Managing Cultural Diveristy

SHMS – Leysin| Leadership Across Cultures| Managing Workforce Diversity| 131LAC| Mukhtar Mammadov| BAHE 2| 3/22/2013 | Table of Contents Introduction2 Discussion3 Conclusion7 Introduction Culture in its many forms and approaches is a very popular subject researched by many authors. The definition of culture from Geert Hofstede, the most cited social scientist according to Powell (2006) comes as â€Å"the collective programming of the mind that distinguishes the members of one group or category of humans from another†. (1982) He mentions that these differences exist in nations, geographic regions, generations, genders, social classes and many more.As Hofstede simply puts it, â€Å"the unwritten rules of the social game†. (2013) It has also been described in a less scientific language as â€Å"something to do with the people and unique quality and style of organization†, (Kilmann et al. 1985) and â€Å"the way we do things around here†. (Deal & Kenned y, 1982) Other sources provide hundreds of various definitions. Lee and Yu (2004) argue that the number of definitions is so broad because of the versatile approaches and frameworks in which culture is researched. The 3 main social sciences – psychology, anthropology and sociology have different views on the issue.However, the researchers tend to agree that culture cannot be defined using one universal definition. Groeschl and Doherty(2000) quote Tayeb (1994), who argues that â€Å"culture is too fundamental to be solved through tighter definition†. Greater implication for the managerial tasks, however, comes from the cultural diversity. Cox (1993) defines diversity as â€Å"representation, in one social system, of people with distinctly different group affiliations of cultural significance†. Factors differentiating these people include cultural background, race, education, age, physical and cognitive ability among other. Seymen, 2006) These criteria indicate th at difference is significant not only at the level of national or ethnic customization but also at an internal, individual level. In the modern globalized world, people of various backgrounds inevitably meet, work in teams, arrange business deals, receive and provide service to each other and live together in the same environment. In such conditions, individuals and especially companies, poorly prepared to the variety of values, beliefs and attitudes towards same issues will find themselves at a disadvantage.This report will outline the issues of managing cultural diversity, their importance in hospitality industry as well as benefits and disadvantages. Further, the importance of diversity recruitment will be discussed along with contemporary theories and strategies used to gain competitive advantage. As the topic is very broad, The main issues and in recruitment policies will be briefly outlined followed by a focused discussion on selecting and recruiting employees and managers for international assignments (IA). DiscussionTwo interconnected activities have been identified that can grant companies a competitive advantage in terms of cultural difference: 1) having a diverse workforce and 2) managing the workforce diversity. (Aghazadeh, 2004) Aghazadeh discusses the forecasted changes in demographics and argues that having diverse workforce and being prepared to the demographic changes will also be ready to the change in market demands, giving it a competitive advantage. (2004) By doing so companies will have an inner source of information what the customer base expects an on dealing with the community.A diverse workforce also brings with it an obvious benefit of the language skills. According to White (1999, p. 477), having a diverse workforce benefits companies in 5 ways: * Easier attraction and retaining of the human talent. * Ability to understand and penetrate wider and enhanced markets. * Higher creativity and innovation * Better problem solving ability * Better adaptation to change and organizational flexibility Building a diverse workforce alone is not enough to gain the advantages connected to it. In order to benefit from the multicultural environment, it is important to effectively manage the diversity of existing staff.Magdaleno and Kleiner predicted that effective management of workforce diversity â€Å"will become the major determinate of the continued survival and success†¦ â€Å". (1996) A strong organizational culture can be a priceless intangible asset for any company that plans to grow. A â€Å"strong culture† must include artifacts such as rituals and organizational stories to illustrate particular cultural traits. (Lee & Yu, 2004) The research by Denison (1984) has revealed that there is direct correlation between 1)organization of work, 2)decision making and financial performance.Various techniques and strategies, such as recruitment, training, managing â€Å"culture shock† and using predictors su ch as personality traits for international assignments can be used in aligning diversity management with requirements. (Gabel et al. , 2005; Migliore, 2011; Uwaje, 2009; Harvey, 