Limitations
 of the BCG model Essay

The BCG model is criticised for having a number of limitations (Kotler 2003; McDonald 2003): âž ¢There are other reasons other than relative market share and market growth that could influence the allocation of resources to a product or SBU: reasons such as the need for strong brand name and product positioning could compel resource allocation to an SBU or product (Drummond & Ensor 2004). âž ¢What is more, the model rests on net cash consumption or generation as the fundamental portfolio balancing criterion. That is appropriate only in a capital constrained environment. In modern economies, with relatively frictionless capital flows, this is not the appropriate metric to apply – rather, risk-adjusted discounted cash flows should be used (ManyWorlds 2005). âž ¢Also, the matrix assumes products/business units are independent of each other, and independent of assets outside of the business. In other words, there is no provision for synergy among products/business units. This is rarely realistic. âž ¢The relationship between cash flow and market share may be weak due to a number of factors including (Cipher 2006): competitors may have access to lower cost materials unrelated to their relative share position; low market share producers may be on steeper experience curves due to superior production technology; and strategic factors other than relative market share may affect profit margins. âž ¢In addition, the growth-share matrix is based on the assumption that high rates of growth use large cash resources and that maturity of the life cycle brings about the expected profit returns. This may be incorrect due to various reasons (Cipher 2006): capital intensity may be low and the business/product could be grown without major cash outlay; high entry barriers may exist so margins may be sustainable and big enough to produce a positive cash flow and a growth at the same time; and industry overcapacity and price competition may depress prices in maturity. âž ¢Furthermore, market growth is not the only factor or necessarily the most important factor when assessing the attractiveness of a market. A fast growing market is not necessarily an attractive one. Growth markets attract new entrants and if capacity exceeds demand then the market may become a low margin one and therefore unattractive. A high growth market may lack size and stability. Given the aforementioned weaknesses, the BCG Growth-Share matrix must be used with care; nonetheless, it is a best-known business portfolio evaluation model (Kotler 2003).

Juice Bar and Boost Juice Essay

Channels differentiation is their expertise and performance in their field. An advantage in people differentiation is when a particular business will employ only the best people fitted for the job, who may be trained particularly for that role in order to efficiently set out their duties and image differentiation is when a company will set themselves apart with for example, a logo or a slogan so consumers will recognize such and know that brand name. Boost Juice Vibe club card, image, Boost Juice, viewed 5 April 2012, < http://www. oostjuice. com. au/vibe>. Boost Juice Vibe club card, image, Boost Juice, viewed 5 April 2012, < http://www. boostjuice. com. au/vibe>. Through product differentiation, Boost have been able to set themselves apart from the competition with their healthy products with fresh fruits and vegetables in their drinks. By doing so Boost have been able to target the healthy conscious consumers as well as those who are trying to be healthier. Using the f resh produce it also provides consumers with daily nutritional intake but with a great taste. With all this freshness Boost are still able to compete with brands such as Easyway with their prices being roughly the same. Boost Juice has differentiated through their services by the use of taking people’s names with their orders to make it a much more friendlier environment. Boost is also able to channel their services to fit each customer with their specific orders. With people differentiation Boost hires many young employees around their late teens to twenties in order for a more friendly and relaxed surrounding. With image differentiation, Boost is well known for their right green Styrofoam cups. The colour green also links them to the fresh quality of their products. Using these differentiation variables, Boost is able to have a competitive advantage over its competitors in the market, providing great service with their freshness all packed into their well-known green cups. The six major forces in the company’s macroenvironment are: * Demographic * Economic * N atural * Technological * Political * Cultural The factors that may affect Boost Juice are demographic, economic, and natural. The demographic environment is the human population and changes in this area can affect Boost through its target market. Boost Juice bars are usually located in shopping centres, which will attract all different kinds of people. A lot of Boosts consumers tend to be the younger adults who spend a lot of their time in shopping centres. It is a comparative advantage that Boost Juice has in their location, choosing a widely populated area such a shopping centre where lots of people go instead of on a strip of street where less people will go. Consumers look at the convenience of a shopping centre to be able to purchase all their needs and wants in one place. The economic environment involves the powers that will affect consumers and their choice to purchase and spend. The recent recession saw that consumers were more restricted on their spending behavior, cutting back on goods that were seen as unnecessary. Another factor is income; people who earn more are more likely to spend more so the working sector will be attracted to Boost as they have the spending power to indulge in a healthy drink. Changes in economic factors such as interest rates will also play a role in Boost’s successfulness in the market. If interest rates rise, households will need to set aside more money to pay of their debts and will spend less of wants. Consumers will rather save money and not spend it on Boost Juice drinks and instead drink water instead. So negative impacts on the economy will affect Boost Juice and their business. The natural environment includes the natural resources that will affect the businesses supplies.

Analytical paper base on reading Essay Example | Topics and Well Written Essays - 2000 words

Analytical paper base on reading - Essay Example These texts show that globalization is not entirely positive or a monolithic empowering process for all, but something that the West, particularly the United States, direct and control, while disempowering specific nations, cultures, classes, and genders. New national and international social, political, and environmental movements are arising from different sectors and nations because of the continuation of colonialism and slavery in the global political economy through American capitalism, although these issues cannot be resolved without finding common interests and agreeing on win-win solutions. Anti-globalization is a not a new movement, but started alongside economic, political, and cultural globalization. Heather Gautney describes the various protests that aimed to stop the implementation of world trade policies that undermine national sectors because of unfair trade changes. The roots of the anti-globalization movement are not from the Seattle protests to the World Trade Organization (WTO) in 1999, but much earlier, with anti-International-Monetary-Fund (IMF) protests sparking during the 1970s in Peru, Liberia, Ghana, Jamaica, and Egypt.1 In Egypt, the bread riots happened because of the rapid increase in bread prices due to IMF trade policy effects.2 These are examples of movements that opposed the negative effects of globalizing trade policies on national economies. Feminist internationalism is another anti-globalization movement that seeks to elaborate transnational values and standards that will promote the position of women in society.3 Its primary goal is to free women who are trapped in various disadvantaged positions brought about by globalization’s gender-oppressive values, policies, and practices.4 Elizabeth Bernstein discusses a different feminist uprising through the new abolitionism movement. The new abolitionism is against the modern slavery of women that happens through human trafficking and commercialized sexual

Analysis essay of television and ads Example | Topics and Well Written Essays - 1750 words

Analysis of television and ads - Essay Example Nevertheless, the history of the electronic television as we know it today can be traced back to the genius of three major people, starting with Thomas Edison, who discovered what he referred to as telephonescope, which was a system that allowed pictures and sound to be seen and heard in a different location, from where they were being taken (Abramson, 47). Fundamentally, it is the invention by Edison that first proved it could be able to combine and transmit both light and sound concurrently (Downing, 13). Thus, even the later engineers and inventors who later perfected the art of television production recognized that, the basis upon which the television was developed, was the fundamentals â€Å"which Edison helped to erect† , despite the fact that Edison did not bear any direct relations to the creation of Television (Gutterman, 243). It is his invention that laid the groundwork for its development, through demonstrating the major concept of light and sound combination and t ransmission, all at the same time. Vladimir Zworykin is the other major inventor in the field of Television invention, who consumed two decades, between 1919 and 1939, developing the concept invented by Edison, and finally coming up with the ‘iconoscope’, which was used to scan pictures, which would then be transmitted alongside sound (Downing, 30). Further, another major inventor in the Television development emerged, in the name of Philo Farnesworth who dedicate much of his time in devising a system of transmitting images and sound at the same time, and he finally managed to put up a concept in 1927, which indicated that his system was â€Å"able to transmit an image from one of his early camera tubes, proving that his new system would work" (Abramson, 105). After the inventions, both Zworykin and Farnesworth shared their patents with different broadcasting companies which then used the camera dissectors they had developed to transmit and air content on television se ts. The Television set invention and development can be traced to the work of Paul Nipkow, a technician in Germany, who developed an electronic device that could be used to relay both images and sound, in 1884 (Gutterman, 107). Important turning points in the evolution of the television The major turning point in the history of television occurred with the introduction of the first television broadcast. The first television broad cast that was publicly announced occurred in the USA in 1928, followed by the UK and Germany in 1929, and then France and the Soviet Union in 1931 (Downing, 28). However, the pioneer manufacture of the commercial television set was a German company, Telefunken, which had collaborated with Zworykin to have him share his patented ‘iconoscope’, which was then used to develop the television set by the company in Germany, in 1934 (Abramson, 102). The first type of television that was introduced for broadcasting was the mechanical television, which a pplied mechanical scanning devices to generate and transmit video signals, applying the disk that was discovered by a German technician, and became popularly known as the Nipkow disk, which was a rotating disc that could transmit pictures over a wire cable (Gutterman, 233). However, considering that the picture quality applied by the mechanical te

Policy Brief Project Descriptioin ( prison and privatization) Research Paper

Policy Brief Project Descriptioin ( prison and privatization) - Research Paper Example er prison privatization are analyzed by covering sub topics on economic perspectives, which include arguments in favor and against the policy through cost factor discussion, theoretical considerations on the policy, and how prison prisons are managed. The changed policy trend includes a case brief of Florida. The process of policy making is elaborately evaluated. Analysis includes the procurement process. Role of politics is analyzed. Role of social stakeholder groups on changing values and participation of various stakeholders on the policy highlights the mood of the public and haste of the government in allowing privatization. Conclusion is derived on taking a restraint approach. The trend of prison privatization started in mid-1980s in the United States. Taking the lead from thereon, the prison privatization not only grew quite fast in the federal, state and county correctional facilities, but also captured market for other fields of the prison industry like providing financial services for the building of new prisons and the maintenance of the existing prisons. Additionally, a number of such private companies have become public limited concerns by indulging in stock trading as well. The business of prison privatization has seen relatively more growth than other services businesses. Generally, privatization of prisons is rooted in â€Å"public choice† reasoning of the socio-political environment, created from the antigovernment mood during the Reagan era. It led to policy change in the initial stages of policy formulation, and in the operations of prisons. The issue of prison privatization has aired the notion that incarceration has become a tool in the hands of politicians for formulating policies on essential minimum imprisoning for the growth of prison privatization industry (Price a& Riccucci, 2005). Analysis of the data of the 50 states indicates the role of political elements like the political environment of a state and the political party governing

Biology High School Essay Example | Topics and Well Written Essays - 500 words

Biology High School - Essay Example For example, a cell in a hypotonic solution will swell, while a cell in a hypertonic solution will shrink. One factor that should be considered in evaluating the validity of the data is the manner of designing the study. The investigation should clearly define the dependent and independent variables of the study. In addition, the study should also show that a control was employed. The study should also employ a study population that is large enough to prevent any bias. In order to determine whether a scientific finding is applicable to my life, the area of study should be associated to my current condition. For example, if the new scientific finding describes the benefits of eating a certain vegetable, then this is applicable to my life because it will definitely help me improve my health. Errors can be introduced into an experiment through improper labeling of the experimental setup. In addition, errors can also be introduced by poor measurements skills in the experiment. In order to reduce the amount of error while conducting an experiment, one should properly label the experimental setup. It is also important that measurements in the experiment be done in a very precise manner.

