Schizophrenia Essay -- essays research papers

I tolerate always been interested in my pattern of thinking. Often I pick up always thought that people dont use their imagination as much as I do. I have always been into the darker human face of life, watching horror videos and listening to heavy metal etc. Obviously this is all fantasy though demons arent really going to rip me to pieces uniform in the movies. Some people cant differentiate reality from fantasy though. I hold out in my head that I am qualified to think like most psychopaths but I am fit to tell the difference between right and wrong. What I mean by that is I understand where theyre coming from and how they see the world because at times I feel that way. I want to why I am able to control my thoughts (as sick as they may be) and actions as to where they cantFear plays a major role in the actions of most people. People who have psychotic episodes tend to be less cultismful of the world nearly them. For example whereas most people would scream at a horror movie they wouldnt even flinch. Thats how I seem to be (although Im used to horror movies since its the more creative genre of films). Does awe actually help someone to maintain his or her sanity? If they had no fear would that mean that they would be able to do anything no matter how batty it sounds? Better yet, does everyone who lacks fear turn out to be psychopath? I lack most of the fears that other people have but Im not clinically insane. These are the questions I will try to answer in determining what causes someone to become completely detached from the world around them. A lack of fear isnt enough to determine if someone is a potential psychopath.Freud believes that our fears are stored in our unconscious mind. We never actually know what our fears are and yet theyre there. He believed that each of us has a censor operating somewhere within or nervous systems, whose chief line of work is to prevent sexual or other types of threatening impulses or memories from breaking t hrough to consciousness to embarrass us (Human Behavior 291). I think that possibleness is complete nonsense since I am aware at all times what is going on in my head. To simply put it, if you know youre afraid of something then its not unconscious. A theory with more credibility comes from Pavlov. His theory is based on conditioning. Conditioning is when the fear is learned everywhere time through certain key events. Pavlov describes this ... ...reactions and I enjoy acting weird.I believe that the reason why I am not a schizophrenic is because I am able to control my fears and anxiety. The key word here is control. Without it youre nothing but a machine made up of flesh and bone. Schizophrenics dont have control over their thoughts or actions and that is why they seem out of touch with reality. Most of this control has to do with fear and anxiety. For example any normal person would be scared if the F.B.I. was after them but people with a disorder seem devoid of any emotion. Th ey do however acknowledge the content of the event but still seem oblivious to the world around them. Instead of using medicament or visual perception a psychotherapist, the best way to treat this disorder might be to detect it from an early age. Naturally we will still have to administer medication and send them to a professional. Too often though people without schizophrenia are being diagnosed with having it and vise versa. Along with the drugs I think we should treat them the selfsame(prenominal) as we would someone with high anxiety or any type of phobia. That is if doctors are willing to take the time to.

Marijuana and College Students Essay -- Marijuana Students Pot

Marijuana and College StudentsMarijuana may control the way race act, think, and even pine their college academics. Marijuana is one of the most popular used drugs in America ranking about third after tobacco plant and alcohol. Marijuana is a spirit that has become very much a part of American culture many college students have either used it occasionally or regularly. With that in mind, I thought it would be interesting to find out about students at Indiana University of Pennsylvania (IUP) and their use of cannabis. In fact most students might non even know what they are smoking and what exactly makes them feel the way they do.Exactly what is marijuana? Marijuana is made of the dried leaves and flowers of the female marihuana sativa plant, and looks corresponding oregano. There are many different marijuana preparations that are widely used to obtain effects. It can be either smoked or interpreted by mouth. Marijuana can be smoked in the form of a hand-rolled cigarette (joint or reefer) it is also smoked in a variety of pipes. Hashish (hash) is a dried-caked resin from the flowers and leaves of the plant. It is sold in chunks and cubes, and its color range from light brown to black. Hashish is often blended with tobacco and smoked. It is more potent than marijuana because it contains a higher concentration of THC. THC is the main ingredient in all cannabis preparations. The more THC cannabis contains, the stronger it is. The effects of marijuana are similar to alcohol intoxication. Small amounts can make you relaxed and generally less inhibited yet some users say that it enhances the experiences of music, pabulum and sex. After hearing all about how college students feel about marijuana I wanted to find out for myself, so... ...re lighting up next time. peradventure they will wonder just what harm they have done to their body already. Many people that smoke marijuana have the effects that are discussed in this paper. It can plainly be s een, their lack of motivation and kind of spacey ness that is commonly associated with marijuana smoking. I often wonder what these people would be like if they stopped their use and allowed themselves to rid their body of the drug and its by-products. Marijuana use is still very popular throughout the United States, and the fact that people are not educated enough about its effects is very detrimental. These people are hurting themselves, and they dont know (and many just dont care) what they are doing to their bodies. If marijuana use continues to grow too much, we may have a country of unmotivated people, with many more health problems. Where will we be then?

Grandmothers jewelry box :: essays research papers

My Grandmothers Jewelry BoxAn object I found to be most significant and interesting is my grandmas jewellery turning point. This jewelry box has been an important object in my life since I was a little girl. Whenever I glance over, incredible memories dance in my head of my granny and me. I chose to write about this jewelry box because its so important to me. Ever since I was a little girl I cherished nothing more than to be like my grandmother. My grandmothers jewelry box rests on my nightstand in my bedroom. Its apolished dark woody box which contains three different compartments. Oneis for necklaces and bracelets, the second earrings, and the third rings. When you open the top theres a little girl dancing in circles while lovely music would play. This jewelry box was bought in the 1930s when my grandmother was only ten. Even now in the present the jewelry box looks like new and still so beautiful. My grandmother started this collection with all her mothers jewelry from when she was a little girl. Year by family the jewelry box would fill up with such stunning things, and I would only wish they could be mine.My grandmother always dressed so beautifully and what made her stand out most was the jewelry she complimented her outfit with. When I stayed at my grandmothers house, dress up was something I loved to do, and I did it almost every day. I would try on almost all of her jewelry she owned and dance around the house. As I grew up and my grandmother started getting older, that jewelry box meant more to me then just playing dress up. I knew how much the jewelry box meant to my grandmother and every cadence I glanced at it, it reminds me of how beautiful my grandmother was. At age 80, my grandmother passed away, leaving me the jewelry box. This meant more to me then anything. She knew how much I loved her jewelry and Im thrilled to know when I get older Ill be able to show them off, in memory of her. Every term I look at the jewelry box it brings back fond memories of my grandmother and the precious times we had together.

Quakerism in Jane Eyre :: Jane Eyre Essays

Quakerism in Jane Eyre Quakerism is mentioned many times in Jane Eyre. Beyond the explicit descriptions of Quaker-like appearances or behaviors, many parts of Quaker lifestyle are also used in a less obvious manner in Jane Eyre. Quakerism would have been known in the Yorkshire moors where Charlotte Bronte grew up and near where Jane Eyre lived, especially since that is where the pietism began (Moglen 19 Barbour and Frost 27). As a to a greater extent moderate approach to denying the self than Evangelicalism, Quakerism seems to be embraced in the novel. Unlike Mr. Brocklehursts or St. John Rivers philosophy (Bronte 95, 98 ch. 7), Quaker simplicity does not mean asceticism or forbidding earthly joys, though it does mean rejecting indulgence (Barbour and Frost 44). Jane frequently associates herself with the Quakers, more formally known as the Society of Friends, particularly in her clothing and manners. She says of herself, I was myself in my usual Quaker trim, where there was nothin g to retouch-all being too shut and plain, braided locks included, to admit of disarrangement (160 ch. 14). Later she says she is merely Mr. Rochesters plain, Quakerish governess (287 ch. 24). Simplicity is one of the Quakers testimonies, which included plain clothing of black, brown, or gray (Barbour and Frost 44). Jane wears black for her day-by-day outfit and her more formal exercise is of gray (151 ch. 13). Even when Mr. Rochester insists on buying her new silk dresses, she persuades him to purchase only black and gray ones (296 ch. 24). Jane resembles the Quakers in more than what she tells us. Her childhood sympathies mirror Quaker teachings. From her earliest childhood, she sees her disposition as passionate, but not vindictive, and not inherently bad, as Mrs. Reed does (64-5, 68-9 ch. 4, 267 ch. 21). The Quakers believe that babies were born clear and that children retained their innocence until they reached an age of reason (Barbour and Frost 115). The taint from origin al sin is not embraced by Jane nor by Quaker doctrines. Furthermore, Jane sympathizes early on with the charter of slaves (43 ch. 1, 44, 46 ch. 2). Quakers think slavery is barbaric, cruel, and inhumane, and were one of the first religious sects to denounce it (Barbour and Frost 119). Part of Quaker education is to study the Bible and to learn how to dress and speak plainly, to control ones temper, to accept moderation in outward desires, and to act with a becoming sobriety of manners (Barbour and Frost 190, 115-6).

The Existence Of God Essay -- Religion, Theology, Philosophy, logic

The world of God has long been a topic of debate. It is the ultimate topic of discussion, as everyone seems to micturate an opinion on it. I will look at the traditional arguments for the existence of God, the ones that have stood the test of time, and find out how convincing the arguments re totallyy are by looking at each one in turn, analysing the logic behind each argument, and finally looking at its criticisms and the responses to the criticisms.The first argument for the existence of God I will look at is the cosmological argument, more comm only known as the First Cause argument. It is attributed to Saint Thomas Aquinas, a 13th century philosopher. The basic premise is that for the Universe to exist, nearthing must have caused it to exist in the beginning. The conclusion to this premise, argues Saint Thomas, is that God created the Universe, as he is the only thing eternal. The unstated premises in this argument are that an eternal entity is required to create the universe , and that God is the only thing eternal. The history of time in the universe is often likened to a stack of dominoes falling on one other and causing a chain reaction down the path of dominoes. They did not start falling by themselves, as something must have triggered the very first one. In the First Cause argument, it is God that created the Universe and and then was the first cause. This argument even allows for the Big Bang theory, stating that God caused the Big Bang. This is a popular argument because it allows religion and science to co-exist in one theory. In fact, the Big Bang theory helps the First Cause argument because it shows that the Universe did in fact begin at a point in time, essence that there must have been a first cause.Bertrand Rus... ...of these planets. However, this does not explain the apparent convenience of Universes natural laws for organic life. This can be explained in another theory, which states that there are multiple Universes, a multiverse, and that we are simply in the Universe whose natural laws support life.Out of all the arguments and criticisms I have looked at, no(prenominal) have been proven in such a way that any of them are self-evident, and none show truly sound arguments. Some arguments are valid, and some have true (by induction, mainly) premises, but none can be shown to prove the existence of God without doubt using logic.These arguments should not be used as proofs of the existence of non-existence of God, they could simply be used to support a persons particular opinion. However, they should be used carefully as fallacies are committed in all of them.