2012; Tipper, 2004) Workforce diversity and its management, due to complexity, has several disadvantages. First and most obvious is the increase in training expenditures. The trainings such as lectures and seminars â€Å"are given to all levels of staff within the organization† are associated with high costs. Aghazadeh, 2004) Secondly, there is a threat of reverse discrimination. (Brunner, 2003) Reverse discrimination takes place when the cultural majority (e. g. Caucasian) claims to have been discriminated by a minority. Such events occur because of the appraisal and affirmation of a minority with little consideration for the majority. Another major drawback is the high probability of conflicts. (White, 1999, p. 478) Aghazadeh states that such incidents usually occur as a result of an individual's fe eling superior. 2004) Indeed, it is a common sight that, for example, an older employee has disagreements and misunderstandings with younger. It can, however be combated using ongoing training and managerial intervention. A study by Bajawa (2006) on the executives' opinions on the advantages and disadvantages of culturally diverse workforce discovered that they are not threatened by possible negative effects. As one of the senior HR managers responsible for diversity policy and implementation mentioned, he does not think there are any disadvantages; â€Å"they are all advantages – †¦ etention of employees, reduced training costs, attraction in the first place†¦ â€Å". Not only has he mentioned the positive effects but also finds that diversifying and managing workforce correctly reduces the training costs. In the hospitality industry managing cultural diversity is perhaps even more important that most other industries, – diverse staff body constantly inter acts with customers of various cultural background and on every level of operation. (Baum et al. , 2007) Particularly in hotel, tourism and travel industries the amount of intercultural communication can be overwhelming.It is, therefore of grave importance to carefully develop and apply practices necessary to upkeep employee motivation and comfort. One of the strategies that can be used to manage cultural diversity is to understand the importance and carefully implement practices in recruiting the diverse workforce. Hiring the best candidate for the job available, regardless of the cultural background also assures a reliable, diverse pool of talent is available for promotion, since many companies prefer to look for managers internally.D'Netto and Sohal (1999) provide a list of the best practices popular in recruiting diverse workforce: development of job description, that complies with anti-discrimination legislation and that covers experiences and qualifications; job advertisements in a number of languages; presence of diverse managers in selection boards; implementing user-friendly techniques allowing interviewees an easy understanding and ability to answer questions to their best ability. They also argue that most managers fail at adjusting interviews to diverse candidate base.According to Tipper (2004), there are 5 elements for a successful diversity recruitment strategy: 1) Knowing the market. It is essential to know the pool of available talented candidates in order to effectively recruit from minority groups. These employees can then be used internally in coordination with sales and marketing departments to develop a more â€Å"sophisticated marketing strategy for attracting and retaining diverse customers†. By doing so companies hit 2 hares with 1 shot – get talented employees and enhance their marketing strategies. 2) Build the business case.Letting the hiring managers understand and appreciate the reasons and benefits for diversity recr uitment can make a great difference. Successful companies put presence of cultural diversity in their ranks as an improvement to their bottom-line and benefit from financial improvements. 3) Channels to Market. Widening the number of channels used to advertise available positions might greatly improve the chances for success in diversity recruitment. Placing information in magazines, journals and websites popular among the known talent market instead of only national, traditional media can be a decisive factor.It is important, however, to notice, that some minorities might be suspicious about the reasons for companies to target them as potential employees. Therefore it has to be clearly communicated why companies target diverse employees. 