Ramayana and Diwali Essay

Festivals are the lifeblood of all nations. They add charm and thrill to our humdrum life. India being a melting-pot of religious race an d cultures, it has a plethora of festivals and feasts. Among these, Diwali perhaps is the most pan-Indian festival celebrated with great pomp and mirth throughout the length and breadth of the country, largely in Northern and Central India. Diwali, better known as Deepawali among the Indian masses, is a festival of lights. There are many reasons why Diwali is celebrated. It’s not just the festive mood in the air that makes us happy, or just that it’s a great time to enjoy before the advent of winter. The Goddess of wealth, Lakshmi incarnated on the new moon day of the Kartik month, hence Diwali is associated with Lakshmi. It is also believed that Diwali is connected with the triumph of Lord Krishna over the demon king Narakasur However, the most prevalent belief is that the festival marks the victory of Lord Ram over Ravana. On this day, it is believed that Rama came back to Ayodhya after his victory over the evil king of Lanka, Ravana who had taken away his wife Sita. People greatly rejoiced the return of their beloved prince. They lighted up whole Ayodhya with earthen lamps, decorated their houses and welcomed them with pomp and ceremony. The present day celebration of Diwali is held in remembrance of this event. Diwali is generally celebrated in late October or early November, soon after the rainy season is over. A lot of preparation goes in before the actual festival. Houses are cleansed, white washed and painted. Every nook and corner of the house is swept clean. Thereafter, in the evening earthen lamps and decorative lights are put in and around the house giving an atmosphere of joy and happiness. As the night approaches, children and people light up the sky with their firecrackers. The streets and markets bear a dazzling look. Illumination of every hue and color light up shops and buildings. Thus, there is gaiety, cheerfulness, merrymaking and fun everywhere. There is joy on every face. On this day every one puts on their best dress which has been purchased well in advance. Special meals and sweets are prepared. People exchange greetings and share sweets and meals as a mark of friendship and brotherhood. The festival of Diwali teaches us many values of life. More than anything else this festival symbolizes the ultimate victory of good over evil. It teaches us that one day or other the evil existing in this world would be subdued by goodness and righteousness. Rama’s obedience to parents, Sita’s faithfulness,  Lakshman’s unflinching love for his brother, etc. teach us many noble lessons of life. The festival is a national festival celebrated by everyone irrespective of caste, creed and race. It therefore, promotes unity, common brotherhood, and communal harmony. Hence, in a world like ours, broken by narrow domestic walls of religious fanaticism and social disharmony, a festival like Diwali can bring people together, heal wounds, and can help in fostering national integration. Diwali is thus, my favorite festival.

Integrative approaches to psychology and Christianity Essay

This book tells about the integrating Christianity and psychology. The author discusses integration a combining the two books of God. According to Entwistle (2004), â€Å"the book of god’s Word referred to the Bible, and the book of God’s works reflects His deeds written throughout His creation. (p. 166). † He includes five models of integration in the book which are: enemies, spies, colonialists, neutral parties, and allies as subjects of One Sovereign. The enemies model sees Christianity and psychology as enemies that need to be kept totally separate. The spies model has one discipline going into the other to take only what works for them. Psychology would enter the Christian world just to take the religious concepts that will work well with psychology. The colonialist model has one discipline colonizing or taking control and prominence over the other. Religion works with psychology as long as religion is superior to psychology. The neutral parties model has both disciplines coexisting and recognizing each other as long as they respect each others’ boundaries. Psychology recognizes that religion has good concepts to offer but it will not encroach on the religion’s domain. The allies as subjects of One Sovereign model have both disciplines working together to help people. It uses psychological and theological concepts together to gain a better understanding of the truth. According to Entwistle (2004), â€Å"God gave birth to the subject of psychology (human behavior) when he created human beings. God granted us the foundations of theology when He gave us His Word (p. 175). † The book tells us that there are two books of God: His word and His works (Entwistle, 2004). Psychology deals with God’s works and theology deals with His word. Our job as Christian counselors is to interpret both books and integrate them together so that we can use both books to help our clients. If we find something that does not make sense between both books, there is a conflict that needs to be resolved before we can use it. At this point, we need to go back and reread and study both books to see if we can find the discrepancy. Entwistle (2004) says that god gave us both books, but we have to interpret them ourselves. The problem is not with God’s books, but it is the way we interpret them. Human understanding of God’s books is based on our worldview (Entwistle, 2004). To properly integrate the two disciplines, we need to have a good understanding of both. We cannot just know theology or psychology and expect to integrate them well. We need to have a working knowledge of psychological theories and concepts as well as a working knowledge of God’s word. We need to remember, though, that our knowledge is only as good as our interpretation. God’s works have been affected by the fall into sin, and as a work of God our interpretations will be colored by the fall as well. I think this book has a lot of good ideas and concepts to it. I found it interesting to discuss the two books of God, because I had heard the term and knew what it meant, but had not really thought about what it included. I also liked the models of integration and their explanations. They were explained well enough that anyone could follow them easily. Some of the things that bothered me the most about the book and its ideas are: the idea of interpretation, the definition of integration, and where do we go from here. If we are the interpreters of God’s two books and we know that the fall and sin have colored our interpretations, how do we know if our interpretations of the books are correct? Can we interpret either book accurately? If our interpretations are wrong, can we do more harm than good to our clients? Is the definition of integration complete enough to help us know what we need to help others? When we use the current definitions of integration, do we get a complete picture of what integration means to both disciplines? With all of the models of integration, where do we go next? How do we make progress in the integration process? Can we ever integrate to a point where we can agree on most aspects of a model, or will there always be disagreement between the disciplines? These are all questions that I think are important to consider about integration. I think that integrating Christianity and psychology can benefit a Christian client by allowing us to address spiritual matters and use spiritual techniques for healing. It is important to remember that religion and psychology are both parts of God’s truth to us and can be used to help ourselves and others. When the two disciplines are integrated, we have many more options than when we use one or the other discipline separately. Finally use of both disciplines can help us reach people of faith as well as people who are not Christians, if we can use them both carefully and competently.

“A Thing of Beauty” by Charles Kray Essay

â€Å"A Thing of Beauty† by Charles Kray is a very interesting story about how a Nazi soldier interrogates nuns at a convent. This is a particularly interesting topic because it is unusual and it explores the different outcomes of the situation. It was very surprising that the colonel did not kill Sister Benedicte even though he knew that she was actually Edith Stein. Kray’s use of tone and sarcasm in the script helps create the backbone of the story and builds tension in the play. The structure of the play is very simple yet it is an important aspect of making the play appealing. The Prioress and the Colonel start off by talking about the Colonel’s search for Edith Stein. This is not only an exciting beginning that gets the audience interested, but it is also very informative because it introduces what the play is about and what the intentions of the colonel is. As the play progresses, the Colonel insist on the interrogation of Sister Benedicta, because he had a strong instinct that she is, or was, Edith Stein. During the interrogation, both the colonel and Sister Benedicta learnt a lot from each other. They both have different point of views and they explain to each other why they believe in their principles. At the end, the colonel becomes convinced that Sister Benedicta is Edith Stein, but he does not take her away to kill her, because after listening to her teachings, he has a better understanding of the situation. The ending is important because it’s the final moment to see the Colonel’s decision in what happens to Sister Benedicta. Throughout the story, Kray builds the tension, keeping the audience involved. In the beginning the tension already starts because the Colonel immediately wants to find this Edith Stein and is going through extreme measures to find her. â€Å"†¦nineteen innocent nuns are taken off a train like criminals and sent to a concentration camp.† The audience is in suspense during Sister Benedicta’s interrogation with the Colonel because with every question he asks, the audience wonders if she will be put into concentration camp. At the end of their conversation, the suspense is at its peak because it is the final moment when the decision is to be made. â€Å"You may go, Sister. (Pause) Oh Sister? (Pause) I shall go on searching.† Everybody is finally relieved that the Colonel lets Sister Benedicta go at the end of the play. Both Sister Benedicta and the Colonel are very strong characters and strongly support their point of view. They both fight and argue about the situation and their arguments are very sturdy. â€Å"Sister, you are preaching fear. Do you think you can intimidate me? We are masters at this type of strategy,† the Colonel says, proving his point. As they both explain to each other about their strong point of views, they being to learn from each other. They see through each others’ eyes, and both change their views, especially the Colonel. Even though the Colonel changed his views, he stays devoted to the army and pretends that he did not change his views. â€Å"You are like a parrot, Colonel. You spew the party line faithfully.† Sister Benedicta says, explaining that he is only saying that because he is a Nazi soldier, not because he truly believes in it. â€Å"A Thing of Beauty† is a very controversial story because there are two sides to look at: the Jewish and Catholic views. It’s suspenseful and exciting and will keep the audience waiting for the end. Kray uses a lot of literary techniques to make the play script effective and interesting. He uses different tones and irony to carry out the points.

