Marlows Catharsis in Conrads Heart of Darkness :: Heart Darkness essays

Marlow's Catharsis in Heart of Darkness  Ã‚   Conrad's novel, Heart of Darkness, relies on the historical period of imperialism in order to describe its protagonist, Charlie Marlow, and his struggle. Marlow's catharsis in the novel, as he goes to the Congo, rests on how he visualizes the effects of imperialism. This paper will analyze Marlow's "change," as caused by his exposure to the imperialistic nature of the historical period in which he lived. Marlow is asked by "the company", the organization for whom he works, to travel to the Congo river and report back to them about Mr. Kurtz, a top notch officer of theirs. When he sets sail, he doesn't know what to expect. When his journey is completed, this little "trip" will have changed Marlow forever! Heart of Darkness is a story of one man's journey through the African Congo and the "enlightenment" of his soul. It begins with Charlie Marlow, along with a few of his comrades, cruising aboard the Nellie, a traditional sailboat. On the boat, Marlow begins to tell of his experiences in the Congo. Conrad uses Marlow to reveal all the personal thoughts and emotions that he wants to portray while Marlow goes on this "voyage of a lifetime". Marlow begins his voyage as an ordinary English sailor who is traveling to the African Congo on a "business trip". He is an Englishmen through and through. He's never been exposed to any alternative form of culture, similar to the one he will encounter in Africa, and he has no idea about the drastically different culture that exists out there. Throughout the book, Conrad, via Marlow's observations, reveals to the reader the naive mentality shared by every European. Marlow as well, shares this naivetà © in the beginning of his voyage. However, after his first few moments in the Congo, he realizes the ignorance he and all his comrades possess. We first recognize the general naivetà © of the Europeans when Marlow's aunt is seeing him for the last time before he embarks on his journey. Marlow's aunt is under the assumption that the voyage is a mission to "wean those ignorant millions from their horrid ways"(18-19). In reality, however, the Europeans are there in the name of imperialism and their sole objective is to earn a substantial profit by collecting all the ivory in Africa. Another manifestation of the Europeans obliviousness towards reality is seen when Marlow is recounting his adventure aboard the Nellie.

Cross cultural differences in personality

Cross cultural differences in personality The aim of the work is to critically evaluate the evidence of cross cultural differences in personality and to come to the relevant conclusion, whether such differences exist and what impact they create on various sides of the personality life activity.IntroductionNumerous studies have been conducted to research the cross cultural differences of various aspects in personality behavior – starting from psychological side, and ending with the difference in business leadership and online and computer attitudes; however there is still a question – whether these the results of these studies are relevant and is it possible to assume that cross cultural differences exist – or based on the older economic theories, all personalities have similar behavioral patterns which are not different across cultures? Cross cultural personality studiesThe experimental researches conducted in the area of cross cultural differences in personality have found that people behave in different and various ways, in distinction from the basic economic theory that the phenomenon of personality is traditionally common across different ethnic groups. When one endeavors to discover the reasons and cores of this controversy, it appears that the great extent of impact is created by the social environment people live in. this is why cultural element in defining the reasons of cross cultural differences is essential in this study and in personality differences as such.If one takes two different regions of the globe and considers the differences between these two regions as well as the changes in the personality which occur under these two different environments, as well as the differences between the personalities traditionally found in both societies, they will not only be geographically distant, but also culturally which will ultimately define these or those behavioral patterns accepted in this or that society under research. (Brandts, Saijo & Schram, 2004) Researches show that there are significant differences in traits between different ethnic groups and between the countries.It will be interesting to take New Zealand and international sample as an example and critically evaluate the methods and evidences of the cross cultural differences found in this study; it is also essential to critically evaluate the evidence acquired in laboratory tests of cross cultural differences. In order to make the New Zealand study relevant, the three different groups of respondents were taken – New Zealand respondents were divided into Europeans, Maori and Pacific Islanders, with the addition of the absolutely different ethnic groups from South Africa and Australia.It is stated that there have been revealed significant differences in the personality traits both on the New Zealand and on the international level. The largest differences at the international level were notices in the aspects of agreeableness, neuroticism and e xtraversion. In terms of the inner New Zealand groups the principal cross cultural personality differences were discovered in those traits which are usually determining for job performance – conscientiousness and neuroticism. (Allen, 2001) Evaluation of the theoriesIn the cultural dimension several theories have been created to explain the differences between the personalities in the cross cultural aspect. Considering these theories critically, it should be assumed that they have not been created without any reason, and there have existed solid grounds to assume that depending on what culture of origin is the source of social patterns for the personality, it is possible to define the basic criteria of personality characteristics. For example, the theory created by Markus & Kitayama (1991) states that ‘the cultures endow individuals with different principles that influence behavior.