Strategic Dissection of Blackberry Assignment Example | Topics and Well Written Essays - 750 words

Strategic Dissection of Blackberry - Assignment Example The management after analyzing hidden demand of the market decided to design software which would enable users of Blackberry Smartphone to gain access of wide array of advanced technology based applications. When the phone was launched in the initials stage it attracted huge percentage of profit margins. However with changing scenario of business environment Blackberry witnessed fluctuating consumer demand. On a broader context, it can be stated that there was a need for strategic change in its business operations. This organization possesses competitive advantage in the form of its innovative ideas to provide wireless solutions to target market. In the present scenario there are certain strategic objectives being implemented by the company such as making strategic development period much shorter, ensuring direct and simple communication, and drawing a clear distinction between aspirations and commitments (Blackberry, 2013). Product oriented approach is the major strategy of the comp any. This form of strategy even includes customer, technology, market and products. Long term version of consumer understanding is not facilitated in the company as the focus is on mitigating present consumer demand. Functional, business and corporate level strategies are incorporated by every organization so as to gain a competitive position in the industry. Blackberry always has followed product oriented strategy since its main aim was to convey product benefits across the globe. There are certain strategic changes being made at all levels in order to sustain its business operations. Corporate level strategy of Blackberry is to compete effectively in global and national markets. The company desires to acquire the maximum market share in coming years. Business strategy of the company denotes the market diversification strategy implemented by

Compare and contrast the relative competitiveness of small firms and Essay

Compare and contrast the relative competitiveness of small firms and large firms - Essay Example However, there are numerous definitions for the firms among various economists; and researchers are still on their efforts to study more on the competitive factors between large firms and small firms. Small firms Small scale firms are privately owned and operated business undertakings, classified on their characteristics like small number of employees and lower turnover. They usually occupy only a tiny segment of the market place where they are operating. For the purpose of simplifying the accounting requirements, section 382 and 465 of the Companies Act 2006 defined the Small and Medium sized firms on the basis of the amount of business carried out by the company. They define, â€Å"a small company is one that has a turnover of not more than ?6.5 million, a balance sheet total of not more than ?3.26 million and not more than 50 employees† (Small and medium sized enterprises, 2011). Large firms Large firm is often considered as an economic cluster of large profit-making corpor ations who have the ability to directly influence the social and political policy. Large firms are usually identified on the basis of national ranking rather than their actual size. They have many advantages in the market which the small firms do not possess, such as the flexible pricing policies. They are capable of changing the price at frequent intervals. Rebecca Hellerstein and Pinelopi Goberg (cited by Derby, 2011) write that large firms are changing their products’ prices more frequently than the small firms do, and by smaller amounts. Competitiveness Competitiveness is a word having numerous definitions. Here we will take the business aspect of competitiveness into account. Chikan (2006, p.46) gives one of the most acceptable definitions and it says, â€Å"business competitiveness is a competence of the company that allows the company to provide products and services for customers within the standards of social responsibilities, that (i) are preferred to the products and services of other competitors and (ii) provide profit for the company† (ed. Reine, 2009, p. 179). Competitiveness is considered to be a multi-dimensional perception. This term has a three diverse but interconnected stages; firm, industry, and country level. And we are concentrating on the firm level competitiveness. As both firms are taken into consideration, growth is an important point and is a performance measure that gives and additional vision of the strength and competitiveness of the firms. Firms can benefit in many ways from the competitiveness, if exploited efficiently, which includes higher efficiency in the market, improved power, capacity to withstand the changes of environment, higher profits, and enlarged prestige for the firm. The competitiveness exists not only depending on the associationalism of firms but also determined by the alliance between the local businesses and governments. Not many other economic factors have gained attention as ‘competitiv eness’ has done. Competitiveness is used often to deal with any aspect regarding the market performance. The most important factors affecting the competitiveness are, product quality, capability towards innovation, being able to adjust easily according to customers’ need. Price competitiveness As we talk about the price competitiveness between the small and large firms, the most disputed issue that comes to the surface is predatory pricing, a practice implemented by the large business firms, which offers massive discounts to the consumers. This

Trifles by Susan Glaspell Essay Example | Topics and Well Written Essays - 500 words - 1

Trifles by Susan Glaspell - Essay Example Trifles, I believe, is feminist in the most true sense of that word: it does not seek to speak only about injustice or the place of women in a society which undervalues their importance; it goes deeper than this. Glaspell seeks to understand and, consequently, show how attitudes and perspectives shape these social constructs, and thus, when individuals are appreciated or cheapened in particular societal contexts. To elaborate on this point, consider the lines when the women decide to protect Mrs. Wright. Glaspell wants to focus upon the minds of the individuals involved; although some would like to interpret the women’s actions (to protect Mrs. Wright) as motivated by a shared gender or social status, the truth of their decision lies in what Mrs. Peters succinctly summarized by â€Å"the law is law†. That is, her motivation for helping Mrs. Wright does not consist of purely traditional feminist notions of womanhood, but of a concern for truth and objectivity. The women find evidence at Mrs. Wright’s home, gathered with an open-mind and interpreted fairly. When law enforcement—the Sherriff and the County Attorney—interpret this same evidence, they will do so differently. This, as Glaspell wishes to suggest, is a matter of epistemological difference, and not of the metaphysical difference which many feminists like to suppose exists between the different realm s of male and female. Centrally, Trifles is a work centered around the two separate stories, one male and one female, combined into one in the setting of a commonplace American location. To illustrate the separate perspectives between the different genders involved in the place, following the murder, the law enforcement, male-oriented crowd sees the scene as a place where a grievous crime was committed, whereas the female-oriented crowd sees the scene as a home, or as somewhere that they

Black People and African American Actors Essay Example for Free

Black People and African American Actors Essay Stereotyping is the automatic/ exaggerated mental pictures that people hold about a particular racial group without taking individual differences into consideration. Examples of stereotyping would be the main characters of the movie Rio2, Jewel and Blue being voiced by white actors whilst their ‘wild’ relatives are voiced by ‘non-white’ actors implying sophistication as well as in the movie Despicable Me 2 where El Macho and his son are given a Spanish image portraying a smooth talker and an irresistible lover that is often stereotypes about Spanish people. [87] People seem oblivious to the racial content due to various distractions like visual stimuli such as 3D effects and the contrasting use of color, sound effects such as surround sound and the voices of the character and lastly the plot of the story. Most people are over stimulated by these ‘distractions’ that they rarely notice the stereotyping. Another factor would be that parents neglect the responsibility to screen the movies that their children are watching. In some instances the stereotyping may be instilled in some parents from birth resulting in children seeing stereotyping as normal behavior. [96] Subtle racial prejudices towards Hispanic and Black people in Rio2 were the implication that ‘wild’ Amazonian Macaws voiced by ‘non- white ‘actors are uncivilized. Songs sung by these Macaws are primarily voiced by African American actors accompanied by rhythmic beats and movements with catchy phrases primarily found in native song and dance. Roberto (wild Macaw) is voiced by the singer Bruno Mars who is from a mixture of Jewish and Hawaiian decent implying (help with that word). Pedro and Nico two rapping, gangster, music loving birds are voiced by two equally successful and famous rappers Will.I.Am and Jamie Foxx [99] From this passage I can conclude that even though warnings about stereotyping may be placed before animation movies, many parents would still allow their children to watch it. [31]