4) Reward recruiters. It takes money, time and skill to produce desired results. Therefore successful recruiters should be legitimately rewarded for their efforts in this, sometimes undervalued, issue. Tipper suggests that 5-10% of the hiring manag er's pay should be â€Å"based on diversity recruitment and retention results†. ) An ongoing focus. The task is not finished once new diverse employees have been recruited. After the successful â€Å"first step† the new personnel needs to be trained on an ongoing basis. At the same time companies must understand the inner drivers and motivators of their staff. To do so, additional measures like informing supervisors of the importance of minority employees, hiring internal audits and diversity policy communication tools should be implemented. For the hospitality industry, given its nature, there is an increased need or developing and implementing the strategies and techniques to recruiting and retaining talented diversity. Taking into consideration the international customer bases making up the majority of hotels' and airlines' clientele, a multicultural workforce may generate better experiences and in the long term, generate substantial financial and reputational benef its. Re-recruiting or simply assigning an employee to a new workplace abroad (further International Assignment or IA) requires additional measures to ensure successful execution.The managers assigned to work abroad need to be able to adjust to the new environment in the shortest period of time to provide maximum effectiveness. As in many cases these individuals experienced themselves as a part of majority, behavior as a minority representative in an another country may change dramatically, resulting in a phenomenon known as â€Å"Culture Shock†. Ward et al. (2005) argue that under shock, culture is rejected leading to anxiety and aggressiveness. Contemporary psychological research has revealed methods capable of predicting cultural adaptation.A study by Gabel et al. (2005) discovered that emotional intelligence (EI) above other factors, including empathy and social relations can predict the rate of adaptation to IA. Findings indicate that individuals with higher EI scales ten ded to adapt to the new cross-cultural environments better reducing the chance of them willing to terminate assignments. As EI is associated with the neuroticism dimension (also known as emotional stability) of the Big Five personality model used as a basis for many psychometric tests, this trait can be measured before the IA of an individual.It can have its implications when hiring a new manager for an IA or better preparing an existing employee. A latter research by Migliore (2011) has found correlations between the Big Five personality traits and the cultural dimensions presented by Geert Hofstede. It has detected particular connections between specific dimensions of the two theories: Extraversion | Individualism| Agreeableness | Power Distance| Conscientiousness | Masculinity| Neuroticism | Uncertainty Avoidance| Openness | Time Orientation| It might be difficult to measure the cultural preferences of an employee.Psychometric testing, aligned with the above mentioned findings of fers a reliable way to compare the psychological profile of an employee with the cultural context of the location of new assignment on an individual level. Cain (2012) classifies some nations as introverted or extroverted. According to her, Finland and Japan are highly introverted, while the US is an extroverted country. Although she does not provide any correlations between personality and cultural dimensions, there is evidence of extroversion aligning with individualism, while introversion is closer to group orientation.Therefore, for example, a Finnish employee might find himself uncomfortable in the dynamic US, but have easier time adapting in Japan than an American at least as far as individualism dimension goes. Conclusion A multicultural workforce has its advantages and disadvantages. It is essential, especially in the hospitality industry, to engage in culturally diverse recruitment, as it enhances understanding and communication with the customer base, makes organizations m ore flexible and innovative, helps attract and retain talents and simply have a positive image of social responsibility in the media.Although it is associated with some drawbacks, such as increased costs of training, conflicts and misunderstanding among the employees, executives and researchers believe that building diversity in a company lead it to a competitive advantage. It has been shown, however, that simply employing diverse workforce is not enough; strategies for correct recruitment, retaining and training employees are necessary to reap the benefits. It is important to attract and select the right candidates through methods which do not affect their cultural background.In order to do so both internal and external measures need to be taken. Externally, it is important to clarify the reasons why cultural diversity is pursued in an organization, utilize the correct media channels. From inside the companies it is required to clearly state and create understanding of how cultural diversity in the organization benefits it intangibly and financially rather than â€Å"because it is the right thing to do†. It is also important to keep in mind the management's efforts towards quality staff recruitment and to carry on the diversity policies on an ongoing basis.Another issue is the regular need to send managers and employees to international assignments. During these tasks there is a high probability of culture shock happening to traveling individuals without