Based on your analyses of The Catcher in the Rye and two films Essay

Based on your analyses of The Catcher in the Rye and two films demonstrate one lesson developed in these texts about the role of - Essay Example The characters of Holden Caulfield in J.D. Salinger’s The Catcher in the Rye, the many characters in John Hughes’ The Breakfast Club, and Kat and Bianca Startford in Gil Junger’s 10 Things I Hate About You all struggle to maintain relationships with their parents while discovering their own identities, yielding different results in each situation. From the beginning of The Catcher in the Rye, it is evident that Holden Caulfield’s relationship with his parents isn’t quite what it is supposed to be. Holden discusses how he has been kicked out of school and yet, his parents are entirely unaware of it. He also expresses that he has no desire to come home. Right there, it was evident that Caulfield had a disconnect from his parents. Part of this disconnect may have been related to the fact that Caulfield was sent away to boarding school for so much of his life. Not only did he go to boarding schools, but he went to multiple boarding schools due to failin g out of one after the other. It is clear that he is a deeply emotionally disturbed individual throughout the novel, and yet his parents are insignificant figures in his life, as seen in the novel. Mr. and Mrs. Caulfield were not entirely to blame for this, of course. The family had gone through a great deal of emotional turmoil outside of Holden’s personal circumstances. Outside of the novel’s action, Holden’s older brother Allie, who serves as the family’s â€Å"golden child†, passed away from leukemia. Of course, this had an effect on Holden, his parents, and the relationship between them. As parents who are in mourning, their other children may not be on the forefront of their minds, as unfortunate as it may be. The consumption of their attention by the death of their child does not mean that they love their other children any less. Rather, they are preoccupied by the situation at hand. Consequently, the remaining children may feel as though th ey have been forgotten or are unimportant. In Holden’s case, he feels as though he’s living in the shadow of his deceased brother. Studies show that â€Å"Most children are resilient when bereaved, and their adaptation is facilitated by positive and authoritative parenting,† (Dowdney). Unfortunately for Holden, his bereavement process has not been facilitated. Rather, he has been in boarding school, where he has no choice but to sort things out for themselves. Coupling this with general teenage angst, it is extremely difficult for Holden to establish his own place in the world, let alone establish a healthy relationship with his parents. Each character in John Hughes’ The Breakfast Club has an intricate relationship with their respective parents. Their difference in social status also further the complexity of these relationships, as well as their behavior as a result of these relationships. In this film, the parent-child relationship is explored in a way in which we see how it effects the individual’s search for them true selves. In John Bender’s case, he adopts his tough guy persona as a way to mask the feelings he has over being physically abused by his father. Studies have shown that â€Å"Adolescents are at risk of academic failure, school drop-out, delinquency, and substance abuse. Some investigators have suggested that a history of family violence or abuse is the most significant difference between

Executive summary for Corporate Finance Valuation Essay

Executive summary for Corporate Finance Valuation - Essay Example This is because it gives clear information on the return on investment and the shareholders value that is payable to investors. The analysis focuses on Balfour Beatty Corporation that is a high rank engineering company with global presence. The company provides a wide range of products and services with an aim of meeting its shareholders and customer needs promptly. This report provides an in-depth analysis of the company’s shareholders value, its key variables, sensitivity evaluation and issues that threatens to compromise its performance. The aim is to identify its performance level and viability that is critical in enabling accurate investment decisions. Introduction Balfour Beatty plc is a renowned corporation that focuses its synergy in providing quality infrastructural and engineering services. The company strives to achieve its key objective that is to be the leading producer of quality engineering services globally. It is also set with an aim to maximize its key resour ces to enhance shareholders value. The company started its operations in the year 1909 as a small entity with a capital base of 50,000million Pounds. It has recorded a tremendous growth that has seen it expand its network to over 80 countries. The company’s exemplary performance is attributable to its effective shareholders value management and product development. ... The company is also credited for its strong focus on shareholders value that remains a key driver of performance in most settings. The element that defines the amount of return on investment shareholders are to achieve is vital in ensuring sustainable growth. It has been one of the key drivers of the company’s performance and growth since it attracts more investors who inject colossal sums of funds. These funds help in steering growth and service delivery to customers who hold high expectations. Indeed, any organization that aspires to record exemplary performance or attract more investors especially in the current business environment should develop viable resource maximization techniques. This report aims at giving credible information based on corporate finance valuation with focus to shareholder value analysis. It adopts Balfour Beatty plc as its case study. Definition of SVA and its role Shareholder value analysis (SVA) is a performance indicator that measures the return on investment value that a company remits to shareholders (Ranadiv, 2009, P, 1). It gives a clear indication or information on the amount investors receive per shares held. It also measures a company’s financial capacity and value by comparing the returns that stockholders receive every financial year. This enables managers to make credible decisions pertaining to performance and attraction of new investors. Consequently, it facilitates investments decision-making since it gives investors a prior knowledge on a company’s performance and the expected returns (Ranadiv, 2009, P, 1). This is vital since investor’s interest is to earn returns on their investment and to receive refunds of the capital contribution.

