The Importance of Arts Education Essay -- Argumentative Persuasive Edu

The Importance of Arts Education Jane Alexander, Chairman of the National talent for the Arts (NEA), once said, Many children are missing out on something which gives their education context, gives their lives depth and meaning, and prepares them to be the future workforce. This something that she spoke of is music and art education. Unfortunately, she is but correct. We are currently seeing in our country a dramatic cut in arts education curriculum in our public schools collectable to the limited amount of both time and funding. In many cases budget cutbacks mean arts education cutbacks. This limited amount of resources often forces administrators to place a value on the various subject areas. There is always a demand for greater concentration upon the traditional basics English, math, science, and history. There is also a new focus on computer competency and a renewed focus on the need for foreign language education. Add to this health education, family lifeti me education, industrial arts education, AIDS education, home economics, physical education, and business education and one begins to wonder where arts education fits in. Every student in the area should have an education in the arts. This is the opening statement of The Value and Quality of Arts Education A Statement of Principles, a document from the nations ten most important educational organizations. The basic message is that music and art programs in the schools help our kids and communities in real and substantial ways. There is an big amount of facts and information that supports this statement. The benefits of arts education can be narrowed down into 4 basic categories success in developing intelligence, success in ... ...ls. There is so much that can be gained from arts education. It is imperative that music and art education remains in public schools. Because, even though it has been said many times before, the fact remains that the arts enrich us all. Arts ed ucation opens doors that help children pass from school in to the existence around them a world of work, culture, intellectual activity, and human involvement. The future of our nation depends on providing our children with a complete education that includes the arts. Gerald Ford, former President of the United States of the StatesThe arts are about communication, creativity, and cooperation, and, by studying the arts in school, students have the opportunity to build on these skills, enrich their lives and experience the world from a new perspective. Bill Clinton, former President of the United States of America

Ballad of Birmingham :: Ballad of Birmingham Essays

Ballad of Birmingham         In the poem Ballad of Birmingham, by Dudley Randall, written in 1969, Mr.Randall uses of mockery to describes the events of the mothers decision, and alsoher concern for the welfare of her darling little child. It seems odd that thischild would even know what a freedom march is, but this would be considered commonplace back in the early 1960s, when Mr. Martin Luther King Jr. had rallies andfreedom marches to free the African American people from discrimination andsegregation (Hunter 6). It also seems genuinely ironic that the young child is actinglike an adult in this particular situation (Hunter 12). I think the mother wouldbe the one who would deprivation to got to the march to free her people, not the child.In the poem Ballad of Birmingham, by Dudley Randall, written in 1969, Mr.Randall uses tone and irony to describe the events of the mothers decisions, andas well as her concern for her childs well being.  & nbsp                     In the send-off stanza irony is used in order to makereading the poem more interesting. The situation in this first stanza is alsovery important. The little child is in a desperate situation and wants to helpbetter the lives of the African Americans. Randall also focuses on specific goal here. The speaker is allowing the reader to make a mental picture of onespecific march in Birmingham (Hunter 17). But, you know as well as I, that with quietude marches and rallies comes violence and hostility. This is exactly what thelittle girls mother is afraid of, this is why she will not let her go to themarch. It also seems weird that her mother is so sure that going to church,instead of going to the march, will be the best thing for her. (Hunter 19-20).Typically, a church is to be a very safe and dedicated place where no-one wouldimagine a bombing or any other type of violence to happen. What is ironic aboutthis is that going to church turns out to be the worst place for her to be(Hunter 21). Something else that strikes me funny is that her mother dresses herin her daughter in her best clothes to go to church with her. What is ironichere is that she finish up wearing them to her funeral instead (Hunter 26). Thereis also a shift in dialogue here in the fifth stanza(Hunter 27). Here thenarrator starts to conceive over. The narrators tone shows the reader the pride and

Censorship Online :: essays research papers

Censorship OnlineThere is a section of the American populace that is slowly slithering intothe spotlight after nearly two decades in clandestine. Armed with their oddnetspeak, mouses, glowing monitors, and immediate access to a world ofinformation, both serious and amateur Hackers alike have at last tote up out of thecomputer lab and into mainstream pop culture. Since I despise pleading ignorantabout anything, I chose to read Mr. McDonalds condition because of its minutiaconcerning the future of the more amusive aspect of computing the game. Thisarticle is relevant because whether we like it or non, the PC (personalcomputer) is only going to grow in popularity and use, and the best weaponagainst the abuse of this crude gee-whiz technology is to be educated about it.It is simply amazing how far gaming has come in the past decade. We havegone from stick figures on a blank screen to interactive movies. The PC is thenewest way to play because it has the capability to serve and dis play muchmore complex games than anything by Nintendo or Sega. Some problems with this,however, are the enormous cost of s descent system and software and thetechnology that moves at lightning speed. The computer you buy tomorrow willnot be able to handle any of the new software two years from now. Owners mustnot only keep up with the new trends save must also be well aware of what theirown system can sustain so that they do not overload it and cause it to crash.This article focuses on interactive video, which is a relatively new field inthe gaming industry. The games that have been on the market have not lived upto the bombing of advertising gamers have been subjected to. The videoitself is often choppy and blurry, it rarely enhances the plot of the game, andhas yet to be truely interactive. This is because it is not part of a moviesnature to mingle with the audience. newfangled software consumers should be aware ofthis before shelling out $60-$80 for an over-hyped game.This art icle offers the titles of the few good interactive games thathave hit the shelves this year as well as a list of ones to avoid. It alsodescribes several of the video cards (special flat chips that can be insertedinto the back of your machine to help it process data) that you would have to