appropriate preparation. The resent research in psychology has revealed several ways of predicting successful adaptation to the international assignments. High scores in factors such as emotional intelligence were found to be able to forecast quick overcoming of culture shock and reducing the threat of rejecting assignments/withdrawal.Furthermore, it is possible to test the approximate correlations between the culture of destination and the personal habits of an individual using the psychometric tests. Overall, there are many strategies and methods to managing workforce diversity, but only careful and sophisticated organizational culture and established policies can lead to the highest levels of rewards it can bring. As long as the concern about multicultural staff is genuine, is communicated extensively and is perceived to be true, it will grant great competitive advantage.Bibliography Aghazadeh, S. (2004). Managing Workforce Diversity as an Essential Resource for Improving Organizational Performance, International Journal of Productivity and Performance Management. [e-journal] 53(6), pp. 532-531. Available Through: Emerald ;http://www. emeraldinsight. com. ezproxy. derby. ac. uk/journals. htm? issn=1741-0401;volume=53;issue=6;articleid=1509196;show=html; [Accessed 21 March 2013] Bajawa, A. and Woodall, J. (2006).Equal Opportunity and Diversity Management Meet Downsizing: A Case Study in the UK Airline Industry, Employee Relations. [e-journal] 28(1), pp. 46-61. Available Through : Emerald ;http://www. emeraldinsight. com. ezproxy. derby. ac. uk/journals. htm? issn=0142-5455;volume=28;issue=1;articleid=1535132;show=html; [Accessed 21 March 2013] Baum, T. , Dutton, E. , Karimi, S. , Kokkranikal, J,. , Devine, D. and Hearns, N. (2007). Cultural Diversity in Hospitality Work, Cross Cultural Management: An International Journal.

Home Based Childcare Essay

Childminder must handle all information that she has on the child as confidential and should be shared only with the child’s parents and the child. It is essential to handle data about children and families in a confidential way, due to that they have a legal right to privacy. It is equally important that information should not be passed on without written approval of the parents or carer, because they have the right to give or deny their consent before the childminder may take certain action with respect to their child. For example the parents or carer approval is needed to discuss information about the children with professionals such us GP, health visitors or teachers. Therefore it is important also to get permission to share the child’s learning journey with other professionals. In second place confidentiality and data protection also means that all information about children and families should not discussed with a friend or other parents. Therefore there are only two sets of circumstances to share information: * Parents or cares gave the written approval for it. * It is essential to do so in the best of interest of the child, for example safeguarding or medical emergency. All information about children and families is sensitive. So that all documentation, reports, notes about the child should be kept in a safe place such, as in a filing cabinet, which can be locked, and not removed from the childminder’s home. Furthermore all information stored on computer must be password protected. In the same way photographs of the children can only be taken with the written consent of the parents and carers. Data protection Act exist to strike a balance between the rights of individuals to privacy and to use data for the purposes of the business. The purpose of data protection legislation is to make sure that the personal data is not processed without the knowledge of the individuals. The act of data protection introduced basic rules of registration for data users and right of access to that data for the individuals who are related to it. The childminders have data protection responsibilities. First of all they need to protect the children and their families and maintain sense of trust between parent and staff. Most important is that if they keep records of the children’s health, behaviour or development on the computer or takes digital photograph of the children, they â€Å"will be expected to register with the Information Commissioner’s Office (ICO)† (ncma.org.uk, 2013). The points that I may include in my confidentiality and Date protection policy are: Confidentiality Policy * All parents receive a copy of my policies and procedures, which detail how I run my setting. * My certificate of registration is displayed and available to all parents. * I am aware of my responsibilities under the Data Protection Act 1998 and the Freedom of Information Act 2000. * I maintain a record of parents’ and/or emergency contact details, the contact details of the child’s GP and appropriate signed consent forms. * If a child is identified as a child in need (section 17 of the Children Act 1989) I will, normally with the parent’s permission, give appropriate information to