The Existence Of God Essay -- Religion, Theology, Philosophy, logic

The existence of God has long been a topic of debate. It is the ultimate topic of discussion, as everyone seems to have an opinion on it. I will look at the traditional ancestrys for the existence of God, the ones that have stood the test of time, and find out how convincing the arguments really are by feel at each one in turn, analysing the logic behind each argument, and finally looking at its criticisms and the responses to the criticisms.The first argument for the existence of God I will look at is the cosmological argument, more commonly known as the First Cause argument. It is attributed to Saint Thomas Aquinas, a 13th carbon philosopher. The basic premise is that for the Universe to exist, something essential have caused it to exist in the beginning. The conclusion to this premise, argues Saint Thomas, is that God created the Universe, as he is the only thing eternal. The unstated premises in this argument are that an eternal entity is required to create the universe, an d that God is the only thing eternal. The history of time in the universe is oftentimes likened to a stack of dominoes falling on one another and causing a chain reaction down the line of dominoes. They did not give way falling by themselves, as something must have triggered the very first one. In the First Cause argument, it is God that created the Universe and hence was the first cause. This argument even allows for the Big have a go at it theory, stating that God caused the Big Bang. This is a popular argument because it allows religion and science to co-exist in one theory. In fact, the Big Bang theory helps the First Cause argument because it shows that the Universe did in fact begin at a point in time, meaning that there must have been a first cause.Bertrand Rus... ...of these planets. However, this does not explain the apparent convenience of Universes natural laws for organic life. This can be explained in another theory, which states that there are multiple Universes, a multiverse, and that we are only when in the Universe whose natural laws support life.Out of all the arguments and criticisms I have looked at, none have been turn out in such a way that any of them are self-evident, and none show truly sound arguments. Some arguments are valid, and some have line up (by induction, mainly) premises, but none can be shown to prove the existence of God without doubt using logic.These arguments should not be used as proofs of the existence of non-existence of God, they could simply be used to support a persons particular opinion. However, they should be used carefully as fallacies are committed in all of them.

Effects of Social Networking Sites on Student’s Life. Essay

Students The Builders of Nation In todays life as the world is developing rapidly, the youth bonnie stronger in each sense. The technologies ar reaching at their peak. Dr. Abdul Kalam has said that India would be the Developed Country upto 2020. He has dreamed about Developed India which will be possible through his Mission 2020 towards India. He believes that Indian youth is the source for that dream. Mark Zuckerberg and Jack Dorsey are the two innovative people of 21st ascorbic acid as they confine innovated social networking communicating sites such as facebook and twitter respectively. Social networking sites such as facebook and twitter are few of the revolutionary inventions of decade. These are mostly popular in the college students. Actually it is proved that it is good mean of communication among them and is the best way of their time to be passed quiet easily. College students are grievous white plaguers of these sites through internet compared to the general popula tion. It is the set forth of their daily communication habits.Social networking sites highly benefits students academically. The various features of different sites give flexibility to students to be a part of social level with others. Students can relate and share with those who have a common interest and ability to make connection with like-minded students, build relationships and communication among them. Social networking sites are the part of modern technology and students are making use of it in different ways. These sites help them to search material which they needs online. It makes them instead easy way to search and get the needful things.Besides this all there are some negative effects on them as well. Students are losing in the real world by sticking to these social networking sites. The popularity of these sites increased rapidly in the last decade. This is probably due to causation that college students used it extensively to get global access. Sites like facebook a nd twitter have become a rage for everyone nowadays. These sites have caused potential harm to society. Students are becoming victims of such sites this is because of reason that when they are studying or searching their course material online they get attracted to these sites to kill the burden in their study time, diverting their attention from their work. They prefer their dumbness more on these sites than regular study.Students have started relying more on the information accessible easily on these sites. This reduces their learning and research capabilities. These sites cause reduction in their academic performance and concentration to study well. It reduces their communication skill with others. It also reduces command over language use and creative writing skills. Students mostly use slang words or shortened forms of words on these sites. They start relying on the computer grammar and spelling.Ultimately it depends on each and every individual how a great deal he involved in these kinds of things. Each individual should decide weathers it is good or bad for him. One should always pick positive things from it. It will have good advantage for him as well as his career. As we want to see Developed India is youth in right path? As the craze of networking sites going in negative direction and increasing the question mark on Mission 2020 is being much stronger. Its time to think positively and taking part in transforming India.

Creative Spark Talk Analysis Essay

Sir Ken Robinson is an educator, respected author and leading advocator for changes to the educational system. A professor believes that the education system needs to be more creative and stop preventing creativity. Sir Robinson speech on How Schools Kill Creativity given on February 2006 at TED company in Monterey California. It focuses on the education system goals and the educators understanding the swear out of developing a successful system. The focus of his speech is how schools do everything they can to dissuade children from macrocosm creative. He is advocating for a monumental change in current educational systems that nurture and promote creativity. The education system profound way of how the selection process of the employee, prevents the out-of-box thinkers from maintaining their creativity growth.Stages of CreativityRobinson begins his smatter referencing how we fuck off become a society that deeply vested in education. He goes on to say todays children lay down incredible talent but we waste it through our current educational systems. He discusses how we have become a society that is educating for 50 years in the 2065 we really have no idea what the future will look like in five years.In looking at the four stages of creativity, it is roaring to see how the current educational systems stifle creativity. Stage one according to Ryan Ruggiero is searching for challenges or meeting challenges in an imaginative, original, and effective way (Ruggiero, 2012). Robinson discusses how our educational systems have become more about mathematics and science and less about the arts. Young children are willing to take achance. If they do not make love an answer to a question, they are not afraid to go for it or of being wrong according to Robinson. Robinson makes an excellent point that if you arent prepared to be wrong then you will never come up with anything creative (Robinson, 2007). Stage three, which probably the most important deals with investi gating the problem. It is important to make trustworthy you obtain the necessary information to deal effectively with the problem. The last stage is stage four, which involves producing ideas. It is important to make sure you generate enough ideas to decide which exertion you should take.Concepts of imagination and CuriosityAlmost the entire talk Robinson gave revolved around creativity and imagination. Robinson discusses how todays society has become dependent on come up through the ranks by achieving different degree levels. He explains that in order to rise to different levels there is too much focus on say questions accurately and too much focus on when mistakes occur.Personal experiences and Benefit SocietyI remember not doing well in my Biology relegate and my instructor challenge me to change location in the classroom. I did not believe that the seat selection was the problem, but changing the seat eliminated the surrounding bewitchery and my grades highlighted the impr ovement. I took that same approach to the rest of my classes and the results astonishing.I believe at that time most of my teachers had written me off, but as an educator you have to adjudicate ways more creative approach to capture and develop the students minds for thinking out of the box. I have learn from that experience and lecture, we as educators in the educational system have to be open to ideas and develop different methodology that will help our learners to mature and produce different avenues of approach to accomplishing a task. Sir Robinson talk was quite eye opening for me and has made me take a more analytical approach to how I even educate my children.ReferencesRobinson, K. (2007, January 6). Sir Ken Robinson Do schools bulge out creativity? Video file. Retrieved from Youtube.com website https//www.youtube.com/watch?v=iG9CE55wbtY Ruggiero, V. R. (2012). The ArtThinking. The art of thinking A guide to critical and creative thought (10th ed.). New York, NY Pearson Lon gman.

I am Legend Essay

Traditionally, bookstores categorize various books based on their respective contents offense, fiction, literature, or science fiction. Horror texts invoke feelings of fear in readers due to their bizarre or macabre content. Science fiction or fiction books describe imaginary concepts of either scientific or general nature respectively. Conversely, literature books comprise of texts that are neither fictional nor horror-based. Mathesons I am Legend newfangled thus belongs to the category of horror owing to the ghoulish events described therein.For example, the vampirism that is evident in the novel instills fear among readers, thus rendering the work a horror literature. Although good or bad are purely subjective terms, people sometime use these terms to describe different texts. Such categorization relies severely on persons subjective judgment, for example, regarding the emotions that such texts invoke in readers. To illustrate, horror, mystery, or romance books may be termed as bad. Conversely, science fiction books are labelled as good.Since such classification is very subjective and unstable owing to persons varied preferences and views, there is essentially no entire class of books that crowd out be categorically termed as either bad or good. After studying Mathesons I am Legend novel, I cannot serve up but view it as a subjectively bad book based on the ghastly scenes that the author describes. For example, Robert Neville the novels main type is consistently described as being engaged in a futile rush to beat some seemingly insurmountable bigger forces.The reputation is thus clearly destined for death as is evident through his obviously futile attempts to fight against a vampire curse on earth. Eventually, Neville dies a sad and regretful death after spending a great deal of his time trying to outdo the evil that lurks on the earth. Through the middling unnecessary and martyr-like death of Neville, the author makes the book appear as a bad o ne because a character is unjustly punished by death.

Social Reflections of Slumdog Millionaire Essay

In the dramatis personae system in India. there is really small room for societal motion. It is really difficult for person born in a lower caste to travel up to a higher caste and get away the slums. Even if person who is born hapless plants hard and becomes monetarily affluent. they get out still non be accepted by a higher caste. They may hold money but they will be populating in the same artless with the same people as he or she has had to make their whole life. The increasing popularity of an American telecasting show in India. as portrayed in Slumdog Millionaire. is consistent with more and more citizens valuing pecuniary wealth over all else. It besides shows that the population doesnt requirement to hold to work hard for their money. They want easy. fast money that involves really small attempt. Hence the popularity of the telecasting show. Who Wants to be a Millionaire?Not merely does a show like this promote pecuniary values over life experience and difficult work. but i t besides makes Heroes out of people merely for going affluent. Many Indians were glued to their Television sets as they watched Jamal. a immature adult male from the Slums. drama to win six million rupees. They turned Jamal into a hero. merely for being affluent. They cheered him on as it is denote that he has won. non even cognizant that the money neer mattered to Jamal. He valued something much more cherished than physical wealth. He valued his life experience. hard-work and live above everything else. Society now yearss cheers person who did non hold to work for their money over person who has worked hard for what they have.