Reading and answer questions 3 Assignment Example | Topics and Well Written Essays - 250 words - 1

Reading and answer questions 3 - Assignment Example Smith’s fellow employees affirmed their perception of the increased manifestation of his feminity characteristics. Smith’s first case was dismissed as a feeble attempt to use stereotyping and sex discrimination as a conduit around his claim, which the statute did not proscribe (378 F 3d 566, 486). The second appeal granted support, holding that Smith had an actionable say for gender stereotyping based on his masculinity non-conforming demeanor and his transsexualism. Gender prejudice based on sex is equated with insupportable discrimination on the bias of sex stereotypes, which requires one to display prominent femininity or masculinity qualities. The court ruling concluded that Smith’s inadequacy to match typical male characteristics was the main intent behind his discrimination (378 F 3d 566, 487). The ruling exemplified that an employers rights should not be hinged on their sex-specific dressing. It also includes appearance codes, and excuse sex-specific appointments in categories that prove necessary to hire only one sex (378 F 3d 566, 489). Se stereotyping according to gender is an unacceptable biases that should not subject a transgender victim to professional discrimination. The second ruling was fair and just because a transgender victim should not be discriminated due to gender conformity stereotypes. Their decision to cross over to their proffered sex based on medical prescriptions should be respected as part of their universal rights. The employers should not create a gender-conforming dress code that defines positions in its functional structure. Diane Schroer was born male. During the interview, Schroer was dressed in traditional male attire and was hired. Before beginning duty, Schroer informed Preece that she was under medical care for gender dysphoria that would transform her into a full woman. After ‘serious considerations’, Preece

Three types of destruction myths Essay Example | Topics and Well Written Essays - 500 words

Three types of destruction myths - Essay Example According to them, the world will face a time of destruction and at that time, the Gods will have a battle against all the evils and giants of the world. According to the myth, the world will have three consecutive winters whereby conflict will arise in all parts of the world. People will start fighting amongst themselves, families will break, and all codes of morality will be broken. The wolf skull will destroy the moon and his brother Hati will eat the moon, which will push the world into complete darkness leaving no stars in the sky. Three cocks will be found who will crow to the giants, Gods and the dead. Natural calamities such as earthquakes will destroy the world and these will free the wolf known as â€Å"Fenrir† (Lindemans, 1999). A serpent will twist the seas and make his way to the land where he will spread his poison and will crash the waves against a ship called Naglfar and all the giants will come towards the battlefield. The dead will rise again and the inhabita nts of hell will return. A giant called the Surt will set the world on fire. Meanwhile, a horn will be blown inviting all the Gods and the giants to the battlefield. The Gods, evils, and giants from all over the world will gather to fight and the battle will begin. The poison of Surt will be spread and kill many Gods like that of thunder.

IPv4 and ipv6 Essay Example | Topics and Well Written Essays - 500 words

IPv4 and ipv6 - Essay Example The protocol accounts for most of today’s internet traffic and operates by describing a network in which there is no quality of service guarantee. IPV4 use 32 bit addressing and allows 4,294,967,296 unique addresses. IPV4 was widely used in modern transmission control protocol. The version provides basic datagram delivery characteristics and it has been highly rated by users for more than 10 years. IPv6 succeeded IPV4 and is currently used in directing 90% of internet traffic (Amer AbuAli 2001) The internet functions by transferring data between different hosts across different networks as specified by routing protocols. In order to transfer the data the protocols require a communicating mechanism and this is achieved by using IPv4 and IPv6. Migration from IPv4 to IPv6 is a cumbersome task because of the large numbers of IPv4 users. In today’s world, more people and organizations are using computers in their daily work. This will be hard to switch the IP protocol. The migration from ipv4 to ipv6 is implemented through step by step by utilizing auto configuration mechanism to eliminate manually configuration. Auto configuration mechanism allows users to mutually benefit from the upgraded IPv4 without affecting their connectivity. This method of migration is called the dual stack technique. Both the IPv4 and IPv6 are run at the same time. Data from IPv6 application in one end is interpreted by IPV6 protocol in the other end (Amer AbuAli 2001) Sets of simple internet procedures have been implemented fro smooth migration from IPv4 to IPv6 which include progressive and simple transition. Administrators update IPv4 routers one at a time without the need of upgrading other routers concurrent Administrators use the simple transition method simplifies in communication between IPv4 and IPv6. Networking devices which cannot be upgraded to IPv6 like the terminal servers can still operate on the IPv4 protocol using the transition model. In order to migrate

Porter's short story the grave Essay Example | Topics and Well Written Essays - 1250 words

Porter's short story the grave - Essay Example The development of the story from beginning to end is such that it keeps the readers interested in the story at all times. ‘The Grave’ communicates many themes and we will, in this essay, attempt to highlight some of those themes in detail. The story is mainly telling that there is always life after death, and that life is of a cyclical nature. We will attempt to prove this through our analysis of the story. The story is about two siblings Paul and Miranda, and their experience which they gained from a hunting trip. The story has many themes hidden in its portrayal of Miranda. The two siblings found two items, a dove and a ring, from the emptied graves of their grandfather. After this discovery, they went to hunt and Paul was successful in hunting down a rabbit, which turns out to be a pregnant female. This hunt gave Miranda an experience of womanhood that overcomes her innocence forever. The maturation of Miranda, the cyclic nature of life, and death and recovery are th e three major themes dominating the story and each will be discussed in the paper in detail. Maturation of Miranda: From Innocence to Womanhood The character of Miranda is the main focus of the story. She is a nine year old girl that is out on a hunting trip with her brother, but seems to be more interested in firing than hunting. She is out to hunt but actually is fascinated by the sound of gunshot and likes to walk around. Her brother is a hunter and acts as a protector of Miranda. The portrayal of Miranda in the beginning depicts the innocent nature of the girl. She is child that is fascinated by travelling on foot and shooting. She is also keen to discover new things. Overall she is introduced in the story as an innocent child that is free from all defects. The innocence of Miranda is clearly depicted during the hunt when her brother tells her not to fire aimlessly at anything. She is an innocent child that, even tough is on a hunting trip, escapes the brutality we generally ass ociate with hunting of animals. But author only builds up the innocence of Miranda to depict her transformation to womanhood. When Miranda finds a dove in the empty grave of her grandfather she is excited. But what excites her even more is the ring that her brother found in the grave. The mere exchange of the two items beautifully depicts the transformation of Miranda from an innocent child to a woman. The ring makes Miranda feel like a woman as she wears the ring thinking about her inappropriate attire. She immediately felts a need of a fresh bath and changing of clothes, both of which are evidence of her newly found womanhood. The transformation of Miranda is not immediate but it happens in a step by step manner. The last stage of maturation of Miranda from an innocent child to a woman comes when her brother kills a pregnant rabbit. The mere sight of the baby rabbits in the belly of the mother invokes strange discomfort in the mind of Miranda. She becomes aware of the process of r eproduction and how her own body can give birth to other human beings. The sight it seems snatches every bit of innocence from Miranda and marks the beginning of her journey to womanhood. The maturation of Miranda signifies the continuity of life after death. The death of the female rabbits is followed by the realization of Miranda about her own ability to give life. The author attempts to portray that death is followed by life, and both are a continuing process. The dead rabbit

Mexican History Essay Example | Topics and Well Written Essays - 2250 words

Mexican History - Essay Example In the following paper we focus on, "the radical changes that took place in the political platform of Mexico and the people who were responsible to bring about those changes, at the end of eighteenth century and the beginning of the nineteenth century." By the end of the eighteenth century, Mexico, known as New Spain was governed under the viceroyalty of Spanish authority for around three hundred years and was one of the most densely populated areas of North America. In the overheated military activities at the end of eighteenth century, Spain suffered a number of military defeats in Europe and the Spanish monarchy determined to sort out ways to improve the defenses of its empire. To provide the treasury with large funds which can ultimately help in building up a stronger defense mechanism, the monarchy of Spain decided to revise the structure of taxes collected from New Spain. There were also serious administrative changes undertaken to check the growing amount of corruption in the bureaucratic system. The Bourbon reforms were implemented primarily to generate revenues for the improvements in military strengths of Spain. However it also attempted to check the inefficiency of local administration as well as to reduce the increasing cases of corruption in the bureaucracy of its colonial governments. In 1778 significant reforms were established which resulted into a loosening of the laws framed for colonial trade with other American colonies. This was aimed to help the colonist develop better trades with other colonies in the North American region and generate funds which could help in maintain a large army. In the administrative mechanism of the colony, reforms were introduced aiming at centralizing the powers of government and placing the Peninsulares (individuals with Spanish birth and upbringing) at important administrative positions. The strength of the colonial armies, which can be deployed elsewhere to check emergencies and prevent the demobilization of Spanish forces, were co nsiderably increased and local militia were reinforced. New taxes were imposed upon the Mexican masses and this was largely unwelcomed by the public with cases of denial of tax. The forceful efforts to bring about reforms and collect taxes resulted in increased grievances against the government and ultimately resulting in disordered conditions like riots and the antigovernment protests. The efforts by Spain to strengthen its political hold over the colony with the administrative changes was fiercely opposed by the Mexicans and these protests were efficiently popularized by the Criollos (the Spanish Mexicans who were born and brought up in Mexico) as they were now excluded from the administrative positions in viceroyalty. The economic prosperity which the Spanish had achieved generated resentment against it and the Mexicans increasingly felt that if provided with independence and allowed to control their own economic affairs, they would benefit more out of this business. The Development of Aggression The monarchy of Spain considered the church to be an economic and political rival as it had cumulated large amount of wealth and exercised great power on the society with the system of education at its control . With intentions

Application for scholarship Essay Example | Topics and Well Written Essays - 500 words

Application for scholarship - Essay Example Features of mathematics and its ‘divine’ principles have always haunted my leisure times. Some specific conundrums that I find appealing include phi constant and the magic squares. Based on my love for math I have selected an Associate Degree in Math, and later Masters in Statistics as a worthwhile course to study, as it alone can quench my thirst to break into the fields of math. In reality Statistics is a course which lures many into its realms, but only a few diligent personalities in the end, can climb the stairs to reach the top of the building of success, a dream which I have been looking forward to fulfill since the last five years. All work and no play make (writer) a dull boy. Certainly, but this is not true in my case as for me sports is the medium through which I release my enthusiasm and stored energy. Perhaps one would say how someone interested in math, a subject involving hard, strenuous exercises, be equally interested in sports. My answer to that is the sensational Barclays Premier League, which I have been following since 2001. If we notice, as I have mentioned earlier, everything is related to math. Little do we notice that with 20 teams, each to play the other twice the selection for total number of matches is 20P2/2 or 20C2*2.