‘ The author of this theory argued that one of the cultural dimensions is always mea sured through the line of individualism versus collectivism, and these traits should be included into the set of basic characteristics peculiar of the personality in the cross cultural perspective. one dimension of national culture is measured along a continuum from ‘collectivism' to ‘individualism,' defining societies in which the interest of the group prevails over the interest of the individual as ‘collectivistic', and those in which the interest of the individual prevails over the interest of the group as individualistic†. (Allen, 2001)While the traditions and the history of this or that country or ethnic group may be characterized by being either individualistic or collectivist, it is possible to reasonably assume that cross cultural personality differences exist (if one takes an example of the US being an individualistic country and promoting individual values versus collectivist ones, while the countries of Eastern Asia for example, promote opposite va lues, it becomes clear that even it were the only feature of differences between personalities, it would prove the assumption that these differences exist and would also lead to the discovery of the new ones).Critical evaluation of the methodologies There is a five factor model which is used for the evaluation of the cross cultural personality differences, and it has also been objectively created on the basis of the knowledge about the basic personal characteristics which define personal behavior and reaction. the five-factor model comprised of five global personality traits, commonly referred to as the Big Five, now enjoys wide acceptance as the most comprehensive and parsimonious model of the structure of personality.The Big Five traits are most commonly referred to as: Neuroticism, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness. Evaluating the evidence of cross cultural personality differences, one may find in literary sources that just described Big F ive Model has also been based on the reasonable assumptions as for the existence of these differences. It was based on the English lexicon and Western culture, and this was the first theory to raise the concern as for the cross cultural generalisability.It was noted that if the environment is capable of impacting personality, these five model structures would not be found in all cultures. The presence of different aspects of the Big Five model would depend on the culture under research. Personality assessments are culturally generalisable to enable cross-cultural comparisons, and also to ensure their fairness in the multicultural societies. (Barrick & Mount, 1991)However many questions in relation to these study and the relevance and reliability of these results arise – for example, whether the group respondents were of the same social group (age, profession, interests, career, family status etc), and were the researches conducted in the similar surroundings and situations. O n the other hand, if we assume that in order to create such perfect ideal surrounding laboratory tests would be the most appropriate ones, there are stil doubts whether these tests are reliable and can roduce rleevant results.(Ones & Andersen, 2002) For example, if we take the case with the research of the cross cultural personality differences in New Zealand, Research into the cross-cultural generalisability of personality structure has been conducted through factor analytic studies of personality descriptors in foreign languages. It has also been studied through the translation of personality assessments and comparison of the resulting factor structure with the United States normative structure.Analyses of personality descriptors in foreign languages have typically identified five factors. However, the five personality factors rarely correspond with the original five factors based on United States samples. This lack of correspondence is likely to arise because personality trait de scriptors rarely translate directly between languages. However, the finding that lexical studies typically identify five, or close to five, personality factors is considered as evidence for the cross-cultural generalisability of personality structure.(Barrick & Mount, 1991) The translation of questionnaire items can, however, present problems as some trait adjectives do not have direct translations. Despite this limitation, research has attempted to gauge the cross-cultural replicability of personality structure through the translation of personality assessments. Sometimes the cross cultural variability was viewed thrugh the six different assessments, but the five assessment model was still found the most appropriate as letting to find the bigger number of similarities in languages.Despite the already described limitations, it has still be found that Big Five model of personality structure was replicated through the diverse cultures through both lexical and questionnaire methods. Th e existence of such model is not necessarily translated into the endorsement or rejection of various traits and behavioral patterns, and is equivalent across the cultures. This critical evaluation of the methods gives certain doubts as for the reliability of the existing evidence of cross cultural diversity across various ethnic groups.Yet these methods are widely used for the research of these differences. The disadvantages of the international research in cross cultural personality difference are numerous, and this is why they should be always looked at critically. For example, with the facet personality trait level, it is difficult to generalise the findings across previous studies, because ‘different personality assessments vary according to the number of and names given to the lower level traits'.(McAdams, 1992) As far as the United States is the leader of conducting these researches, the bigger part of them is devoted to the personality differences within the ethnic grou ps living in the US, but does it give solid grounds to assume that this cultural difference is similar in other ethnic groups all over the world? :Probably in order to receive reliable results in cross cultural studies it is essential to determine whether ethnic groups (even in the present study of New Zealand) are differentiated through commonly used personality asessments.It is also interesting to note, that in order to eliminate these language problems and to check the reliability of the tests and methods, it is appropriate to conduct a research across English-speaking countries, which will give the basis for assuming, whether these test methodologies are workable within the frames of the similar language between the ethnic groups under research. Speaking about laboratory tests, there is a number of certain limitations which can prevent the reader and the researcher from normal judging and evaluation of the results.While the results of any recent studies in cross cultural persona lity differences are held as being sensational and are represented without any account of the limitations, thus making the public consider cross cultural identity differences be crucial in the determining of the behavioral patterns, and letting other importantr factors remain unnoticed, there are the measurements which should be performed or taken into account while reading any such evidence and study, which will ultimately lead to the conclusion of the importance of the given results and their reliability.These are the partner and the stranger condition, and the number of games played through the study in the laboratory conditions. In some studies, authors found that under partner condition, the contribution rate was lower, whereas others found the opposite results. These conditions had an effect on the contribution rate based on their research, this is why it is often necessary not to differentiate these two conditions and to evaluate the evidence of any cross cultural research wi thout this differentiation.