Optimism Definition Essay

Optimism is a mental attitude or world view that interprets situations and events as being best (optimized), pith that in some elan for factors that may not be fully comprehended, the present moment is in an optimum state. The design is typic entirelyy extended to include the attitude of hope for future conditions unfolding as optimal as well. The more broad concept of optimism is the understanding that each of nature, past, present and future, operates by laws of optimization along the lines of Hamiltons principle of optimization in the realm of physics. This understanding, although criticized by counter views such as pessimism, idealism and realism, leads to a state of mind that believes everything is as it should be, and that the future lead be as well. A common idiom employ to illustrate optimism versus pessimism is a glass with pee at the halfway point, where the optimist is said to see the glass as half full, but the pessimist sees the glass as half empty.The word is or iginally derived from the Latin optimum, meaning best. Being optimistic, in the typical sense of the word, ultimately means one expects the best possible outcome from any given situation. This is usually referred to in psychological science as dispositional optimism. Researchers sometimes operationalize the term variously depending on their research, until now. For example, Martin Seligman and his fellow researchers define it in terms of explanatory style, which is based on the way one explains breeding events.As for any peculiarity sourceistic, there are several ways to evaluate optimism, such as various forms of the Life Orientation Test, for the original description of optimism, or the Attributional Style Questionnaire designed to test optimism in terms of explanatory style. While the herit qualification of optimism is largely debatable, most researchers agree that it seems to be a biological trait to some small degree, but it is also thought that optimism has more to do w ithenvironmental factors, making it a largely learned trait.1 It has also been suggested that optimism could appear to be a hereditary trait because it is actually a manifestation of combined traits that are mostly heritable, like intelligence, temperament and alcoholism.2 Optimism may also be joined to health.explanatory styleExplanatory style is different, though related to, the more traditional, narrower definition of optimism. This broader concept is based on the theory that optimism and pessimism are drawn from the particular way people explain events. There are three dimensions within typical explanations, which include internal versus external, stable versus unstable, and global versus specific. Optimistic justifications toward negative experiences are attributed to factors extraneous the self (external), are not likely to occur consistently (unstable), and are limited specific life domains (specific). Positive experiences would be optimistically labeled as the opposite int ernal, stable, global.4There is much debate about the relationship between explanatory style and optimism. Some researchers argue that there is not much deflection at all optimism is just the lay term for what scientists call explanatory style.5 Others argue that explanatory style is exclusive to its concept and should not be similar with optimism.67 It is generally thought that, though they should not be used interchangeably, dispositional optimism and explanatory style are at least marginally related. Ultimately, the problem is simply that more research must be done to either define a bridge or further differentiate between these concepts.PhilosophyPhilosophers often link concept of optimism with the name of Gottfried Wilhelm Leibniz, who held that we live in the best of all possible worlds, or that God created a physiological universe that applies the laws of physics, which Voltaire famously mocked in his satiric novel Candide. The philosophical pessimism of William Godwin de monstrated perhaps even more optimism than Leibniz. He hoped that society would eventually reach the state where calm reason would replace all violence and force, that mind could eventually make matter subservient to it, and that intelligence could discover the secret of immortality. Much of this philosophy is exemplified in the Houyhnhnms of Jonathan Swifts Gullivers Travels.PanglossianismThe term panglossianism describes baseless optimism of the sort exemplified by the beliefs of Pangloss from Voltaires Candide, which are the opposite of his fellow traveller Martins pessimism and emphasis on free will. The phrase panglossian pessimism has been used to describe the pessimistic position that, since this is the best of all possible worlds, it is impossible for anything to get any violate. The panglossian paradigm is a term coined by Stephen Jay Gould and Richard Lewontin to refer to the touch sensation that everything has specifically adapted to suit specific purposes. Instead, the y argue, accidents and exaptation (the use of old features for new purposes) play an important role in the process of evolution.Some other scientists however argue the implication that many (or most) adaptionists are panglossians is a straw man. Why People Believe Weird Things Pseudoscience, Superstition, and Other Confusions of Our Time Michael Shermer relates Frank J. Tipler to Voltaires character Pangloss to show how clever people deceive themselves. Shermer explores the psychology of scholars and business men who give up their careers in their pursuit to broadcast their paranormal beliefs. In his get going chapter, added to the revised version, Shermer explains that smart people can be more susceptible to believing in weird things.OptimalismOptimalism, as defined by Nicholas Rescher, holds that this universe exists because it is better than the alternatives.8 While this philosophy does not exclude the possibility of a deity, it also doesnt require one, and is compatible with at heism.9 The positive psychologist Tal Ben-Shahar uses optimalism to mean willingness to accept blow dapple remaining confident that success will follow, a positive attitude he contrasts with negative perfectionism.10 Perfectionism can be defined as a lasting compulsive drive toward unattainable goals and valuation based solely in terms of accomplishment.11 Perfectionists reject the realities and constraints of human ability. They cannot accept failures, delaying any ambitious and productive mien in fear of failure again. 12This neuroticism can even lead to clinical depression and low productivity.13As an alternative to negative perfectionism Ben-Shahar suggests the adoption of optimalism. Optimalism allows for failure in pursuit of a goal, and expects that while the trend of activity will tend towards the positive it is not necessary to always succeed while air to attain goals. This basis in reality prevents the optimalist from being overwhelmed in the face of failure.10 Optima lists accept failures and also learn from them, which encourages further pursuit of achievement.14 Dr. Tal Ben-Shahar believes that Optimalists and Perfectionists show distinct different motives. Optimalists tend to have more intrinsic, inward desires, with a motivation to learn. While perfectionists are highly motivated by a need to consistently call down themselves worthy.AssessmentLife Orientation Test (LOT)Designed by Scheier and Carver (1985), this is one of the more popular tests of optimism and pessimism. There are eight measurements (and an additional quartette filler items), with four positively (In uncertain times, I usually expect the best) and four negatively (If something can go wrong for me, it will) worded items.15 The LOT has been revised twiceonce by the original creators (LOT-R) and also by Chang, Maydeu-Olivares, and DZurilla as the Extended Life Orientation Test (ELOT). all(a) three are most commonly used because they are based on dispositional optimism, which s imply means expecting positive outcomes.16Attributional Style Questionnaire (ASQ)This questionnaire created by Peterson et al. (1982) is based on the explanatory style definition of optimism. It lists six positive and negative events (you have been looking for a job unsuccessfully for some time), and asks the respondents to record a possible cause for the event and rate the internality, stability, and globality of the event.17 An optimistic person is one who perceives good things happening to them as internal, stable, and global. There are several modified versions of the ASQ including the spread out Attributional Style Questionnaire (EASQ), theContent Analysis of Verbatim Explanations (CAVE), and the ASQ designed for testing the optimism for children.16HealthResearch has emerged showing the relationships between several psychological constructs and health. Optimism is one of these concepts and has been shown to explain between 510% of the variation in the likelihood of developing some health conditions (correlation coefficients between .20 and .30),18 notably including cardiovascular disease,1920212223 stroke,24depression,2526 and cancer.212728 Furthermore, optimists have been shown to live healthier lifestyles which may knead disease. For example, optimists smoke less, are more physically ready, consume more fruit, vegetables and whole-grain bread, and consume more moderate amounts of alcohol.29The relationship between optimism and health has also been studied with regards to physical symptoms, coping strategies and negative affect for those suffering from rheumatoid arthritis, asthma, and fibromyalgia. It has been found that among individuals with these diseases, optimists are not more likely than pessimists to report pain alleviation due to coping strategies, despite differences in psychological well-being between the two groups.30 A meta-analysis has confirmed the assumption that optimism is related to psychological well-being Put simply, optimists eme rge from severe circumstances with less distress than do pessimists.31Furthermore, the correlation appears to be attributable to coping style That is, optimists seem intent on facing problems head-on, taking active and constructive steps to solve their problems pessimists are more likely to abandon their effort to attain their goals.31 It should be noted that research to date has demonstrated that optimists are less likely to have certain diseases or develop certain diseases over time. By comparison, research has not yet been able to demonstrate the ability to change an individuals level of optimism through psychological intervention, and thereby alter the course of disease or likelihood for development of disease.

Environmental policy Essay

Environment is the surrounding of any specific object of the system. The current issue of environsal problems had risen in late 1970 when several industrials masses become evident. Several new industries started and developed several chances for employment for the world. The industries although produce a positive reach on the economy of the world with reference to their monetary benefits but they, as a counter effect, produce several harms to the society as well as their environment.Due to the fact that every input have the output which is about what lower and the remain residual as waste, the world feels that there should be some how some regulation or rules or a guide line to restrict these industries for the betterment of the society and specially for the environment. So it became much more grand to build an stiff guide line, commonly known as constitution, as a safety valve for the environment of the world. So a new concept of tender economicals arrived.For example, an in dustrial unit which contributes its share to contaminate the environment has an extra opportunity cost known as social cost which effect its food commercialize position. later the emission of social economics the concept of an affective environmental control procedure or rules arises this further carry outed and formed an environmental policy. Although, in social economic that extra social costs were not on the account of the company that produce it but on the account of the whole market. That was the major(ip) reason behind the evolution of the environmental policy.The major key interceptors for any environmental policy are its basic harming agents which possess an effective entity in the market or economy. Like deforesting, Water contamination, greenhouse effect etc. An effective environmental policy not only contribute in the development of the ground in form of its economic impact but it also prevent from over budgeting and decrease the unit of social cost of any economy. A n environmental policy is the basic key element to build a cleaner and safer environment. In other words, the economic policy is the preservator of future raw material for the industries.So an effective environmental policy works as a catalyst for the development of any economy as well as it also creates a tributary environment for the labor and entrepreneurs to use their skills and capabilities. (McKee, 1991) Lets have a look on the factors that are currently being configured as a primary concern of any environmental policy. The first factor which is currently most of the essence(p) is the global warming. The temperature of the world has now being in process of change. Mean to say that the temperature of the world is rising. Green House gas effect is the main reason behind that global warming.This green house gas occurs imputable to the emission of carbon dioxide in burning fossil fuel. Methane (a byproduct of agricultural form) is another element behind that change in temperatur e rise. They allow the sun kindle rays to be in but they dont allow the rays to upward emission thats why the surface of the earth is getting much hotter. some other factor which effects the environment is clean air. Again the main source for this contamination is again fossil fuel. After burning these fuels emits carbon dioxide and carbon single-channel oxide which then mix with air and contaminate it acid rain is also a byproduct of this contaminated air.Another important factor is species preservation. The rapid economic growth has caused several species to vanish. Again the waste from these industries polluted water and caused serious effect on several species. Water quality is one more important factor that effect environmental policy. Its also a major issue. Just like water pollution Air pollution with chemicals is also concerning to policy. whiz of the most important concerns of any environmental policy is the industrial waste because this is one of the most basic element s in contamination of almost every impurity.The accepted implement of any environmental policy is only possible when we have an effective management system of industrial waste distribution. That how can we protect our resources and environment from polluting by recycling or destroying our industrial waste by any means. The basic industrial waste is usually the by products of any economic sacrifice products. This waste can be in any form. It can be solid, or liquid or gracious or in some cases, radioactive. After the starting of the era of nuclear science another form of waste arrived. This is known as nuclear waste. (Environment, 2008)