Sexual Orientation And Diversity In The Workforce

Sexual Orientation And Diversity In The Workforce Todays organizations are becoming increasingly diversified in many ways. With respect to sexual orientation, gay, lesbian, bisexual, and transgender (LGBT) employees constitute one of the largest but least studied minority groups in the workforce. Although invisible, sexuality is at the core of each workers identity. Therefore, it poses a number of complex challenges towards organizations and their human resources department. The Dont ask dont tell (DADT) policy of the U.S. Military presents a striking example of the silence surrounding their identity on the work floor. In this paper, the impact of silencing as well as the ways in which the voice of LGBT employees and other invisible minorities can be heard is studied. Introduction Diversity Diversity includes cultural factors such as race, gender, age, color, physical ability, national origin, etc. The broader definition of diversity additionally includes religion, ethnicity, sexual orientation, education, language, lifestyle, beliefs, physical appearance and economic status (Wentling and PalmaRivas, 2000). The word diversity is not contained in any report or law; instead, it grew out of academic and popular press usage. Diversity in the workforce With respect to the workplace, diversity refers to the co-existence of employees from various socio-cultural backgrounds. Every human being is unique, but at the same time, every individual shares biological as well as environmental characteristics with any group of others. In this context, diversity can be generally defined as recognition of the people who share such common traits. These traits -the characteristics that make up a whole person- both unite and divide us. In the domain of human resources (HR), however, the term diversity can represent three major working definitions: the politically correct term for employment equity/affirmative action; the recruitment and selection of ethnic groups and women; the management of individuals sharing a broad range of common traits. The first definition represents the most narrow view of diversity and is usually found in organizations without formal diversity policies or programs. The second definition reflects the reality of many diversity programs focusing on employment regulation concerns. And finally, the last definition is the broadest and generally used in organizations containing diversity programs (Grobler, Wà ¤rnich et al., 2006). Dimensions of diversity When talking about diversity, one should keep in mind the differences between primary and secondary dimensions. Primary dimensions are those human differences that are innate and that have a drastic impact on us. Age, ethnicity, race, gender, physical abilities/qualities and sexual/affectional orientation are examples of primary dimensions at the heart of individual identities. Alternatively, secondary dimensions are more changeable and can be discarded or modified during our lifetime. Such dimensions add depth and individuality to our lives. Education, geographical location, marital status, income, military experience, religion, work experience and parental status are illustrations of secondary dimensions. The primary and secondary dimensions can be represented as a circle, with the primary dimensions at the centre and the secondary dimensions surrounding them. An illustration of both groups of dimensions can be found in Figure 1(Grobler, Wà ¤rnich et al., 2006). Figure 1: Primary and secondary dimensions of diversity In any initial encounter, people identify by the primary dimensions that are most readily observed: age, gender, race and physical abilities/qualities. Since most individuals live in homogeneous communities, or at least in circumstances far less diverse than our society as a whole, their entry into the workplace may be a first encounter with a diverse population. During this kind of first encounter, phenomena such as stereotyping and prejudice might appear. Stereotyping works against peoples individuality and limits their potential. Generally, if the stereotype is that the person is not competent, then people may not perform competently. This illustrates that, to a large extent, people perform in line with the expectations placed on them. Clinging to negative stereotypes about people other than ourselves leads to prejudice, which means processing our stereotypes such that ones own sense of superiority to the members of that group is reinforced. It is the role of the appropriate institutions within a country to recognize and eradicate both stereotyping and prejudice (Grobler, Wà ¤rnich et al., 2006). Managing diversity Managing diversity can be defined as: A planned systematic and comprehensive managerial process for developing an organizational environment in which all employees, with their similarities and differences, can contribute to the strategic and competitive advantage of the organization, and where no-one is excluded on the basis of factors unrelated to productivity (Thomas, 1996). On the work floor, managing diversity presents a key issue for governments as well as private organizations. Its importance has mainly been brought about by the free movement of labor due to globalization. The fight for human rights by certain minority groups, who feel excluded from the employment sector, discloses another impulse for the current significance of diversity management. Within the context of equal opportunities in the workplace, workforce diversity again plays a major role. This equal opportunity philosophy is aimed at ensuring that organizations make the most out of the uniqueness of a diverse workforce, which might assist the organization to be more efficient and effective, rather than losing talent. Broadly, diversity management is the systematic and planned commitment by the organizations to recruit, retain, reward and promote a heterogeneous mix of employees (Grobler, Wà ¤rnich et al., 2006). Valuing diversity For organizations to fight discrimination, it is essential to value diversity. This valuing starts with recognizing the fundamental difference between valuing diversity on the one hand, and employment equity and/or affirmative action on the other. Employment equity is an officially authorized approach to workplace discrimination. For instance, it is against the law to reject a person a job or job advantage because of age, race, sexual orientation, gender or other primary characteristics. Affirmative action is a reaction to the under-use of protected groups in various job classes in which a business attempts to attract people from such groups because of their failure to do so in the past as a result of inequity. Valuing diversity surpasses both concepts and leads to management designed to reap the benefits offered by a diversified workforce (Grobler, Wà ¤rnich et al., 2006). Whereas affirmative action and employment equity are government-initiated, legally driven attempts to alter -from a quantitative standpoint- the composition of a companys workforce, valuing diversity is a company-specific, necessity-driven effort to alter -from a qualitative standpoint- the utilization of the companys workforce. In an organization that values diversity, managing diversity becomes a substitute for assimilation (Grobler, Wà ¤rnich et al., 2006). Sexual orientation Within the framework of diversity management, sexual orientation represents a non-observable or underlying type of diversity, as opposed to more visible traits such as race or gender. The reason is that gay, lesbian, and bisexual employees can choose to what extent they reveal their sexual orientation in the workplace. Lately, sexual orientation has received a growing amount of attention, including through the prohibition of employment discrimination on the basis of sexual orientation for both private and public employees. Another indication of this increasing attention regards the mounting number of organizations that fight against this type of discrimination. For instance, in the United States, in many large organizations, Lesbian and Gay Employee Groups are demanding the exclusion of discrimination based on sexual orientation, the provision of guidance to enhance tolerance in the work environment, and the equal treatment of significant others (e.g. relating to health care benefits ) (Van Hoye and Lievens, 2003). Parallel to the social and societal developments, there has been an increase in scientific investigation on sexual orientation in the workforce (Van Hoye and Lievens, 2003). Sexual orientation in the workforce: Literature overview Three research streams can be clearly distinguished within the literature on sexual orientation in the workplace. The first research stream studies the discrimination and minority status experienced by lesbian, gay, and bisexual people in the workplace. A second strand of studies takes the issue of coming out at work as the focal point. In fact, one of the work-related decisions that all gay, lesbian, and bisexual people face, is to what extent they unveil their sexual orientation on the work floor. The third and last research stream relates to the more specific work-related issues of gay, lesbian, and bisexual employees (as opposed to the general character of the studies belonging to the first research stream) (Van Hoye and Lievens, 2003). Within the first research stream, it was found that the majority of gay, lesbian, and bisexual people have once experienced discrimination on the work floor (Croteau, 1996). Here, the construct of heterosexism seems to play a central role. Heterosexism can be defined as an ideological system that denies, denigrates, and stigmatizes any non-heterosexual form of behavior, identity, relationship, or community (Herek, 1990). Research has demonstrated that heterosexism in the organization can lead to a decrease in perceived productivity, job contentment, organizational commitment, career dedication, and organization-based self-esteem. In addition, it can lead to an increases in perceived health problems, psychological distress, and turnover intentions among gay, lesbian, and bisexual employees (Van Hoye and Lievens, 2003). The outcome of the second research stream reveals that there are five different levels of coming out, namely acting, passing, covering, implicitly out and explicitly out (Chung, 2001). Nevertheless, other possible classifications do exist. The concealment of ones sexual orientation has negative consequences at the individual level (depressing work attitudes, low job contentment, anxiety, etc.), group level (dysfunctional communication, low work team cohesion, etc.) as well as organizational level (higher turnover and lower productivity) (Van Hoye and Lievens, 2003). To date, very few studies have taken the approach of the third research stream. An example of a scarcely studied topic within this field of research concerns the influence of the sexual orientation of job candidates on their evaluation by HR professionals. One of the motives that almost no research has specifically examined the consequences of sexual orientation on hiring decisions, is that it is very difficult to examine this issue in field settings with real candidates. Thus, although the outcomes of such studies are insightful, not enough research has been carried out so far to draw sound conclusions. For an illustration of the sexual orientation policy of the SAC company (Scottish Agricultural College), see appendix. SAC is an innovative, knowledge-based organization supporting the development of  rural communities and industries. (MOET IK NOG TOEVOEGEN) Diversity policy worldwide IEDEREEN ZN STUKJE OVER CONTINENTEN KOMT HIER The United States We first introduce the general conditions for acceptance of sexual diversity in America since these have shaped the context for coping with sexual diversity, and more specific LGBT, on the work floor . LGBT  rights are very complex in  the Americas since acceptance of the phenomenon varies widely between Canada, the United States or the Southern Americas. We will here focus on the United States (U.S.). In the U.S.,  LGBT-related laws include amongst others: government recognition of same-sex relationships,  LGBT adoption, sexual orientation and military service,  immigration equality, anti-discrimination laws, hate crime laws regarding  violence against LGBT people,  sodomy laws, anti-lesbianism  laws, and higher  ages of consent  for same-sex activities. Generally, it was not until 2003 that sexual acts between persons of the same sex became legal in the  U.S. However, many other laws are still not recognized on federal level and a wide spread amongst states co ncerning the enabling of those laws exist. We will now discuss the policy concerning LGBT discrimination in the work environment in the U.S. Legislative policy: the Employment Non-Discrimination Act (ENDA) Employment discrimination  refers to discriminatory employment practices such as bias in hiring, promotion, job assignment, termination, and compensation, and various types of harassment. (Source) In general there is no common law that states that employment discrimination based on sexual orientation is wrong and discrimination against employees who are gay, or simply appear to be gay, is legal in many workplaces in the U.S. (Ragin, 2004) The first bill on the subject of sexual orientation discrimination was introduced in Congress in 1974. However it was not until 1994 that the  Employment Non-Discrimination Act  (ENDA), a proposed bill in the  United States Congress  that would prohibit  discrimination  against employees on the basis of  sexual orientation  or  gender identity  by civilian, nonreligious employers with at least 15 employees, was introduced.  [1]  It failed in 1994 and 1995, though by 1996, missed passage in the Senate by a 49-50 vote. Until 2009, every proposal in the legislative history of introducing the law failed. Furthermore, many versions of the ENDA only concerned LGB and did not include provisions that protect  transgender  people from discrimination. Currently, only twenty-two states have laws that ban sexual orientation discrimination: California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Iowa, Maine, Maryland, Massachusetts, Minnesota, Nevada, New Hampsh ire, New Jersey, New Mexico, New York, Oregon, Rhode Island, Vermont, Washington and Wisconsin. As a result of the limited coverage of States that enabled the law, LGBT people face serious discrimination in employment, including being fired, being denied a promotion, and experiencing harassment on the job.  [2]   Additional to the differentiation between the several states of the U.S., another distinction in employment discrimination based on sexual orientation that can be made involves the difference in coping with diversity between public and private sectors.  [3]  Extensive anti- discrimination legislation protecting public sector workers makes workers in the public sector less likely to be arbitrarily fired than workers at private companies. (Boris, 2010) As a result, the public sector in the United States is noticeably more racially diverse and gender balanced than the private sector. The more protective climate and diverse workforce in the public sector may result in LGBT individuals feeling more comfortable in openly expressing their sexual orientation at work. If this is the case, the public sector may employ more openly LGBT employees. (Boris, 2010) Attitude of employers and employees towards LGBT in the workforce Generally, American workplaces have undergone a partial revolution over the last quarter century when it comes to LGBT equality. Public attitudes toward homosexuality became more liberal during the 1970s, then increasingly conservative through the 1980s, and then more liberal since 1990. (Roberson, 2009) Today, sexual orientation diversity is a key part of workplaces in the U.S. An estimated 8.8 million gay, lesbian, and bisexual individuals live in the United States. (Bell et al., 2011) While it is difficult to ascertain how many of these individuals are in the labor force, U.S. Census data reveal that more than 86% of men and women in same-sex couples are employed, and that employment probabilities for gay men and lesbians lie below those of married heterosexual men, but above those of heterosexual women (Leppel, 2009). The issue on employment discrimination based on sexual orientation has become more important for many employers, workplace diversity programs have been major initiatives in US corporations over the last several years. (Day Schoenrade, 2000) An increase in share of LGBT in the workforce since was already reported by HR managers in the eighties. (Day Schoenrade, 2000) In response, in May of 1993, the Board of the Society for Human Resource Management, the premiere national association of American human resource practitioners, passed a resolution to include sexual orientation in its statement acclaiming the value of a diverse workforce (HR News, 1993). (Day Schoenrade, 2000) However, several surveys demonstrate that LGBT on the work floor is far from an accepted concept, discriminating practices are laid out by several surveys. A first example appears from a 1990 U.S. census in where Allegretto and Arthur (2001) found that after controlling for differences associated with being married, gay men earned 2.4% less than their unmarried heterosexual counterparts. (Ragin, 2004) Another range of surveys that study behavior and acceptance concerning LGBT on the work floor is cited by Day Schoenrade (2000) A first example is a survey reported by the National Defense Research Institute in 1993, which found through several national public opinion polls that a majority of heterosexual American workers report being uncomfortable with the idea of working with homosexuals. (Day Schoenrade, 2000) When respondents were confronted with the issue of working with homosexuals, one study found that 27 percent said that they would prefer not to and 25 percent said that they would strongly object. A second example involves a survey from Wall street Journal in 1993, which found that 66 percent of surveyed CEOs reported being reluctant to include a homosexual on a management committee. Leppel (2009) proved that discrimination on the basis of sexual rientation appears to drive up the unemployment of same-sex partners relative to that of married partners. Similarly, probabilities of being out of the labor force for same-sex partners are greater than those of heterosexual men and less than those of heterosexual women. (Leppel, 2009) Several reasons were sought for these discriminating behavior against LGBT. One persisting cause in the U.S. is the existence of strong religious believes. A survey of Kansas Citians found that 47 percent felt that their religious beliefs and morality strongly conflicted with homosexuality (Day, 2011). Other issues involving a negative attitude towards LGBT in the workforce are related to heterosexism and homophobia in organizational America today. (Gedro, 2010) Human resource management and LGBT An appropriate approach of human resource management to LGBT in the workforce is urgent because the trend in American society for more and more gay men and lesbians to make their sexual orientation known since this openness may create conflicts in the workplace (Day Schoenrade, 2000) There is some evidence that human resource departments are not fully supporting this growing need. For example, a sample of human resource professionals found that even though most believe that sexual orientation must be formally addressed in the workplace, and that they would individually speak out against anti-gay acts, only 20 percent of their companies have diversity programs that specifically address gay and lesbian work issues. (Day Schoenrade, 2000) This increased openness in sexual orientation may also be a reason for an increasing experiencing of LGB employees as a symbolic threat. Although a law has been approved, many Americans still oppose gay marriage. One consequence of this is that some heterosexual employees may experience symbolic threat when faced with LGB co-workers who are out at work and wish to bring their partners to company social events. Ragin (2004) already presumed that this symbolic threat of homosexuality could increase if gay marriages would be legalized in some states, and LGB workers could bring their spouses to workplace events. (Ragin, 2004) Attitude of labor unions towards LGBT in the workforce One interesting aspect is how labor unions U.S. are reacting to the recent discussions on sexual orientation in the workforce since unions, as democratic organizations , have a social obligation to represent the interests of all of their members. (Boris, 2010) However this can cause problems when the majority interest conflict with issues of inclusion and social justice for the minority such as LGBT employees. This might lead to the exclusion of minority interests or groups within unions. It should be noted that there is a strong differentiation between the several unions in their response to this minority group. As many research has pointed out, especially structural and demographic factors help to determine an American unions level of responsiveness to sexual diversity with American unions. (Boris, 2010) Gender mattered as unions with a female majority were more likely to address the concerns of LGBT members. Other examples of factors playing a role in determining a unions response to LGBT issues are the role of individual agency on the part of union leaders, activists, and rank-and-file union members. (Boris, 2010) DADT policy in the U.S. military An example frequently cited when discussing LGBT policies in the U.S. is the issue of gay policy in the U.S. military. In 1993, new laws and regulations pertaining to homosexuals and U.S. military service came into effect reflecting a compromise in policy. This compromise, colloquially referred to as dont ask, dont tell, holds that the presence in the armed forces of persons who demonstrate a propensity or intent to engage in homosexual acts would create an unacceptable risk to the high standards of morale, good order and discipline, and unit cohesion which are the essence of military capability. (Burelli Feder, 2009) Service members are not to be asked about nor allowed to discuss their homosexuality. This compromise notwithstanding, the issue has remained politically contentious. (Burelli Feder, 2009) While the decision to remain in the closet may be a functional and adaptive reaction to a hostile work environment, it also increases the risk and stress associated with losing cont rol over the disclosure process. (Ragin, 2004) Recent progress in enabling discrimination laws In recent years, several members of Congress have expressed interest in amending dont ask, dont tell. At least one bill that would repeal the law and replace it with a policy of nondiscrimination on the basis of sexual orientation-H.R. 1283-has been introduced in the 111th Congress. (Burelli Feder, 2009) An Act of Congress providing a mechanism to repeal Dont ask, dont tell was signed into law by President  Obama on 22 December 2010. As of February 2011, the Pentagon has started starting to dismantle DADT. Regarding the ENDA, we have to remain patient. In 2011, the U.S. Senate will reintroduce the Employment Non-Discrimination Act (ENDA) in the 112th congress. In the meanwhile, hundreds of companies in U.S. have enacted policies protecting their lesbian, gay, bisexual and transgender employees.   As of March 2011, 433 (87 percent) of the Fortune 500 companies had implemented non-discrimination policies that include sexual orientation, and 229 (46 percent) had policies that include gender identity.  [4]   Africa The issue of workforce diversity has not been a key problem in Africa before as much as it is today. Together with globalization and the need for an increasing number of organizations to spread globally to reach customers worldwide, the concept of diversity management gained attention. Managers must recognize the need for understanding more about the diverse workforce, which is deeper than what we see at the surface level (Henry and Evans, 2007). During the 1990s, the liberalization of economies and structural adjustment policies, brought about by the Brentwood institutions, opened the doors to free market economies, especially in Africa. These free market economies have stimulated the free movement of labor as a commodity, which in turn has resulted in an increasingly diversified workforce across the continent. Further, the privatization of most of the state-owned enterprises in Sub-Saharan Africa also created an open door for migration of labor from all over the world (Henry and Evans, 2007). South Africa To meet the challenges of the twenty-first century, as in many other countries, South African businesses must address the best and brightest employees. Moreover, managers should understand that they can only compete successfully if they recognize the emergence of the diversified workforce and find the means to harness its energies, talents and differences for tomorrows challenges (Grobler, Wà ¤rnich et al., 2006). The major groups providing diversity in the South African workforce are ethnic groups, women, younger workers, South Africans with disabilities and minority groups in the context of sexual orientation. With respect to the latter, it seems that at least 10% of the South African population is homosexual. This means that 10% of the men and women in the workforce, representing around one million people, are gay. However, while the workforce is increasingly diversifying, discrimination still presents an enormous problem in South Africa. In fact, research demonstrates that discrimination still exists in organizations, and that many South African workers still suffer from employment discrimination. Within the organization, its up to the HR professionals to develop and enforce policies and measures that protect the diversified workforce against illicit discrimination. To rectify the injustices of the past, the South African government has come to some actions. Amongst others, the following legislation has been introduced: the Labour Relations Act, No. 66 of 1995 (as amended); the Constitution of the Republic of South Africa Act, No. 108 of 1996; the Basic Conditions of Employment Act, No. 75 of 1997 (BCEA) (as amended); the Employment Equity Act, No. 55 of 1998 (EEA); the Promotion of Equality and Prevention of Unfair Discrimination Act, No. 4 of 2000; and a Code of Good Practice on the handling of sexual harassment included in the Labour Relations Act (Section 203(1)). For example, Section 9 (2) of the Constitution of the Republic of South Africa (No. 108 of 1996) states that: The State may not unfairly discriminate directly or indirectly against anyone on one or more grounds, including age, gender, sex, pregnancy, marital status, ethnic or social origin, colour, sexual orientation, disability, religion, conscience, belief, culture, language and birth (Grobler, Wà ¤rnich et al., 2006). ANDERE INTERESSANTE ZAKEN DIE NOG KUNNEN GEBRUIKT WORDEN LGBT military laws   Ã‚  Homosexuals allowed to serve in the military      Homosexuals banned from serving; repeal of policy underway   Ã‚  Homosexuals banned from serving (or homosexuality illegal)   Ã‚  Data not available References Bell, M. P., ÃÆ'-zbiligin, M. F., Beauregard, T. A., Sà ¼rgevil, O. (2011). Voice, silence, and diversity in 21st century organizations: strategies for inclusion of gay, lesbian, bisexual, and transgender employees. HUman Resource Management, 50(1), 131 146. doi: 10.1002/hrm. Boris, M. B. (2010). Identity at work : U.S. labor union efforts to address sexual diversity through policy and practice. Advances in Industrial and Labor Relations, 17, 185-205. Elsevier. doi: 10.1108/S0742-6186(2010)0000017009. Burrelli, D. F., Feder, J. (2009). Homosexuals and the U . S . Military : Current Issues. Chung, Y. B. (2001). Work discrimination and coping strategies: Conceptual frameworks for counseling lesbian, gay, and bisexual clients. The Career Development Quarterly,50, 33-44. Croteau, J. M. (1996). Research on the work experiences of lesbian, gay, and bisexual people: An integrative review of methodology and findings. Journal of Vocational Behavior,48, 195-209. Day, N. E. (2011). US small company leadersÊ ¼ religious motivation and other-directed organizational values. International Journal of Entrepreneurial Behaviour Research, 17(4). Day, N. E., Schoenrade, P. (2000). The relationship among reported disclosure of sexual orientation, anti-discrimination policies, top management support and work attitudes of gay and lesbian employees. Personnel Review, 29(3), 346-363. doi: 10.1108/00483480010324706. Gedro, J. (2010). Lesbian presentations and representations of leadership, and the implications for HRD. Journal of European Industrial Training, 34(6), 552-564. doi: 10.1108/03090591011061220. Grobler, P., Wà ¤rnich, S., Carrell, M.R., Elbert, N.F. and Hatfield, R.D. (2006). Human Resource Management In South Africa. 3rd edition. Thomson Learning. 571p. Henry, O. and Evans, A.J. (2007). Critical review of literature on workforce diversity. African Journal of Business Management,72-76. Herek, G. M. (1990). The context of anti-gay violence: Notes on cultural and psychological heterosexism. Journal of Interpersonal Violence, 5, 316-333. Hopper, J. E., Salvaggio, N. (2008). Report from SIOP diversifying diversity: moving beyond race and gender: Professional Insights. Equal Opportunities International, 27(5), 465-470. doi: 10.1108/02610150810882314. Huffman, A. H., Watrous-Rodriguez, K. M., King, E. B. (2008). Supporting a diverse workforce: what type of support is most meaningful for lesbian and gay employees? Human Resource Management, 47(2), 237-253. doi: 10.1002/hrm. Leppel, K. (2009). Labour Force Status and Sexual Orientation. Economica, 76(301), 197-207. doi: 10.1111/j.1468-0335.2007.00676.x. Ragins, B. R. (2004). Sexual orientation in the workplace : the unique work and career experiences of gay , lesbian and bisexual workers. Personnel and Human Resources Management, 23, 35-120. doi: 10.1016/S0742-7301(04)23002-X. Roberson, B. E. J. (2009). Equality for Lesbian , Gay , Bisexual , and Transgendered Employees in the Modern American Workplace Equality for Lesbian , Gay , Bisexual , and Transgendered Employees in the Modern American Workplace. Schoenrade, P., College, W. J. (2000). The relationship among reported disclosure of sexual orientation , anti-discrimination policies , top management support and work attitudes of gay and lesbian employees. Personnel Review, 29(3), 346-363. Swan, E. (2010). A testing time, full of potential?: Gender in management, histories and futures. Gender in Management: An International Journal, 25(8), 661-675. doi: 10.1108/17542411011092327. Thomas. (1996). op. cit., pp. 101-103. Van Hoye, G. and Lievens, F. (2003). The Effects of Sexual Orientation on Hirability Ratings: An Experimental Study. Journal of Business and Psycho