(Goldberg, Sweeney & Hughes, 1998) In some studies, participants only played the game once, and in other studies they played the game following an infinitely repeated fashion, typically with 10 rounds. Theoretically speaking, the contribution rate of the last round of the infinitely repeated games is equivalent to the one in the one-shot game, given the same strategy the participants could apply. Thus, these data from respective condition is comparable.Reading the study conducted in New Zealand, the first question arises in connection with the choice of participants; it was the correct step to define the gender, age and country of residence for each respondent; however, in this case the identification of the ethnic group is only available for the New Zealand inner groups, and is not specified for the international groups participated in the study.On the one hand, it may decrease the reliability of the acquired results; on the other hand, at the internation al level the results of the research do not need to be specified in terms of the specific ethnic group and give only general definitions as for the cross cultural personality difference; but again – without this specification is there any guarantee that the international group has been chosen correctly and carried the general characteristics of the wide ethnic group and is not narrowed by some small ethnic grouping, thus making the cultural difference too significant?The five traits model is also used in other cross cultural studies, and it is stated that ‘The Five Factor Model of personality is a universally valid taxonomy of traits. ‘ (McAdams, 1992) The analysis of the 33 countries and the studies of the cross cultural personality difference among these countries have allowed the researchers to come to the conclusion that this model is the most appropriate through the similar studies, and even with the account of the criticism given earlier in this work, it app ears that many studies use it as the basic method for research.This also gives the basis for doubts and critical evaluation of the reliability of the results provided by these studies; if the method used in most of them is the same and it presupposes certain limitations and even bias, thus the question is also whether these studies can be considered to be reliable. (Ones & Andersen, 2002 The beneficial side of the New Zealand approach is in the fact that it actually uses two different methods of evaluation which may potentially increase the reliability of the acquired results.Personality traits were measured using the 15 Factor Questionnaire Plus (15FQ+), a self-report personality assessment. This assessment is widely used within New Zealand, as well as internationally, and was designed specifically for personnel assessment and selection purposes. The 15FQ+ was completed by the respondents in either a pencil-and-paper format or in a computerised format. Qualified test administrators conducted the assessments following a standardised procedure and testing conditions.The assessment had no time limit, but respondents were provided with a guide of how long the assessment should take. In distinction from other studies, which mostly use one method, and which is mostly the Big Five Model (Triandis, 2002; Markus & Kitayama, 1991), the use of the two different methods certainly increases reliability and relevance of the research results. Another study (Allen, 2001) suggested that the use of the 15FQ+ tests was within the range of the reasonable validity and thus had good internal consistency.The reliability coefficients of this method were ranging from . 77 to . 89 which is essential for the tests of such kind. No information has been found as for the Five Model tests, and it should be suggested that the wide use of this method does not give any reliable basis to assume that this methodology is the best for the evaluation of these cross cultural personality differences .The results which were acquired through the research, tell the reader that out of the five basic traits, suspiciousness was the one which displayed the highest difference across the three international group of respondents, with South Africa showing the highest scores; however with the accounting of the previous criticism of the Big Five Model it is possible to assume that these results should be re-checked with the use of other methodologies, as well as with the specification of the exact ethnic group at the international level.(Barrick & Mount, 1991) Conclusion Based on the previous assumptions the following conclusions may be derived out of the information available: 1. The Laboratory tests of the cross cultural personality differences are deprived of real life connection and the participants of these studies are already assimilated thus the results of these studies cannot be supposed to be reliable. 2. The use of the Big Five model should be combined with the use of other metho dologies to produce relevant results.It is suggested, that further research is conducted within the framework of several different methodologies, and it is assumed that the results acquired through the similar studies but with the use of different methods will produce the results which are different from those in previous researches. It is suggested that the most important studies are carried out again but with different respondents and different surroundings with the account of the criticism in the present paper.The studies which exist at present, especially those using only one Big Five model of research, should be re-visited and re-considered in the light of the modern realia and the requirements towards such experiments. It is suggested that laboratory studies are excluded from the sphere of cross cultural personality studies. Works cited Allen, J. Review of Measurement of Ethnicity – Classification and Issues. Classifications and Standards Section, New Zealand, 2001. Bar rick, M. R. & Mount, M. K.‘The Big Five Personality Dimensions: A Meta-Analysis'. Personnel Psychology, 44 (1991): 1-26 Brandts, J. , Saijo, T. & Schram, A. ‘How Universal is Behavior? A Four Country Comparison. ‘ Public Choice 119 (2004): 381-424 Goldberg, L. R. , Sweeney, D. & Hughes, J. E. ‘Demographic Variables and Personality: The Effects of Gender, Age, Education, and Ethnic/ Racial Status on Self-Descriptions of Personality Attributes'. Personality and Individual Difference 24 (1998): 393-403 Markus. H. R. & Kitayama, S. ‘Culture and the Self: Implications for Cognition, Emotion and Motivation'.Psychological Review 98 (1991): 224-253 McAdams, D. P. ‘The Five-Factor Model in Personality: A Critical Appraisal'. Journal of Personality 60 (1992): 329-361 Ones, D. S. & Andersen, N. ‘Gender and Ethnic Group Differences in Personality Scales in Selection: Some British Data. ‘ Journal of Occupational and Organizational Psychology 75 (20 02): 255-276 Triandis, H. C. ‘The Self and Social Behavior in Differing Cultural Contexts'. Psychological Review 96 (1989): 506-520

The Amazing Transformation of Ebenezer Scrooge in A...