Final Project- Step Three Assignment Example | Topics and Well Written Essays - 1000 words

Final Project- Step Three - Assignment Example Second (2), I used text with highlights on is edges and separated thoughts through title and subtitle with their accompanying highlights of putting them in bold and underline. The third (3), I put colors on the text. Fourth (4), I used a simple black and white diagram of the internal working structure of a human ear. And lastly (5), I used a full colored diagram of the human ear. The purpose of this approach is for the audience to experience the increasing ease of understand the message or lecture as the mode of visual progresses from simple text to the use of colored diagrams. By using the same subject with different modalities of conveying beginning from a simple text to a full colored diagram, the audience will readily understand how effective visuals in conveying information. This is consistent with the cliche that goes â€Å"A picture is worth a thousand words†. I Calibri text Parts and Functions of the ear The human ear is divided into five parts. These five parts of hum an ear, have specific functions that help in the process of hearing. Parts of Human Ear The parts of the human ear include: Outer Ear Middle Ear Inner Ear Acoustic Nerve Central Auditory Processing Centers Outer ear is divided into the pinna and the external auditory meatus. The pinna, also known as the auricle is the external ear part that is located and seen on each side of our head. It is made up of cartilage and soft tissue. This helps in maintaining a particular ear shape and remains pliable. The pinna is like a funnel that collects the sound vibrations from around us and funnels them towards the external auditory meatus(Buzzle.com,nd). II Times New Roman with titles and subtitles Parts and Functions of the ear The human ear is divided into five parts. These five parts of human ear, have specific functions that help in the process of hearing. Parts of Human Ear The parts of the human ear include: Outer Ear Middle Ear Inner Ear Acoustic Nerve Central Auditory Processing Centers Outer ear is divided into the pinna and the external auditory meatus. The pinna, also known as the auricle is the external ear part that is located and seen on each side of our head. It is made up of cartilage and soft tissue. This helps in maintaining a particular ear shape and remains pliable. The pinna is like a funnel that collects the sound vibrations from around us and funnels them towards the external auditory meatus (Buzzle.com,nd) . III Texts with colors Parts and Functions of the ear The human ear is divided into five parts. These five parts of human ear, have specific functions that help in the process of hearing. Parts of Human Ear The parts of the human ear include: Outer Ear Middle Ear Inner Ear Acoustic Nerve Central Auditory Processing Centers Outer ear is divided into the pinna and the external auditory meatus. The pinna, also known as the auricle is the external ear part that is located and seen on each side of our head. It is made up of cartilage and soft tissue. This helps in maintaining a particular ear shape and remains pliable. The pinna is like a funnel that collects the sound vibrations from around us and funnels them towards the external auditory meatus (Buzzle.com,nd) . IV Diagram of the ear in black and white Source: Gallaudet university V

Alpha Lipoic Acid what is it, and how does it improve (help) Essay

Alpha Lipoic Acid what is it, and how does it improve (help) peripheral neuropathy and insulin resistance - Essay Example The metabolic dysregulation associated with DM causes secondary pathophysiologic changes in multiple organ systems that impose a tremendous burden on the individual with diabetes and on the health care system. The two broad categories of DM are designated type 1 and type 2. ALA has been shown to be useful in type 2 diabetes mellitus, and in order to understand the mechanism of action of ALA in control of DM and DM-associated complicating conditions, such as, neuropathy, it is important to understand the pathophysiologic and biochemical mechanism of these conditions (Boulton, 2005). A prominent biochemical feature of type 2 DM is insulin resistance. This group of disorders is characterised by a pathogenic process that leads to hyperglycemia through variable degrees of insulin resistance, impaired insulin secretion, and increased glucose production. Type 2 DM is characterized by three pathophysiologic abnormalities: impaired insulin secretion, increasing peripheral insulin resistance, and excessive hepatic glucose production. Obesity, particularly visceral or central as evidenced by the hip-waist ratio, is very common in type 2 DM. Adipocytes secrete a number of biologic products, namely, leptin, TFN-alpha, free fatty acids, resistin, and adiponectin that modulate insulin secretion, insulin action, and body weight and may contribute to the insulin resistance. As expected, in the early stage of the disease, glucose tolerance remains normal despite insulin resistance since the pancreatic beta cells compensate by increasing the output of insulin. As insulin resista nce and compensatory hyperinsulinemia progress, the pancreatic islets in certain individuals are unable to sustain the hyperinsulinemic state (Huebschmann et al., 2006). Diabetic Neuropathy Diabetic neuropathy occurs in approximately 50% of individuals with long-standing type 1 and type 2 DM. It may manifest as polyneuropathy, mononeuropathy, and/or autonomic neuropathy. As with other complications of DM, the development of neuropathy correlates with the duration of diabetes and glycemic control; both myelinated and unmyelinated nerve fibers are lost. Because the clinical features of diabetic neuropathy are similar to those of other neuropathies, the diagnosis of diabetic neuropathy should be made only after other possible etiologies are excluded (Boulton et al., 2004). The most common form of diabetic neuropathy is distal symmetric polyneuropathy. It most frequently presents with distal sensory loss. Hyperesthesia, paresthesia, and dysesthesia also occur. Any combination of these symptoms may develop as neuropathy progresses. Symptoms include a sensation of numbness, tingling, sharpness, or burning that begins in the feet and spreads proximally. Neuropathic pain develops in some of these individuals, occasionally preceded by improvement in their glycemic control. Pain typically involves the lower extremities, is usually present at rest, and worsens at night. Both an acute and a chronic form of painful diabetic neuropathy have been described. As diabetic neuropathy progresses, the pain subsides and eventually disappears, but a sensory deficit in the lower extremities persists. Physical examination reveals sensory loss,

Literature on Recruitment Essay Example for Free

Literature on Recruitment Essay 1.Ours and Ridder (1992) introduced a novel method to test the hypothesis that firms search sequentially based (in which applicants are screened as they show up) on the relationship between the number of (rejected) job applicants and the number of employees hired. The author used data compiled from filled vacancies for the Netherlands. Different types of search methods were distinguished. The results implied that when firms use advertising, private or 76 public employment agencies, which together cover about 45 per cent of filled vacancies, sequential search is rejected. For about 55 per cent of filled vacancies however, sequential search cannot be rejected. In line with theoretical considerations, when firms use search methods that rely on social networks, sequential search cannot be rejected. 2. Gorter, Nijkamp, and Rietveld, (1993) surveyed the Dutch labor market for recruitment channels and its impact on the vacancy duration. The authors found that labor market segmentation plays an important role in the choice of the recruitment channels; in particular, advertising appears to maximize the difference between expected costs and expected benefits when the vacancy concerned belongs to the primary segment of the labor market, while when it belongs to the secondary segment the preferred recruitment channel seems to be the labor exchange office. By using a piece-wise constant hazard rate, they argued that from the analysis of the time pattern of the hazard rate one may conclude that when advertising is used employers search non-sequentially, while if the informal channel is used employers tend to search sequentially. 3. While Gorter and Ommeren (1994) pushed the analysis one step further. The authors concluded that two main recruitment strategies can be identified: a sequential use of search channels, in which the first search channel chosen is usually the informal channel, and additional search channels are activated one after the other; and an â€Å"adding to the pool† strategy in which the first search channel chosen is basically advertisement and later one or more search channels are activated in order to enrich the pool of available applicants. 4. Redman and Mathews (1995) used eleven hundred cases to examine the effectiveness of recruitment advertisements. Findings showed that, in 1980s there was an increase in public sector recruitment advertising (from 20.8 per cent to 37.8 per cent) and a corresponding decrease in private sector (from 79.2 per cent to 62.2 per cent) over the decade. At the same time the authors mentioned two main problems of recruitment advertisement designers. First, with the supply in labour market in 1993, there was a need for limited and selective response from those readily available skills in order to minimise time and cost consumed by screening, short-listing and selection. Second, despite the general over supply of the labour market, skill shortages remained a problem in number of areas. 5. Mencken Winfield (1998) had explored the advantages and disadvantages of informal and formal recruiting practices in external labour markets. The data was analysed from 1981 Metropolitan Employer-Worker Survey (MEWS). Based on random-digit-dial telephone survey of 2,713 adults, the authors had constructed seven dichotomous dependent variables. The author found that cost made employment agencies less attractive to hiring managers for whom quality rather than volume was the primary concern. 6. Carroll, Marchington, Earnshaw and Taylor (1999) in their study on recruitment in small firms, aimed to find out how practices in small firms compare with the perspective â€Å"textbook† procedures; whether those were seen by small firms as appropriate to their needs; the recruitment problems small firms faced, and what strategies they had adopted to overcome them. 7. Kinder (2000) examined a new model for decomposing e-commerce. The paper suggested that use of the Internet in recruitment processes is likely to change the interface between internal and external labor markets for many firms. The paper predicted that the conceptions behind current research programs in labor market theory may require rethinking in the Internet era. 8. Weiss and Barbeite (2001) focused on reactions to Internet-based job sites. To this end, they developed a web-based survey that addressed the importance of job site features, privacy issues, and demographics. They found that the Internet was clearly preferred as a source of finding jobs. In particular, respondents liked job sites that had few features and required little personal information. Yet, older workers and women felt less comfortable disclosing personal information at job sites. Men and women did not differ in terms of preference for web site features, but women were less comfortable providing information online. 9. A study by Lockyer and Scholarios (2004) on selecting hotel staff, considered the nature of â€Å"best practice† for recruitment and selection. Data from Scottish hotels indicated a reliance on 79 informal methods, particularly in smaller hotels. In larger and chain hotels, structured procedures, including references, application forms and panel interviews, were evident, but, these methods were inadequate for dealing with recruitment and quality problems. 10. A research carried by Henkens, Remery and Schippers (2005) on recruiting personnel in a tight labour market aimed to analyse the instruments employers used to contact with potential workers and to find out, to what extent employers rely on traditional means like advertisement in the news paper or do they behave more actively using world wide web, visiting job fares etc. 11. A study conducted by Rafaeli, Hadomi, and Simons (2005) involved a plant located in Israel and focused on three recruitment methods: employee referrals, geographically focused ads (i.e., the local newspaper), and geographically unfocused ads (i.e., a national newspaper). They found that referrals generated more applicants, more hires, and a higher yield ratio (hires/applicants) than geographically focused ads which, in turn, outperformed unfocused ads on these three criteria. 12. A study conducted by Chand and Katou (2007) on the impact of HRM practices on organizational performance in the Indian hotel industry, investigated the affect of HRM systems on organizational performance in the hotel industry in India. A total of 439 hotels, ranging from three-star to five-star deluxe, responded to a self-administered questionnaire that measure 27 HRM practices. Factor analysis was performed to identify HRM systems, and correlation analysis was used to test the relation between HRM systems and organizational performance. The results indicated that hotel performance is positively related to HRM 80 systems of recruitment and selection, manpower planning, job designs, training and development, quality circles, and pay systems. 13. Breaugh (2008) had discussed employee recruitment and its important areas for future research, where he had reviewed research on recruitment topics that have received considerable attention (e.g., recruitment methods, realistic job previews). He had also addressed topics (e.g., targeted recruitment, the site visit) that have received relatively little attention but that have the potential to be quite important. The author suggested that, before making decisions concerning recruitment issues as what recruitment methods to use, an organization should thoughtfully establish its recruitment objectives.