Celebrity Status

Celebrity stance Everything I do sine qua non a news crews presence kanye west. Think spur to the early age and recall the one subroutine model that was looked up to the most go ahead might take up to go back as far as childhood. Ok got that amazing individual in mental capacity? Now is that somebody a person who had a lifestyle in luxury, fascinates the media and the influences the public on periodical basis? (Commonly denoted as an individual with fame and fortune), implied with great habitual appeal, prominence in a particular field, and is easy recognized by the public or also k instantern as a celebrity or celeb.Known fact most piece models are celebrities that why? Celebrities are on TV, front paginate of magazines, and perk up their names big and bold in newspapers. Every time they turn their head or scratch their nose its going to make the headlines and believe it or not things that small from the great unwashed with big reputation have a huge impact on the pub lic people. Celebs are braggy role models because they import children, families, and can give the slander meaning of celebrity status. Children the offspring, the next generation need to grow up healthy and with a excellent mental state and not a trance trying to copy the latest and greatest movie actor out. he child needs to be an individual meaning one person as him/herself, selfhood. Who knows the child could be a genius and invent something great that could be helpful for the future, but never know because they are to influenced by their celebrity role model. Having celebrities as role models can also throw a good chance of toughened itinerary in children for example lindsay lohan she effected thousands of youngish girls with accordingly good girl gone naughty incident made national back in 2004 after she made the movie mean girls then later got caught stealing and no penalties were issued.As a role model she portrayed that stealing was ok and existence bad is cool plus you merely cant act bad, you have to be bad It was just that easy to set the mind of a child off track and to follow the footsteps of a role model. As children get older the role model gets older and exit lighten try to do everything they see their role model do because they think it cool or indigence to be just like them no matter what the action is going from sex all the way to drugs. Drugs are likely to be used before age twenty six by young adults, but when celebrities use drugs it raises the chances even more with teenagers when celebrities are caught red handed by he media. It gives the wrong impression because the whole incident turns into a phenomenon what drug did she/he use how long has she/he been using it it becomes more a reward then punishment because there are now the biggest topic of the month and really miss the point that person made a mistake in life and is now addicted when they needed to be taking out of the spotlight so child viewers take int think twice of making that mistake but its not that easy.It also gives the impression that everything will be perfectly using drugs and life goes on perfect example Charlie sheen. when Charlie got fired from two and a half men then left for rehab he came back the same man that left but came back with a hit catch phrase duh winning and was offered hes job back plus endorsements. Celebrities that use drugs are a easy way to influence children to experiment and use drugs so why let them take it that far? The celebrity doesnt care about their effect on children but their own.Family is the group of people who are willing to do anything for each other and wont let anything between, so why let a celebrity ruin that? Celebrity role models effect families nationwide by giving the wrong message all the time like its ok to function young wild and free or better like the new saying of 2012 Yolo so popular it made it to the dictionary. (yo-lo) you only make out once. If a role model says its ok Yolo its just the same as saying its ok to do anything crazy, its ok go head live fast because you once live once (Yolo).That saying is being promoted by celebrities and its pretty scary. kids have a reason to do something crazy and then are sent to the grave and left mummy and dad to mourn the day with the feeling that life will never be the same. A role model should be a positive person and have nothing but good intentions the like a super hero and doesnt want to harm anyone or do drugs also would pick out by example those are true role models. No matter if theyre popular or not that role model will always be above celebrity status

Compare Chinese and Indian Creation Stories Essay

Creation stories or worldly concern myths argon narratives that rationalise how things began they are usually passed down generations after generations. In almost every husbandry throughout the only being there are a variety of versions of creation stories since the desire to know the origin of things virtually us is a plebeian human instinct. Despite the differences surrounded by the enculturations and countries, many common themes and elements can be found in their creation stories.In Both Chinese and Indian creation stories the creators of the background are both a male human-being like figure with a nonspecific ski bindingground. A big clipping ago the whole universe was coalesced into a cosmic egg, inside the egg there was cypher but tail. Among these Hundun( ) (a term was employ to describe a nebulous state in Chinese) there was Pangu( ) who was resting for more or less 18,000 years, finally he woke up and feeling suffocated, so he decided to standup. However h e was confined tightly by this egg beat up and he couldnt even stretch his arms and legs.He pulled off one of his teeth and turned it into a huge axe and broke the egg shell into twain parts with a powerful swing, the light part of the egg kept flying and became the shift (Yang) and the heavy part kept sinking and became the earth (Yin). Pangu was worried that the cant over and earth would come back and close once again. He decided to stand between them with his head supporting the thumb and his feet on the earth, as time went by he grew taller and the sky and earth alike got thicker each day. Another 18,000 years passed. Pangu utilize up all his strength and was convinced that the sky and the earth could stay separated forever.Finally he lay down and suddenly his left eye became the sun, his right eye became the moon his breath became the jumper cable and voice the thunder his hair and beard became the shining stars and his arms make the ground and the mountains his bloo d formed the rivers and muscles the soil his skin became the trees and flowers, teeth and bones turned into gold and minerals Similar to the Chinese Pangu creation base the Indian Pimas creation story in like manner started with a human-being like character whose name was Juh-wert-a Mah-Kai (The touch of the Earth).He was floating in the empty darkness and last decided to create the earth, the sun, the moon, the stars and eventually the world that he was satisfied with. As we can see there are essential elements or parallels between the two creation stories. They both agreed that the world was crafted by an otherworldly being that had the eerie powers and the creation of the earth both happened upon waking them up. They both invested in the essential elements that existed on earth from themselves, such(prenominal) as the sun, the moon and the stars.In addition, it is easy to notice that the gender of the creators was male which indicated that in both culture male was the symbol of strength and power. In ancient China this idea was greatly reflected since the male inheritance was extremely important as they were the dominated ones in the society. Female characters also played an important image in both Chinese and Indian creation stories. After Pangu separated the sky and the earth, there was a woman Nuwa( ) who was the only human-being existing on earth. She was wondering around and trying to find someone to piffle to.However, the fishes and the birds could not understand her. She felt so lonely and as she stopped by a pocket billiards where she saw her shadow reflected in the water, suddenly she realized that she needed someone like her on this earth, so she decided to create more human-beings like herself using the yellow clay and mud near the pond. She also made animals out of them such as chicken, dogs, cattle and horses. This kind of mother figure can also be found in the Indian Iroquois creation story where in the upper sky world there was a preg nant woman who gave birth to two twin boys.Both Nuwa and the Indian sky woman were female creators that created human-beings without another male figure mingled since the creation stories were told long before muckle understand the reproductive process and the humans in these stories were undefined creatures that usually possessed unusual power. much importantly they both emphasized the primary responsibility of women in human society as involved in biological reproduction. It is not hard to notice that there are also some common events which happened in both creation stories, such as floods.After human-beings were created by Nuwa, they started to reproduce offspring. Among them there were two characters-fire and water. There was a time that fire and water had a war. The four pillars supporting between the sky and the earth collapsed which led to the rising of the oceans and there was fire and floods everywhere. While Nuwa felt helpless that a elephantine turtle came to her and offered its legs, Nuwa was able to use them to replace the four pillars and put them between the sky and the earth again and everything went back to normal.However there still were some damages, the sky was middling ilted towards the northwest side which was the yard why the sun and the moon went back to the west in the end of the day. Also the earth was slightly sunk towards the southeast which explained that all the water and rivers were running and gathering in that direction. In the Indian cougars flood story two snakes were made to try to stop the flood and the snakes were lying between the south and west, and after the flood people who were created in the story were settled down in diverse areas in same region where the Indians were found later on.The flood stories represented the recreation of the original earth that was created and explained the establishment of the orders of nature and societies. Turtle is also a common creature in both creating stories as we found in t he Nuwas story and in the Indian Iroquois creation story a pear-shaped turtle saved the sky woman and the back part of the turtle grew into an island of earth. In Chinese culture turtle is often treated as a magical animal, and it is one of the four guardians of the Chinese compass.It is unremarkably used to represent longevity and endurance in many other mythologies from divers(prenominal) cultures since it has a long lifespan and the sturdiness of its back which was used as the implication for the origin of the earth. In conclusion, the Chinese and Indian creation stories are very similar in many aspects. They explained how the sky and earth were created from a state of darkness or Hundun, and how was everything established and reestablished on earth, and they also tried to explain nature phenomena with a logical sentience before any scientific explanations were established.They served as the foundations of the social structure for each culture and reflected the religions and beliefs in different cultures. They are also used as great sources straight off for studying the origins of the cultures. Some people today may look at these stories and find them amusing because it contradicts with scientific facts and evidence. In addition, some of these stories have been used for other purposes such as cartoons, novels, and convey the philosophy of life in an acceptable way that plays a vital role in society.

