The Destruction Of The World Of Ancient Europe And David...

History serves a purpose. By extension, environmental or natural history, some would they are natural history is history, has a purpose. I believe that Paul Sutter articulated it best when he said environmental history should â€Å"lend value to the world in which they are entangled, both to narrate the past and to inform action in the present.† How one can accomplish this is a difficult question; William Cronan gives a good mechanism, when he says â€Å"environmental history is at least as important for the way it asks and answers questions - by analogy, metaphor, and parable and the search to discover their meanings - than for any specific problems it may actually solve.† In this way, Diana Davis’ Resurrecting the Granary of Rome: Environmental History and French Colonial Expansion in North Africa and David Blackbourn’s The Conquest of Nature: Water, Landscape, and the Making of Modern Germany best serve to educate about the past and to inform the presen t. Diana Davis shows her readers that the misappropriation and misuse of knowledge relating to the natural world were used to justify colonization and to declensionist policies, Diana Davis plainly says her purpose: to stop the use of the destructive declensionist narrative, â€Å"that postcolonial states have embraced† David Blackbourn on the other hand creates a timeline from the unification of Germany to the Nazis to his present day Germany and he connects multiple narratives to connect conquest of people to The Conquest of Nature,

Compare/Contrast Bill Gates Steve Jobs Essay - 751 Words

WRC 1013 22 September 2013 Compare/Contrast: Steve Jobs Bill Gates Steve Jobs (born in Green Bay, Wisconsin on the 24th of February 1955) is best known as the co-founder CEO of Apple Computer and somewhat less so for his leadership of Pixar which is a computer animation studio. On the other hand, Bill Gates (born in Seattle, Washington on the 28th of October 1955) is known for the creation of the Windows operating system, as well as being the co-founder and current Chairman and Chief Software Architect of Microsoft. As stated in the The American Spectator, â€Å"As young men born in the same year (1955), they set out from the same starting point, but with radically different personalities. In the early days of personal computers,†¦show more content†¦As for Apple, it was co-founded by Steve Jobs and Steve Wozniak who is credited with initiating the entry of computers into private homes and he also wrote most of the software that Apple ran. Bill Gates first major achievement was the development of a programming language called â€Å"BASIC† for the Altair computer which is the first commercially successful personal computer. As for Steve Jobs, his first big achievement was â€Å"Apple II,† which was the most popular and best-selling personal computer during its time. There is a difference between their first achievements because Microsoft first development was a software whereas Apples first product was a hardware. As time has passed for both of them, their differences were shown. Since developing the first â€Å"Windows† operating system, the Mircosoft team along with Gates has developed multiple operating systems such as â€Å"Windows XP† and â€Å"Windows 8,† which improved in use and graphical quality, along with the creation and development on the â€Å"Xbox,† which was released in 2001, a gaming console created from part of the team. As stated in the Entrepeneur, Apples’s† innovations were just getting started. Over the next decade, the company rolled out a series of revolutionary products, including the iPod portable digital audio player in 2001, an online marketplace called the Apple iTunes Store in 2003, the iPhone handset in 2007 and the iPad tablet computer in 2010† (Staff). This showing just howShow MoreRelatedReflections of Steve Jobs and Bill Gates1432 Words   |  6 Pagesthe beginning of the film, Steve Jobs thanks Bill Gates for s tanding with us, why? Support your answer(s) with specific information from the internet. I don’t know why Steve Jobs thanks Bill Gates for standing with us. I thought that with the merger of two small enterprises they had joined forces an outside threat, ie. IBM. The IBM as a company represented the censorship and government control exerted on budding capitalists in the early 80’s. 2.  Ã‚  Ã‚  Ã‚  Ã‚   Who did Steve Jobs think was the enemy andRead MoreInfluential Leaders Of Todays Largest Companies1271 Words   |  6 Pagesour time, the late Steve Jobs. 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Economy in an Arapesh Society free essay sample