Physicality and Emotional Attachment in Shakespeares Sonnet 46 Essay

Physicality and Emotional Attachment in Shakespeare's Sonnet 46      Ã‚   In "Sonnet 46" of his works about the blond young man, William Shakespeare presents a unique view on the classic debate about physical lust versus emotional love. The poet struggles to decide if his feelings are based upon superficial desire and infatuation, represented by the "eye" (1), or true love independent of the physical world, symbolized by the "heart" (1). With a deft movement from violent imagery in the first two lines to the civilized language of law, Shakespeare dismisses the commonly accepted view of a battle between the eye and the heart.   The diction of warfare denotes two very separate alien sides clashing in destructive confrontation. Shakespeare advances quickly away from such wording, setting his debate in the civilized context of a courtroom. While the parties engaged in a lawsuit are competing, they are not seeking the destruction of their opposition. A common bond exists between the two sides of a legal case, the bond of society. They ar e parts of the same whole, or they would not be bound by the laws of that whole. The same holds for the eye and the heart, as well as their metaphysical counterparts, lust and spiritual bonding. The eye and the heart are but organs that make up the body. Physical desire and emotional attraction are just aspects of the overlying concept of love.   This is Shakespeare's final point: both physicality and emotional attachment combine to form the powerful force humans know as love.   Ã‚  Ã‚  Ã‚   The opening quatrain of "Sonnet 46" sets up the conflict of infatuation versus true love, acknowledging the classic view of a battle between opposing forces, but swiftly moving beyond such a black an... ...an iambic foot, "As thus" (13), allowing the third quatrain to flow directly into couplet. The poet also repeats the rhyme of "part" (13) and "heart" (14) from lines 12 and 10 of the third quatrain, tying the couplet even closer to the body of the poem. Shakespeare presents a common sense solution to the problem, declaring the entire conflict to be almost irrelevant. Lust is based on external aesthetic appeal, so the poet bestows the "outward part" (13) of the poem's young object upon the eye. True love draws its strength from an internal bonding of spirits, and therefore Shakespeare deeds the "inward love" (14) to the heart. And these two halves together form love. Work Cited Shakespeare, William. "Sonnet 46." The Norton Anthology of English Literature. Eds. M. H. Abrams and Stephen Greenblatt. 7th ed. 2 vols. New York: Norton, 2000. 1: 1033. Physicality and Emotional Attachment in Shakespeare's Sonnet 46 Essay Physicality and Emotional Attachment in Shakespeare's Sonnet 46      Ã‚   In "Sonnet 46" of his works about the blond young man, William Shakespeare presents a unique view on the classic debate about physical lust versus emotional love. The poet struggles to decide if his feelings are based upon superficial desire and infatuation, represented by the "eye" (1), or true love independent of the physical world, symbolized by the "heart" (1). With a deft movement from violent imagery in the first two lines to the civilized language of law, Shakespeare dismisses the commonly accepted view of a battle between the eye and the heart.   The diction of warfare denotes two very separate alien sides clashing in destructive confrontation. Shakespeare advances quickly away from such wording, setting his debate in the civilized context of a courtroom. While the parties engaged in a lawsuit are competing, they are not seeking the destruction of their opposition. A common bond exists between the two sides of a legal case, the bond of society. They ar e parts of the same whole, or they would not be bound by the laws of that whole. The same holds for the eye and the heart, as well as their metaphysical counterparts, lust and spiritual bonding. The eye and the heart are but organs that make up the body. Physical desire and emotional attraction are just aspects of the overlying concept of love.   This is Shakespeare's final point: both physicality and emotional attachment combine to form the powerful force humans know as love.   Ã‚  Ã‚  Ã‚   The opening quatrain of "Sonnet 46" sets up the conflict of infatuation versus true love, acknowledging the classic view of a battle between opposing forces, but swiftly moving beyond such a black an... ...an iambic foot, "As thus" (13), allowing the third quatrain to flow directly into couplet. The poet also repeats the rhyme of "part" (13) and "heart" (14) from lines 12 and 10 of the third quatrain, tying the couplet even closer to the body of the poem. Shakespeare presents a common sense solution to the problem, declaring the entire conflict to be almost irrelevant. Lust is based on external aesthetic appeal, so the poet bestows the "outward part" (13) of the poem's young object upon the eye. True love draws its strength from an internal bonding of spirits, and therefore Shakespeare deeds the "inward love" (14) to the heart. And these two halves together form love. Work Cited Shakespeare, William. "Sonnet 46." The Norton Anthology of English Literature. Eds. M. H. Abrams and Stephen Greenblatt. 7th ed. 2 vols. New York: Norton, 2000. 1: 1033.