Politics and Film: Role of the President in Films Compared to Reality Essay

Concept of the Ameri whoremaster Presidency in Law 2We resume with a quote from Clinton Rossiter in his book The American Presidency (1987). What he said about the American death ch denudate then remains true today.He remains today, as he has always been, the ceremony head of the government of the unify democracys, and he must chance on part with real or apparent(a) enthusiasm in a range of activities that would keep him running and posing from sunrise to bedtime if he were not protected by a cold-blooded staff. Some of these activities are solemn or even priestly in nature early(a)s, through no fault of his own, are flirtations with vulgarity.The long enumeration of public duties that the business leader discharges in England, the professorship of the Republic in France, and the Governor-General in Canada, is the chairs responsibility in this country, and the catalogue is even longer because he is not a king, or even the agent of one, and is therefore anticipate to go through some rather undignified paces by a people who prize of him as a combination of scoutmaster, Delphic oracle, hero of the silver screen, and father of the multitudes. The United States Constitution provides for the powers and duties of the Chief administrator in Article 2. (US Constitution) It is in that document where the term, qualifications and primary duties of the American electric chair is primarily written. Notably, the Article presents the American President as the Commander in Chief, the Chief Appointing Officer, the Chief ill Minister and the Chief executive as a whole. As the Commander in Chief, he can call citizens into actual supporter of the United States.As the Chief Appointing Officer, he has the power to appoint public ministers and consuls, Ambassadors, Judges of the Supreme dally and all other officers of the United States subject to qualifications also written in the Constitution.As the Chief alien Minister, he also has the power to enter into treat ies. This power to enter into treaties is limited by the Constitution through the requirement that Advice and Consent be given by the Senate. This consent is manifested by the required two-thirds concurrence need in order to pass the treaty. In the exercise of this function, the President receives Ambassadors and Public Ministers. This is commonly instructn in State Dinners and Parades that are hosted by the White House for visiting foreign heads of state.Lastly, as the Chief Executive he has the power to grant reprieves and pardons. He also has the duty from time to time to give intercourse the data as to the State of the Union. This is the more commonplace address by the President to the Congress known as the State of the Union Address.This enumeration is in no way exclusive. The power of the chief executive is just elucidated in the study of Constitutional Law. These powers are limited by the Constitution unless continually delimit by the statues, executive orders and by jurisprudential law.Concept of the American Presidency in MoviesOur concept of the American Presidency is very much molded by the movies we see in recent Cinema. Whether it is Michael Douglas playing turnabout Annete Benning in the American President or Harrison Ford in his role in bearing wedge One, the persona of the Presidency is much understood by the laymen using these actors works.The American President mentioned above was a movie sayn in 1995. It was a romantic comedy directed by overcharge Reiner and written by Aaron Sorkin. It stars Michael Douglas, Annette Bening, Martin Sheen and Michael J. Fox.In the take away, Democratic President Andrew Shepherd (Douglas) is a widower who pursues a relationship with a political dormist by the name of Sydney Ellen walk (Benning). At the same time, Sydney had just locomote to Washington to win passage of an environmental bill she is lobbying for.Shepherd is portrayed as an extremely popular president who is seeking to run for r e-election with a 63% approval rate. The Presidents men take by his Chief of cater Aj McInnerny (Martin Sheen) is seeking to make use of this very high approval rating in order to pass a moderate crime bill. The bill is problematic. It has little support from twain Democratic and republican Senators. Republicans and Conservatives do not want the bill while Democratic allies think the bill is too weak to pass. However, if the administration can pass the bill, the President is almost a sure-win for re-election. It would show the strength of Shepherds popularity.The President of France is featured in the plot when it arrives for a state visit. The President is placed at an awkward blank space when he has to find a date for the event. His cousin who was purportedly accompanying him suddenly fell ill. Shepherd was already a widow from the start of the movie.The Presidents attention soon focuses on the attractive Sydney Ellen Wade (Bening), who has just moved to Washington, D.C. to work for an environmental lobby in the attempt to persuade the President to pass legislation committing his Administration to substantially reduce one C dioxide emissions. The President is intrigued by Wade and a curious and innocent exchange sparks a romantic air between the two. This is the scene in the Oval Office where Sydney cannot seem to find the right door to allow the office.At the same meeting, Shepherd strikes a deal with Wade if she can secure a reliable number of votes for the environmental bill, he will deliver the rest. He believes Wade will not be able to get enough votes to meet her obligation, thus releasing Shepherd who will be seen to be possessed of tried, without being blamed for failing.During the state dinner, as well as subsequent occasions (during which Shepherd acts as pursuer), the couple fell in love. The relationship, as well as Shepherds politicking down the middle, results in a decline in his popularity. The Presidents precarious situation is exac erbated by the impending ruin of his crime bill.Eventually Wade does manage to get enough votes to meet her part of the deal. Before she can tell Shepherd, he discovers that three Congressmen from Michigan are willing to deliver their votes if he shelves the environmental bill. As he is exactly three votes short, with no other apparent options to acquire them, he agrees, betraying Wade, who breaks up with him.The film builds to a climax timed to coincide with the State of the Union, planned as a conciliatory, non-partisan event. However, ruminating on Wade leaving him and his sacrifice of a bill he believes in for the sake of a bill he doesnt really believe will have much effect, Shepherd has a change of heart.He makes a surprise appearance in the White House press room to rebut the Republican besieges on his values and character, and then sends the controversial environmental bill to Congress, promising that he will keep a stronger crime bill in due time, and fight for that as w ell.His passionate defence of what he believes, in contrast with his earlier moderate conciliation, galvanizes the press room and his staff. His speech writer Rothschild has only half(prenominal) an hour to re-write the State of the Union speech to reflect the new, confrontational tone of the administration yet seems prosperous about the challenge. Wade comes back to him, arriving in the Oval Office just beforehand he leaves for the knoll leading to a reconciliation.The movie ends with Shepherd entering the House to rapturous applause. (Wikipedia, The American President)On the other had, cinch Force One is a 1997 action film starring Harrison Ford and Gary Oldman.Ford plays President James marshal. In a speech in Moscow, he announces in a speech that the United States will not negotiate with terrorists, after an operation by U.S. and Russian Federation special forces captured the bossy leader of Kazakhstan, General Ivan Radek (Jrgen Prochnow). On his way back to the US, Sovie t neo-nationalists posing as a intelligence service crew have infiltrated the plane.The terrorists storm the plane and take hostages.Several others are killed during the shootout, including the military officer aerated with carrying and protecting the nuclear launch codes of the United States Strategic Command (carried in a briefcase known as the football). The flight crew declares an emergency and prepare to land at Ramstein Air Base, Germany. Secret Service agents discharge the President to an escape pod. At the last moment, Marshall flees the escape pod and retreats to the baggage deck. The terrorists kill the pilots and take control of the plane, which takes off again, to the surprise of standby Ramstein crew.In Washington, D.C, Vice President Kathryn Bennett (Glenn Close) arrives at the White House, assessing the situation alongside the Secretary of Defense Walter Dean (Dean Stockwell) and other officials they soon learn that Marshall did not plank the escape pod. The terror ists call the Vice President, demand the release of General Radek, and threaten to begin executing hostages.Meanwhile, Marshall is still on the plane. While attempting to call the White House, a second terrorist finds Marshall and detains him nevertheless, the call reaches the site Room. Marshall manages to covertly order an attack on Air Force One so he can subdue the terrorist. The plan works, and Marshall attempts a fuel dump to land the plane.Recognizing the presence of soulfulness on the baggage deck, Korshunov executes Deputy Press Secretary Melanie Mitchell in an effort to force Marshalls surrender. While two of the terrorists attempt to restore the fuel controls, Marshall slips by and takes another terrorist hostage, using his keys to at large(p) the hostages.Korshunov forces the President to call Petrov to secure Radeks release. In Washington, Dean persuades the Cabinet to sign a presidential Incapacitation Document, but Bennett refuses to sign it.As Radeks release is pr epared, Marshall and the hostages free themselves and kill the remaining terrorists, but Korshunov captures Grace and also shoots Chief of Staff Shepard and flees to the parachute ramp. In a vicious fight, Marshall manages to leave out Korshunov from the aircraft by deploying the latters parachute while it is wound around his neck. Marshall calls Petrov before Radeks release, and prison guards kill the former general as he flees.Kazakh MiG fighter jets loyal to Radek reach Air Force One and inflict serious damage on its engines and maneuvering mechanisms. U.S. fighters intercept and fend off the hostile aircraft just in time to save the Presidents plane. With Air Force One uneffective to land, an air-to-air ropeline rescue is arranged. Before the evacuation can be completed, the plane begins a rapid nightfall with Marshall, Gibbs, Major Caldwell, and a rescuer.Marshall insists on rescuing his family and then a wounded staff member before he evacuates the plane. Once it is the Pre sidents turn to leave, Gibbs drops all pretense, killing two of the others. Marshall fights with Gibbs, and escapes on the ropeline, leaving Gibbs aboard the 747, which crashes into the sea. The C-130 rescue aircraft announces that it is now Air Force One, and the film ends with the plane immobile toward safety with the F-15s flying and the First Family aboard. (Wikipedia, Air Force One (film))Discrepancy between the Two Concepts The variance between the concept of the American President we seen on Film and in Reality is surprisingly little. Moviemakers do not depart a whole lot from the concept of the American President we see in man in order to create a semblance of such a reality with the viewer. Our give-and-take on the broad roles of the American President is seen in both movies summarized. The role of the American President as the Commander in Chief is seen in both movies. In the American President, Shepherd ultimately orders an attack interrupting his date with Sydney El len Wade. Upon advise of his military generals, Shepherd makes a tough decision of ordering such an attack. He does this after taking into account the casualties in the lives of innocent civilians working at the military base. In Air Force One, the power is highlighted from the fact that controls to the US military arsenal are with the President. One of the guards holding the data processor to access such controls is killed in one of the shootouts. The role of the American President as the Chief Foreign Minister is seen in the American President. The visit by the President of France plays a central role in the movie. This is the pivotal moment when President Shepherd asks Sydney to go out with him. This part of the movie exhibits the role of the President in receiving heads of states. The role of the American President as the Chief Executive Officer is seen in both movies. In the American President, President Shepherd ends the movie in thunderous applause by addressing Congress in his State of the Union Address. In Air Force One, we seen this aspect of the Presidency when the Joint Chiefs of Staff asks the vice president to take over the duties of the Presidency. This exhibits the limits of the presidency and situation of vacancy upon death, resignation, or incapacity of the President. oddmentOur concept of the American Presidency is very much molded by the movies we see in Modern Cinema. Whether it is Michael Douglas playing opposite Annete Benning in the American President or Harrison Ford in his role in Air Force One, the persona of the Presidency is much understood by the laymen using these actors works.The difference between the concept of the American President we seen on Film and in Reality is surprisingly little. Moviemakers do not depart a whole lot from the concept of the American President we see in reality in order to create a semblance of such a reality with the viewer.ReferencesRossiter, C. (1987). The American Presidency. USA The John Hopkins U niversity Press.The United States ConstitutionWikipedia (8 November 2007). The American President. Retrieved November 12, 2007, from http//en.wikipedia.org/wiki/The_American_President.Wikipedia (11 November 2007). Air Force One (Film). Retrieved November 12, 2007, from http//en.wikipedia.org/wiki/Air_Force_One_%28film%29.

Corona Beer

Grupo Modelo S. A. de C. V. was formed in 1992, and unresolved its first brewery in 1925. Its Mexicos largest beer producer and distributor. Among the conjunctions many brands was electric glow Extra, which had been the macrocosms fourth best selling beer in terms of volume. Under the operational comportion of Diez, Modelo started producing aureole in clear quarter bottles in response to consumers preference for clear glasses. It became the strength and let it let popular. Whats more, Modelo bought the brands and assets of Toluca Mexico Brewery as well as the countrys oldest established brand of beer, Victoria.It led the company to have a unanimous growth. At this moment, the opportunity was that more or less local anesthetic competitors were selling beer to the American host for WWII, so Modelo aimed to concentrate domestic market and improve distribution methods and production facilities within Mexico. Another economical factor was Mexico became industrialized, and its infrastructure allowed for large scale distribution. Because of the two factors, Modelo was successful to be a local leader. And Corona was listed on the Mexican Stock exchange in 1994.Mexico, the worlds 11th most populated country was one of the largest beer markets in the world and its also the birthplace of most wealthy tequila. So theres no doubt Modelo have lots of competitors, especially FEMSA. Though Modelo had create up a strategic alliance with Anheuser-Busch to broaden its worldwide impact, FEMSA was distributing Coca-Cola products in Mexico and had a partnership with HeinekenModelos multinational competitor to attack the U. S. Market. Heineken be after to be the market leader in US finished aggressive campaign.So Modelo made efforts to be more competitive. According to Modelos expanding abroad, Corona distributed by Amalgamated hush Products Inc, and because of its unique products, it had become the second most popular import beer in United States. Then, a politica l problemcoupled with federal excise evaluate on beer made Coronas distributors collect the tax rather than pass it on to consumers. However, it turned to be Coronas strength that the sales increased ever since and Modelo also took advantages of NATFA environment.As a result, Modelo was exporting five kinds of beer to United States and three brands ranked among eighter first. Since its entrance into the American beer market, Corona had built a market campaign around the idea of pastime in the sun. Its a brilliant and unique market campaign. It was born out of Modelos international expansion strategy of giving autonomous control to experienced, local distributors. It targeted on women and party scenes. Then Corona was able to get the non-beer-drinking population to drink beer by its unobtrusive and bland taste.Furthermore, with its advertising slogan, it built strong images of escape, enjoyment and relaxation successfully. However, Modelo were withal facing challenges. Though FEMSA did not experience the same in the international argonna as Modelo, it is the exclusive distributors of Coca-Cola and Central America. Though Corona surpassed Heineken as Ameriacas top imported beer, but its because the failure that Heineken always advertising for the superior quality ,with little attention given to any other aspect of its brand.So Medelo had to face its new status to make its success story a sustainable one. To conclude, for Modelo, its strengths are 1) Mexicos largest beer producer and distributor 2) Corona Extra had been the worlds fourth best selling beer in volume 3)Top imported beer in US 4) Distributors absorb the tax rather than pass it on to consumers 5) Brilliant market champaign 6) Strong brand image. Its weaknesses are 1) Lack of merger with other companies 2) Lack of partners. For the direct environment, it targeted those non beer drinking people especially women.Modelos direct competitor in Mexico is FEMSA. Its the distributor of Coca-Cola and C entral America and it has high quality and have a partnership with Heineken to attack the US market. The international competitor is Heineken. Its main importer in US and it planned to be the market leader through market campaigns. For the global environment, the political factors are 1)North American barren Trade Agreement (NAFTA) environment. 2) Federal excise tax -absorb the tax rather than pass it on to customers. The economical factor is Mexico is the worlds 11th most populated country.The social factors are 1)Mexico is the birthplace and still home of the most affluent tequila market. 2) It targeted non beer drinking population especially women. The technology factor is the advertising movement and the legal factors are laws and regulations of alcohol. Above all, Modelo can focus on advertising more to increase the tot up of non beer drinking consumers and develop more customers to establish a supply chain to make products available in more places. Whats more, Modelo can al so expand its international market not only in US and Europe but in Asia.