referring agencies. * I expect parents to inform me of any changes in the child’s home circumstances, care arrangements or any other change which may affect the child’s behaviour such as a new baby, parents’ separation, divorce, new partner or any bereavement. * All information shared will be kept confidential and will not be disclosed without the parents’ consent, except as required by law, for example, if there appears to be a child protection issue. Please see my Safeguarding Children policy. * I expect parents to keep private and confidential any sensitive information they may accidentally learn about my family, setting or the other children and families attending, unless it is a child protection issue. * Ofsted may require to my see records at any time. * Parents have the right to inspect all records about their child at any time. * All significant incidents are recorded in an incident book and will be shared and discussed with parents so that together we can work to resolve any issues. * As a registered provider I must notify Ofsted of any serious accidents, illnesses or injuries or the death of any child whilst in my care and any action I may have taken within 14 days of an incident occurring. * If I am in need of support or advice regarding a serious illness or incident involving a child in my care I may contact National Childminding Association who will log information regarding the incident with regard to their safeguarding policy. An NCMA designated officer will be assigned to my case and all the information given to them will be kept confidentially unless their appears to be a child protection issue which will be reported accordingly. * If an accident or incident involving a child in my care may result in an insurance claim I will contact my public liability insurance provider to discuss my case and be allocated a claim number. This may involve discussing details of the child in my care with a third party. * If I am using the National Childminding Association (NCMA) public liability insurance, the total life of the policy is 21 years and 4 months to enable the child to make a claim against the policy at a later date. Data Protection Policy * I am aware of my responsibilities under the Data Protection Act 1998 and the Freedom of Information Act 2000. * If I keep records relating to individual children on my computer I will ask for the parent’s permission. The information will be securely stored for example, in password-protected files, to prevent viewing of the information by others with access to the computer. Backup files will be stored on [insert method, for example, a memory stick, DVD or CD] which will be locked away when not being used. * All information on children, families and anyone working with me (if applicable) is kept securely and treated in confidence. Information will only be shared if the parents/carers/co-workers give their permission or there appears to be a child protection issue. All details will be kept confidential and records are kept secure. The details are easily accessible if any information is required for inspection by Ofsted. * All parents will be asked to complete permission forms for use of photos, please see Parent Permission form. Photos will be used for observations. I will be carrying my mobile phone with me when I am on outings to keep emergency contact details and to call for assistance and to contact parents if First Aid is required. My mobile does have a facility to take photo’s (this will done in accordance to parental permissions). * I am registered as a Data Controller with the ICO (Information Commissioner’s Office). Biography * http://www.ncma.org.uk/childminders/your_business/policies_and_procedures/data_protection.aspx * Riddall-Leech, Sheila (2010): Home-Based Childcare Student Book: Level 3 Unit CYPOP5 * The date protection Act 1998

Marfan Syndrome Essay Example

Marfan Syndrome Essay Example Marfan Syndrome Essay Marfan Syndrome Essay Marfan Syndrome Have you ever wondered about the diseases that you can get from your parents? One of these major diseases that can change someone’s life is called the Marfan Syndrome. Marfan Syndrome is a disorder of connective tissue that is inherited from the parents. The bones and circulatory system are usually the parts of the body that are longer and the ones that are changed because of the disease. There are many things that can cause a disease. Marfan syndrome is caused by a mutation in the fibrillin-1 gene. The gene produces a protein that is essential for formatting the elastic fibers found in connective tissue. About 75 percent of people with Marfan syndrome inherit the mutation from one affected parent. A parent who has Marfan syndrome has a 50 percent chance of passing the disease on to his or her child. Two unaffected parents have a 1 in 10,000 chance of having a child with Marfan syndrome. About 25 percent of Marfan syndrome cases result from a new mutation in the gene. Marfan syndrome affects different people in different ways. Some people have only mild symptoms such as their body and bones being