System Modeling & Requirement Analysis Essay Example for Free

System Modeling Requirement Analysis Essay a)Discuss the strengths and the limitation of the traditional systems development life cycle (SDLC). Systems development life cycle or software development life cycle is a conceptual model. The systems development life cycle describes the stages in an information system development project (Marios Alexandrou 2011, para.1) which from begin till the end and maintenance of system. The objectives of traditional systems development life cycle are to ensure end-state solutions meet user requirement in support of business strategies goals (FrankKlucznik 2006, para.1) and provides detailed guides of all aspect of system development or scope to managers. Commonly, the traditional systems development life cycle has 5 phases. First phase is planning which identify and analysis what to do. Second is analysis, analyse the requirement of system. Third is design the usability, detail and architectural of system. Next is implementation or programming through software testing and testing code. The last is support to maintain the system. Strengths The traditional systems development life cycle is familiar and easy model to develop a system. This is because the most of designers and programmers familiar with traditional systems development life cycle. Besides that, many people understand and easy to learn the approach of traditional systems development life cycle which the steps are clearly outlined (Tayntor Christine B 2007). The traditional systems development life cycle is a systematic approach, so the software or system is created or a well planned pattern (Greekinterview 2008). Using traditional systems development life cycle approach in development of system will organise and manage the task for the system clearly and organised. The traditional systems development life cycle that emphasises on project control creates formal documentation. The formal documentation ensures the system requirement can be traced back to state business. The formal documentation also records the phases of traditional systems development life cycle, then the managers can used to maximise management control and used as references for next creation of system. During the traditional systems development life cycle, it creates many intermediate products during the phases of systems development. These intermediate products will be reviewed by both managers and users. The intermediate products tested by users or customers to check whether the system meets their requirements. The traditional systems development life cycle was useful for building large and complex system. The large and complex system requires a lot of plan and traditional systems development life cycle approach can solve these problems. The traditional systems development life cycle approach was highly structure and well-defined. Therefore, the system can be planned properly by using traditional systems development life cycle approach. Limitation However, the traditional systems development life cycle is a time consuming approach. Since the traditional systems development life cycle at least has 5 phases to create a system. Each phase requires a few days till some months to complete it. So it takes a few months or years to create system when run these phases for creation of system. In addition, it takes time to create documentation which need record the process of each phase. The traditional systems development life cycle is a costly or expensive approach for system development. Each phase of the approach requires a lot of money. The costs that used in each phase are the error of the process, cost for process and cost for experts that run the phase of the approach. Documentation in traditional systems development life cycle is costly to create because it needs to create in each phase and maintain the documentation. The traditional systems development life cycle may create generation of unnecessary document (Tayntor Christine B 2007). It will happen when people followed the process of each phase slavishly. These mostly happen to the inexperienced managers and staff that believe that all the processes are required to be documentation. The traditional systems development life cycle is an inflexible approach to develop a system where it hard and lack of responds to change of system development. Cutter (2000) states the traditional system development life cycle is full-short in the new e-business environment. They (traditional systems development life cycle) are unable to keep up with fast-paced ever-changing e-business project. Therefore these approach cannot use for easy creep scope of system development. The other limitation in traditional systems life cycle is the customer or user is involved only periodically (Tayntor Christine B 2007) in phase of the system development. The traditional systems development life cycle was mainly participant in the developing system while the users or customers only test the product at the end and less chances to give feedback for the system development. This may lead misunderstanding between designers, programmers, managers and customers about the requirements and functions of the system to be made.