Changing Culture at Pizza Hut

changing Culture at pizza pie pie pie shanty and Yum Brands, Inc. The concept of merged shade has captured the imagination of executives for years. For executives struggling to manage boldnessal change, understanding their organizations horti nuance has become paramount before undertaking much(prenominal) a change. They realize that noteworthy strategic and structural re bond cannot occur if it is not set uped by the organizations norms and determine. Organization acculturations ar fixd by leaders and, therefore, wiz of the most important functions of a leader is the creation, focus, and sometimes the destruction of a culture.An organizations culture re? ects the cherishs, beliefs and attitudes of its members. These values and beliefs foster norms that in? uence employees behaviors. organisational cultures evolve imperceptibly over years. Unlike mission and vision contentions, they ar never written d ingest, but are the thought of an organization. Cultures are c ollections of unspoken rules and traditions and operate 24 hours a day. They determine the step of organizational life. Cultures determine a great deal of what happens within an organization. piece managers are aware of their organizations culture(s), they are often unsure roughly ow to in? uence it. If cultures are index summateful in? uenconditioned emotional responses of behaviors, they must be created. angiotensin converting enzyme r bye to analyze divided assumptions is by exploring top solicitudes answers to the following questions 1. How do people in this organization achieve their engage? 2. Who succeeds in this organization? Who doesnt? 3. How and when do people interact with i an early(a)? Who participates? 4. What kinds of work styles are valued in this organization? 5. What is expected of leaders in this organization? 6. What aspects of performance are discussed most in evaluations?The purpose of this conk a line is to share with you how precedential le aders at pizza pie shanty in particular and at Yum Brands, Inc. ( pizza pie chanty, Taco price and KFC) in commonplace answered these questions and were fitting to create a new culture after the eaterys were spun off from PepsiCo Inc. Culture change does not occur in a vacuum. It is an integral part of the lodges fabric. To change a social clubs culture, takingss systems, leader behaviors, and organizational designs must be created Acknowledgments This research was sponsored by a research grant from the OxyChem Corporation.The primary focus of this article is pizza pie chantey and how pizza pie shanty two generated and experienced the culture change at Yum It is based, primarily, on the thoughts, re? ections and opinions of senior managers who experienced and helped communicate the changes discussed in this article. The authors would like to acknowledge the constructive comments made by Steve Arneson, Leon Avery, Chris Koski, Mike Rawlings and Don, and Leslie Ritter. 3 19 to support the change, as the experience of Pizza Hut demonstrates. THE SPIN-OFF AND PIZZA HUTStarted in 1958 by the Carney br early(a)s, Dan and Frank, Pizza Hut played a major role in turning pizza from an Italian specialty into a mass-mart, mainstream food. Pizza Hut had real a reputation for and perpetration to egressput quality that was built into the bones of restaurant managers, and with it, great pride in the brand. By the mid 1990s, Pizza Hut had become a force playful brand, with some 8,000 U. S. -based restaurants, 140,000 employees and over $5 billion dollars in system-wide gross sales. angiotensin converting enzyme internal Pizza Hut market researcher estimated that over 90 percent of American pizza eaters had tried a Pizza Hut pizza.One of the key drivers of the success of Pizza Hut was PepsiCo. along with KFC and Taco Bell, Pizza Hut was and had long been part of the PepsiCo eating house Division. PepsiCo had brought its national trade muscle to the Pizza Hut brand, raising sales and increasing brand visibility. But it had also brought something that had a major tint on Pizza Hut the PepsiCo management system. Even before Jack Welch made General electric automobile Co. s personnel management system the envy of American industry, PepsiCo had a reputation for professionalducing great command managers.Its personnel syllabusning system, shepherded by a set of organizational psychology Ph. D. consigliore in alone(prenominal) of PepsiCos operating divisions, produced a stellar cast of lord managers. This system, layered on an existent Pizza Hut founding culture, was far from a natural ? t for the quick-ser offense restaurant industry. PepsiCo was what Kerr and Slocum would call a market culture with a performancebased reward system. PepsiCos very fast moving, individually focused, consumerpackaged goods, entrepreneurial culture would prove not a great ? t for the relatively mature, slow-moving, squad-oriented, quickser wickednes s restaurant business. 20 organisational DYNAMICS The integration of these ii companies, PepsiCo and Pizza Hut, resembled a failed vinaigrette a large amount of oil slowly churning in one acception, overlaid by a thin layer of vinegar, a whirlwind of speed moving in the opposite direction. The vinegar represents the high-potential PepsiCo usual managers rapidly moving among the many divisions and corporate of? ces of PepsiCo. Smart, ambitious, competitive and results-driven, they were attracted by PepsiCos ability to move them up fast and give them a b enunciateth of management experience in divergent PepsiCo businesses.A rising star might spend dickens years in ? age marketing at Pepsi Cola North America, a year and a half in overlap marketing at Frito-Lay, an additional 18 months as a product brand manager there, two years at Pepsi Cola International, followed by a senior director position in marketing at Taco Bell, etc. The bottom layer, the oil, represented the bulk of P izza Huts trading operations, staffed by hard working, dedicated, long-tenured restaurant-focused operators who loved the Pizza Hut brand and the restaurant business.They were less in all probability to be at the top of their class in college and less likely in fact to fuck off graduated from college. umpteen had started as cooks, or dishwashers or delivery drivers. Slowly, as they had mastered the complexity of running retail operations and built their experience, they would move up the system. A select few even r for each oneed the top of operations, where they overlap leaders positions with PepsiCo general managers, some of whom had non-operational functional backgrounds (in ? nance, say, or even marketing,) and who were doing their ops rotation. This two-tiered system of PepsiCo short termers and Pizza Hut restaurant-dedicated lifers had a number of built-in tensions and misalignments, including Home office glorification Business was by with(p) in the restaurants, but t he power and the glory, as vigorous as the filong time programs, all originated in corporate headquarters, whether Pizza Huts in Dallas, Texas, Yum s in Louisville, Kentucky or PepsiCos in Purchase, impudently York. acquit managements line of sight was focused away from the restaurants. Short-term mindset The up or out of the PepsiCo professional management system, a reward system linking short-run results to individual rewards, created pressure to own ones mark and make it quickly. Anything that took too long to build or was built for long-term impact was a hard sell. Lack of continuity The need for quick success and the relatively rapid turnover in headquarters management made for a program of the month mentality. Finance first headset Making plan seemed sacrosanct in PepsiCos results-driven organization.This was often perceived by the restaurateurs, and even by some franchisees, to be at the cost of consignment to long-term restaurant essentials like product and asset qua lity. Passive foe in the field The perception of short-run focus combined with a program of the month mentality engendered, at its worst, a system of passive resistance in field operationscompliance without commitment. issue operators, especially franchisees, often felt secure in the knowledge that if they just delayed program effectuation long enough, Pizza Hut management would turn over and the new group would charge out with the next great idea. A performance-based, consumer packaged goods company like PepsiCo was not a natural ? t with the restaurant business. But whether it was bad business ? t, strategic or culture misalignment, or hardly insufficiency of tolerance for the restaurants business relatively low margins and slow growth (despite its broad cash ? ow), PepsiCo gave up on Pizza Hut and its restaurants, spinning off its faultless restaurant division in 1997, under the name Tricon Global Restaurants, Inc. , now Yum Brands. ALIGNING BUSINESS/ CULTURE Yum anagem ent understood that they had to create a radically antithetic culture than the one at PepsiCo if the new company was to succeed. PepsiCo is primarily a consumer packaged goods company. Direct interaction with consumers takes place through advertising, or is mediated by supermarkets and new(prenominal) retail and wholesale establishments. Marketing was king, and at the time of the spin-off, one of the kings of marketing, Roger Enrico, was the CEO. Tricon Global Restaurants, Inc. was a restaurant company. Hundreds of thousands of low-pay, high turnover front-line mployees interacted with millions of customers a week in some 30,000 restaurants around the world. Quality control was not in the hands of process manufacturing gurus as at Pepsi Cola or Frito-Lay, but in those of part-time, often teenage employees making discrete decisions astir(predicate) quality with every(prenominal) product served. This posed an enormously different challenge for top management at Yum PepsiCo was a holding company. If general managers made their ? nancial numbers and grew their people, then headquarters people left each general manager alone to run his or her business.Synergies crossways various lines of business were simply not a high priority on PepsiCos strategic agenda. In the restaurant division, this resulted in cardinal strong, autarkic consumer brands. In effect, the triple restaurant brands were really leash separate companies, with independent cultures, information technology (IT) systems, operations, ? eld management practices, human resource systems, etc. Yum , saddled with a large debt by PepsiCo and in the relatively lower margin restaurant business, was in no position to economically justify itself as a holding company overseeing three independent restaurant businesses.It had to look for operating synergies, shared resources, etc. It had to be much more of an operating company. A shift from three independent companies to one company with three independent restaurant brands was infallible for ? nancial survival. Top management needed to meld three independent company cultures into one shared culture and one set of restaurant-focused values, built on a set of shared functions (e. g. , IT, bene? ts and compensation, legal). Succeeding at Pizza Hut could no longer be about making it to Purchase, New 321 York to work for PepsiCo.It had to be about making the customer experience in Pizza Hut restaurants great. David Novak, impertinently named vice moderate at Yum had already started creating a restaurant-focused culture during his stint as president of KFC. Novak was partial(p) of saying that he hated the term culture because it reminded him of germs. But his savvy understanding of how to build a restaurantfocused business culture was one of the reasons why he had been selected to run Yum With little time betwixt his pick and spin-off date, the new restaurant-focused culture was passing to have to be started.Launch date October 7, 1997. CREATING THE CULTURE OF YUM BRANDS Changing and integrating the culture of three companies with very strong founders, founding traditions and underlying assumptions about what constitutes success would be an enormous challenge, even after the homogenizing effects of PepsiCo culture were factored in. The actions that Yum took to push its culture toward a desired end-state alignment with its business strategy and business model included 1. Starting with a set of shared values to de? ne a culture across the three brands 2. psychiatric hospital the new company in a way that that body forth its new culture 3. Using titles to signal intentions and signify new cultural meanings 4. Creating a train management system to maximize restaurant performance 5. Developing a recognition culture to reinforce cultural behaviors 6. Realigning reward systems to validate and walk the talk on the values and 7. Measuring the effectivity and commitment of senior managers to the values. Starting w ith Shared Values The political philosopher, Hannah Arendt, trying to distinguish what was unique and 322 ORGANIZATIONAL DYNAMICS uccessful about the American Revolution (vs. those of France, and Russia, for example), focused on the concept of founding both as a source of authority and as a statement of the power and commitment that comes from being a founder. The founding that was Americas Revolution was encoded in two distinct documents The Declaration of Independence and the Constitution. The antecedent served to articulate those values that were distinct to America