Imagine if the cruelest person in the world became the kindest. This happens in A Christmas Carol after Ebenezer Scrooge is taken on a remarkable journey through time. Although A Christmas Carol was written in the 17th century, its messages and themes stay alive today. Scrooge started changing his personality and life-style throughout the novella. In A Christmas Carol Scrooge changed from being a money-pinching grouch to a kind-hearted man, he redeemed himself through freewill and life changing memories. After Marley visited Scrooge, The Ghost of Christmas Past soared across the sky and came into Scrooge’s home. It showed Scrooge different memories of his past, a couple memories in particular got Scrooge to regret the choices he had†¦show more content†¦After only one ghost, Scrooge had already changed his view on how he should treat people he is close to. Once The Ghost of Christmas Present was extinguished, The Ghost of Christmas Present waited for Scrooge on a pi le of delicious food in Scrooge’s house. This ghost also brings Scrooge around the town, they visited Christmas dinners and parties. First, the ghost brings Scrooge to the Cratchit family Christmas dinner. The family has a wonderful time despite the fact that they have a goose instead of a turkey, they have a dying son, and they are poor. If even through the roughest times this family can stay happy, then Scrooge should be able to celebrate Christmas. After Scrooge goes to the Cratchit’s he is taken to Fred’s Christmas Party. Scrooge is pulled in by the fun games, and he starts playing along with them. Although no one can actually see him, Scrooge finds himself having a good time with other people. By this time Scrooge has definitely had a change of heart. He finally decides that having a good Christmas spirit might be a wonderful thing. After The Ghost of Christmas Present left, Scrooge was struck with fear when the next ghost comes in his direction. Scrooge ha d been wondering the whole adventure whether he could still change the person he was. The Ghost of Christmas Yet to Come brought him to different places, all of them relating to a dead man Scrooge had seen earlier. The ghostShow MoreRelatedMarketing Management 14th Edition Test Bank Kotler Test Bank173911 Words   |  696 PagesE*TRADE, and dozens of others, established manufacturers and retailers became brick-and-click oriented by adding online services to their existing offerings. This process is known as ________. A) reintermediation B) disintermediation C) retail transformation D) e-collaboration E) new-market synchronization Answer: A Page Ref: 13 Objective: 4 Difficulty: Moderate 43) When eBay and Amazon.com cut out the majority of middlemen that normally would participate in the exchange process, it is

Conflict Management Styles - 1081 Words

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Comparison of 2 Ethnic Groups - 1160 Words

Lilly Eng 112 - 005 May 9, 2007 Name two ethnic or cultural groups other than African Americans and Jews that have made stellar contributions to the development of the united states. List at least ten achievers from each group, and try to form intergroup pairs as Cornel West does in his essay. Also compare and contrast the groups as a whole and share your overall perspective on their achievements. Asian Americans and Native Americans Our America is so diverse that it is very difficult to single out any one ethnicity and their contributions to our country. The Native Americans and Asian culture are so different, yet the similarities in their significant addition to our country is so remarkable. From the Native†¦show more content†¦While the Japanese were judged pre-war, the Native Americans were judged post-war. Some tribes gave the war veterans a heros welcome, while other tribes insisted that members of their tribe returning from war be cleansed prior to having contact with other tribal members. The sacri fices that these two groups made for America during World War II is very significant and should be appreciated in todays society. Another way that these two groups have contributed is through inventions that we have used in the past and in the present. A Japanese man by the name of Mamofuko Ando invented the first instant noodles and what we know as cup ‘o noodles today, while chocolate was first drank as hot chocolate and made into this delicious treat by a Native American tribe known as the Mayans. Inoue Daisuke has entertained us for recent years with his invention of the karaoke machine while the game of basketball was invented over three thousand years ago by the olmec tribe followed by their invention of the rubber ball. 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The respondents were the same race/ethnicity as the subjects presented in the scenarios, which is consistent with the instruments design. The experimental group was given four interracially romantic scenarios. The effects of ethnicity, age, gender and education level were examined within the experimental group; both

Issues in cloud computing Free Essays

The purpose of assignments Is be able to understand the various advantages and Issues of cloud computing. Research and analyses whether or not cloud computing Is the way forward for the chosen organization. Company of choice The type of company selected here is Higher Educationalists. We will write a custom essay sample on Issues in cloud computing or any similar topic only for you Order Now The Higher Educationlnstituteprovides its services in different location through its branches. It may have thousands of students and staff and has lot of sensitive data e. G. Student staffs information, lectures notes and books, student’s private and personal details. Higher Education Institutions financial status, its own business Lana and strategy and so on. While moving to the cloud, Higher Education Institute may face lot of issues like legal issues, ethical issues environmental issues, security issues and so on. This assignment triesprovldingprofesslonal solution to address these mentioned Issues. Introduction Cloud computing Is a style of computing where scalable and elastic IT-enabled capableness are provided ‘ as a services’ to multiple external customers using internet technologies[l]. In simple terms , cloud computing enables business of all sizes to quickly procure and use a wide range of enterprise-class IT systems on a pay per-use basis from anywhere at any time. Cloud computing services are divided into three classes, according to the abstraction level of the capability provided and the service model of providers. Namely (1) infrastructure as a service, (2) platform as a service, (3) Software as a Service and there are different types of cloud depending upon the network it cover they are (1) Public clouds, (2) Private Clouds (3) community clouds and (4) hybrid cloud. Each types of cloud and services provision has own characteristics, benefits and challenges and suits deferent business models and purposes however, all have similar legal Issues to consider. L] Benefits If Higher Education Institutes anticipating a huge upswing in computing need (or evening Education Institute surprised bay sudden demand), cloud computing can help institute to manage. Rather than having to buy,install, and configure new equipment,eliminates can buy additional CPU cycles or storage from third party. Since Institutions are based on consumption. Indians does not have to deal with unneeded equipment. Institute simply add or subtract based on its need. [ 1] Again, not having to buy and configure new equipment allows Institute and IT staff to eyesight to business. The cloud solution makes it possible to get application stereotypically, and It costs a fraction of what It would cost to implement an on- site solution. [ 3] The managerial and strategic level employer no needs to physically attend the Institute’s site to get information. They can get Information from anywhere, which help to Increase the productivity of Institute [ 2] Legal issues: As moving tighter Distastefulness’s data to the cloud, Outshoot need to comply with Data Protection act 1988. The eight principle of Data Protection act are (1) Data should be fearfully and carefully processed. 