Cultural Diversity Within The Hospitality Industry Commerce Essay

Cultural Diversity Within The Hospitality Industry Commerce Essay Organizations around the world has realized that the cultural diversity within the organization is not a negative aspect, rather can facilitate organizational stalk for glory (Papers4you.com, 2006). However this is not an easy task to manage employees from different cultural backgrounds. However, there are many policy guidelines that can make the task easier. In a broader perspective, cultural diversity can be managed through communication (creating awareness among all employees about diverse values of peers through communication), cultivating (facilitating the recognition, support and encouragement of success of any employee with all other workers), and capitalizing (linking diversity to every business process and strategy such as succession planning, reengineering, employee development, performance management and review, and reward systems) strategies (Cascio, 1995). There are many different innovative ways that organizations have adopted to manage diversity. For example Tabra Incorporation, a small manufacturer of jewelry and accessories inCalifornia composed of modest size, is the composition of the third world immigrants fromCambodia, China, El Salvador, Ethiopia, India, Laos, Mexico, Thailand, Tibet, Vietnam and other nations. To recognize the importance of their cultural association, at least 10-12 different flags are still hanging from the ceiling of its main production facility, which represent the country of origin of employees. Viewpoint owner is I wish that were a little United Nations for everyone to agree and appreciate the culture of others instead of just tolerating it. (Bhatia Chaudary, 2003) If cultural diversity can be managed effectively, there is potential to use diverse workforce benefits the organization. Cox and Balke (1991) argues that multiculturalism is directly linked to the success of the organization as Effectively managed the culture of many companies have cost effective competitive advantage It helps to promote minority friendly reputation among potential employees Various cultural societies help customers to achieve that with a variety of people Diverse group of employees are perceived to be more creative and effective problem solving compared to homogenous group Ability to manage cultural diversity increases adaptability and flexibility of an organization to environmental changes. Many examples of organization may be taken in this regard. In Australia, for instance, Hotel Nikko in Sydney has one edge that staff in the areas of the user to connect directly speak a total of 34 different languages. Similarly Qantas Flight Catering has sixty-six nationalities on staff, with various persons born abroad leaders. If committed various ethnic cuisines has given Qantas a huge competitive advantage that offers food based on taste and ethnic customer requirements. Moreover Dons Smallgoods through literacy, language and cultural training increased intercultural communication and increased profits while reducing costs at a time. Similarly, The Cheesecake Factory had made special efforts to understand the quality of packaging and Japanese culture as employees in Asia to help leaders understand the Asian flavors so they can target exports to Asia (Nankervis et al, 2002) Hence the discussion suggests that it is important to realize that cultural diversity must be considered as a tool for better organizational progress rather than a management problem and if effectively managed, it can be a key to gain competitive advantage and success. Like other industries in the hospitality sector is facing challenges of diversity and specific opportunities.  In 2003, the Department of Commerce, Enterprise and Employment has issued more permits forty seven thousand workers, migrant workers, this was more than eleven and a half thousand different employers and workplaces.  According to IBEC hotel and restaurant is the major employer of nationals NONEU with about 23% work in the area.  This creates challenges in that the organizations should create and maintain workplaces that evoke a concept of fluidity in their organization will accept and take into account differences in humans.  Achieving this requires leadership diversity, the diversity of organizational structures effective and successful planning and execution of decisions of diversity appropriate and timely.   Research: Through research, a number of focus groups were conducted at various locations throughout the country.  These meetings brought together representatives of properties and organizations operating within (or connected to) the hospitality industry.  Participants included hotel owners, restaurant owners, hotel managers, Catering Managers, human resource managers, supervisors and hotel food and Students Teachers colleges different host.( Bucher, R. 1999) The qualitative study was supported by quantitative research in the form of surveys were completed by participants in focus groups.  To guide and direct the search for a model (developed in both academic literature and practical experience) was used.  As shown in figure one, the framework assesses the extent to which organizations are taking steps to meet the challenges of diversity through assessment and planning dimensions of implementation. Regarding planning for diversity, the analysis criteria focused on Diversity Awareness (or the extent to Whish organizations are aware of diversity and proactively identify opportunities for diversity / challenges in their own contexts  ) and Diversity Options (which basically considers the type of diversity planning and decision making performed by organizations).  Regarding the implementation of diversity assessments have focused on Diversity Imperatives (the extent to which organizations share the responsibility for diversity and the development of rewarding diversity and effective structures of control) and   The variety of interfaces (which considers the extent to which it is internal and external cooperation on diversity and the degree to which assessments of effective structures were developed). While many host organizations have begun to take note of the dynamics of diversity change (such as legislation on equality), there seems to be some problems with respect to the ongoing, systematic collection of information  diversity to feed the decision-making.  For example, some research participants have difficulty identifying the nine grounds of discrimination, while others could not detail the cultural composition of staff within their organizations.  Research indicates that people in the area of May is not the collection of appropriate information and be sufficiently informed about the diverse and changing needs in the area of diversity.  The study also underlines that the host organizations are beginning to bring the dynamic change in the diversity of their own organizations and identify the specific challenges they face.  For example, many research participants acknowledged the importance of effective management and diversity have been able to describe the challenge s inherent in integrating a diverse staff. However, while research shows some recognition of the diversity of challenges there are questions regarding the identification of the full scope and range of the diversity of challenges facing those operating in the sector.  