longer. On the other hand, other people are more severely affected because it affects their vital organ(s) or organ system(s). The body systems most often affected by Marfan syndrome are the Skeleton, Eyes, Heart and blood vessels, Nervous system, Skin, and the Lungs. However, in most cases, the more someone ages, the more the Marfan syndrome symptoms will progress. So because of this the person will not relieve that they have the disease. The life of someone with Marfan Syndrome is very different than someone with no disease. One of the most important things is to avoid putting extra stress on the heart. That means avoiding any sport where theres a lot of running, physical contact, muscle straining, or the chance of getting hit in the chest. Some examples would be things like basketball, football, baseball, gymnastics, weightlifting, and track. The people with Marfan syndrome can only play safe activates (activates that are given by the doctor). The Safe activities are usually competitive bike riding, swimming, or dancing. Another thing people who have Marfan syndrome should never do is smoke or use tobacco products. Other than the examples of things that they cannot do, people with Marfan syndrome are just like everyone else, only maybe a little taller. Some diseases can be passed from one person to another but Marfan Syndrome isn’t one of those diseases. In most cases, the gene for Marfan syndrome runs in families, getting passed down to children from parents who have the disease. In these cases, a kid may have grandparents, aunts, uncles, or cousins who also have the disease. Every kid born to a parent who has Marfan syndrome has a 50% chance of having it, too. Sometimes, though, neither parent has the disease. In these cases, a normal gene accidentally changed when a baby was first developing. This baby will be the first person in his or her family to have the disease, and as a grown-up will have a 50% chance of passing the changed gene on to each of his or her children. If someone had a disease it would make their lives different than someone with no disease. Teens with Marfan syndrome who are nearsighted will probably have to wear glasses or contact lenses. If the lens of the eye becomes severely damaged, surgery may be necessary to fix eye problems. Some Teens develop scoliosis, abnormal curve in the spine, and then they have to wear a special back brace. Sometimes severe cases of scoliosis and chest wall problems may require surgery. If the person has heart problems associated with Marfan syndrome would need to have heart surgery or always take antibiotics to prevent an infection in the walls of the heart, which would be caused by the bacteria entering the bloodstream. You would need to take them before going outside, regularly waking up in the morning or even going to sleep at night. If you were to have Marfan Syndrome, it would affect your organ systems and make you look/be different than other people that don’t have a disease. Examples of organ systems that are affected by Marfan Syndrome would be the Skeletal system, the muscular system, your heart and you blood vessels. It would affect your bone by making you very tall, slender, and loose jointed. You’re Arms, legs, fingers, and toes may be disproportionately long in relation to the rest of the body because Marfan syndrome affects the long bones of the skeleton. A person with Marfan syndrome usually has a long, narrow face, and the roof of the mouth may be arched, causing the teeth to be crowded. It weakens and stretches your muscles and begins to place weight on the vertebrae in the lower spine. It would also start to wear away the bone surrounding the spinal cord. It would also make your heart weaker and more vulnerable to damage and kill the person with the disease. It would then affect your blood vessels by making the large artery that carries blood from the heart to the rest of the body, weak and it will stretch. Then because of this it will increase the risk that the artery will erupt and if it does it will cause serious heart problems or sudden death. Our Lives are very short and when you have a disease it makes your life even shorter. People with Marfan Syndrome have to face this catastrophe everyday of their lives. Wondering when they will die because of their disease. If I had a genetic disease, I would be very sad and not happy because I would wonder when I would die. The people who don’t have this disease should ask their selves, â€Å"What would I do if I had a genetic disease†? You should always ask you’re self because you never know what can happen to someone in one lifetime. â€Å"

The German, Austrian, and Swiss National Anthems