2) Data should be processed for the specified purpose(3) The data collected should be adequate, relevant and not excessive. (4)The data should be up to date. (5) The data cannot be kept no longer than necessary. (6)The data should be processed in accordance with the individual rights. (7)The data should be kept Securely. 8)The data cannot be transferred and stored outside the European Economic Area (EYE)without adequate protection. [6] The Higher Educationlnstituteshould ensure that Cloud Service Provider has kept the data securely in order to preventatives unlawful processing, stolen, against accidental cost and damage. So while choosing the overnighter Educa tionlnstituteshould know how the cloud companies handles the personal and sensitive data. Higher Educationalists should need to consider whether or not the level of security which would be provided by Cloud Company will meet the both requirement of Higher Declassification’s Data Protection Act. 6] The Data Protection Act clearly mentioned that personality should not be moved or transferred outside the European Economic Area unless there is an adequate leveler protection. Cloud provider might not always store the data in European Economic Arabesques to establish and maintain the data centre outside the European Economic Area might be cheap. Storing data outside the European Economic Area breaches the Data Protection Act. Compliance may beached busing EX. approved contract terms with cloud provider. [3] All the public authorities in the I-J have legal responsibilities to comply with Freedom of Information Act 2000. If Higher Educationlnstituteholds the information and if any request is made to the Higher Educationalists fortification then,Higher Educationalists should provide thrusters information to the requester within the 20 days. If suppose, by some reasons cloud computing server is failed and Higher Educationlnstitutecannot able to access its stored information from the cloud then Higher Educationlnstitutewill face the problem. So while choosing the cloud computing service provider, it is necessary to assess their failure history of server, reputation, backup strategy and so on. 2] Intellectual property right are the right which is granted to owners of that intellectual creativity. Copyright, Patents,Database and Trademark are considered as Intellectual property. Generally, copyright protects and prevents the owner’s work from copying ND reproducing. Copyright can be obtained on for example computer software program, textbook, film,teaching and research material and so on. [6] Highe r Education Institute has also lot of intellectual property which need to be protected. The Higher Education Institute has the right to control its intellectual properties copyright, design and patents act (1988) necessarily in migration to the cloud. [6] Similarly, database right is another right which falls under intellectual property. It prevents the database from extraction, reuse of all or substantial part of the database without impressionists. 6]Higher Education Institute should prevent its own database example pay roll database, steadfastness and the database which is created by teacher or students for the learning purpose. Patent is the right to the owner which prevents others from making, using, manufacturing and selling the invented products and process without owner permission. Patents are only effective in the country where the right is granted. If the patents have been registered in the European Patents Office then it is protected in the whole Europe. [6] while moving to the cloud computing , It raises particular intellectual property right issue for Higher Education Institute to include before to confirming the conditions of their cloud computing provision. The issue may arise are 🙠 1) they may have access to information belonging to Institute. 2) The location of information where they kept is not fixed. This issue makes tighter Education Institute difficult for its intellectual property right compliance. [3] Annexation regarding above issue: software license may be location specific . Minored to safe guard to the resources, the Institute might have done the agreement with publisher throu gh educational resource licenses and his agreement may only allow to access electronic resources or storage of digital material by registered users( staff and students ) through particular local server only. So while moving to the cloud, problem would be, the cloud provider mischance’s threescore and they are not location specific. So agreements with resource supplier regarding access and location should be addressed Institute’s contract with cloud provider and the cloud provider also need to prevents to get access and need to prevent any unwanted and unlawful usage of licensed resources[4] As moving to the cloud adequately act 2010 places legal obligation to he Institute. Utilities need to make sure that all the students with disability have equal access of information. As moving the cloud Institute should check that the means of service provision will not adversely impact accessibility. [4] Environmental issue As moving to the cloud the Institute can contributes to lower the carbon foot prints. According to the [7]by adopting the cloud computing, the consumption of energy by data centre could be reduced by thirty eight percentage by the year 2020. And such reduction on energy will reduces twenty eight percentages greenhouse gas emissions. Research also found that the smaller organization will contribute largeness’s ninety percentages to reduce the carbon foot print. Whereas, bacteriologists reduces carbon foot print by thirty percentages. [7] Decanter are designed on echo friendly nature which use low suffer fuels to reduce emission from backup generators. These energetically lighting technology. Most of the staff in the cloud service provider is Depositional and they concern on designing and building an echo friendly product where as Higher Education Institute whose primary focus is to provide quality education and earning profit by increasing the number of detent. Decanter provides the infrastructure only when it is needed . T maximize the efficiency and