For example, some research participants saw diversity issues in a purely internal (in terms of managing diverse employees) and fails to recognize the diversity of external challenges that exist with regard to clients (under the law  Equality 2000 discrimination against customers on the basis of nine grounds of discrimination is prohibited and may result in legal challenges). Questions have also been highlighted regarding the identification of opportunities for diversity.For example, many research participants were able to describe changes in their organizations had done in order to treat or prevent diversity programs (eg the introduction of training or development of policies to deny  against prejudice).  On the other hand, few were able to describe the actions of their organizations had undertaken to take advantage of opportunities for increased diversity (such as development and marketing services to attract new and different segments, thus increasing  their market share and increase profits). Finally, research shows that if the home many organizations have engaged in gathering information and identifying problems on a reactive basis, which is less in respect of more proactive measures.  For example, some participants in focus groups described how their organizations have made decisions and made changes based on the variety of incidents had already occurred.  As reiterated by a research participant Were training required because we already had a number of cases. However there was less evidence of companies collecting information, identifying potential problems and resolve  these problems before they actually arise. Options Diversity: A number of questions about diversity of options have been identified which are: The study emphasizes that host many organizations are beginning to take decisions and to Diversity  choose effective options for diversity change.  For example, some host companies are now employing a diverse staff, engage in appropriate training in diversity and development of diversity policies. However, there are problems concerning the extent to which diversity plans are fully thought through (decision alternatives are not properly developed and evaluated to arrive at the best option for change) and the extent to which the impact  decisions on the chosen variety of other areas of operation is envisaged.  For example, some research participants said that they had taken the decision to employ staff nonnational they did not consider the impact this would have on existing national staff.  As will be seen by a participant in the research of these organizations now dealing with a whole new set of challenges to the extent that they have to manage how employees react India Although the study indicates an evolution towards the decision of thediversity within the area there are questions as to the whole scope and range of decisions (necessary to ensure compliance and effectively manage diversity) may not be in place. For example, organizations invest in May  resources in tra ining their own employees on diversity issues, but they neglect to ensure that contract staff employed by other agencies (such as door staff) received training sufficient diversity or are not even  aware of the diversity of organizations / equality policies. If this contract staffs are involved in an incident at the diversity of the organization itself can diversity activities softer (such as holding intercultural  or days of ethnic foods), but fail to take difficult decisions diversity around the developing diversity policy and training initiatives. Finally, issues relating to the time perspective in current decision making diversity were raised.Because decision making diversity tends to be reactive the long-term perspective necessary to effectively manage diversity in the future may not be in place.  For example, some hospitality students who attended the awareness sessions small provision has been made to ensure that students entering the industry are trained on diversity issues. The imperatives of diversity: A number of questions were raised about the diversity imperative, which include the following: Research shows that while the host organizations have begun to assign responsibility for diversity  does not appear to B happens on a broad base of organization or even holistic. For example, in diversity, some organizations is entirely administered by the HR staff or supervisors and as such does not form part  all organizational roles. As reiterated by one participant: I leave that to my managers and supervisors to manage   Another problem for the industry centers on the development of reward and effective control structures around diversity.  Research demonstrates that when people are not rewarded or controlled then the decision making or the diversity of behaviors effective diversity does not become a priority for these people.  As reiterated by a research participant Interfaces Diversity: A number of questions were raised about diversity interfaces, which include the following: There is some evidence to suggest that those operating in the sector began to focus on the development of  cooperation on diversity. For example, some host organizations have established committees for diversity while others have regular meetings attended by the diversity of people from different areas and levels of the organization  . However, in companies where the responsibility for diversity is attributed to a single person or a service, interagency cooperation around diversity May be a problem. A similar situation can be found at the industry level where there is little  evidence of the diversity of cooperation between organizations (eg information sharing or sector wide regular meetings to discuss issues). The research also indicates problems in the development of the feedback diversity and effective communication structures.  The continuous feeding information back into the decision-making and effective communication is essential if organizations are to learn and benefit from the experience of diversity in the long term. Awareness of diversity: As indicated in the previous section, research findings indicate a number of questions regarding the Diversity Awareness, which includes gathering information on diversity, identification of the diversity of challenges and  opportunities (as they relate to the specific context) and the development of proactive diversity measures. In addressing these issues, the following measures are recommended: Both industry and the corporate level, it is important that the diversity of information is collected systematically, effectively and continuously.  To achieve this organizations need to establish what type of data that diversity is necessary (such as information on changes in legislation on equality or diversity of best practices at national or international) where the relevant information can  be obtained (eg, quality Authority systems, Island and the Legal Office directly Equality Investigations) and the degree of effectiveness can be developed to ensure that data is captured and stored in a manner that is conducive to effective  decision making. Once the information has been collected, it must be proactively used to permanently identify the full scope and extent of the diversity of challenges and opportunities faced by the particular context.  To ensure a complete evaluation every individual in the context necessary to identify the challenges and opportunities affecting their role.  For example, those in receipt of a hotel may face problems that center on further implementation where diversity as managers earlier in the hierarchy May be more concerned about planning for diversity (  such as developing policies to ensure compliance with equality legislation).  