Importance of Job Satisfaction

Importance of Job Satisfaction PREFACE Management education is unusual combination of academic learning and practical expertise and in order to produce an executive, the two have to be interwoven. The practical training in any organization in domain of a management course has pivotal importance in not only expose the management student to the actual work situations thus giving them a rich in sight in to what practically goes on behind in the industrial climate and government institution and boards of India but it also help the students, who are eager to learn, to imbibe the latest in diverse areas and capitalize on it. Thus practical training in any industry or organization inculcates in the students, the skill and aptitude, which will position them to take full advantage of opportunities. I had privilege of receiving my practical knowledge about the training in BIG BAZAAR keeping in line with the objective of the3 customer oriented approach to be followed by a public utility organization. During my training, I was allotted a project to study the job satisfaction in BIG BAZAAR. I have tried my level best to make this project a success, obviously with in the parameters of constraints. I hope that the project report will be evaluated in this light and appreciate INTRODUCTION TO HRM Management is defined as that field of the human behavioour in which managers plan, organizes ,staff , direct and control human, physical and financial resources in an organization effort, in order to achieve desired individual and group objectives with optimum efficiency and effectiveness. It is clear from definition that management is concerned with the accomplishment of objectives by utilizing physical and financial resources through the efforts of human resources. Thus human resources are a crucial sub-system in the process of management. The term human resources is quit popular in India with the institution of ministry of Human Resources Development in the Cabinet. The modern organization setting is characterized by constant changing relating to environment factors and human resources. As regards environment factors we find changes in the operating organization structure, the network of working procedures, customs or norms and economic, political and social patterns in which organization exist. There is a constant change in human resources, new ideas and expectations. The existing work force is constantly with new ideas, attributes and values. To look after the various function set for the organization adequate resources in men and material have to be arranged by individual who serve as managers or supervisors within the organization. Such people have to make thing to achieve objective of organization. To achieve their objectives four important Ms should be utilized. Example: MONEY MATERIAL MACHINERY MEN The success, failure of organization depends on the above factors DEFINITION Human Resource Management is the method of developing potentialities of employees so that they get maximum satisfaction out of their work and give their efforts to the organization. Human Resource Management is the planning, organizing, directing and controlling of the procurement development , compensation, integration, maintenance and separation of human resources to the end that individual, organizational and societal objectives of accomplished. Human Resource Management in an extension general management, that of prompting and stimulating every employee to make his fullest contribution to the purpose of a business. SCOPE The well known Aristotelian saying is worth quoting while analyzing the scope of HRD. Aristotle said, it is as natural for human being to development and achieve his full potential as it for an acorn to grow in to a majestic oak tree. The focus of HRD essentially is on enabling people to self actualize through a systematic process of developing their existing capabilities of people both in the present and future. HRD has a wide ranging scope as its objectives included: Developing a climate for the employees to discover, to develop and use their full capacities for the organization. Increases the capacity of an organization to attract, retain and motive talented employees. Facilitating systematic generation of information on human resources for man power planning, development placements, carrier planning and succession planning. IMPORTANCE OF THE HRM Human resources play a crucial role in the development process of modern economics. Arthur Levis observed, there are grate differences in development between countries which seems to have roughly equal resources, so it is necessary to enquiry in to the differences in human behavior. It is often felt that, through the exploitation of natural resources and international aid play prominent roles in the growth of modern economies, none of these factors more significant then efficient and committed man power. It is infant, said that all development comes from the human mind. AIMS OF HRM Improve performance of individual on the present job. Improve competence of individual to perform future jobs. Improve group dynamics and effectiveness. Integrate individual goals with organizational goals. Encourage creativity Increase JOB SATISFACTION INTRODUCTION Job satisfaction is a great concern to any organization. As a new employee, he had limited time but ample exposure to varying degrees of job satisfaction. Job satisfaction has been the subject of research and pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. An individuals attitude about his or her job should have meaningful implications about how he or she does it. Many human relations era researchers sought to establish job satisfaction. However, cited conflicting research results and questioned this view. Performance leads to job satisfaction. This has become the generally accepted view. Even so, the strength of the relationship appears to be very weak. The importance of job satisfaction lies not in its relationship with performance but with its stabling effects ( reducing tardiness, absenteeism, and turnover ) and through its effects on cohesion ( increasing organizational citizenship behaviors and ornizational commitment ). Job satisfaction appears to mediate the effects of in role performance, role conflict, and job induced tension on intent to leave and extra- role performance. MEANING Job satisfaction is one of the criteria of establishing a healthy organizational structure in an organization. Job satisfaction as general attitude of the workers constituted by their approach towards the wages, working, conditions, control, promotion related with the job, social relations in the work, reorganization of talent and some similar variables, personal characteristics, and group relations apart from life. Job satisfaction is the sentiments related with the job conducted. DEFINITION According to Happock Job satisfaction is Any combination of psychological and environmental circumstances that causes and person truthfully to say I am satisfied with my job. Job satisfaction is defined as the pleasurable emotional state resulting from the appraisal of ones job as achieving or facilitating the achievement of ones job values. THE IMPORTANCE OF JOB SATISFACTION The most importance evidence which indicates that the conditions of an organization got worsened is the low rate of job satisfaction. The job satisfaction is the condition of establishing an healthy organizational environment in an organization. Individuals want to maintain statute, high ranks and authority by giving their capabilities such as knowledge, ability, education, health etc. to their jobs for which they spend most of their time. The individuals who cannot meet their expectations with regard to their jobs become dissatisfied. Thus, this dissatisfaction affects the organization for which she/he works. Job satisfaction is very important for every persons motivation and contribution to production. Job satisfaction may diminish irregular attendance at work, replacement of workers within a cycle or even the rate of accidents. GUIDELINES FOR THE JOB SATISFACTION: Commitment to Quality Organizations are required to provide objective evidence showing Proactive involvement of the management in quality acuities through: Prioritization of equity as a critical success factor for the organization Ensuring that quality performance goals, objectives and targets are set, realized and regularly reviewed ( This may include compliance the required resources (financial, human, metirial time, information and others) Quality Policy the level of its awareness in the organization Ensres all members of the organization are involved in the quality activities shows that the management seek and receive feedback from staff, customers and others. Requires management to regulary review the quality activities throughout the organization including quality objectivities and policy is appropriate, relavant and suitable for the achievement of the organizations vision demonstrates effectiveness of the quality system through reviews and audits is played in locations readily accessible to all. Implementation of strategy Availability of documented action plans and their communication to concerned people. Steps taken by the organization to ensure successfully implementation of quality activities ( by such techniques as determining its strengths, weakness, opportunities and threats- SWOT or ensuring that planned activites are SMART- specific , Measurable, Achivable, Realistic and Timed) How the organization monitors or keeps track of progress in the implementation of its activates. Whether the organization carries out planned reviews and updating of the activates /plans during implementation. Customer and market focus The criteria seeks to find out how organizations reach out to existing and potential customers and how they address the markets place and customer quality requirements, expectations, needs and wants. Also organization are required to show how they care for their customers and ensure their satisfaction. Customer needs identification The organization has a documentated procedure for the collection of information on customer needs and markets place quality demands. The organization find out the short and long term stated and implied needs , wishes and wants of the existing and potential customers. Organization decides which customer requirements to focus on and which market segments to serve. Organizations establishments care education. Organization establishes, sustain and improve its relations with customers and others. The organization educate its customers on how to make best use of the products or serves and what records are kept for customer care and education activities conducted. Customer satisfaction measurements and monitoring The organization carries out measurement s and monitoring to establish levels of customer satisfaction. The organization handle complains and review and improve current customer satisfaction levels. FACTORS OF JOB SATISFACTION To better understand employees attitudes and motivation, Fedric Hezberg performed studies to determine which factor in an employees work environment caused satisfaction or dissatisfaction Hezberg found that the factors causing job satisfaction were different from those causing job satisfaction . He developed the motivation hygine from those causing job dissatisfaction. He developed the motivation hygiene theory to explain these results. He developed the satisfaction .He called the satisfiers as motivators and dissatisfies as hygiene factors that factors , using the term hygine in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction Hezberg reasoned that because the factor causing satisfaction are different from those causing dissatisfaction, the two feelings can not simply be treated as opposites of one another. The opposite of satisfaction is not dissatisfaction but rather no satisfaction . Similarly the opposite of dissatisfaction is always dissatisfaction. Employee satisfaction and retention have always been important issues for physicians. After all, high levels of absenteeism and staff turnover can affect yours bottom line, as temps recruit mint and retraining take toll. But few practices (in fact, few organizations ) have made job satisfaction a top priority, perhaps because they have failed to understand the significant opportunity that lies in front of them . Satisfied employees tend to be more productive, creative and committed to their employers, and recent studies have shown a direct correlation between staff satisfaction and patient satisfaction. Family physicians who can create work environment that attract, motivate and retain hard working individuals will be better positioned to succeed in a competitive health care environment that demands quality and cost- efficiency. What is more, physicians may even discover that by creating a positive work place for their employees, they have increased their own job satisfaction as well . HERZBERGS THEORY In the late 1950s, Fredric Herzberg, considered by many to be a pioneer in motivation theory, interviewed a group of employees to find out what made them satisfied and dissatisfied on the job. He asked the employees essentially two sets of questions: Think of a time felt especially good about your job. Why did you fell that way ? Think of a time when you felt especially bad about your job. Why did you feel that way ? From these interviews Herzberg went on to develop his theory that there are to dimensions to job satisfactions : motivation and hygine'(see Two dimensions of employee satisfaction ) Hygine issues, according to Hezberg, can not motivate employees but can minimize dissatisfaction, if handled properly. In order words, they can only dissatisfy if they are absent or mishandled. Hygine topics include company policies, super vision, salary, interpersonal relations and working conditions. They are issues related to the employees environment. Motivators, on the other hand, create satisfaction by fulfilling individuals needs for meaning personal growth. They are issues such as achievement, reorganization ,the work itself ,responsibility and advancement, Once the hygine areas are addressed said Herberg, the motivators will promote job satisfaction and encourage production. APPLYING THE THEORY To apply Herzbergs theory to real- world practice, lets begin with the hygiene issues. Although hygiene issues are not the source of satisfaction, these issues must be dealt with first to create an environment in which employee satisfaction and motivation are even possible. COMPANY AND ADMINISTRATIVE POLICIES An organizations policies cabin be aggregate source of frustration for employees if the policies are unclear or unnecessary or if not every one is require to fallow them. Although employees will never feel a great since of motivation or satisfaction due to your policies, you can decrees dissatisfaction in this area by making your policies are fair and apply