The German, Austrian, and Swiss National Anthems The melody of the German national anthem comes from the old Austrian imperial anthem â€Å"Gott erhalte Franz den Kaiser† (â€Å"God Save Franz the Emperor†) by Franz Joseph Haydn  (1732-1809), which was first played on February 12, 1797. In 1841 Haydns melody was combined with with lyrics by August Heinrich Hoffmann von Fallersleben  Ã‚  (1798-1874) to create â€Å"Das Lied der Deutschen† or â€Å"Das Deutschlandlied.† From the time of Bismarcks Prussia (1871) up to the end of the First World War this anthem was replaced by another. In 1922 the first president of the German Republic (the â€Å"Weimar Republic†), Friedrich Ebert, officially introduced â€Å"Das Lied der Deutschen† as the national anthem. During the 12 years of the Nazi era, the first stanza was the official anthem. In May 1952 the third stanza was proclaimed the official anthem of the Federal Republic of Germany (West Germany) by President Theodor Heuss. (East Germany had its own anthem.) The second verse, while never  verboten (forbidden), was not very popular because of its â€Å"wine, women, and song† references. The fourth verse was written by Albert Matthi during the French occupation of the Ruhr region in 1923. It is not part of the anthem today. Since 1952, only the third (â€Å"Einigkeit und Recht und Freiheit†) verse has been the official anthem. Das Lied der Deutschen Song of the Germans German Lyrics Literal English Translation Deutschland, Deutschland ber alles, Germany, Germany above all, ber alles in der Welt, Above everything in the world, Wenn es stets zu Schutz und Trutze When always, for protection, Brderlich zusammenhlt, We stand together as brothers. Von der Maas bis an die Memel, From the Maas to the Memel Von der Etsch bis an den Belt - From the Etsch to the Belt - Deutschland, Deutschland ber alles, Germany, Germany above all ber alles in der Welt. Above all in the world. Deutsche Frauen, deutsche Treue, German women, German loyalty, Deutscher Wein und deutscher Sang German wine and German song, Sollen in der Welt behalten Shall retain in the world, Ihren alten schnen Klang, Their old lovely ring Uns zu edler Tat begeistern To inspire us to noble deeds Unser ganzes Leben lang. Our whole life long. Deutsche Frauen, deutsche Treue, German women, German loyalty, Deutscher Wein und deutscher Sang German wine and German song. Einigkeit und Recht und Freiheit Unity and law and freedom fr das deutsche Vaterland! For the German Fatherland Danach lasst uns alle streben Let us all strive for that Brderlich mit Herz und Hand! In brotherhood with heart and hand! Einigkeit und Recht und Freiheit Unity and law and freedom Sind des Glckes Unterpfand; Are the foundation for happiness Blh im Glanze dieses Glckes, Bloom in the glow of happiness Blhe, deutsches Vaterland. Bloom, German Fatherland. Deutschland, Deutschland ber alles,* Germany, Germany above all* Und im Unglck nun erst recht. And in misfortune all the more. Nur im Unglck kann die Liebe Only in misfortune can love Zeigen, ob sie stark und echt. Show if its strong and true. Und so soll es weiterklingen And so it should ring out Von Geschlechte zu Geschlecht: From generation to generation: Deutschland, Deutschland ber alles, Germany, Germany above all, Und im Unglck nun erst recht. And in misfortune all the more. Listen to  the  Melody: Lied der Deutschen  or to the the  Deutschlandlied  (orchestral version. Austrian National Anthem: Land der Berge The national anthem (Bundeshymne) of the  Republik Ãâ€"sterreich  (Republic of Austria) was officially adopted on February 25, 1947, following a contest to find a replacement for the former imperial anthem by Haydn that had been appropriated by Germany in 1922 and now also had Nazi associations. The composer of the melody is not certain, but its origin goes back to 1791, when it was created for the freemason lodge to which both Wolfgang Amadeus Mozart and Johann Holzer (1753-1818) belonged. Current theory says that either Mozart or Holzer could have composed the melody. The lyrics were written by Paula von Preradovic (1887-1951), the winner of the 1947 competition. Preradovic was the mother of the Austrian Minister of Education, Felix Hurdes, who had encouraged her (a distinguished writer and poet) to enter the contest.   The  Swiss National Anthem (Die Schweizer Nationalhymne) The Swiss national anthem has a unique history that reflects the  nature of Switzerland itself. Switzerland (die Schweiz) may be an old country, but its current national anthem has only been official since 1981. Although the Schweizer Landeshymne or Landeshymne was tentatively approved by the Swiss Nationalrat in 1961 and was in general use after 1965, the anthem did not actually become official for another 20 years (April 1, 1981). The anthem itself, originally known as the Schweizerpsalm, is much older. In 1841 the priest and composer Alberik Zwyssig of Urn was asked to compose music for a patriotic poem written by his friend, Zurich music publisher Leonhard Widmer. He used a hymn that he had already composed, and adapted it for Widmers words. The result was the Schweizerpsalm, which soon became popular in parts of Switzerland. But some Swiss cantons, such as French-speaking Neuchatel, had their own anthems. Efforts to select an official Swiss national anthem (to replace an old one that used the British God Save the Queen/King melody) ran up against the countrys five languages and strong regional identities until 1981.