utilization of server by sharing same server for different cloud. [7] Ethics and ProfessionalResponsibility: All the informational infrastructure that used to be stored locally stored to the third party animadversion cannot be directly control its data. Lost of direct control sometime gives the problem. If something happen on the data at the cloud. For example unauthorized access of data or fa ilure in Infrastructure,eliminates cannot do anything because it is difficult to know who caused the problem. Dud service provider usually make the infrastructure by aggregating the systems and each system may owned by other company and if something goes wrong in such complex system then it is difficult to decide who has caused the problem. The data which is stored in the cloud some time used for some other purpose. For example biometric data of student which is collected for student attendance purpose, that data might be used for the criminal investigation purpose. Keeping identification to the cloud, it can feel that cloudscape provider would seem to be responsible for the data and have control over it. There might be issue of trust potentialities and cloud computing service provider[4] There is loot of IT practitioners work in the cloud service provider. They are associates with some professional body example British Computer Society,Association for Computing Machinery, Institute of Electrical and Electronics Engineers and so on. There’s day to day practice and responsibilities has been defined by associated professional body. Professional people like Database administrator of the cloud service provider has the access to the client’s personal and sensitive data He is not allowed to disclose the client’s data to the third party. Professional body may take the disciplinary action fortress who breach the code of conduct. BCC broadly defined its code of conduct in four categories they are (1) duty to the public (2) duty to the relevant authority, (3) duty to the profession and (4) professional competence and integrity[5 ]similarly, IEEE and ACM has also code of conduct for its member which is almost similar to Thebes code of conduct. Recommendation and conclusion: It is institute responsibilities to compliance with the legal act. So, it is recommended to check the position of cloud provider’s security, data transfer and compliance tit EX. law. Penthouse applying the best efforts there may arises the dispute with cloud provider. It is recommended to choose the established cloud provider, find out theirs server location, asses suitability and agree which law applies. Identify the confidential material and find whether cloud is suitable for that data or not. Institutions should ensure that the contract terms with cloud providers reflect their legal obligations, responsibilities and the level of risk they are prepared to handle Penthouse there are lot of benefits in cloud computing, it is compulsory to aware of he ethical and legal issues and careful most be taken before agreeing any contract with cloud service provider. How to cite Issues in cloud computing, Papers

Critical Thinking to Culture and Technology Infrastructure

Question: Briefly outline/discuss the theoretical framework you have chosen discuss why your chosen framework is more appropriate for your essay rather than another framework (yes, outline briefly the other framework concepts as well) Argument = taking a viewpoint and justifying it. Answer: Introduction Incorporated in New York, General Electric (GE) is an American Based multinational conglomerate and has its headquarters in Fairfield, Connecticut. The company works in the form of several segments which are namely: Technology Infrastructure, Consumer and industrial. As per Fortune 500, in the year 2011 GE was ranked as the 26th largest firm in US in terms of gross revenue. Other than that as per that survey they were taken to be the 14th most profitable company in US. Taking further metrics into account, the company was listed fourth largest throughout the world on the list of Forbes Global 2000. Other than it has also received the honor to be the 7th largest in leaders for Fortune and 5th best global brand for Interbrand. Getting to the history of the company, the company was one of the 12 different companies listed in the Dow Jones Industrial Average in the year 1896 (Cox Blake, 1991). Since then and till now after 118 years, General Electric still remains to be one in the Dow in dex. Thomas Edison, in the year 1889, had business interests in companies related to electricity. Several companies like Edison Machine Works, Bergmann company and some other companies came up together to merge themselves together and made up to be under one corporation and formed the Edison General Electric Company. It got incorporated in the year 1889. During the same time companies like Charles Coffin, and Thomson Houston also came up to gain access and merged with the parent company. This merger was held in the year 1892 and General Electric was formed. General Electric with IBM (Schein, 1990), Honeywell, NCR, RCA as well as UNIVAC, became a major computer companies among the eight major companies in the year 1960. After 1962 they started developing GEDCOs operating system. GE recently ventured with and collaborated with Quirky and announced its connected bulb named link, which is basically designed to communicate with smartphones and tablets. Theoretical Framework Of late a lot of emphasis is being laid on Organizational cultures. There are broadly four major categories of organizational culture: the power culture, the role culture, the task culture, and the person or support culture. In 19742, Harrison came up with an extensive questionnaire format wherein he clearly compared and analyzed all the organizational cultures. The power culture has been explained as a spider web (Alvesson, 2012). With spider right at the centre and power centralized in the hands of few. In this type of culture dependence is on individuals. In such a kind of organisation, success is judged on the output, and not the means and values to attain he output. It is important for the employees to understand that they work in an environment which requires them to deliever work in the manner in which the boss at the centre is expecting them to act. In consideration to all dimensions of the national cultures and power distances which in a way reflect the range of basic questi ons on how to handle the fact that people are different. Harrisons Model of Culture The second type is the role culture. Where each column has a different role or responsibility and even if any individual leaves, that pillar will still represent the task which will now be handled by yet another person (Cascio McEvoy, 1992). Then, there also exists-task culture in various organisations. These types of organizations generally employ people to finish a certain project. Task culture is compared to a net. In a net, strands can be of varying thickness but the intersection points are strong. Similarly, such organizations believe in fulfilling certain similar tasks. Team-work is the buzz word in such types of organizations. Lastly, we have a person culture in orgaisations. This is quite