and the latter to codify them into workable systems and processes of government. Whether the leaders of Yum ad read Arendt is unknown, but they intuitively understood the elements that had made the American experiment uniqueand they incorporated them into the values statement and the rearing of the new company. Rather than start with insofar some other statement of corporate values, they declared their differences with the spawn country, that is, PepsiCo, with a set of Founding Truths. The nine distinct statements in this one shared document were Yum s Declaration of Independence. They announced what Yum would stand for, while at the same time differentiating the new company from its primogenitor he PepsiCo Restaurant Division. For example, one statement reads, The RGM (Restaurant General Manager) is our 1 Leader . . . not senior management. other reads, Great Operations and Marketing Innovation Drive Sales . . . no ? nger-pointing. These two statements suggest both the direction Yum wanted to take and the behaviors it wanted to avoid. Taken together, the nine statements clearly demarcate both the essentials of a genuinely restaurant-focused company and the differences between what employees could expect from Yum and what the restaurants and their operators had resented in PepsiCo.The statement of shared values, Yum s How We Work unitedly principles, doesnt differentiate Yum from its competitors. Values statements rarely can serve this role, and Yum s restaurant-focused, but otherwise bill values sure as shooting cant customer focus, belief in people, recognition, learn and support, accountability, excellence, confirmatory energy, groupworkwho could be against these? Instead, as well demonstrate, they served more to structure processes and systems and stand as a code for measurable behavior. In other words, they served the role of the U. S. Constitution.And, like the Constitution, while the details of the document werent easy to remember, their impact was ubiquitous. The Founding The launch of a large, new existence, U. S. -based company, whether from spin-off, merger or acquisition, normally follows a rather standard process. You ring the outset bell of the New York Stock Exchange, throw a big launch event at corporate headquarters, presumably beamed live to division headquarters and by videotape to international locations, blare the news across the co rporations internal media and push your best foot forward in the press.In this regard, the launch of Yum followed the same format Wall Street, a big event in Louisville, Kentucky, featuring the new Yum Management team and the restaurant brand presidents, moderated by then Good Morning, America co-host Joan Lunden and beamed around the country. But if the launch was going to embody the culture, as enunciated in the Founding Truths and the How We Work Together Principles, with its principles of putting restaurants and their managers first, it was necessary to turn the usual launch format on its head. Yum id this in three ways by making local activities the concern of the action instead of the headquarters event by centering activities on restaurant managers, and by subscribe up those managers as founders. The local events were focused primarily on enlisting local restaurant general managers in the new company. Activities centered on team-building exercises for the managers designed by Yum s organizational and leadership nurture team. These were simple, but often powerful group activities. For example, the local event that one of the authors facilitated for some 200 participants in Miami, Florida, epresented the ? rst time that area Pizza Hut, KFC and Taco Bell managers had ever met together in one place. in that respect were managers who ran restaurants of different brands, often adjacent to each other, who had never met The simple act of sharing personal biographies and come in histories created new connections. After two hours of team-building activities, the message that we were now one company, not three, and that we were part of a team together came across loud and clear. The national event reinforced the local event rather than the other way around.The invitation to and attendance primarily by restaurant managers told them they were important. This was reinforced by the national event which distressed the primary role of the RGM and introduced the F ounding Truths, and it was graphically embodied in the new Yum stock certi? cate, which featured one real manager from Pizza Hut, Taco Bell and KFC on its front. The most powerful part of each local event was saved for the end. Each locality had been supplied with a large poster featuring the new companies Founding Truths. The poster was put outside the event meeting room, along with a set of magic markers.The managers were invited, on their way out, to sign their names on the poster and to become a founder, but only if they agree with the principles of the new company. They were told that no top managers would be there to watch, and that there would be no penalty for not signing. It was strictly voluntary. They were, in effect, invited to sign the companys Declaration of Independence, and in doing so, make a public commitment to the culture and the company. Over 80 percent of the attending RGMs left their signatures. Founders daytime as it is now called, has become a yearly event celebrating the culture of YumTitles Given the symbolic grandeur of titles, Yum was smart enough to actively use title changes to signal culture changes. Corporate Headquarters was re-named 323 the Restaurant Support Center, signifying that the restaurants were the central focus of the company. Presidents of the KFC, Taco Bell and Pizza Hut were, at least initially, re-named primary(prenominal) concept officers, signifying that there was now only one company with three concepts, not three companies. The entire above-restaurant management team also had their titles changed from managers to coaches. Area managers were now area coaches, operations directors were market coaches and division vice presidents became head coaches. It was one thing to state that learn was a company valueit was quite another to construct an entire management system based on coachingto embed that value in the way the company worked. That was to be perhaps the biggest culture change of all. Coaching The idea that coaching could be something that all associates in a company could have to improve their performance, right buck to the front lines, and that every manager had the capacity to coach may still appear radical, or at least improbable.Pizza Hut itself wasnt even sure it could be done when it started the process. There were two incentives to create a coaching culture in operations first, business growth had stalled and the company needed a jump-start and second, the PepsiCo management system was incongruent with the quick-service restaurant business. PepsiCos focus on individual, instead of team success, its short-term mentality and the intensely financial results driven culture had its strengths and its shortcomings. It was not a culture that could lead to prolong team performance in a restaurant.For example, under PepsiCo, management had been by exception. As Pizza Hut head word operating officer (COO) Aylwin Lewis put it before a national conference on coaching and mentor ing, If youre a good performer, you get left alone if youre a poor performer, you get an action plan. In other words, acquiring the kind of management attention embodied in stiff coaching and training to build 324 ORGANIZATIONAL DYNAMICS managerial competencies was seen as a sign of failure. The short-term focus of PepsiCos management system had meant that fixing things quickly was a strength.But short-term fixes became nonadaptive for building longterm capabilities through coaching. Finally, the focus on individual instead of team performance made it sticky to coach. Coaching ultimately has to be about the team and the person to be coached. It cant be about the personal success story of the coach. Coaching supported the restaurantfocused culture in a number of ways. First, it call for physical proximity. Its best done face-to-face. Coaching cant be done very effectively from another state. That meant above-restaurant management would have to start spending time in the restauran ts.Second, it required interpersonal and operational, as well as ? nancial competence. To coach a restaurant manager, you had to know the business at least as well as they did and know how to share that knowledge, or youd be atrophy their time. Shifting the basis of control to knowledge from command of resources and rewards would force general managers to become restaurant coaches. Third, it required confederation. The coach cant be undefeated and have the player fail. Market coaches, area coaches and restaurant managers were networking, mirroring the teamwork required in the restaurants.COACHING MAY BE THE RIGHT WAY TO GOBUT HOW DO YOU GET THERE? The first 90 days Before anything else had been done, job titles were changed. All operations vice presidents, directors and area managers became coaches. That was the changeable moment that signaled to employees that a new mode of operating was inevitable. There was boot encamp for the entire operations team. The fastest way to ensu re that all managers could master and understand the skills of the average employee was to pay back them together, make them re-learn the basics of the business of making pizza and then test them o their competence was certified. While this was going on, the organizational development team was developing job maps and outlining roles, responsibilities, outcomes, and behaviors for the role of coach. With title, certi? cation and job map, the coaching culture was launched. And barely stayed a? oat. The epiphany on what wasnt working occurred to Aylwin Lewis during a roundtable with area coaches in Columbus, Ohio. One of the area coaches looked at him and said, Youve changed our titles and youve given us training and said, Now, I want you to be in restaurants 80 percent of the time. Okay, now what do you want us to do there? What do we do with all that time? Without any existing precedents for building a new management system based on coaching, it wasnt immediately apparent that a mo del of coaching was needed. Coaching was a skill that had to be taught. People needed a model for how to coach. In PepsiCo, coaching wasnt rewarded and therefore not practiced. A coaching culture model needed to be developed at Yum It had to be practical, simple and action-orientedit had to ? t the fast paced, high-turnover environment of the restaurant business.A teachable threestep process, with an easy to learn acronym, EAR, was developed taught all market coaches, while the market coaches bypassed all area coaches and personally taught all restaurant managers. This simple method had huge implications for fostering a new culture at Yum. First, it meant that all the coaches had to learn the coaching model well enough to teach it. Second, they had to demonstrate their commitment to it in order to teach it well, and were held accountable for achieving results. It would not have had the same impact if the training department employees had led the classes.Third, it put the one level down coaches (the direct supervisors of the students) on notice for accountability to their immediate subordinates. Fourth, operators were able to bring real-life examples into the role-plays, increasing the relevance, impact, usefulness and credibility of the coaching material. In addition to training, coaching logs were created in each restaurant to document each coaching session, its lessons and commitments. Audiotapes of coaching sessions were circulated to restaurant managers to provide real-life demonstrations. Creating a coaching culture had begun. cognitionTop managers learned from Southwest Airlines Co. the power of recognition to motivate employees, and to elicit positive discretionary behavior among employees. Southwest Airlines separates reward from recognition, celebrating behaviors that reinforce the culture, creating an elaborate, yet natural process of positive behavioral feedback. Recognition is done by everyone, not just senior managers. This means that all level s of supervisors can recognize behavior, empowering those supervisors, but also ensuring that the recognition is timely, specific and meaningful to the person who receives it.There were three keys to building a successful recognition program at Pizza Hut 1. Starting at the top 2. Ensuring it was continuous and ongoing, and got built into communications and 3. Reinforcing it publicly. 