Earworm :: Biology Essays Research Papers

Earworm: The Song That Won't Leave Your Head I woke up and I was mortified. It was the first thing in my mind when I opened my eyes and I just could not believe this silly little thing had become as involuntary as breathing. I tried another song, but it would come back without me realizing it. I walked to work and it came with me, I sat in class and it spoke louder that my professor's voice, I even took a nap and it kept me awake. I had a stupid song stuck in my head and it wouldn't go away. What is it that happens in the brain that causes this annoyance to go on for days? And why does it remain in the head even when it's driving us so crazy that we want to scream in pain? According to research done by Professor James Kellaris at the University of Cincinnati, (1) getting songs stuck in our heads happens to most if not all of us. His theory shows that certain songs create a sort of "cognitive itch" - the mental equivalent of an itchy back. So, the only way to 'scratch' a cognitive itch is to rehearse the responsible tune mentally. The process may start involuntarily, as the brain detects an incongruity or something "exceptional" in the musical stimulus. The ensuing mental repetition may exacerbate the "itch," such that the mental rehearsal becomes largely involuntary, and the individual feels trapped in a cycle from which they seem unable to escape. But why does this happen? Apparently, repetition, musical simplicity and incongruity are partly responsible for the annoyance. (2) A repeated phrase, motif or sequence might be suggestive of the very act of repetition itself, such that the brain echoes the pattern automatically as the musical information is processed. Still, simpler songs appear more likely to make your brain itch, - like Barnny's "I love you, you love me" tune - but at the same time a song that does something unexpected can cause the brain to latch on because of whatever unconscious cognitive incident occurred at that very moment. These traits of simplicity, repetition and circular composition1 are potent because we don't remember songs as one complete image, like a picture, but as temporal sequences that unfold in our brains. (3) In other words, we don't "see" an entire song in our head; instead, one image (or line in a song) triggers the subsequent one.

Europe after the Protestant Reformation and the Catholic Counter Reform

Europe after the Protestant Reformation and the Catholic Counter Reformation The period immediately following the Protestant reformation and the Catholic counter reformation, was full of conflict and war. The entire continent of Europe and all of it's classes of society were affected by the destruction and flaring tempers of the period. In the Netherlands, the Protestants and the Catholics were at eachother’s throats. In France it was the Guise family versus the Bourbons. In Bohemia, the religious and political structures caused total havoc for over thirty years; and in England, the Presbyterians thought that the English Anglican Church too closely resembled the Roman Catholic Church. Religion was the major cause of the widespread turmoil that took place throughout Europe between 1560 and 1660. One example of a battle in Europe that was caused by religious conflict took place in the Netherlands, between the Dutch citizens and their ruler Phillip II of Spain. When he tried to gain control of the catholic church there, the Dutch rebelled. The Protestants began to assault the Catholics, destroy their churches, and revolt against Phillip and his strict Catholic codes in 1572. The conflict ended in 1579 with a twelve year truce, when seven of the seventeen provinces united under Calvinism and William of Orange, and formed the United Provinces. The remaining ten remained under the rule of Spain. Another example of religious turmoil was the thirty-six year civil war in France, where the Huguenots were increasing in number despite the power of their enemies, the Catholics. The French Catholics, led by the noble family, Guise, faced off with the leading family of the Huguenots, the Bourbons. "The feuds which separate... ...h the freedom to choose religion), and the Presbyterians (who wanted a strict Calvinist system controlled by a strong central power). The Independents dominated the war with their New Model Army, and became an unstoppable force in England. They were led by the influential and militant Oliver Cromwell (whose nickname became "Lord Protector")of the House of Commons, and captured Charles, removed the House of Lords and the Presbyterians from Parliament, and executed the "holy anointed." Although politics did play a major role in the conflicts that occurred in the sixteenth and the seventeenth centuries; it was religion which was the major cause of the wars and devastation that occurred in this time period, and many times throughout history weather before or after the seventeenth century. Bibliography: The Western Experience;Chambers. pg505-535. 1997

Computer systems assignment Essay

To build a PC you must buy all of the required components otherwise the computer will not work properly or not work at all. Here is a list of all required computer components to make it work:   Motherboard- motherboard is a main component in a computer. It is a printed circuit board and it connects the CPU, RAM, and the cards which generate sound and graphics so they can communicate between each other to make a working computer system. There are many types of motherboards, those ones made more recently than others are ATX motherboards. An ATX motherboards contain the normal I/O (input-output) connectors such as USB, serial ports, PS/2.without mother board there is no way the components will work together. Case- basically a case holds together all of the components so they don’t fall apart. The type of case depends on what motherboard is used for the computer. Nowadays it is ATX so the cases for these motherboards are ATX cases. CPU- Central Processing Unit is so called a brain of a computer. The CPU performs processes and runs programs on your computer. It is needed for any action that is done on a computer. The faster the CPU the faster it will do what is required. A processor is made up of cores. The more cores it has the better it is. Nowadays most CPUs have 2 cores and some even 4. That gives a lot of power and speed when executing instructions.   RAM- Random Access Memory is used to temporarily store data which will be lost when a computer is switched off. Ram stores some of operating system data and application data while it is being ran. RAM is essential in computer performance. The more memory there is the more applications can be ran on the computer at the same time. There are many forms of Memory. Nowadays most computers use DDR2 or DDR3   Graphics Card- Graphics Card is needed to display an images on a monitor. There are AGP, PCI, PCI-E graphics. It just depends on what slot on a motherboard the card will be connected to. New graphics cards are usually made with 512MB or 1024MB of video memory which can generate graphics for all of new games.   Sound Card- sound card basically generates sound for what is ran on a computer, whether it is games, music or films. The leading sound card producer is Creative.   Modem- modem is required in a computer if you want to connect to internet. It converts the digital binary signals to analogue signals so it can be transferred in a network. There are internal modems which are connected to motherboard inside the case and others are external which connect temporarily to USB ports.   FDD- Floppy Disk Drive reads floppy disks. Those are little diskettes which hold up to 1. 44 MB. The FDDs are not installe in new computer systems as they are replaced with more spacious USB disks.   HDD- hard disk drive is a storage device. It stores the operating systems and all sorts of Data such as music, word files, films†¦ pretty much anything. It does not lose the data as a computer switches off like RAM. It stores the data and lets people access it. The capacity of hard drives is counted in Gigabytes and terabytes. The computer components have to communicate with each other in order to make an output. Motherboard allows them to communicate via BUSes which. They are little cables or printed Circuits which computer components share In order to exchange communication. There are various amounts of data that can be carried by a bus at once. They usually range from 16 to 64 bits and this is called a width of the bus. This is speed of data exchange. Also the speed of data exchange is defined by frequency of a bus. It states how many bits are sent in particular time which is usually per second. For example a CPU working with applications sends binary data, information about a picture and graphics card takes the information and puts pixels in the same way as requested and then sends it to the monitor through a cable to display it on the screen. Another example could be a CPU receiving information from RAM, processing it and sending it further to another component. Installing and configuring a printer (not plug and play) I’ve been asked to present a process of installation of a printer. With CD It is simple to do, just put the CD provided with the device into the CD Drive and go to My Computer.. After that click on the CD Drive location to explore the CD content. When explored click on the setup icon and the setup will start automatically. In the setup window click next. When done next window will come up asking to agree with the license terms. Click yes to proceed to the next stage. In the next window choose how your printer will be connected to the computer and press next. It could be either Via USB, cable or a network. When chosen press next to start the installation. When the installation process reaches 100% press finish to finalize the process And now a printer driver is installed and the printer is ready to use. I was asked to perform another installation of a device driver which in turn will be a DVD-Writer. I was provided a CD with a driver that enables the DVD- Writer to function on a system. First put the CD in the CD drive tray. When done click on my computer Icon to show the icon of the CD put in. Double click on the CD icon with the driver software to explore the content of the disc. When done double click on a Setup icon to start the installation. A window will come up letting you choose the directory of the installation. When chosen click next to proceed to another stage. In the next windows it will ask to agree to license terms. Click â€Å"agree to the license terms† and next button. The installation will start shortly. It will take quite a while to install it and when it gets to 100% press finish button to finalize the installation which will restart the computer to apply the changes to the system. After that the DVD-Writer will start functioning properly. Undertaking a final cleanup of the equipment While cleaning up the equipment health and safety standards must be met. Before taking the computer system apart I put on an anti-static wristband and put the whole computer on the anti-static mat which will prevent any flow of electricity that could damage the system and bring health issues. I make sure that the computer is not plugged in to the electricity. When I am ready I take a screwdriver and open the computer case. I Put it aside and carefully unscrew the metal bit in the middle from the computer which prevents me from manoeuvring when cleaning up. I put it aside and look what needs to be cleaned up. First I take a look at the motherboard and ribbon cables. I take a mini vacuum cleaner with brush designed for computers and carefully hoover the dusty motherboard and cables. When done I do the same with the components and I make sure that there are no liquids inside the computer and that there are no pieces of metal or plastic objects other than the components which could damage it. Then I look at the components if they are connected to the motherboard and the power supply properly and cables attached in right places. When the cleaning is done I screw the metal bit on to the computer and the case making sure the screws are firmly inside. I’ve done all the activities with special care for my own safety as well as making sure not to damage the computer. I also have to look if any components are damaged or looking dodgy replacing them if true. The outside of the case should be cleaned as well, because if dust starts to build up it can access the inside and damage the components. Take a moist cloth and wipe the surface of the case carefully till it’s clean. Be careful as some cases have few fans, do not wipe the area close to the fans as the dust could easily get wiped inside by accident Selecting upgrades for a computer system. There are many components for computer out there. Choosing the best ones will have a major influence on computer’s performance. First important upgrade could be a faster processor which is responsible for the processes running on the computer, how fast they work and how many of them can be ran at the same time. The faster the computer the faster the processes and the operating system as a whole. More RAM memory is a good choice as well when upgrading a computer. It is needed to run the applications and games. Similar to the processor the performance of the programs partially depends on RAM memory and how fast it runs. Graphics card is a very important upgrade as well. The quality of the images displayed on a screen depends on graphics card. The better the graphics card the prettier and smoother the image displayed. It is very important when playing games as it’s allows to play new games showing the best quality textures and images. A Soundcard is an important upgrade as well. Soundcard is responsible for generating the sound. The better it is the better and deeper quality of sound. It is important when playing games, music or in a studio producing music. A bigger Hard Drive is needed to store more data on a computer as well as the bigger the hard drive the faster data transfer. DVD Writer is essential if burning data to DVDs which can be used on other computers. These DVDs can contain any type of data and are quite spacious. After all the main upgrade is a motherboard which must be of good quality to connect every component for a great performance outcome. Task 2 Purpose features and functions of two operating systems Windows XP- It’s an operating system which was created by Microsoft in 2001 and was a great success. This operating system is made for ordinary people performing basic tasks but is capable of much more. Windows XP can run and is compatible with a lot of applications which makes it useful in everyday life. The main purpose of it is multimedia for people who like to enjoy themselves. It offers various applications which are already built in such as Windows Media Player which is able to play music, movies and has a lot of options of multimedia such as library, playlists or something different like basic notepad, paint which allows drawing images and saving them to share. There are also office programs in offer which allow companies to carry out their tasks regarding finances and maintenance of various departments. Windows XP was a best selling OS thanks to its stability and functionality. It is a successor to both Windows ME and Windows 2000 and it has two versions which include Windows XP home edition for home multimedia users and Windows XP professional for more advanced users with office needs. Both of them though are able to run games as well as various applications which provide fun. Windows eXPerience, because that is its full name makes work a lot easier and provides fun. The interface is easy to use and it looks nice and is intuitional and that made it a best selling Microsoft OS. It contains a lot of functions such as drag and drop like any other OS, a Taskbar at the bottom of the desktop which shows which programs are currently running on the system. The user is also able to browse internet and stream media thanks to a built in internet browser called Internet Explorer which is an ambitious name. So far Windows XP was the best system that came out rated by many customers, but that could change with release of Windows 7. Screenshot of a desktop on Windows XP professional- Linux – Linux operating system was designed as open source free software. Its functionality ranges from servers, power-computers to mobile phones and laptops. It is easy to use and its design allows customers to use it in various purposes. It is widely used as an OS for servers and programmers because it contains an interface allowing users to perform High-tech tasks thanks to its stability. The software that comes built in the OS is a free internet browser Mozilla Firefox or OpenOffice. Org which is almost the same as Microsoft Office application pack. Linux has a variety of appearance options which make it neat and good looking. There is a lot of free software compatible with linux which is related to IT field as well as a messenger and email client which makes it very useful to different groups of users but particularly IT people. The variety and accessibility to them is very good which makes linux a popular OS and it is free as well and let to distribute by people. The desktop is pretty much a window desktop and is also very intuitional. Linux OS supports dozens of programming languages which allows writing and coding in many ways. It’s secure, stable. Few of purposes are support of real time applications and fun features such as producing music, photo montage and movie making applications. This operating system was created with thought of people in IT and media creating industry and it does its job very well. Screenshot of desktop on Linux Ubuntu distribution- Compare Windows comparing to Linux is more of a multimedia system. Linux was designed for programming and creating audio or movies. It is more stable than XP and also more secure. Linux has compatibility issues with some programs as it isn’t as popular as XP but they are replaced by free applications made for linux. There are also more device drivers for XP as companies create XP-specific drivers skipping linux. Linux is much lighter than XP and can be installed onto a system on the same partition as an additional application. XP doesn’t come with a lot of useful applications and utilities and they have to be purchased externally which increases the frequency of ads. Linux in turn has a range of applications already installed by default and if not then it is easy to download them for free from reliable and safe websites. Linux can run on slower and weaker computers as well as more advanced hi-spec machines. It is already small enough unlike XP so it can be installed on tablet PCs and it will perform nicely. Linux OS is also better at multi-tasking on any machine, it’s faster and smoother however some applications work slower than XP. If working on XP there are always more security risks than linux as there are less viruses created to infect linux than XP. Using utilities There are number of utilities that support and maintain the performance and security of computer systems. I will undertake few activities using the utilities. First one and one of the main ones are installing an antivirus to prevent infections: To do that I put in the CD provided with antivirus. And go to my computer to see the if the disc is read by the CD-drive. If it is read by the computer I Click on the icon of CD-drive to explore the content of the CD. After that I look for an icon â€Å"Setup† and double click on it to start the installation process. In the main setup window I can see that it is an antivirus installation and it tells me to click â€Å"Next† to start the installation. In the next window it allows me to choose the installation type whether it is local installation or central installation. Central installation allows me to install the antivirus onto the file server and then onto particular computer systems. I choose the local installation to install it on my computer and click next. In the next window I can choose the options antivirus can perform from the beginning. I choose the intercheck client so it provides security for my computer particularly, I click next. And now finally the installation process starts. It takes quite a while to install it. When it gets to the end another window comes up asking if I want to Run the antivirus now or I just want to finish. The installation is completed. Effects of the activities These activities are done to maintain the performance and security of computer systems. Antivirus installed on a computer prevents viruses from infecting the computer as well as any other harmful software. That is a key to a fast working computer and secure. Harmful software like viruses can bring a lot of damage to the operating system causing instability and potential loss of important files. A full system scan is needed after every week of work as many files and webpages were brought on to the system and It needs checking for any harmful units to maintain the security and keep the system fast. Installation of Service Pack 2 patch is needed for new definitions of internet threats as well as performance of the OS. It brings a firewall to the system which protects the computer from harmful software coming in from the internetwork. New performance solutions makes the system faster, more stable and more reliable. Defragmenting hard drives is one of the ways to bring back data integrity lost when doing certain tasks or simply using the system. The files on hard drive get messesd up after time from various causes and need to be put in order to maintain the disk space.