equally to all. Also, make printed copies of your policies and procedures manual easily accessible to all members of your staff if you dont have a written manual, create one ,soliciting staff in put along the way if already have manual, consider updating it ( again, with staff in put ). You might also impair your policies to those of similar practices and ask yourself whether particular policies are unreasonably strict are whether some penalties are too harsh. SUPERVISION To decrease dissatisfaction in this area , you must begin by making wise decisions when you appoint some to the role of supervisor. Be aware that good employees do not always make good supervisors. The role of supervisor is extremely difficult. It require leadership skills and the ability to treat all employees fairly. You should teach your supervisors to use positive feedback whenever possible and should establish a set means of employee evaluation and feedback so that no one feels singled out. SALARY The old adage you get what you for tents to be true when it comes to staff members. Salary is not a motivator for employees, but they do want to be paid fairly. If individuals believe they are not compensated well, They will be unhappy working for you. Consult salary surveys or even your local heap-wanted ads to see whether the salaries and benefits youre offering are comparable to those of other offices in your area. In addition, make sure you have clear policies related to salaries, raises and bonuses. INTERPERSONAL RELATIONS Remember that part of the satisfaction of being employed is the social contact it brings, so allow employees a reasonable amount of time for socialization (e.g. Over lunch, during breaks, between patients ). This will help them develop a sense of camaraderie and teamwork. At the same time, you should crack down on rudeness, inappropriate behavior and offensive, comments. If an individual continues to be disruptive, take chare of the situation, perhaps by dismissing him or her from the practice. WORKING CONDITIONS The environment in which people work has a tremendous effect on their level of pride for themselves and for the wok they are doing. Do everything you can to keep your equipment and facilities up to date. Even a nice can make a world of difference to an individuals psyche. Also, if possible, avoid over crowing and allow each employee his or her own personal space, whether it be a desk, a clerk, locker or even just a drawer. If youve placed your employees in close quarters with little or no personal space, do not be surprised that there is tension among them. Before you move on to the motivators, remember that you cannot neglect the hygiene factors discussed above. To do so would be asking for trouble in more than one way. First, your employees would be generally happy, and this would be apprent to your patients. Second, your hand working employees, who can find jobs elsewhere, would leave, while your mediocre employees would stay and compromise your practices success. So deal with hygiene issues first then move on to the motivators: WORK IT SELF Perhaps most important to employees motivation is healing individuals believe that the work they are doing is important and that their tasks are meaningful. Emphasize that contributions to the practice result in positive outcomes and good health care for your patients . Share stories of success about how an employees actions made area difference in the life of a patient, or in making a process better. Make a big deal out of meaningful tasks that have become ordinary, such as new- baby visits. ACHIEVEMENTS One premise inherent in Herzbergs theory is that most individuals sincerely want to do a good job. To help them, make sure youve placed them in positions that use their talents and are not set up for failure. Set clear, achievable goals and slandered for each position ,and make sure employees know what those goals and standards are. Individuals should also receive regular, timely feedback on how they are doing and should feel they are being adequately challenged in their job. Be careful, how ever, not to overload individuals with challenges that are too difficult are impossible, as that can be paralyzing. RECOGNITION Individuals at all levels of the organization want to be recognized for their achievements on the job. Their successes dont have to be monumental before they deserve recognition, but your praise should be sincere. If you notice employees doing something well, take the time it acknowledge their good work immediately publicly thank them for handling a situation particularly well. Write them a kind to establish a formal recognition program, such as employee of the month. RESPONSIBILITY Employees will be more motivate to do their jobs well if they have owner ship of their work. This requires giving employees enough freedom and power to carry out their tasks so that they feel they own the result. As individuals mature in their jobs, provide opportunities for added responsibility. ADVANCEMENT Reward loyalty and performance with advancement. If you do not have an open position to which to promote a valuable employee, consider giving him or her a new title that reflects the level of work he or she has achieved. When feasible, support employees by allowing them to pursuer further education, when feasible, support employees by allowing them to pursuer further education, which will make them more valuable to your practice. HOW TO IMPROVE JOB SATISFACTION: Provide workers with responsibility- and let them use it Show respect Recognize The Whole Person Mark out a clear path to growth Work flexibility in organizations. HOW ORGANIZATION PLANS FOR FUTURE JOB SATISFACTION It identifies sources of job satisfaction and disaffection and among administrative and support staff and describes their impact. It examines staff plans for the future, and the likelihood of them remaining within the higher education sector. GENERAL SOURCES OF JOB SATISFACTION Most of the distractive staff who took part in the focus groups gained satisfaction from the role they played in higher education. They were less satisfied with developments in higher education which had eroded the rewards gained from working in the sector. Staff expressed a strong commitment to higher education and the contribution they were making to the greater good. Most staff derived great job satisfaction from this than they would from a job offering only monetary rewards. Staff also felt that working in higher education was socially rewarding. Several identified the friendly and supportive relationships they had developed with students and colleagues as being something which which gave them great satisfaction. One said I work students all the timethey are very enthusiastic and that rubs off on you. This was particularly the case for staff based in department with opportunities to build relationships with students. They had gained considerable satisfaction from watching students move through the higher education courses. These tangible outcomes were highly valued by some staff. Many staff appreciated the fact that the structure of higher education enabled them to work in small enough units to develop close working relationships with their colleagues. One commented because theres only a limited number of people, you get to know people from all across the library. You actually really like your own staff thats a nice feeling. They also valued the opportunities which working in higher education offered to meet other people working in different departments. Specific sources of job satisfaction In addition to these strong general themes of satisfaction, more specific sources of job satisfaction were linked to how staff entered higher education. The niche-finders This group of staff gained job satisfaction from the factors which had initially attracted them to higher education. They liked the variety offered by their work in higher education. They found their jobs interesting and stimulating. More important, they expressed the belief that, despite the increasing pressure of their jobs, higher education remained a less stressful working environment than the private sector and still compared favourably to the private sector. Yet many felt that the gap between the two sectors was closing. The job is interesting, but unfortunately that interest is becoming a pressure now. I mean I still enjoy my job (but theres no time to) sit back and enjoy it. The subject specialists Staff in this group also derived most of their job satisfaction fro the factors which had originally attracted them to higher education. They still appreciated the opportunity to work in a stimulating and interesting environment. Most also felt that they had developed intellectually from contact with academics and students. The subject specialists often displayed higher levels of job satisfaction then the niche-finders because of their commitment to their subject and the satisfaction they derived from pursuing their interest or specialism. One explained.. my passion in life is careers education thats all I think about. (1) absolutely love it. An administrator elaborated further: It is the subject, not the job, I enjoy, I am actually earning money out of doing something that I enjoy its purely because I am actually earning money doing something that I enjoy doing. It is the subject, not the system. This group of staff gained particular satisfaction from their involvement with academic staff and students who were working in their subject area. The new professionals: This was clearly the group of staff who were getting the most satisfaction from working in higher education, at the time of the group discussions. Rather than being threatened or undermined by recent developments in higher education, they were products of the change. They benefited from the direction and pace of change and valued the dynamism of a rapidly changing environment. One explained. I like my work. I was interested in (the subject) and I saw a job advertised, but it is ..improved. You know Ive grown into the job. These staff, more than any other group of administrative and support staff, believed that they received recognition for the role they played within higher education. They were also the only group who said that they felt valued and appreciated by the new management culture. Some of the younger members of this group also perceived themselves to be relatively well paid for the work that they did. General sources of job dissatisfaction Unlike job satisfaction sources of job dissatisfaction were not strongly related to individuals original motivations for working in higher education. This was because: General levels of dissatisfaction were high among all staff; and The factors causing dissatisfaction related more to the context within which staff worked, rather than their specific individual circumstances. Several important, recurring themes were raised in all of the group discussions. Lack of opportunities for progression The biggest single source of job dissatisfaction identified by staff was the nature of the career structure for administrative and support staff. The experiences of the high proportion of staff who where stuck at the top of their grade with no possibility of progression as have the general feelings about the lack of career prospects. Dissatisfaction was intensified by the perception that regarding decisions were motivated by financial concerns rather than judgments about individuals performance or the demands of their job. Lack of recognition Dissatisfaction of staff around lack of recognition was not simply related to an inability to make progress in their careers. Most of the anger and frustration staff expressed focused on their perception that their lack of opportunities result from a general low regard for administrative and support functions within higher education. This lack of recognition ahs probably always existed in higher education. Yet significant changes in the roles and responsibilities of administrative and support functions within higher education and the increasingly important central role these staff now play. Despite these changes, staff believed that their contribution was still neither recognized nor valued. Administrative and support staff who worked closely with academics were particularly likely to feel undervalued. They found that academics either dismissed their views or did not consult them at all. Many felt that the academics they worked with did not recognize the importance of the service they provided. A central administrator said: I dont like dealing with (academics) they dont think (my jobs) important and they think its a waste of time. I dont like dealing with (them). A departmental administrator agreed. I do think they sometimes think they are above the admin. As a result, administrative and support staff often felt their work was undermined by academic staff. Staff attributed the undervaluing of administrative and support staff at least in part, to the fact that their work went largely unnoticed. For many of them, the most important indicator of success was that systems ran smoothly and efficiently without giving other people cause for complaint. In this sense, they were only visible when systems broke down or went wrong. One said: . If youre doing wrong its clearly shown This is wrong. But if you do something right its never told Youve done right. So you always are in the repeat state of (thinking) This might be wrong. A computer officer explained: with the advent of the new technologies and advances of IT more has been able to go wrong. And when they go wrong, they go wrong in a slightly more spectacular manner. And academics always pick up on this even when no member of the university is at fault, we are the first people into the nest, because.. we should know about these things. This lack of recognition and reward for good performance was common to all staff and contributed considerably to negative feelings about their job. One said: It would be nice if its recognized elsewhere, from the management and staff saying Yes, you have done a good job. You are achieving. You are somebody who we are lucky to have. Another expressed a similar sentiment, saying: You do need those pats on the back. You do need those. Pay The issue of financial rewards was a further source of job dissatisfaction for most administrative and support staff and was strongly related to concerns about progression and recognition. The basis for staff dissatisfaction, however, was not simply low pay. Most of them had knowingly entered a relatively low-paid sector. Their dissatisfaction stemmed from their belief that their pay levels did not recognize the increasingly central role played by administrative and support staff within higher education. Nor had their pay scales kept up with the growing level of responsibility that administrative and support staff were taking on. An administrator explained. Im on a secretarial grade and secretarial pay but Im. actual