325 Exploring Observe/ask/listen Analyzing Facts? obscure or pattern? Root cause? Responding Teach new skills and knowledge Provide feedback Offer support and gain commitment Operational leaders (not training personnel) would be responsible for teaching all coaching classes for those two levels down from them. For example, COO Aylwin Lewis bypassed head coaches and personallyStarting at the top David Novak, now chairman of Yum , formerly president of Pizza Hut (and of KFC) single-handedly brought recognition to Pizza Hut. He said that he had learned the power of recognition during his job as chief oper ating of? cer at one of the PepsiCo divisions. His deep-seated belief in the power of recognition and his commitment to it made all the difference. Novaks ? rst bare into recognition as president of a division occurred at KFC, where he created the ? oppy chicken award. The award itself embodied the distinction between recognition and reward.It was one of those rubbery ? oppy chickens used for pranks or jokes that would be as likely to show up on Halloween as at any other time. In other words, it wasnt valuable in and of itselfit wasnt a watch, or a ring, fancy clock, tie tack, brooch, earrings, etc. tierce things made it valuable as recognition. First, it was numbered. So it wasnt just a ? oppy chicken. It was the 45 ? oppy chicken. Second, it was signed and had a personal message written on it. And third, a picture of the recipient and Novak was taken, framed and sent to the recipient. A $100 gift certi? ate was also given, but Novak was clear to point out that this was simply an supplement We know you cant eat the chicken. At Pizza Hut, Novak started the Big Cheese awarda rubber cheese hat (similar to those worn by fans of the Green Bay Packers football team. ) This was also numbered, and personally inscribed. The recipient had to wear it while being photographed with the president. When Novak became vice chairman of Yum at the spin-off, his successor as president of Pizza Hut, Mike Rawlings, continued the tradition. During his ? ve-year tenure, Rawlings handed out over 500 Big Cheese awards.The general tears, positive emotions and heartfelt gratefulness of the recipients were reinforcing for culture and for the giver. One author personally experienced the impact of getting the award in front of 600 employees at an All-Team meeting. The power of the award is in the public recognition. The authors $100 gift certi? cate remains unspent. 326 ORGANIZATIONAL DYNAMICS To create a recognition culture, rather than simply a recognition award, things couldnt stop and start with Novak. He encouraged his immediate reports to create their own recognition awards, and they soon did.What followed was a slow process of osmosis, reinforced by the positive impact of recognition. For example, the chief operating of? cer created a recognition award and gave it out at all operations meetings. The positive feedback and public recognition that accompanied it built pride and goodwill amongst recipients and reinforced their positive behavior. The obvious and far-flung positive feedback gave a reason for head coaches to create their own recognition awards for their meetings, and so on down the line right into the restaurants. Like osmosis, the spread of recognition was uneven and sometimes slow.But within three years, recognition awards were regularly appearing in restaurants, as managers used recognition to motivate front-line employees. And because the spread was spontaneousnever dictated by corporateand completely voluntary, there was a sense of ownershi p for the behavior. Recognition built deep roots. Those roots had the time to grow because once the recognition tradition started, the continuous, ongoing commitment of senior leaders kept it alive, front and center. Every public meeting included recognition awards on the agenda.Over time, the continuity of recognition starting generating a sense of anticipation and pull for awards. Within three years, recognition had become so routine and omnipresent that it lost any tinge of self-awareness and simply became the way we do things around here. Rewards The balanced scorecard was the primary mechanism for allocating rewards and handing out bonuses for restaurant managers. Two changes to the reward system helped align it with the Founding Truths and How We Work Together Principles on which the new culture was based.First, people measurements were added to ? nancial measurements and customer measurements, reinforcing the putting people ? rst credo. It might have taken three years before all restaurant managers had been trained as coaches, but the scorecard was ? exible enough to allow for measuring the results of good coachingsuch as reduced turnoverwithin a year. Second, in a move unprecedented in the industry, restaurant managers were given stock options as an outright block grant, and stock options were added to the list of performance incentives. legitimately limited initially in the number of stock options it could award, Yum chose to award its restaurant managers these options before their bosses, the area coaches, were able to get theirs. This powerfully reinforced the founding truth that the RGM was 1, and should act like an owner of the business. The symbolic value and the boost to management credibility was at least as important as the value of the options themselves. ?nancial of? cer of Yum was let go, and his lack of cultural ? was cited as a reason, this sent a powerful signal that the cultural values of the company were important. RESULTS The nature of Pizza Huts business makes it very difficult to make causal links between the change in culture and changes in its business. For one thing, the main antigenic determinant of Pizza Hut sales is new product launches, somewhat orthogonal to culture as a sales determinant. For another, as a result of the spin-off, Yum had been burdened with a huge debt and was in the process of sell off its company-owned restaurants. This undoubtedly mpacted morale, potentially slowing the impact of culture change, and it may have skewed the same-store sales averages of the remaining restaurants, obfuscating the impact of culture. These points notwithstanding, during the ? rst quaternary years of its culture change, Pizza Hut experienced record highs in same-store sales and a record low in restaurant manager turnover. In the ? ve years, from mid-1997 to mid-2002when Pizza Hut was led by president Mike Rawlings, a time at the heart of the change in culturesame-store sales growth rose 19 percent, ove rall operating pro? doubled and margins change to record highs. While these results may not have been caused directly by the change in culture, they were certainly consonant with it. Founders Survey results show strong belief in company leadership, commitment to and belief in the brand, and strong execution of the values at all levels. At the least, the changes in culture provided a strong foundation for and enablement of high performance. The management practices at PepsiCo and Yum had a signi? cant impact on the cultures created in each organization.In a hologram, any fragment encapsulates the essence of the whole. Interpretations of a single management practice need to be consistent with the interpretation of other 327 Measurement What gets measured, gets done, is one of the oldest maxims of business. But when youre trying to change a culture and using values to do it, what do you measure about the culture? Yum answered this question in two ways. First, it created the Founders S urvey, an annual company-wide survey that measured the company on its adherence to the How We Work Together Principles. All employees, except restaurant managers, were invited to participate, with participation rates in the mid-80 percentages. Results could be broken down by function and by levels, providing a picture on how different parts of the company perceived the companys commitment to the culture. Managers were then required to come up with action plans for those areas where results were less than satisfactory. Second, Yum created values-focused, 360-degree performance reviews, which were eventually pushed to the restaurant manager level.Individuals were held accountable for how they lived the values. When the chief management practices. Top managers at Yum had the capacity to envision and enact a culture that inspired intense loyalty, strong commitment, increase productivity, and even greater pro? tability. To achieve consistency at Yum and differentiate Yum from PepsiCo, Y um s top managers developed practices that were consistent with its culture. Cultural anthropologists for decades have studied the behaviors of members of numerous tribes.While each tribe might latria different gods, the behaviors of tribe members can be described using four concepts, all starting with the letter T Totems are things that are worshipped or prized taboos are practices used to control or punish deviant behaviors or those not sanctioned by the tribe traditions are practices that have been passed down through generations to preserve the status quo, and transitions (or rites of passages) are practices that serve to indoctrinate new members into the culture of the tribe. We summarize the differences in these four Ts between PepsiCo and Yum n Table 1. Corporations have spent considerable amounts of money in response to advisors seductive promises of easy cultural change. Some managers have sought to replicate the strong cultures of successful companies, while others have tried to engineer commitment to a culture, in the hopes of increasing loyalty, productivity, and/or pro? tability. Unfortunately, culture is rooted in the countless details of an organizations life. How decisions are made, how careers are tabularise 1 Yum Brands YUM VERSUS PEPSICO COMPARISON OF CULTURAL ARCHETYPESaTOTEMS Focus of attention TABOOS Results without values Quick hits TRADITIONS Recognition TRANSITIONS Pizza documentation and other boot camps for making products Becoming a founder Restaurants Team players Operations/marketing partnership Focus on people Effective operations Division interdependence Retail mentality financial results Values without results Individual stars Lack of upward mobility Marketing is king Long-term projects without short-term results Not making a plan Coaching Restaurant General Manager is 1 Values driven strength PepsiCoPeople career Quarterly financial planning results review Move up or out Cross-functional rotations to build general manage rs Strong brand mentality Making a plan Division independence Wholesale/distribution mentality a This table is not meant to be a de? nitive anthropological statement. Rather, it represents perceptions of the differences between Yum and PepsiCo corporate cultures. Note as well, that Yum traditions tend to be founding behaviors and values created at its spin-off and endlessly reinforced in systems, processes and leadership communications over its existence. 28 ORGANIZATIONAL DYNAMICS managed, how rewards are allocatedeach small incident serves to convey some aspect of the organizations culture. The founders of Yum did not want to create a culture that perpetuated their own values and sense of immortality and stayed away from quick ? xes. What is the soul of Yum? First, forget the numbers. intragroup competition ends up making people less committed, creative, and caring. In the restaurant business, the lack of these three Cs leads to poor customer service, which ultimately affects s tore pro? tability.Second, people need appreciation. Big cheeses and other tokens of appreciation for talented high performers are an integral part of maintaining a strong culture. 329 SELECTED BIBLIOGRAPHY For selected works on corporate culture and its impact on organizational performance, see Harrison Trice and Janice Beyer, The Cultures of Work Organizations (Prentice-Hall, 1993) Joanne Martin, Cultures in Organizations (Oxford University Press, 1992) Edgar Schein, organizational Culture and Leadership, 2nd ed. (Jossey-Bass, 1992) Jackie Freiberg and Kevin Freiberg, NUTSSouthwest Airlines Crazy Recipe for Business and Personal Success (New York Bard, 1966) jam Higgins and Craig McAllaster, Want Innovation? Then Use Cultural Artifacts that Support It, Organizational Dynamics, 2002, 31, 7484 Jeff Kerr and tooshie Slocum, Managing Corporate Cultures through Reward Systems, Academy of Management executive, 1987, 1, 99108 and Jennifer Chatman and Karen Jehn, Assessing the Relation ship Between Industry Characteristics and Organizational Culture How Different Can They Be? Academy of Management journal, 1994, 37, 522553. Barry Mike is vice-president, internal communications, for the investment management ? rm T. Rowe Price. He previously spent seven years as director, internal communications at Pizza Hut. During his tenure there, he helped communicate his way through three presidents, one spin-off, one major restructuring, a downsizing, and a major culture shift. He has also worked closely during his career with the chairmen of Digital Equipment Corporation and Bell Atlantic.Mikes educational background includes two masters degrees as well as completion of his course work for a Ph. D. in Sociology from the University of Pennsylvania. In May 2001, he received his M. B. A. with honors from the Executive M. B. A. program at the Cox School of Business at Southern Methodist University (SMU). John W. Slocum junior holds the O. Paul Corley professorship in managemen t at the Cox School of Business, Southern Methodist University.He serves as the co-director for SMUs Corporate Directors Institute and is chairperson for the management and organizations department at the Cox School. He is the author of more than 24 books, over 130 articles, and has worked as a consultant in the human resources area for many Fortune 500 companies, including Lockheed Martin, IBM, and Aramark, among others. Currently, he is co-editor of the Journal of World Business, Journal of Leadership and Organizational Studies and associate editor of Organizational Dynamics. 330 ORGANIZATIONAL DYNAMICS