Karl Polanyi means that even though there is no such term as economy in noneconomic institutions, it still has economic activities, but only much harder to identify. That only the concepts of economy and not the term economy (which was coined only 200 years ago by a group of French thinkers) itself are being used in these institutions. The goal in these institutions is not to get wealthier, but to achieve other things, like stronger relations and kinship. The economic activities are mbedded in the society but not for profitable economic reasons or a measure of wealth, like they are in the modern society. For example, how economic elements are set in use in different social relationships of a non-economic character like it is in the Arapesh society. In a disembedded economy, also known as market economy, the exchange has a different procedure and value. You do not trade potatoes for tomatoes because both sides of the trade are in need of what the other part offers, rather, you use money as a medium of exchange. We will write a custom essay sample on Economy in an Arapesh Society or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page So, money has a big value in a disembedded economy compared to in an embedded economy. Because of this, the goal changes from building relations and kinship to get more money to be able to buy what you want. Instead of trading goods for goods, money is being traded for a desired product. One of the results of a disembedded economy is specialization, meaning that different people end up producing different things and trade for money and then use the money to buy what they want. This is compared to a isembedded economy, where people produce what they need and trade their products if they want something they do not have. Because of the different ways of exchange in an embedded and a disembedded economy, people exchanging products in an embedded economy are most likely to have some kind of a relationship, while in a disembedded economy you do not need to know the person you are dealing with. The Arapesh people do not perceive the economic activities embedded in non- economic institutions (like the Arapesh society) as economy or exchange. But they still participate in economic activities. They base their economic activities around the necessary steps of survival by giving each other what they bring home from a hunt or what is left after they build their house. Eating what you kill yourself is seen as crime in the Arapesh society. So within the society, one gives to others and others give back. This is to tie the community together and is seen as means of kinship and building relationships, and a very effective way of preventing divisions within the society. If an Arapesh man gives his brother a dead bird to eat, he does not expect anything back in exchange right there and then, or later, but he will always get something, because of the rules of the society. So, they do not have the idea of an economy even though you can see economic activities in their society, and they do not need it because it does not apply in any useful way. There is exchange in the Arapesh society, it is Just by different rules than the rules of exchange in a modern society with a disembedded economy. In our modern