Where there is an effect may lead to legal challenges (which follows in May negative reputation legal or financial results). Options Diversity: As indicated earlier research highlighted a number of Options diversity issues such as identification of alternatives diversity decision, decisions of the diversity and the decision of the  diversity of perspectives over time.  In addressing these questions should be considered: In the decision of the diversity, it is important that decision alternatives are developed, tested and chosen the best option (as opposed to jumping the decision most obvious or simple solution that comes to mind without thinking fully  options through).  In the development of alternative organizations should evaluate the decision other case studies (which have addressed similar problems or opportunities), look at what happens in the sectors of hospitality outside India, engage in problem  diversity issues, brainstorm and try to have representatives of all levels and areas of the organization involved in the process of decision making for diversity. Once a particular change option is selected, it is important to achieve integration and consistency between plans of diversity and other areas of organizational decision making.  In our experience, it may happen that the customer service at odds with the plans of diversity policies or vice versa.  For example, if a customer refuses to deal with an employee nonnational policy diversity in May prescribe a plan of action (whether the customer is informed that this is discrimination and given no choice but to deal with  staff member) where, as the customer service plan may accommodate the customer called at any time.  In achieving coherence between the different body plans, it is important that the impact of the diversity of decisions on other areas of operation is constantly evaluated and that individuals from different levels and areas of the  organization are involved in the process of decision making for diversity. Organizations must ensure that the full scope and range of decisions Diversity (required to ensure compliance with equality legislation) are taken.  Realizing this, it is important that all organizational roles is assessed, including the challenges and opportunities related to these roles are identified and that appropriate decisions are taken on this basis. Outlook appropriate time should underpin all decisions of the range of decisions (eg in some cases, a short-term perspective is necessary if, as in other prospects in the longer term will be necessary). Imperatives of diversity: The search results a number of diversity imperative issues including the allocation of responsibility for diversity, reward diversity and developing control structures and management support of the  diversity. In dealing with these issues, the following are recommended: By implementing effective diversity plans, it is important that responsibility is spread across a broad organizational base and comprehensive (ie all employees should be responsible for diversity in the context of their own role).  In achieving this number of measures are necessary, which include assessment of roles, identification of the nature and level of responsibility appropriate range for each job, the attribution of responsibility to the diversity of individual roles (all employees must be aware of their responsibilities in writing) and consideration of the responsibility for diversity over time .Once people have given responsibility, it is important that there be ongoing evaluation.  In this regard, different reward structures (where people are rewarded for positive diversity staffing decision-making or behavior) must be developed.  In addition, control structures to discourage people from engaging in the variety of negative behaviors (such as jokes in the workplace or other negative forms of discrimination) should be in place.  Political leadership and management support are absolutely critical in facilitating specific responsibilities related to diversity. Interfaces diversity: As indicated earlier research highlights a number of questions about diversity interfaces, which include internal cooperation and external diversity and development of structures of the diversity of feedback. In  dealing with these issues, the following measures are recommended: Interorganizational cooperation is important if diversity must be managed effectively.  For this purpose, the individual host organizations may establish committees of diversity (composed of people from different areas and levels of the organization), the conduct of the diversity of regular meetings and ensure timely and streaming  diversity TwoWay. External communication of diversity and cooperation (ie with other organizations in the sector) may be beneficial.  To achieve that representatives of different industry groupings should look to meet regularly to share information, solve problems and learn from the experiences of each other.  In addition, the information industry of the Cross: Diversity Working Group (to act as a support mechanism for the sector in relation to issues of diversity and assist organizations in moving to meet the  challenges and opportunities presented by diversity) should be considered. The structures must be in place to ensure that the diversity of information is continuously fed back into the hierarchy and in every stage of decision making.  In this way, organizations can ensure they continually learn both positive and negative experiences of diversity. (Wrench, J, 2001) Conclusion and general recommendations: In recent years dynamic diversity change have created new opportunities and challenges for organizations operating in the India economy.  This contribution briefly describes the research that was conducted for the India Hotel and restaurant around the Institute of the diversity of challenges faced by those working in the hospitality sector.  The study stresses that in view of the diversity of this sector is currently facing a series of questions.  Which focus on planning issues of diversity (such as identifying the diversity of challenges, opportunities and make effective decisions for diversity) and aspects of implementation (such as allocation of responsibility for diversity  and the creation of internal / external cooperation around diversity). To meet these challenges (both sectoral and organizational level), the following steps are recommended: Systems must be put in place to enable the ongoing collection and processing of informat ion diversity.  Mechanisms must be developed to facilitate the proactive identification of the diversity of challenges and opportunities over the long term.  Decision diversity effectiveness of decision making must be undertaken (which requires the identification of alternative decisions, choosing the most appropriate option, assessing the impact of decisions on other areas of diversity of the  company and if necessary by taking a long term approach to decision making).  Responsibility for diversity should be allocated to an organizational level and in the context of all the roles.  Reward and diversity of effective control structures should be developed and implemented.  Supporting diversity and leadership must be provided.  Cross-industry cooperation and interaction around diversity should be developed and maintained.  The diversity of structures appropriate information needed to facilitate the learning of the diversity of experiences.  Training in diversity and diversity management must be part of the curriculum in colleges host.  Diversity training and attitude of the company to diversity should be included in the initial training.