Humanitarian Neutrality Essay

International humanitarian work operates on the principle of inviolability (Anderson 42). Humanitarian organizations and workers can gain access to states, establish presence through a physical base and local networks, and provide aid and other humanitarian services needed by people without experiencing harm or infringement by claiming inviolability as the moral basis of humanitarian work. This principle finds support from the operation of neutral position, impartial action and independent organization. Neutral position means that humanitarian organizations and workers take an apolitical stand when providing aid or assistance in another country (Weller par. 10). Impartial action refers to the provision of assistance to populations or groups based on a set of objective criteria designed to meet this purpose. Independent organization pertains to the decision-making and operation of humanitarian organizations and the conduct of their work without any intervention by external parties. Attacks by terrorist groups on humanitarian workers (Leaning 419) and the bombing of the ICRC headquarters in Iraq shook the inviolability of international humanitarian work (Anderson 42). A justification is the emergence of neutrality issues that affects inviolability. There is need to reassess neutrality and update this concept to represent current developments in international humanitarian work. Concept of Neutrality The origin of neutrality is the Latin term neuter literally translated to mean not either. This implies the existence of two positions or sides and being neutral means not taking any of the positions or sides. When applied to politics, neutral means abstaining from taking one side or the other such as in the case war between two states. This also refers to the state of not having any feelings or views leaning towards one position relative to the other. In international humanitarian work, neutrality then means the provision of assistance without taking part in conflict or war and siding one power in political disputes. (Leaning 418) This also means the provision of assistance to the people of a foreign country without doing anything that constitutes support to the cause or position of one party in cases of political conflict or war (Weller par. 10). Another conceptualization of neutrality in international humanitarian work is pure humanitarian relief by not leaning towards any side over political issues (Anderson 42). The clarification of the concept of neutrality in international humanitarian work is not lacking in effort from the United Nations and non-government organizations. Decades of work in developing a working concept of neutrality continues. This is not an easy task. The idea of neutrality continues to evolve with developments in international humanitarian work. The most compelling development is the involvement of humanitarian organizations and workers in political sides whether this is with their conscious knowing or not. The incident of abduction of humanitarian workers is on the rise with terrorist organizations or dissident groups using humanitarian workers to strengthen their political stand (Leaning 419). Humanitarian organizations positioned in Iraq supporting the rebuilding of the state received strong criticism from anti-western groups in Iraq for being involved in the political exercise of the United States (Anderson 42). These developments are inconsistent with the existing conceptualization of humanitarian neutrality. These also support the need to reconsider the concept of neutrality and its workings in humanitarian aid. Emerging Issues on the Concept of Neutrality The issues on the concept of neutrality encompass its definition and significance or role in international humanitarian work. The confusion and uncertainty about humanitarian neutrality requires resolution to strengthen the shaky foundation of international humanitarian work. One issue is the uncertainty in the conceptualization of humanitarian neutrality in the context of conflict situations (Leaning 419). This led to different positions over what humanitarian neutrality means and over its importance to humanitarian work. One position considers humanitarian neutrality as a core value in doing humanitarian work because it provides the framework distinguishing the nature of work and motivation in providing humanitarian aid (Leaning 418). Without the operation of humanitarian neutrality, organizations and workers providing humanitarian aid lose their purpose as apolitically aiding or assisting victims of humanitarian crisis. The collapse of humanitarian neutrality would make humanitarian organizations and workers agents of state actors or advocates of dissident and terrorist groups. However, even proponents recognize problems in the concept of humanitarian neutrality. This is in conflict with impartiality. While neutrality means inaction, non-involvement, or non-participation, impartiality means action with objective guidance. Objective action has different implications from inaction. (Weller par. 9-11) This could explain the instability of the inviolability of humanitarian work in the context of conflict. The other position considers humanitarian neutrality as passe in the current context. In the present context of humanitarian work, access and work in a state in conflict with external or internal parties involve conditions that become inevitably political by the conflict. Some organizations no longer use humanitarian neutrality and replace this with non-partisan (Leaning 419) stand to reflect their intention not to participate in conflict or war. This emerged from the recognition that humanitarian neutrality does not exist in the reality of humanitarian work because the provision of assistance depends on the parties involved in the conflict or war. Another replacement for humanitarian neutrality is civilian protection with components of protection of human rights and provision of relief (Leaning 419). Protection is not neutral because this operates relative to a party or threat. Provision of relief has basis on objective standards that could mean giving more aid to a particular group involved in the conflict. Another issue is the relativity (Anderson 42; Weller par. 12) of perspectives over the humanitarian neutrality of organizations and workers. This caused and constituted an outcome of the uncertainty in the conceptualization of humanitarian neutrality. The uncertain conceptualization of humanitarian neutrality led to the varying definition and incorporation into standards of action for different non-government organizations, with some organizations limiting their work to humanitarian aid in line with neutrality while others expanded their work to civilian protection in recognition of the ineffectiveness in practicing neutrality given changes in the context of humanitarian work (Leaning 419). This in turn further led to the erosion of the concept of humanitarian neutrality. Many state and non-state actors involved in conflict carry varied views towards humanitarian organizations. The susceptibility of humanitarian organizations to political actions led to the provision of access and inviolability based on the perceived possible political leanings of organizations (Weller par. 12) such as the booting out or the forced leave of American humanitarian organizations in North Korea and Iraq respectively because of ties to the United States. Conclusion Developments in the environment of international humanitarian work support the need to reconsider the concept of humanitarian neutrality. One is the need to redevelop or even overhaul the concept of humanitarian neutrality to make it align with the current context of humanitarian work. The other is the need to develop a widely accepted and recognized standard of practice to counter relativity. These are difficult and involve the contribution of humanitarian organizations. Works Cited Anderson, Kenneth. â€Å"Humanitarian Inviolability in Crisis: The Meaning of Impartiality and Neutrality for U. N. and NGO Agencies Following the 2003–2004 Afghanistan and Iraq Conflicts. † Harvard Human Rights Journal 17(2004): 41-47. Leaning, Jennifer. â€Å"The Dilemma of Neutrality. † Prehospital and Disaster Medicine 22. 5 (2007): 418-421. Weller, Marc. â€Å"The Relativity of Humanitarian Neutrality and Impartiality. † The Journal of Humanitarian Assistance February (1998): 54 pars. 29 April 2009