a rare sort of an organizational structure as the individuals are the focal points. This sort of a culture normally cannot be adopted practically by the companies as companies are the brain child of a person or group of people who have certain interests and these interests will definitely be over and above the interest of various people working (Marquardt, 1996). Now Harrisons theory of comparison of various types of organizational cultures is of utmost importance as it compares. It lets an employee actually make out the organization type he or she is working for and thereby understand whether he or she will be able to adjust to the working requirements or not. Discussion With their former CEO, Jack Welch, the skills that were most admired and homed were cracking the deal, cost cutting and efficiency. The new CEO, Jeff Immelt has introduced a new system whereby he emphasizes not just on new deals and profit. But also on creativity. While applying to his new ideas, Jeff Immelt is continuously bringing a change in long practiced beliefs of GE. He is introducing outsiders into high ranks this is quite a big change from the past. Earlier the policy was to promote only from within the organistaion (Deshpande Webster, 1989). GE has applied this changed belief system in various other nations like China. Like for instance in the recent past, it has hired more than 1,700 new employees for a more global workforce. The most famous among such arrangements was proposed by Hofstede who led exploration among IBM laborers from diverse nations. He distinguished five measurements: independence/communalism, force separation, manliness/womanliness, instability evasion and long haul introduction. Among these measurements there is one particularly connected with relations in the middle of chiefs and representatives, it is the force separation. As per Hofstede's definition, the force separation is joined with the social acknowledgement of unequal conveyance of the force. This disparity can be associated with esteem, riches and influence. The level of the force separation depicts "how the way of life endures and cultivates pecking requests, and how effectively parts attempt diminish them" (George, Jones Sharbrough, 1996). The high power separation social orders are portrayed by the resilience for disparity and the parts of such social orders concur that power ought to be unequally imparted. The individuals with higher social position acquire various benefits and it is considered as something right and characteristic. The low power separation social orders are those in which disparity is less endured. The benefits joined with the position are not effortlessly acknowledged. In the way of life with low power remove the freedom is more esteemed then the similarity. This report concentrates on the impact of the nation of origin culture in undertakings with remote capital working in Poland (Martin Nakayama, 2007). The principal objective of this paper is to clarify diverse contrasts in inward relations in the middle of directors and workforce, which incorporate level correspondence and workers' support, which are brought about by the level of force separation. The second objective is to demonstrate the level of execution of society limited practices in aforementioned territories in the host nation. In writing one can discover a few studies proposing arrangements of the way of life measurements. The most famous among such arrangements was proposed by Hofstede who led exploration among IBM laborers from diverse nations. He distinguished five measurements: independence/communalism, force separation, manliness/womanliness, instability evasion and long haul introduction (Wang Ahmed, 2003). Among these measurements there is one particularly connected with relations in the middle of chiefs and representatives, it is the force separation. As per Hofstede's definition, the force separation is joined with the social acknowledgement of unequal conveyance of the force. This disparity can be associated with esteem, riches and influence. The level of the force separation depicts "how the way of life endures and cultivates pecking requests, and how effectively parts attempt diminish them". The high power separation social orders are portrayed by the resilience for disparity and the parts of such social orders concur that power ought to be unequally imparted. The individuals with higher social position acquire various benefits and it is considered as something right and characteristic (Martins Terblanche, 2003). The low power separation social orders are those in which disparity is less endured. The benefits joined with the position are not effortlessly acknowledged. In the way of life with low power remove the freedom is more esteemed then the similarity. The consequences of examination focused around two nations, France as well as Sweden are introduced in this report. The fundamental part of lower level administration is to give counsel to top chiefs and not to oversee or to take choice all alone. Disregarding the high power remove in the French undertakings the relations between the chiefs and their subordinates are exceptionally solid. The director deals with the subordinates along with their private life yet these types of relations are considered formal and not benevolent (Knight Trowler, 2000). Top supervisors are considered as an extremely exceptional persons with high power. Their contacts with representatives from lower levels are constrained and extremely uncommon. Much of the time the interior correspondence in French endeavors is level and extremely formal High progressive structure brings about abhorrence for passing the data and enabling the subordinates. A standout amongst the most underlined attributes of the Swedish administration is abnormal state worker interest. They have high self-rule and the worker contribution is considered as an imperative component. The administrators give just general proposals, and the control is restricted to urge representatives to take singular motivating force, which is associated with the abnormal state of independence and inclination to stay away from clashes (Trompenaars Hampden-Turner, 1998). Moreover, the Swedish administration is portrayed by a substantial number of data went to a worker. The inner correspondence is thought to be essential and, in understanding to low power separation, is immediate. Mulling over the bearings of the force separation measurement impact on relations in the middle of administrators and workers and the practices here in ventures working in Sweden and France the three theories, the positive check of which affirms home-nation society impact, are made (Laughlin, 1987). While contrasting the relations in the middle of administrator s and workers in Swedish and French undertakings and to discover to what degree the distinctions are created by the nation of origin society. Furthermore the practices here are dissected to demonstrate the level of ampleness to the Polish society and desires of Polish representatives. The decision of the nations was controlled by the distinctions in society in the measurement of force separation, bringing about picking France and Sweden. The