Goldenrod :: essays research papers

Goldenrod is common name for certain related plants of the composite family. The Canada goldenrod is really â€Å"Solidago canadensis†. They are typical autumn flowers of the United States that grow in a great variety of habitats: woods, meadows, hills, and rocky ground. For many years goldenrod was considered a major cause of hay fever, but experiments with goldenrod pollen have indicated that it is virtually harmless. It is so heavy that certain types of bugs actually have to lift it out. It is the state flower of Kentucky and Nebraska. Goldenrods are perennial herbs with wand like stems and stalk-less leaves. They usually grow to a height of 1.2 m (4 ft), but environmental conditions and species variations give them a range of 30 cm to 2 m (1 to 7 ft). Their yellow flowers are in graceful clusters. The genus goldenrods contain about 100 species, most of which are North American in origin. The Canada goldenrod, one of the commonest species, is of average height and has large panicles of small yellow flowers. The smaller sweet goldenrod has anise-scented leaves used to make herb tea. The wreath goldenrod, a low-growing species, is found in shady places. The November goldenrod is the tallest and bears large hairy panicles of flowers. Only one goldenrod species, the European goldenrod, is native to Europe. Several species of goldenrod that have white ray flowers are commonly called silverrod. Goldenrods make up the genus Solidago of the family Compositae. The Canada goldenrod is classified as Solidago canadensis, the sweet goldenrod as Solidago odora, the wreath goldenrod as Solidago caesia, and the November goldenrod as Solidago serotina. The European goldenrod is classified as Solidago virgaurea and the silverrod as Solidago bicolor. Goldenrods attracted short-lived commercial attention when Thomas Edison found that certain species contain latex. Some species (sometimes called dyer's-weed) have yielded a dye, and the leaves of many species have long been used for medicinal preparations and teas.