Causes Of The Indian Removal Act Architecture Essay

Causes Of The Indian Removal Act Architecture Essay The Indian Removal Act of 1830 was unfolded was during a time of contradictions. While it was a period of expanding democratic institutions, it also pointed to obvious limitations of that democracy. States largely abolished property restrictions on voting and as the Western frontier was being expanded, it meant more opportunities of settlement for whites. However, the Western land of promise spelled disaster for the Native peoples who lived with the whites. No one better understood the contradictions of this age of democracy than the Cherokees, who adopted many of the white institutions only to suffer from the tyranny of the majority and were forced to the West against their will. In this study, I will answer the question: What were the causes of the Indian Removal Act of 1830 and what were its effects upon the Cherokee nation? Before the act, the American government sought to civilize and integrate the Native Americans into their culture, and the Cherokees were an example of the successes of assimilation. I will explore why there was such a significant shift in American policies toward the Native Americans from assimilation to removal. I will also discuss the long term effects of the Indian Removal Act that negatively altered the internal organization of the tribes and created factions within the Cherokee nation. I relied on both primary and secondary sources to understand both Americans and the Cherokees perspectives on the act. In my research, I discovered the grievances harbored by the Cherokee nation when the American policies were changed and implemented. The Indian Removal Act is, without a question, a Cherokee tragedy, but it is also an American tragedy. The Cherokees had believed in the promise of democracy by the United States, and their disappointment is a legacy that all Americans share. Introduction: The Cherokees were only one of the many Native Americans forcibly removed in the first half of the nineteenth century, but their experiences have a particular significance and poignancy. The Cherokees, more than any other native people in their time, tried to adopt the Anglo-American culture. In a remarkably short time, they transformed their society and modified their traditional culture to conform to United States policies, to fulfill the expectations of white politicians, and most importantly, to preserve their tribal integrity. This civilization policy required a total reorganization of the spiritual and social world of the Cherokees. They established schools, developed written laws, and abolished clan revenge. Cherokee women became involved in spinning and weaving while the men raised livestock and planted crops. Some Cherokee even built columned plantation houses and bought slaves. John C. Calhoun, secretary of war, writes to Henry Clay, Speaker of the House of Representatives on January 15, 1820, The Cherokees exhibit a more favorable appearance that any other tribe of Indians. They are already established two flourishing schools among them.' (Ehle 154). By adopting the white culture, the Cherokees hope to gain white respect. Acculturation was also a defensive mechanism to prevent further loss of land and extinction of native culture. Even more adamant Cherokees firmly believed that civilization was preferable to their traditional way of life. The progress of the Cherokees astounded many whites who trave led through their county in the early nineteenth century. Adding to these achievements, a Cherokee named Sequoyah invented a syllabary in 1820 that enabled the Cherokees to read and write in their own language. They also increased the number of written laws and established a bicameral legislature. By 1827, the Cherokees had also established a supreme court and a constitution very similar to those of the United States. Their educated men even attended the American Boards seminary in Cornwall, Connecticut, and could read Latin and Greek as well as understand the white mans philosophy, history, theology, and politics (Anderson 7). The Cherokees exceeded the goals proposed for the Indians by various United States presidents from George Washington and Andrew Jackson. In the words of a Cherokee scholar, the Cherokees were the mirror of the American Republic. On the eve of Cherokee removal to the west, many white Americans considered them to be the most civilized of all natives peoples (Anderson 24). What then caused the Cherokees to be removed? Why were they forced to abandon homes, schools, and churches? From demographic shifts to the rise in political factions, the ensuing conflicts that arising from the Indian Removal Act of 1830 still affect the surviving Cherokee nation today. Causes of the Indian Removal Act: It is important to recognize that the decision of the Jackson administration to remove the Cherokee Indians to lands west of the Mississippi River in the 1830s was more a reformulation of the national policy that had been in effect since the 1790s than a change in that policy. In the early years of the Republic, seizure of Indian land was a way of civilizing Native Americans. First articulated by George Washingtons Secretary of War, Henry Knox, on July 2, 1791 in the Treaty of Holston, the policy of seizing native lands was that the Cherokee Nation may be led to a greater degree of civilization, and to become herdsmen and cultivators, instead of remaining in a state of hunters. The United States will from time to time furnish gratuitous the said nation with useful implements of husbandry. On the surface, the original goal of the civilization policy seemed philanthropic. Making civilized men out of savages would benefit the Native Americans and the new nation as well as ensure the progress of the human race (Bernard Sheehan, Seeds of Extinction: Jeffersonian Philanthropy and the American Indian, 119). However, the policy represented attempts to wrest the Cherokee lands. Knox and his successors reasoned that if Indians gave up hunting, their hunting grounds will become surplus land that they would willingly exchange for funds to support education, agriculture and other civilized pursuits (Perdue 25). For this reason, coercing the Indians to cede their hunting grounds would actually accelerate acculturation because they would no longer occupy the forest when they had fields to till. Thomas Jefferson, who became president in 1801, shared Knoxs beliefs. Jeffersons negotiating tactics were far more aggressive than anything Knox envisioned as Jefferson ordered his agents to intensify the pressure on tribes to sell more and larger tracts of land. Soon, he let it be known that treats, intimidation, and bribery were acceptable tactics to get the job done (Anderson 35). Jefferson, with his aggression, merely uncovered that these civilization policies were not for the benefit of the Native Americans. Rather, the assimilation policy was a disguised policy of removal of the Native Americans by the American government. It is therefore important to identify that the cause of the Indian Removal Act did not originate in the 1830s, but rather culminated in the early nineteenth century. However, more immediate reasons did cause Congress to pass the Indian Removal Act of 1830 during Jacksons presidency. The factors contributing to the fate of the Cherokees were the discovery of gold on Cherokee land, the issue of states rights, and the emergence of scientific racism. American speculators coveted the nearly five million acres the Cherokee Nation refused to sell. Whites desired land for settlement purposes as property was an obvious measure of wealth in the South. The southerners also desired more agricultural land as the invention of the cotton gin made cotton a lucrative business. In addition, intrusion into Cherokee lands became more urgent with the discovery of gold on its land in 1829. Also, the Americans began to embrace a belief in white superiority and the static nature of the red man in the period after the 1820s. Many Americans concluded, Once an Indian, always an Indian (Anderson 35). Culture, they believed, was innate, not learned. However civilized an Indian may appear, he retained a savage nature. When the civilization program failed to transform the Indians overnight, many Americans supported that the savages should not be permitted to remain in midst of a civilized society. Though earlier in his letter to Clay, Calhoun had praised the progress of the Cherokees, he concludes the letter writing, Although partial advances may have been made under the present system to civilize the Indians, I am of an opinion that, until there is a radical change in the system, any efforts which may be made must fall short of complete success. They must be brought under our authority and laws, or they will insensibly waste away in vice and misery.' The condescending tone tha t Calhoun takes to describe the Cherokees reveals the racist attitude of the early nineteenth century and sheds light onto one of the reasons why Americans urged Congress to remove Indians from their homelands. In this racist atmosphere of Georgia, another vital cause of removal was states rights. Although the Cherokees saw their constitution as a crowning achievement, whites, especially Georgians, viewed it as a challenge to states rights because the Cherokee territory was within the boundaries of four states. The 1827 Cherokee Constitution claimed sovereignty over tribal lands, establishing a state within a state. Georgians claimed that such a legal maneuver violated the United States constitution and that the federal government was doing nothing to remedy the situation. Sympathetic the Georgians cries was Andrew Jackson, who became president 1829. As a follower of the Republican doctrine of state sovereignty, he firmly supported a national policy of Indian removal and defended his stand by asserting that removal was the only course of action that could save the Native Americans from extinction. Jacksons attitude toward Native Americans was patronizing, describing them as children in need of guidance and believed the removal policy was beneficial to them. To congressional leaders, he assured them that his policies would enable the federal government to place the Indians in a region where they would be free of white encroachment and jurisdictional disputes between the states and federal government. He sought congressional approval of his removal policy and stated to Captain James Gadsden in October 12, 1829 that the policy would be generous to the Indians and at the same time would allow the United States to exercise a parental control over their inte rests and possibly perpetuate their race. Though not all Americans were convinced by Jacksons and his assurances that his motives and methods were philanthropic, Congress passed the Indian Removal Act in 1830 that allowed: 1) the federal government the power to relocate any Native Americans in the east to territory that was west of the Mississippi River; 2) the president to set up districts within the Indian Territory for the reception of tribes agreeing to land exchanges, and 3) the payment of indemnities to the Indians for assistance in accomplishing their resettlement, protection in their new settlements, and a continuance of the superintendence and care. Effects of the Indian Removal Act: The Removal Act of 1830 left many things unspecified, including how the removal of the eastern Indian nations would be arranged. During Jacksons administration, one of the most important Cherokee groups that decided to leave was led by the powerful Ridge family. At the beginning of the struggle against removal, the Ridge family firmly supported Chief John Ross, one of the elected leaders of the tribe. Ross and his people also believed that the Cherokees years of peace, achievements, and contributions gave them the right to remain on land that was legally theirs. However, the Ridges soon decided that the struggle to keep the Cherokee lands in the East was a lost cause. Major Ridge had been one of the first to recognize that Indians had no hope against whites in war. Two factions then