Social media critical analysis Essay Example | Topics and Well Written Essays - 750 words

Social media critical analysis - Essay Example There are several instances where differences arise in the way people perceive others, something that has resulted in ethnicity, racism and other perspectives that carry negative impacts and connotations. This paper examines the issue of racism and ethnic connotations that are continually becoming the main agenda across social media and other platforms in the society. It focuses on how these thoughts and perspectives are taking toll on the society and the perceived implications they are creating, as well as steps being taken to create a cross-cultural social platform. In our contemporary society, ethnicity is standing out as the cause of disagreements across human societies. Our society penalizes people that openly talk about racial issues; these gaps provide perfect grounds upon which honest conversations effecting their particular communities are raised (Miller 3), this statement continues to elicit mixed reactions across many platforms. Currently, marketers across the business world are realizing the need to make objective communications in order to attract clients that have different origins in terms of their ethnic affiliations, race and preferences. This is because; businesses create products that are destined to fulfill the needs of all people in the society irrespective of their differences. This has yielded efforts and strategies in creating a non-polarized media that appeals to all the needs of the different groups of people for all the good reasons. While marketers have been making efforts in dropping their long-held traditional ethnic media, they are scrambling to establish a platform that is cross-cultural, and lacking ethnic connotations. These efforts are expected to eliminate the hate and related outcomes that are often brought about by ethnic connotations and perspectives that people hold in the physical societies that we live in. Currently, people want to be associated with others of their own race, ethnicity,

Regression Report Research Paper Example | Topics and Well Written Essays - 500 words

Regression Report - Research Paper Example But again, what is its value against its color? May be she loves speed and that’s why she went for the Porsche and pink is the color to speed in. As a result, the underlying baseline requirement towards the selection of a pink Porsche reduces the disparity between new and used prices. This is the extent with which value of a car chips in. This is paramount towards a vehicle selection. If one doesn’t have cash to buy a Porsche, they should live according to their standards. A Porsche for instance is a fuel guzzler and even after parting with such a huge lump sum, one will still go deep in their pockets to cater for the fuel expenses. A car should not at any time be a liability to your financial status. Sooner or later you will be the laughing stock in your town. Fraser, Cynthia. Business Statistics for Competitive Advantage with Excel 2010: Basics, Model Building and Cases. New York: Springer, 2012.

Issues in Arts Politics project prospectus Essay

Issues in Arts Politics project prospectus - Essay Example With an evaluation of the video viewers’ statistics, the study implements that the developed online videos , trailers, short films, and other digital copiesdevolved a situation of increased business value; hence, rendering art as an important aspect of developing businesses and guaranteeing income and improved lifestyles to its practitioners. In relation to Dr. James McQuivey arguments, the value accrued by an individual video developer after streaming a one-minute video clip through the available and renowned online sites is equivalent to 1.8 million words. The Forrester Research based analyst provokes an understanding that the online community or any other businessperson would be incapacitated to deliver the aspired information through writing since the ill-advised alternative will consume a range of 3,800 web pages. Therefore, the writing process will be challenging the business value of the video as the writing process will consume a period of 150 days at the least (GarciÃŒ a & YuÃŒ dice, 2001). Holding to the fact that the developed online video depicted the intended message and attracted a large population of viewers, it is evident that the streaming process devolved business value as the majority viewers acknowledged and viewed the advertisements that the parent companies to the video-hosting sites included in t he process. For instance, statistics indicate that the current measure on the use of online information in different consumer demographics equals 45.4% of the total population of consumers in the media industry. The survey is vital in evaluating the value created to the video development business process through online viewing. The analytical use of mathematical values investigated that the business would accrue profitable outcomes since the information borne therein attracted a profound population of consumer groups. For example, the