Organization Development and Change- Free-Samples for Students

Questions: 1.Would workers in Australia, America or Europe accept the Taylorism in this form today? 2.Consider the design of scripts for use in Call Centres, can you see Taylorism in that? Explain. 3.This clip is showing history from 100 years ago. Some would say that the world has moved on and these ideas are out of date. However, could there be parts of the world today for which these ideas might be just what they need? Explain. 4.How would you describe Toyota's Culture using the sevendimensions of Organisational Culture and/ or the Cultural Web? Answers: Ford and Taylorism Henry ford in the year 1908 established a motor car company so that it could provide the customers a cheap and simple car to travel in. he adopted the principles of Taylor so that the workers can be managed in an efficient manner so that the production of the cars in a cheaper way and supplied at a cheaper rate to the customers. The video gives a proper idea on the principles established by Taylor that the work of the employees can be increased if they are assigned a particular task according to their capability and strength. This introduction of the assembly line will help the workers in transporting the bodies of the car in an easy manner, which will provide the other workers in the line to be ready with its products. This will help in consuming lesser amount of time, as the time will get reduced for assembling a single car. This will further result in producing more number of cars, which will help the company in achieving better profits (Vidal 2015). The employees who have gathered experience in this field will be retained within the organization by attractive packages so that the employees can be motivated within the work place. This will result in better productivity of the organization and the employees will be committed towards the goals and objectives of the company. Another significant portion in the video was the lack of trade union, which often hampers the line of production. Due to the discipline that was maintained within the production line, the employees did not found any encouragement in forming the trade unions. This further resulted in the lack of job security for the employees, as those with low rate of productivity were made to quit from the organization (Waring 2016). 1.In the modern era, it can be seen that the workers who are based in Australia, Europe or America will not be accepting the truest form of Taylorism that was in operation during the previous period. The changes in times have led to the development of the technology, which has further led to automation in the production process. Therefore, the use of old methods will not be acceptable by the workers. The theory needs to be modified based on the basic foundation, which will help the workers in the modern world to be more efficient and productive within the work place (Witzel and Warner 2015). 2.The theory that has been suggested by Taylor can be applied in the call centres to some extent and not the entire theory as a whole. The operations that take place within the call centre have been divided in to various sectors, which specialize in its functions. The expertise of the employees help in dividing the work within the call centre and the jobs are assigned by studying the capability of the employees within the work place (Sinha and Gabriel 2016). 3.There are many industries that are present across the globe, which may require the application of the insights that has been mentioned in the video. The scientific management is the basic theory that has been identified by Taylor in the previous century, although this theory has an effect that can be felt in the modern times as well. The principles with respect to the division of work and the employees who work hard needs to be rewarded along with the implication of the production techniques that are simple in nature are some of the golden rules for starting up a new business venture. The use of the principles in an effective manner can help in guaranteeing success to the business enterprises (Witzel and Warner 2015). Toyotas corporate culture and the problem of spreading its culture The Toyota Company is one of the best companies in the world with respect to its line of production. The company does not follow a stereotypical approach within its production unlike the other motor companies and the management keeps on constantly changing its principles. It has adopted an innovative style approach, which has led to innovation within its organizational culture. The employees receive motivation in coming up with better insights if any problems are identified within the organization. This helps the company in gaining a competitive advantage over the rival motor company (Cummings and Worley 2014). The company has shown humility in all the stages, as it can be seen that the employees who are working in various levels are important for the success and the growth of the company. the management has also taken the initiative of driving the cars themselves before launching it in the market shows that they are committed to deliver the best products to the customers. The company has also managed to seize the opportunity by recalling a large amount of vehicles in the United States. This helps in demonstrating the fact that they are committed towards excellence and sell the products at a right price to the customers. The management considers the challenges as opportunities, which helps them in diminishing the level of competition in the market (Deresky 2017). The employees of the company are made to undergo training so that their skills can be developed in a better manner, which will help the company in developing the products at a faster rate. It also helps the employees in innovating the products on a constant manner, which helps them in aligning themselves with the mission statement and values of the company. 4.The culture within the organization has a shared perception between the employees and the management and can be understood through the 7 dimensions that are present in the culture of organization. They are as follows: Risk takers and innovation- The Company is innovative in its production line and constantly encourages innovation among the employees at every stage of the design process. This has led to the decision of calling back more than 8 million vehicles, which had a faulty acceleration (Henson 2016). Detailed attention- The employees of the company pay lot of attention to the details of the vehicles and are disciplined in their action while carrying out their responsibilities. This has made the company to meet its organizational culture in an efficient manner. Oriented towards results- The primary aim of the company is to deliver premium products to its customers and shows no hesitation when recalling the products fromn the market if the required standards are not met in a proper manner (Mann 2014). Oriented towards people- The Company is keen on giving priority to its employees. This helps them in showing a humble approach towards the employees so that the success their success can be shared with the employees as well. Team work- The employees of the company are provided better facilities so that they work in collaboration. This helps the company in producing more number of vehicles and efficiently communicating with the employees across the different levels (Henson 2016). Aggressive- The Company shows aggression towards the products that are being delivered by them, which helps them in maintaining a better position in the market than its competitors and the employees of the company can aim for higher results within the organization. Stability- The Company is stable enough with respect to the investment of capital, which can be seen after it recalled its vehicles due to a fault in their production activities. This shows that the company can make better strategic decisions that would help in ensuring that the stability of the firm can be restored again in the market (Mann 2014). Reference List Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Deresky, H., 2017.International management: Managing across borders and cultures. Pearson Education India. Henson, R., 2016. Building an Organizational Global Mindset Culture: Implications for Practice. InSuccessful Global Leadership(pp. 261-283). Palgrave Macmillan US. Mann, D., 2014.Creating a lean culture: tools to sustain lean conversions. CRC Press. Sinha, S. and Gabriel, Y., 2016. 5 Call Centre Work: Taylorism with a Facelift.Re-Tayloring Management: Scientific Management a Century On, p.87. Vidal, M., 2015. Fordism and the Golden Age of Atlantic Capitalism.The SAGE Handbook of the Sociology of Work and Employment, p.283. Waring, S.P., 2016.Taylorism transformed: Scientific management theory since 1945. UNC Press Books. Witzel, M. and Warner, M., 2015. Taylorism revisited: culture, management theory and paradigm-shift.Journal of General Management,40(3), pp.55-70.