developed within the tribe the majority, who supported Chief Ross in his struggle to keep their homeland in the East, and the Treaty Group, who thought the only solution was to emigrate to the West. Rather than lose all they had to the states in the East, the Ridge party, without the consent of Ross, signed the Treaty of New Echota in December 1835. They treaty conveyed to the United States all lands owned, claimed, or possessed by the Cherokee Nation east of the Mississippi River. Major Ridge explained his decision to give up the Cherokee homeland saying, We cannot stay here in safety and comfortWe can never forget these homesI would willingly die to preserve them, but any forcible effort to keep them will cost us our lands, our lives and the lives of our children' (Gilbert 21). By Cherokee law, the tribe owned all land in common, no individual or minority group had a right to dispose of it. Army officer Major William Davis who was hired to enroll the Cherokees for removal, wrote the secretary of war that nine-tenths of the Cherokees would reject the Treat of New Echota: That paper called a treat is no treaty at all (Gilbert 23). However, on May 17, 1836, the Senate ratified the Treaty of New Echota by one vote, and on May 23, President Jackson signed the treaty into law. The deadline for removal of all the Cherokees from the East was set for May 23, 1838. The Treaty of New Echota was not an honest or fair agreement between the United States and the Cherokee nation. Even Georgia governor William Schley, admitted that it was not made with the sanction of their leaders (Ehle 244). However, in January 1837, about six hundred wealthy members of the Treaty Party emigrated west, a full year before the forcible deportation of the rest of the Cherokees. Cherokee removal did not take place as a single expulsion but instead spanned many years. In the late summer of 1838, a detachment of Cherokees began to exit the stockade where they had been held for many months awaiting the long journey to their new home west of the Mississippi. Some Cherokees had voluntarily moved west, though most remained in their homelands, still not believing they would be forced to leave. In 1838, the Cherokees were disarmed, and General Winfield Scott was sent to oversee their removals. John G. Burnett, a soldier who participated in the removal described the event saying, Women were dragged from their homes by soldiers. Children were often separated from their parents and driven into the stockades with the sky for a blanket and the earth for a pillow. And often the old and inform were prodded with bayonets to hasten them to the stockades (Ehle 393). Those forced from their homeland departed with heavy hearts. Cherokee George Hicks lamented, We are now about to take our final leave and kind farewell to our native land, the country that the Great Spirit gave our FathersIt is with sorrow that we are forced by the white man to quit the scenes of our childhood (Anderson 37). For Cherokees, the Georgian land had meaning far deeper than its commercial value. Their culture and creation tied them to this place, and now they were being compelled to surrender their homes and march west. Above all, Cherokees lost faith in the United States. In one Kentucky town, a local resident asked an elderly Indian man if he remembered him from his service the United States Army in the Creek War. The old man replied, Ah! My life and the lives of my people were then at stake for you and your country. I then thought Jackson my best friend. But ah! Jackson no serve me right. Your country no do me justice now! (New York Observer, January 26, 1839, quoted in Foreman 305-307.) Exposure and fatigue during the deportation weakened immune systems, making the Cherokees susceptible to diseases such as measles, whooping cough, dysentery, and respiratory infections. The number of Cherokees who perished on the Trail of Tears, the name given to the 826 mile route taken took them west, is hard to determine. The most commonly cited figure for deaths is 4,000, approximately one quarter of the Cherokees, and is an estimate made by Dr. Elizur Butler, a missionary who accompanied the Cherokees (Anderson 85). By his own count, John Ross supervised the removal of 13,149, and his detachment reported 424 deaths and 69 births along with 182 desertions. A United States official in Indian Territory counted 11,504 arrivals, a discrepancy of 1,645 when compared to the total of those who departed the East. Sociologist Russell Thorton has speculated that removal cost the Cherokees 10,000 individuals between 1835 and 1840, including the children that victims would have produced have they survived (Anderson 93). Therefore, the overall demographic effect was far greater than the actual number of casualties. When the Ross detachments arrived in the spring of 1839 to the Indian Territory, melding with the Treaty Party who left before the forcible removal was a daunting task. Removal had shattered the matrix of Cherokee society, ripping them from their ancestral sources and shaking their infant institutions of government. Civil war burst forth as the political chasm brought on by the Treaty of New Echota divided the Cherokee Nation. For more than a decade, the Cherokee fought this bloody civil war, and a distorted version of the old clan revenge system reemerged. In June 1839, between six and seven thousand Cherokees assembled at Takatoka Camp Ground to resolve the looming political crisis. Chief John Ross insisted on the continuation of the eastern Cherokee government for several reasons. The Cherokee Nation had a written constitution and an elaborate law code and government, and they did constitute a substantial majority. However, the United States saw the Treaty Party as true patriots, Ross as a villain, and the recent emigrants as savages, thwarting all efforts to reconcile the divided factions in the Cherokee nation. When the meeting ended with a compromise to be voted on a later date, 150 National Party men met secretly and decided that the Cherokees who had signed the Treaty of New Echota were traitors who had violated the Cherokee law prohibiting the unauthorized sale of land. Early on the morning of June 22, one group dragged John Ridge from his bed and stabbed him to death. Another party shot Major Ridge as he traveled along a road in Arkansas, killing him instantly. About the same time, a third group came to Elias Boudinots house and split his head with a tomahawk. Reacting to these acts of violence, the Treaty Party remained opposed to any government dominated by the National Party. They held their own councils and sent delegates to Washington to seek federal protection and the arrest of the persons responsible for the killings. Most of the Treaty Party continued to resist the act of union and bitterly opposed any concession to the National Party, widening the growing political chasm. However, as long as the National Party refused to ratify the Treaty of New Echota, the nationalist Cherokees were refused payment of its annuities and funds by the federal government. The relative prosperity of the Treaty Party members ignited the dormant resentments of the impoverished Cherokees who had suffered the agony of the Trail of Tears (McLoughlin 17). In order to affirm the sovereignty of the Cherokee Nation and to alleviate the suffering of his people, Ross pressed for a renegotiation of the fraudulent Treaty of New Echota. While Ross was in Washington in the summer of 1842, violence in the Cherokee Nation escalated as members of the Treaty Party began killing individuals who they believed had been responsible for the death of their leaders. Gangs began to attack and kill other Cherokee citizens, most of whom were identified with the National Party, but became impossible to distinguish between political violence and common crime. The Starr gang, for example, coalesced arou nd James Starr, a signer of the Treaty of New Echota. Under the guise of political resistance, Starrs sons and others terrorized the Cherokee nation. In 1843, they murdered a white visitor to the Cherokee Nation and also burned down the home of John Ross daughter. The violence gave the federal government an excuse to keep troops at Fort Gibson, decry the inefficacy of the Nations government and meddle further in Cherokee affairs. The Treaty Party renewed their hope of undermining Ross authority since federal officials tended to blame Ross for the carnage (Perdue 156). The letters during the time of this Cherokee civil warfare reflected the fear and anguish felt by the people. In November 1845, Jane Ross Meigs wrote to her father, Chief John Ross, The country is in such a state just now that there seems little encouragement for people to build good houses or make anything. I am so nervous I can scarce write at all. I hope it will not be long youll be at home but I hope that the country will be settled by that time too (Rozema 198). Less than a year later, Sarah Watie of the Treaty Party wrote her husband, I am so tired of living this way. I dont believe I could live one year longer if I knew that we could not get settled, it has wore my spirits out just the thoughts of not having a good homeI am perfectly sick of the world (Perdue 141). An uneasy peace came to the Cherokee Nation after the United States government forced the tribal factions to sign a treaty of agreement in Washington in 1846. The Cherokees, under Ross leadership was to be sovereign in their new land. It also brought the per capita payments so desperately needed for economic recovery of the Cherokee Nation. However, with this treaty, the Cherokees were caught in a series of contradictions. Cherokee leaders wanted to convince the white population that they were capable of managing their own affairs if left to their own self-government. But economically, they were tied to the financial aid of the federal government, growing ever more dependent on American funds. Furthermore, in midst of this peace, the Cherokees could not cast aside old fears that continued to haunt them. If whites could drive them from Georgia, why not from this place? From this fear spawned an attitude of distrust toward the American government that is still present in some Cherokee societies today (Anderson 115). Conclusion: The causes of the Indian Removal Policy of 1830 are numerous and varied in interpretation. Some historians have equated Jacksons removal policy with Adolph Hitlers Final Solution and have even called it genocide (Peter Farbs The Indians of North America from Primeval Times to the Coming of the Industrial State New York: E. P. Dutton, 1968). Not only did he encourage the geographical separation of Indians and whites, but thousands of Native Americans perished in the process. Whether or not he advocated this mass extinction of Indians, Jackson on the political front was a staunch supporter of state sovereignty and could not deny Georgias rights to the Cherokees expansive lands. In addition to the impact on the Cherokee demographics, the Treaty of New Echota caused factions within the Cherokee Nation that broke loyalties and caused them to revert back to old clan revenge warfare. The resentment that was fostered between the New Party and the Treaty Party created lasting divisions within the Cherokee nation. Moreover, the Cherokee Nation, before the Indian Removal Act, had prided itself on the fact that it had adapted to white institutions with great degrees of success. However, engaging in clan warfare, the Cherokees took a step back in progress when embroiled in such violence that was primarily caused by the Treaty of New Echota.   Furthermore, the Cherokees remained dependent on federal governments economic assistance when they were seeking to prove that they could function better as a soverign nation. The removal of the Cherokees west of the Mississippi is one of the greatest tragedies in United States history. While the Cherokees have shown incredible resilience in recovering from the decimating effects of their removal, the injustice they faced from fraudulent treaties, ethnocentric intolerance, and discriminatory laws will forever stain Americas history.  