exploration was led among the remote undertakings working in Poland whose fundamental capital source was either French or Swedish as this empowered to analyze the worker relations in the nation of origin and in the host nation. Two Swedish assembling plants and two French assembling plants are inspected in the examination which was focused around meetings, documentation investigation, and polls (Tomlinson, 1991). The meetings were led essentially with the staff in charge of human asset administration (along with the fourth persons) as well as were focused on the examination of the parts of and the methods for correspondence in the middle of supervisors and workers and the techniques of representatives' strengthening. In the second piece of the examination the documentation associated with the interior correspondence was broke down, particularly perceive sheets and pamphlets. The main piece of the survey comprises of four inquiries went for looking at the workers' impression of relations between the administrator and the staff and the choice making methodology. Each one inquiry depicts two separate circumstances and respondents were solicited which from them is closer to the truth in their undertakings. The decision made was communicated on a five point scale (Cooke Rousseau, 1988). The second piece of the poll exhibits a set of three elements asking how those variables propel workers to function and how they are spoken to in the work place. The specimen comprises of 03 workers from two endeavors working in Poland with a capital offer from France. To lessen the differing qualities created by the distinctions associated with the position involved in ventures, the poll based exploration was restricted to the organization and generation representatives, barring directors. To begin with, the normal for every undertaking was figured, then the normal for the endeavors with French along with the Swedish capital (Jermier, 1998). The respondents partaking in the study of the undertakings with French capital surveyed that the force is focused around power associated with the position in progressive system as opposed to on capability in bigger degree than workers in ventures with Swedish capital. One of the greatest contrasts in reactions were associated with the inquiries regarding the benefits for the workers in a top positions in an authoritative progression. The exploration among the workers in the endeavors with Swedish capita l permits to express that in these undertakings there are less unique benefits for the representatives on top of the authoritative structure. The examination utilizing meeting likewise permits to express that in the Swedish endeavors the relations in the middle of administrators and workers are much more open. Particularly in one of them accentuation was on the imperativeness of the libertarianism in the relations inside the association (Detert, Schroeder Mauriel, 2000). In the endeavors along the French capital, less conceivable outcomes for direct contact between generation representatives and administrators than in the Swedish undertakings, are there. These results are in accordance with past expectations that if there are impacts of the nation of origin society, then Swedish ventures ought to be more populist and the separation between top-supervisors and workers ought to be little along with contacts which are more open (Deem Brehony, 2000). The aftereffects of the exploration led demonstrate that in French as well as Swedish ventures the inner correspondence is somewhat various leveled and in top-down bearing. In French undertaking a little number of data is exchanged to workers. Just the data joined with the generation pointers were routinely exchanged to workers amid unique gatherings or utilizing the notice sheets. In one of the endeavors the upward correspondence was acknowledged by the use of the unique box for the workers' recommendations and inquiries which are talked about amid week by week gatherings (De Witte Van Muijen, 1999). Furthermore there is a representative assessment study led consistently or even two. The Swedish ventures were more straightforward in the exchange of the data. The workers were educated about the circumstances in the endeavor, choices associated with their circumstance, and the arranged changes. There was an exertion taken to look into the workers' conclusion. Hence the overviews were led to analyze the representatives' feeling (for one situation utilizing SYMLOG survey, in an alternate corporate poll The aftereffects of the exploration demonstrates that, in the explored ventures, the practices associated with worker cooperation in choice making are steady with these of their nation of origin society. The distinctions in human asset administration practices and the worker's evaluation in the investigated ventures permitted to check emphatically two out of three postured speculations accepting that the nation of origin society has impact on relations in the middle of directors and representatives in the undertakings with the capital from the two countries, Sweden as well as France (Cameron Quinn, 2011). These results incite addresses about the impact of the exchange of the host practices to Poland. Are such practices suitable in Polish social foundation? How Polish representatives respond to them? Second piece of survey used to direct the overview among representatives served to answer all these inquiries. The consequences of the exploration demonstrate that on account of the scrutinized endeavors the level of the worker fulfillment from the relations in the middle of them and the supervisors and from the atmosphere in the working environment is higher in French ventures (lower co ntrasts in the middle of necessities and the current circumstance in undertakings). Just the cooperation in choice making was informed higher in Swedish than in French undertakings yet this component is likewise less esteemed by the representatives partaking in the overview (Weil Kincheloe, 2004). It can be clarified by the amount of force in the Polish society. As indicated by Hofstede the force separation list for a Polish society is 68. This proposes that the Polish culture in this measurement is more close to French instead of Swedish culture as well as Polish representatives who incline towards the adjustment of French practices which is more totalitarian administration style and is joined with it, littler cooperation in choice making. Conclusion We can reach two fundamental inferences from the exploration led. The principal and most evident ramifications rising up out of the exploration is, the ventures along with remote capital working in Poland and the subject of the examination in this report exchange to the host nation their own broadly different style of relationships with the supervisor along with the workforce, particularly joined with the contribution of the workers and the sort of their relationships with their subordinates (Evered Louis, 1981). A second conclusion ought to be taken under thought by an HR as well as particularly by experts chiefs working in the organizations with an outside capital offer. 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