts against another person, there should be another way of solution discarding the act of death penalty. The death penalty is a huge argument in which many people will always have different opinions towards it. People should realize and acknowledge the fact that we are are equal under the eyes of the law and mistakes are always done. The unfairness, cruelty, and unethical behaviors of the death penalty should be taken under major consideration.