Abduction and Computer Game Design :: Technology Doom Myst Essays

Abduction and Computer Game Design Introduction In this paper, I will look at the process of abductive reasoning and show the implications of this concept as it applies to computer game design. While my comments will relate to most computer games, I will specifically discuss two games: Doom, which is produced by the Id software company, and Myst, which is produced by Broderbund software. Doom First, a little information about the game Doom. The first version of Doom was released as shareware (free demonstration software) in 1993, and its successors have included Doom II, Ultimate Doom and other variations. It has also inspired many similar games from other companies. Estimates put the number of players of this multiple-computer-platform software program at 10 million worldwide. One of the developers of Doom once boasted, "In 1994, we fully expect to be the number one cause of decreased productivity in businesses around the world. â€Å" What characteristics have led Doom and its many imitators to such success? I would argue that the most important reason is that game puts the player in an immersive environment. There is a compelling sense of â€Å"virtual reality† (to use a term that is more a cliche than any real description) in Doom. The action of the game is presented from a first-person point of view; that is, what you see on the computer screen is approximately what the character you are playing would see. Your character is invisible, just as you cannot see yourself but in a mirror; however, the weapon the character is holding is visible in the lower center of the screen. This technique of first-person presentation (fig. 1) serves to involve the player in the game action more directly than a third-person, overhead view might, and it makes for a more 'realistic' presentation of the "3D" action. As the player moves from room to room, lights flicker and fade and sounds get louder or softer. Doom has a frame (or image) rate greater than that of film or television, which has been shown to create an effect of heightened 'reality.' Players have been observed exhibiting physical responses to the game's action: ducking and leaping back from the screen, and trying to peer 'around' the walls displayed on the monitor. Doom can be played by a single person alone, by two people over a modem, or by up to four connected to a computer network, and these networked players can either cooperate or compete against each other.

Thomas W. Lippmans Understanding Islam Essays -- Thomas Lippman Islam

Thomas W. Lippman's Understanding Islam Thomas W. Lippman gives an introduction to the Muslim world in the book Understanding Islam. He has traveled throughout the Islamic world as Washington Post bureau chief for the Middle East, and as a correspondent in Indochina. This gave him, in his own words, "sharp insight into the complexities of that turbulent region." However, the purpose of the book is not to produce a critical or controversial interpretation of Islamic scripture. It is instead to give the American layman an broad understanding of a religion that is highly misunderstood by many Americans. In this way he dispels many myths about "Muslim militants," and the otherwise untrue perception of Islamic violence. In this way the American reader will become more knowledgeable about an otherwise unfamiliar topic. However, the most significant element of Lippman’s book is that it presents Islam in a simple way that makes the reader feels his awareness rise after each chapter. This encourages him to continue learn ing about the world’s youngest major religion. Understanding Islam dispels many misconceptions about the Muslim world, and presents the subject in a way that urges his reader to further his understanding of Islam through continued study. The book lays the foundation of Islamic basic beliefs and practices. Muslims believe in one God, and feel their religion continues the Judaic and Christian traditions. Arab peoples "trace their origins to the patriarch Abraham, who, according to the Koran was neither Jew nor Christian, but a kind of universal ancestor of monotheists" (5). Thus, Muslims believe in the same God as Jews and Christians. The Islamic translation for God is Allah. Many Americans think of Alla... ... Understanding Islam gives a broad outline which could help to erase American misconceptions about this religion, and could be helpful in easing global racial tensions. The book is not top of the line scholarship about Islam; it is for the uninformed or otherwise unaware beginner. After reading this book the reader has a basic understanding of Islam, devoid of many American or western misconceptions. However, Lippman explains that the holy book is not spelled "Koran," but rather "Qur-an," though he uses the first spelling throughout the book (56). The real version is written in arabic, but I would have rather him used the more authentic spelling. In this way I see that this book was beneficial, but not the final word. It is a good book because it lays a positive foundation for Americans, and hopes to inspire them to continue their study of a fascinating religion. Thomas W. Lippman's Understanding Islam Essays -- Thomas Lippman Islam Thomas W. Lippman's Understanding Islam Thomas W. Lippman gives an introduction to the Muslim world in the book Understanding Islam. He has traveled throughout the Islamic world as Washington Post bureau chief for the Middle East, and as a correspondent in Indochina. This gave him, in his own words, "sharp insight into the complexities of that turbulent region." However, the purpose of the book is not to produce a critical or controversial interpretation of Islamic scripture. It is instead to give the American layman an broad understanding of a religion that is highly misunderstood by many Americans. In this way he dispels many myths about "Muslim militants," and the otherwise untrue perception of Islamic violence. In this way the American reader will become more knowledgeable about an otherwise unfamiliar topic. However, the most significant element of Lippman’s book is that it presents Islam in a simple way that makes the reader feels his awareness rise after each chapter. This encourages him to continue learn ing about the world’s youngest major religion. Understanding Islam dispels many misconceptions about the Muslim world, and presents the subject in a way that urges his reader to further his understanding of Islam through continued study. The book lays the foundation of Islamic basic beliefs and practices. Muslims believe in one God, and feel their religion continues the Judaic and Christian traditions. Arab peoples "trace their origins to the patriarch Abraham, who, according to the Koran was neither Jew nor Christian, but a kind of universal ancestor of monotheists" (5). Thus, Muslims believe in the same God as Jews and Christians. The Islamic translation for God is Allah. Many Americans think of Alla... ... Understanding Islam gives a broad outline which could help to erase American misconceptions about this religion, and could be helpful in easing global racial tensions. The book is not top of the line scholarship about Islam; it is for the uninformed or otherwise unaware beginner. After reading this book the reader has a basic understanding of Islam, devoid of many American or western misconceptions. However, Lippman explains that the holy book is not spelled "Koran," but rather "Qur-an," though he uses the first spelling throughout the book (56). The real version is written in arabic, but I would have rather him used the more authentic spelling. In this way I see that this book was beneficial, but not the final word. It is a good book because it lays a positive foundation for Americans, and hopes to inspire them to continue their study of a fascinating religion.