The Historiography of the Origins of the Cold War Essay -- History His

The Historiography of the Origins of the Cold War There have been many attempts to explain the origins of the Cold War that developed between the capitalist West and the communist East after the Second World War. Indeed, there is great disagreement in explaining the source for the Cold War; some explanations draw on events pre-1945; some draw only on issues of ideology; others look to economics; security concerns dominate some arguments; personalities are seen as the root cause for some historians. So wide is the range of the historiography of the origins of the Cold War that is has been said "the Cold War has also spawned a war among historians, a controversy over how the Cold War got started, whether or not it was inevitable, and (above all) who bears the main responsibility for starting it" (Hammond 4). There are three main schools of thought in the historiography: the traditional view, known alternatively as the orthodox or liberal view, which finds fault lying mostly with the Russians and deems security concerns to be the root cause of the Cold War; the revisionist view, which argues that it is, in fact, the United States and the West to blame for the Cold War and not the Russians, and cites economic open-door interests for spawning the Cold War; finally, the post-revisionist view which finds fault with both sides in the conflict and points to issues raised both by the traditionalists as well as the revisionists for combining to cause the Cold War. While strong arguments are made by historians writing from the traditionalist school, as well as those writing from the revisionist school, I claim that the viewpoint of the post-revisionists is the most accurate in describing the origins of the Cold War. In the years imme... ... sides as having been the cause of the struggle. In evaluating the historiography of the origins of the Cold War, I deem the post-revisionist account to be the most convincing of all those assessments offered thus far. Bibliography McCauley, Martin. The Origins of the Cold War 1941-1949. 2nd Ed. Longman. London, 1995. Hammond, Thomas, Editor. Witnesses to the Origins of the Cold War. University of Washington Press. Seattle, 1982. Gaddis, John Lewis. We Now Know: Rethinking Cold War History. Clarendon Press. Oxford, 1997. Saull, Richard. Rethinking Theory and History in the Cold War. Frank Cass. London, 2001. Crozier, Brian et. Al. This War Called Peace. Sherwood Press. London, 1984. Fleming, D. F. The Cold War and its Origins, 1917-1960. George Allen and Unwin. London, 1961. Morgan, Richard. The Unsettled Peace. BBC. London, 1974.

Earning a College Degree Essay

Earning a college degree has always been a very important goal of mine. My children are getting older and in a few short years will start looking into college themselves. It became more important for me now than ever to make my dream, my goal, a reality. There were many factors that came into play when I decided that this was the right time in my life to return to school. Being a non-traditional student, cost, flexibility, and accreditation were among the most important factors for me when choosing an online university. As my research into finding the right university continued, I found that Western Governors University had much more to offer their students than just an education. The financial aspect of returning to school was probably my biggest concern. I wanted to earn a degree, but didn’t want to be left with a hefty student loan payment at the end. Many of the online University’s that I looked into were â€Å"for profit† schools. Being inexperienced and new to this research I didn’t realize that there was such thing as a â€Å"non for profit† online University until I stumbled upon WGU. With affordable tuition, I knew that my dream could soon become reality. My children and husband are my number one priorities. They always have been, always will be. My time spent with them is precious and something that I would not give up for anything. The flexibility in classes and coursework that WGU offers has given me the perfect balance to be both a mother and a student. Since WGU is a competency based school, this allows me to spend less time on the material that I already know and concentrate more on the subjects that I am not as familiar with. Accreditation was another important factor for me. I didn’t want to spend the next 3 to 4 years going to school, spending countless hours reading and studying, only to find out that future employers would not take my degree seriously. Finding out that WGU is highly respected among businesses made my decision that much easier. There have been a few unexpected surprises along my journey thus far, with WellConnect being one of them. I never realized how much an online university could care about the health and wellbeing of their students. WGU also has some great mentors who not only offer encouragement, but push you to do the best and be the best that you can be. From my first inquiry of Western Governors University to now, I can say that, without a doubt, I made the right decision. I have finally found an online university who is just as committed to my success as I am. I would encourage anyone thinking about  returning to school as a non-traditional student to look no further than Western Governors University. With their low-cost tuition, flexibility, and accreditation to their amazing and caring mentors and their competency based program, WGU is definitely a perfect fit.