Actions Speak Louder Than Words

Title: Actions speak louder than words: comparing automatic imitation and verbal command Authors: Helge Gillmeister, Arnaud Badets and Cecilia Heyes University College London, London, UK Corresponding author: Helge Gillmeister Department of Psychology, University College London, 26 Bedford Way, London WC1H 0AP, United Kingdom Tel. : +44 207 679 5379 E-mail: h. [email  protected] ac. uk Running head: Actions speak louder than words Word count: 3904 Actions speak louder than words AbstractAutomatic imitation – copying observed actions without intention – is known to occur, not only in neurological patients and those with developmental disorders, but also in healthy, typically-developing adults and children. Previous research has shown that a variety of actions are automatically imitated, and that automatic imitation promotes social affiliation and rapport. We assessed the power of automatic imitation by comparing it with the strength of the tendency to obey verbal comma nds. In a Stroop interference paradigm, the stimuli were compatible, incompatible and neutral compounds of hand postures and verbal commands.When imitative responses were required, the impact of irrelevant action images on responding to words was greater than the effect of irrelevant words on responding to actions. Control group performance showed that this asymmetry was not due to modality effects or differential salience of action and word stimuli. These results indicate that automatic imitation was more powerful than verbal command. 1 Actions speak louder than words Introduction Even when we do not intend to imitate others, we are inclined to copy their body movements.This tendency, known as ‘mimicry’ or ‘automatic imitation’, was once thought to be confined to patients with frontal brain damage (Lhermitte, Pillon, & Serdaru, 1986), atypically-developing individuals (e. g. Charman & Baron-Cohen, 1994), ‘savages’ (Darwin, 1989) and nonhuman a nimals (Thorndike, 1898). More recent research has shown that automatic imitation is also common in healthy, typically-developing adults (e. g. Wallbott, 1991; Lakin & Chartrand, 2003; Brass, Bekkering, Wohlschlager, & Prinz, 2000) and children (Simpson & Riggs, 2007).The purpose of the present study was to estimate the strength of our tendency automatically to imitate the behavior of others by comparing it with the strength of our tendency to do what we are told; to perform actions on verbal command. Most previous research on automatic imitation has been concerned, not with the strength of this tendency, but with its pervasiveness and effects on social attitudes. Carefully controlled laboratory studies have found automatic imitation of facial expressions (e. g. Wallbott, 1991), as well as finger (e. . Brass et al. , 2000), hand (Heyes, Bird, Johnson, & Haggard, 2005) and arm movements (e. g. Kilner, Paulignan, & Blakemore, 2003). Studies investigating the ‘chameleon 2 Actions speak louder than words effect’ in semi-naturalistic social situations have shown that gestures such as eartouching and foot-wagging are automatically imitated, that this kind of mimicry can occur without the imitator’s conscious awareness, and that it promotes affiliation and rapport between social partners (e. g. Lakin & Chartrand, 2003).Indirect evidence of the pervasiveness of automatic imitation has been provided by functional imaging and transcranial magnetic stimulation (TMS). For example, imaging has shown that the observation of hand, foot and mouth movements activates the same areas of premotor cortex active during their execution (Buccino et al. , 2001). Revealing yet further specificity, the observation of hand and arm movements selectively increases TMS-induced motor evoked potentials from the particular muscles involved in executing these movement (e. g. Strafella & Paus, 2000).In behavioral studies, stimulus-response compatibility (SRC) procedures are o ften used to detect automatic imitation. These procedures provide some indication of the strength of the automatic imitation tendency by showing that it can interfere with performance based on task instructions. For example, Kilner et al. (2003) instructed participants to make sinusoidal arm movements in a vertical plane while observing a model perform the same vertical movements (compatible condition) or sinusoidal arm movements in a horizontal plane (incompatible 3 Actions speak louder than words condition).Although participants were, presumably, equally motivated to obey instructions in the two conditions, their movements showed more, counterinstructional deviation from the vertical plane in the incompatible than in the compatible condition. Other SRC studies have shown that automatic imitation interferes, not only with the spatial properties of movement, but also with its timing. Participants instructed in a simple reaction time (RT) task to open their hand as soon as an observe d hand began to move, initiated the opening movement faster when the stimulus hand opened than when it closed (Heyes et al. 2005). Similar studies have shown that automatic imitation can influence the timing of hand and finger movements even when the observed movements are taskirrelevant, i. e. when participants are instructed to respond, not to the observed movements, but to arbitrary stimuli such as digits (Brass et al. , 2000), crosses (Bertenthal et al. , 2006) or colors (Sturmer, Aschersleben, & Prinz, 2000). As far as we are aware, only one study has explicitly compared the strength of automatic imitation with that of other response tendencies (Brass et al. , 2000).This study found that the impulse to imitate finger movements was stronger than the tendency to respond with finger movements to arbitrary symbols and to static spatial markers. The results were important in providing evidence that automatic imitation is genuinely automatic (i. e. that it occurs contrary to task ins tructions), and that it is not reducible to spatial compatibility (see also Heyes et al. , 2005; 4 Actions speak louder than words Bertenthal et al. , 2006), but Brass et al. (2000) provided only a very conservative estimate of the strength of automatic imitation.Theories of imitation assume that it is based on stimulus-response connections that are either innate (e. g. Meltzoff & Moore, 1997) or the product of long-term learning (e. g. Heyes & Ray, 2000). If this is the case, it is not surprising that the tendency to imitate is stronger than the tendency, based solely on task instructions, to respond differentially to symbolic cues. Like imitation, spatial compatibility effects depend on innate or learned response tendencies (Tagliabue, Zorzi, Umilta, & Bassignani, 2000). However, Brass et al. s study did not show that automatic imitation is generally stronger than the tendency to respond to the site of stimulation; only that automatic imitation is stronger than spatial compatibili ty when the spatial cue is smaller and less dynamic than the body movement cue. The present study provided a more stringent test of the strength of automatic imitation by comparing it with that of the tendency to obey verbal commands. Like imitation, verbal command is a common method of instruction in everyday life, and the power of words to evoke actions is a product of deeply engrained mechanisms.Indeed, one theory of imitation, the associative sequence learning (ASL) model (e. g. Heyes & Ray, 2000), suggests that the two response tendencies become engrained in the same way; that we learn to imitate through correlated 5 Actions speak louder than words experience of observing and executing action units, just as we learn the meanings of words through correlated experience of the words and their referents. We used a Stroop procedure to compare the strengths of automatic imitation and verbal command. There were four groups of participants.In the focal group (Manual-Auditory), particip ants were required in each trial to open or to close their hand in response to a compound stimulus. The compound consisted of an image of a hand in an open, closed or neutral posture, and the sound of a word: ‘open’, ‘close’ or a neutral nonword. In one condition, participants were instructed to imitate the action and to ignore the word (action-relevant task), and in the other condition they were told to obey the verbal command and to ignore the action (word-relevant task).In any given trial, the stimulus on the taskirrelevant dimension (the word in the action task, and the action in the word task) was compatible, incompatible or neutral with respect to the stimulus on the taskrelevant dimension. For example, in the action task, an image of an open hand was accompanied equally often by the word ‘open’ (compatible), the word ‘close’ (incompatible) and by a nonword (neutral). If the tendency to imitate is stronger than the tendency t o obey verbal commands, then, in this focal group, one would expect the impact on performance of action stimuli in the word task to be greater than the impact of word stimuli in Actions speak louder than words the action task. More specifically, one would expect the compatible taskirrelevant stimulus to speed responding, and /or the incompatible task-irrelevant stimulus to slow responding, more in the word task than in the action task. However, an effect of this kind would not be sufficient to show that automatic imitation is stronger than the tendency to obey verbal commands, for two reasons. First, it could be that the action images used in this experiment were more salient or easier to discriminate than the word stimuli.In this case, one would expect action images to be more potent stimuli, not only for automatic imitation, but also for nonimitative responding. To address this issue, we included a second group of participants (Vocal-Auditory) who were presented with exactly the s ame stimuli as the focal group, action images in compound with word sounds, but they were required to make vocal rather than imitative responses. For example, in the action task, this group said ‘open’ when they saw an opened hand, and ‘close’ when they saw a closed hand.Langton, O’Malley, & Bruce (1996, Experiment 5) found that irrelevant gestures affected vocal responses to words to the same extent as irrelevant words affected vocal responses to gestures. Therefore, we expected that, in contrast with the focal group, the performance of the Vocal-Auditory group would be affected equally by irrelevant actions in the word task, and by irrelevant words in the action task. 7 Actions speak louder than words The second issue concerns modality of stimulus presentation.In the focal group, actions were presented visually and words were presented in the auditory modality because those conditions are typical of everyday life. In the course of development, it i s likely that simple verbal instructions, consisting of a single word, are more often heard than seen. However, because spoken words unfold over time, whereas images are instantaneously available for processing, auditory presentation of verbal commands could put them at a disadvantage.In other words, if irrelevant actions have a greater impact than irrelevant words in the focal group, this could reflect, not the relative strengths of automatic imitation and verbal command, but faster processing of visual than auditory stimuli. To address this issue we included two further groups in which the word stimuli were written rather than spoken. One of these groups (Manual-Visual) made hand movement responses, and the other (Vocal-Visual) made vocal responses. Thus, there were four groups: Manual-Auditory, Vocal-Auditory, ManualVisual and Vocal-Visual.We predicted that in the focal Manual-Auditory group the effect of irrelevant actions on speed of responding to words would be greater than th e effect of irrelevant words on responding to actions. If this asymmetric effect indicates that the automatic tendency to imitate is stronger than the tendency to obey verbal commands, rather than an effect of nonspecific features of the stimuli or stimulus-response mapping, then it should also be present in the Manual-Visual group, but not in the Vocal-Auditory or Vocal-Visual groups. 8 Actions speak louder than words Method Participants Forty-eight right-handed volunteers (15 men, mean age: 22.  ±7. 5 years) were randomly assigned to one of four groups: Manual-Auditory, Vocal-Auditory, Manual-Visual and Vocal-Visual. All had normal or corrected-to-normal vision and normal hearing. The experiment was carried out with local ethical approval and written consent. Stimuli and Apparatus Warning and imperative stimuli were compounds of hand actions and words with coincidental onsets. Hand actions were life-sized images of postures made by a male right hand, taken from the angle at whic h one normally views one’s own hand, and presented on a laptop computer screen (60Hz, 400mm, 96DPI) in color on a black background.For the warning stimulus, the hand was in a neutral posture, with the fingers closed and pointing upwards in parallel with the thumb (visual angle: 6. 96 ° x 13. 33 °), and was shown for a variable duration between 800ms and 1520ms. For the imperative stimuli, the hand was in an opened (15. 5 ° x 13. 5 °), closed (7. 0 ° x 11. 2 °) or inverted neutral posture (see Figure 1D for examples), and was shown for 640ms. Word stimuli were either sound files presented via the laptop’s internal speaker (auditory) or superimposed in white 9 Actions speak louder than words nk on the hand stimuli in the centre of the screen (visual; 6. 5 ° to 7. 1 ° x 2. 6 ° to 3. 1 °). For the warning stimulus, the nonword clepo was presented for 650ms (auditory) or between 800 and 1520ms (visual). For the imperative stimuli, the word ‘openâ⠂¬â„¢, ‘close’ or the nonword pocle (see Figure 1C for examples) were presented for 640ms (visual) or between 600ms and 640ms (auditory). The nonwords clepo (warning stimulus) and pocle (neutral stimulus) were phonotactic amalgams of phonemes contained in the two words ‘open’ and ‘close’.Pocle contained the same syllables as clepo, presented in reverse order. For the manual response groups, response onset of opening and closing hand movements was measured by recording the electromyogram (EMG) from the first dorsal interosseus muscle of the right hand (see Heyes et al. , 2005). For the vocal response groups, onset of voice responses was measured via a free-standing electret microphone (Vivanco EM 32, Vivanco-direct. com). The RT interval began with the onset of the imperative stimulus, and ended with EMG onset (manual responses) or the activation of the microphone (vocal responses).Design and Procedure Participants sat at a viewing distance of a pproximately 700mm from the stimulus presentation screen. For the manual response groups, the participant’s right forearm lay in a horizontal position across his/her body, supported from elbow to wrist by an armrest. The wrist was rotated so that the fingers moved 10 Actions speak louder than words upwards during opening responses, and downwards when closing. Thus, the plane of response movement (up-down) was orthogonal to the plane of action stimulus movement (left-right), controlling for any effects of left-right spatial compatibility.After making each response, participants returned their hand to the neutral starting position; their fingers closed and parallel to the thumb. Each trial began with the presentation of the warning stimulus. After a variable duration it was replaced by the imperative stimulus. Participants were instructed to respond to the imperative stimulus as quickly as possible, without making errors, by opening or closing their hand (manual response groups ) or by saying ‘open’ or ‘close’ (vocal response groups) as soon as they saw an open or closed hand posture (action-relevant task), or heard or saw the word ‘open’ or ‘close’ (word-relevant task).They were instructed to ignore the irrelevant dimension. After the presentation of the imperative stimulus, the screen went black for 3000ms before the next trial. Four action-relevant and four word-relevant task blocks of 60 trials were presented in alternating order, counterbalanced between participants. Relevant and irrelevant stimulus compounds were compatible (e. g. an open hand accompanied by the word ‘open’), incompatible (e. g. an open hand accompanied by the word ‘close’) or neutral (e. . an open hand accompanied by the nonword pocle). The six trial types, defined by compatibility (compatible, neutral or 11 Actions speak louder than words incompatible) and relevant stimulus (open or close), were equiproba ble and randomly intermixed within each block. Results Mean RTs are plotted as a function of task and compatibility in Figures 1AD. Incorrect responses and RTs less than 100ms or greater than 1500ms were removed (3. 1%). Figure 1 about hereAs predicted, in the focal Manual-Auditory group (A) the impact of irrelevant actions on responding to words was greater than the impact of irrelevant words on responding to actions; there was an asymmetry favoring actions over words. This asymmetry was not observed in the Vocal-Auditory group (B), who responded to exactly the same stimuli using vocal responses rather than hand actions, suggesting that the asymmetry was not due to greater salience of the action than of the word stimuli.The asymmetry favoring actions over words was present in 12 Actions speak louder than words the Manual-Visual group (C), who saw rather than heard the word stimuli, indicating that it did not depend on faster processing of visual than auditory stimuli. Providing fur ther confirmation that this asymmetry was not due to nonspecific factors, the Vocal–Visual group (D) showed the reverse asymmetry; irrelevant actions had a lesser effect on responding to words than did irrelevant words on responding to actions.These impressions were confirmed by an initial ANOVA, in which task (action-relevant, word-relevant) and compatibility (compatible, neutral, incompatible) were within-subject factors, and response mode (manual, vocal) and word modality (auditory, visual) were between-subject factors, and by subsequent analyses in which a 2Ãâ€"3 ANOVA (task x compatibility) was applied to the RT data from each group separately. The initial analysis indicated a significant three-way interaction (task x compatibility x response mode: F(2, 94) = 35. , p < . 001), and a nonsignificant four-way interaction (task x compatibility x response mode x word modality: F(2, 94) = 1. 1, p = . 341). The separate analysis of the data from the focal Manual-Auditory group yielded a significant interaction between task and compatibility (F(2, 22) = 20. 8, p < . 001), confirming that there was an asymmetry favoring actions over words. This interaction was also significant in the Manual-Visual group (F(2, 22) = 25. 5, p < . 001), but it was 13 Actions speak louder than words bsent in the Vocal-Auditory group (F(2, 22) = 1. 5, p = . 252), and reversed in the Vocal-Visual group (F(2, 22) = 5. 5, p = . 017). In the two groups where there was an asymmetry favoring actions over words, mean RT in the action-relevant task was shorter than in the word-relevant task (Manual-Auditory: F(1, 11) = 48. 7, p < . 001; Manual-Visual: F(1, 11) = 172. 3, p < . 001). To check whether the action-dominant asymmetry was dependent on this main effect of task on RT, the data from these groups were subjected to bin analyses.For each group, RTs of each participant in each task were divided into five bins of equal size (Ratcliff, 1979). Three quintiles were selected in which, wi thin group, mean RT on neutral trials was approximately equal in action-relevant and word-relevant tasks. The data from these quintiles were subjected to 2x3x3 ANOVAs (task x compatibility x bin). These analyses showed that, in each group, although there was no main effect of task on RT (Manual-Auditory: F < 1; Manual-Visual: F(1, 11) = 1. 1, p = . 16), there was a significant task x compatibility interaction (Manual-Auditory: F(2, 22) = 11. 8, p < . 001; Manual-Visual: F(2, 22) = 11. 9, p = . 001). Thus, the action-dominant asymmetry observed in the Manual-Auditory and Manual-Visual groups did not depend on faster responding in the action task than in the word task. 14 Actions speak louder than words Discussion Previous research has shown that healthy adult humans have a pervasive and automatic tendency to imitate the actions of others, but this is the first study to provide a stringent test of the strength of this tendency.Using hand actions in a Stroop procedure, the power of act ions to elicit imitative responses was compared with the strength of our tendency to obey verbal commands. The results from the focal group, who made manual responses to simultaneously presented actions and spoken words, showed that the impact of irrelevant actions on responding to words was greater than the impact of irrelevant words on imitative responding to actions. The same asymmetry was observed when written, rather than spoken, words were presented, indicating that it was not due to faster processing in the visual modality.The same asymmetry was not observed when participants made vocal, rather than imitative, responses, indicating that the action-dominant asymmetry was not due to greater salience or discriminability of the action images than of the verbal stimuli. Therefore, these findings suggest that the human tendency to imitate is stronger than the tendency to obey verbal commands. Previous studies have indicated that irrelevant actions influence the control of movements made in response to color, spatial and symbolic cues (Sturmer et al. , 2000; Bertenthal et al. 2006; Brass et al. , 2000). The present findings show for 15 Actions speak louder than words the first time that automatic imitation effects occur, not only when the imperative stimuli bear an arbitrary or purely spatial relationship with responses, but also when they are verbal commands; that is, when the relationship between the imperative stimulus and the response is both specific and overlearned. Langton, O’Malley, & Bruce (1996, Experiment 5) used a Stroop procedure to compare the power of actions and words, but they did not examine imitative responding.Instead, they required participants to make vocal responses to directional gestures (a person pointing up, down, left and right) and to their verbal equivalents, and found symmetrical compatibility effects; irrelevant gestures affected vocal responses to words to the same extent as irrelevant words affected vocal responses to g estures. We found the same symmetrical pattern in our Vocal-Auditory group, when participants were making nonimitative responses, but a contrasting pattern, indicating action dominance, when participants were making imitative responses.Thus, comparison of the two studies i) confirms that action dominance is specific to imitation, and ii) indicates that, in the case of nonimitative vocal responding, actions and words have comparable impact both when the action stimuli are pointing gestures and when they are opening and closing hand movements. 16 Actions speak louder than words In a variant of the game ‘Simon says’, played at teatime in Victorian England, children were required to grip the tablecloth when an adult, gripping or releasing the cloth, said ‘Hold tight! ’, and to release the cloth, regardless of the adult’s action, when he said ‘Let go! . Presumably, amusement derived from the fact that, like the participants in the present experiment , children could not resist the influence of automatic imitation, and were therefore compelled flagrantly to disobey the authority of verbal command. However, the results of the present study do not merely vindicate the disobedient behavior of Victorian children. They show that automatic imitation is much more than a parlour game, or a device that experimental psychologists can use to investigate the processes involved in stimulus-response translation.These findings show that automatic imitation is not only pervasive but also powerful. Even among healthy, typicallydeveloping adults, it is more powerful than the tendency to obey verbal commands. In this context, actions do indeed speak louder than words. 17 Actions speak louder than words References Bertenthal, B. I. , Longo, M. R. , & Kosobud, A. (2006). Imitative response tendencies following observation of intransitive actions. Journal of Experimental Psychology: Human Perception and Performance, 32, 210–225. Brass, M. , Be kkering, H. , Wohlschlager, A. , & Prinz, W. 2000). Compatibility between observed and executed finger movements: comparing symbolic, spatial, and imitative cues. Brain and Cognition, 44, 124-43. Buccino, G. , Binkofski, F. , Fink, G. R. , Fadiga, L. , Fogassi, L. , Gallese, V. , Seitz, R. J. , Zilles, K. , Rizzolatti, G. , & Freund, H. J. (2001). Action observation activates premotor and parietal areas in a somatotopic manner: an fMRI study. European Journal of Neuroscience, 13, 400-404. Charman, T. , & Baron-Cohen, S. (1994). Another look at imitation in autism. Development and Psychopathology, 6, 403-413.Darwin, C. (1989). Voyage of the Beagle. London: Penguin Books. 18 Actions speak louder than words Heyes, C. M. , & Ray, E. D. (2000). What is the significance of imitation in animals? Advances in the Study of Behavior, 29, 215–245. Heyes, C. M. , Bird, G. , Johnson, H. , & Haggard, P. (2005). Experience modulates automatic imitation. Cognitive Brain Research, 22, 233-240. Kilner, J. M. , Paulignan, Y. , & Blakemore, S. J. (2003). An interference effect of observed biological movement on action. Current Biology, 13, 522–525. Lakin, J. L. , & Chartrand, T. L. (2003).Using nonconscious behavioral mimicry to create affiliation and rapport. Psychological Science, 14, 334-339. Langton, S. R. H. , O'Malley, C. , & Bruce, V. (1996). Actions speak louder than words: Symmetrical cross-modal interference effects in the processing of verbal and gestural information. Journal of Experimental Psychology: Human Perception and Performance, 22, 1357–1375. Lhermitte, F. , Pillon, B. , & Serdaru, N. (1986). Human autonomy and the frontal lobes. Part I: Imitation and utilization behavior: a neuropsychological study of 75 patients. Annals of Neurology, 19, 326-334. 19Actions speak louder than words Meltzoff, A. N. & Moore, M. K. (1997). Explaining facial imitation: A theoretical model. Early Development and Parenting, 6, 179-192. Ratcliff, R. (1979). Group reaction time distributions and an analysis of distribution statistics. Psychological Bulletin, 86, 446–461. Simpson, A. & Riggs, K. J. (2007). Under what conditions do young children have difficulty inhibiting manual actions? Developmental Psychology, 43, 417-428. Strafella, A. P. & Paus, T. (2000). Modulation of cortical excitability during action observation: a transcranial magnetic stimulation study.Neuroreport, 11, 22892292. Sturmer, B. , Aschersleben, G. , & Prinz, W. (2000). Correspondence effects with manual gestures and postures: a study of imitation. Journal of Experimental Psychology: Human Perception & Performance, 26, 1746-1759. Tagliabue, M. , Zorzi, M. , Umilta, C. , & Bassignani, F. (2000). The role of longterm-memory and short-term-memory links in the Simon effect. Journal of Experimental Psychology: Human Perception & Performance, 26, 648-670. 20 Actions speak louder than words Thorndike, E. L. (1898).Animal Intelligence: An Experimental Study of the Associa tive Processes in Animals (Psychological Review, Monograph Supplements, No. 8). New York: Macmillan. Wallbott, H. G. (1991). Recognition of emotion from facial expression via imitation? Some indirect evidence for an old theory. British Journal of Social Psychology, 30, 207-219. 21 Actions speak louder than words Author note AB is now at Faculte de Psychologie et des Sciences de l'Education, Universite Catholique de Louvain, Louvain-la-Neuve, Belgium. 22 Actions speak louder than words Figure caption Figure 1.RTs in compatible, neutral and incompatible trials for word-relevant (solid line) and action-relevant (broken line) task conditions. Results are presented separately for the four different participant groups: (A) ManualAuditory, (B) Vocal-Auditory, (C) Manual-Visual and (D) Vocal-Visual. Vertical bars indicate standard error of the mean. Images show compatible, neutral and incompatible stimulus compounds in action-relevant (Panel C) and word-relevant (Panel D) task conditions fo r the visual word modality groups (C and D). For the auditory word modality groups (A and B), words were spoken. 23