Blacks In Film Essay -- essays research papers

Film is one of the most influential means of communication and a sizeable mass medium ofpropaganda. Race and representation is central to the study of the black mental pictureactor, since the major studios continue to reflect and reward the stereotyps of our times.The depiction of blacks in Hollywood movies reinforce legion(predicate) of the misconceptions ofthe white majority rather than objective touchableity, limiting black actors to stereotypical roles.The movie "Soul Food" proved to be the inspiration for African-Americans peckish forbalanced, vivid depictions of blacks in America The film is about a Chicago family whoairs out its tribulations over Sunday dinner. It depicts well educated African Americans in plenteous suburban homes and high ranking job titles. Yet, comedic films, much(prenominal) as "BootyCall," or violent dramas, much(prenominal) as "Dead Presidents" or " following(a) Friday," restrained seem to be thenorms for blac k films in Hollywood. There are no gun-toting ruffians in "Soul Food," noover-the-top streetwise caricatures. Instead, the film serves up real-life characters contend with real-life familial problems. Thats why it seems to resonate with blackaudiences -- and why it was considered risky to make. "Soul Food" resonates with blacksbecause, as with whites, the most evocative films present idealized visions of their reallives. Unfortunately, films such as Soul Food, Love Jones, and The Best Man,rarely receive the credit in which they deserve due to the lack of promotions andviewership by mainstream society. In witness of this truth, the American public is facedwith the guilt of perpetuating the historical images of Sambo and Mammy with the newdepictions of aggressive, streetwise, and comedic caricatures.     In recent years, much of the debate around racial inconsistency in the United Stateshas focused on Representation. That is how peopleare imagined, portrayed, and often separated by the mass media. Integrally linked is the question of how these depictions inthe world of media turn over to genial discrimination and personal self-esteem in the realworld. No medium is a more powerful disseminator of images and stereotypes thantelevision, and no citizens have suffered more from magic in this country thanminorities. However, too often the debate about race and represen... ...he 80s. It seemed TV and film pioneer Bill Cosby hadfinally broken by means of the stereotype ceiling, depicting the life a strong black middle classfamily and projecting it into the living rooms of blacks and whites throughout the UnitedStates and the world. But undecomposed a few short years after Cosby, televisions way of dealingwith portraying black life was simply not to. For years none of the major networks werecreating computer programing for black audiences. UPN, Warner Brothers Network and FoxNetwork shrewdly tried to fill that void. However t he succession of black shows createdby these networks seemed not to be a impart of a sincere social consciousness, but ratheran attempt to appeal to an untapped revenue market.     And so blacks have come full rotary as it is this market and its hopes for somethingbetter than images of domestics and mammies that first spawned the blaxploitation craze.There is no argument that blacks in film have made significant advancements since thedays of popular blaxploitation film such as Shaft. However there is also no argument thatblacks have far to go in receiving a fair and honest act in movies and television. Blacks In Film Essay -- essays research papers Film is one of the most influential means of communication and a powerful medium ofpropaganda. Race and representation is central to the study of the black filmactor, since the major studios continue to reflect and reinforce the stereotyps of our times.The depiction of blacks in Hollywood movies rein force many of the misconceptions ofthe white majority rather than objective reality, limiting black actors to stereotypical roles.The movie "Soul Food" proved to be the inspiration for African-Americans hungry forbalanced, realistic depictions of blacks in America The film is about a Chicago family whoairs out its tribulations over Sunday dinner. It depicts well educated African Americans inlavish suburban homes and high ranking job titles. Yet, comedic films, such as "BootyCall," or violent dramas, such as "Dead Presidents" or "Next Friday," still seem to be thenorms for black films in Hollywood. There are no gun-toting ruffians in "Soul Food," noover-the-top streetwise caricatures. Instead, the film serves up real-life charactersgrappling with real-life familial problems. Thats why it seems to resonate with blackaudiences -- and why it was considered risky to make. "Soul Food" resonates with blacksbecause, as with whites, the most ev ocative films present idealized visions of their reallives. Unfortunately, films such as Soul Food, Love Jones, and The Best Man,rarely receive the credit in which they deserve due to the lack of promotions andviewership by mainstream society. In witness of this truth, the American public is facedwith the guilt of perpetuating the historical images of Sambo and Mammy with the newdepictions of aggressive, streetwise, and comedic caricatures.     In recent years, much of the debate around racial inequality in the United Stateshas focused on Representation. That is how peopleare imagined, portrayed, and often stereotyped by the mass media. Integrally linked is the question of how these depictions inthe world of media contribute to social discrimination and personal self-esteem in the realworld. No medium is a more powerful disseminator of images and stereotypes thantelevision, and no citizens have suffered more from misrepresentation in this country thanminorities. However, too often the debate about race and represen... ...he 80s. It seemed TV and film pioneer Bill Cosby hadfinally broken through the stereotype ceiling, depicting the life a strong black middle classfamily and projecting it into the living rooms of blacks and whites throughout the UnitedStates and the world. But just a few short years after Cosby, televisions way of dealingwith portraying black life was simply not to. For years none of the major networks werecreating programming for black audiences. UPN, Warner Brothers Network and FoxNetwork shrewdly tried to fill that void. However the succession of black shows createdby these networks seemed not to be a result of a sincere social consciousness, but ratheran attempt to appeal to an untapped revenue market.     And so blacks have come full circle as it is this market and its hopes for somethingbetter than images of domestics and mammies that first spawned the blaxploitation craze.There is no argument that blacks in film have made significant advancements since thedays of popular blaxploitation film such as Shaft. However there is also no argument thatblacks have far to go in receiving a fair and honest portrayal in movies and television.

His Odyssey to Chat :: Argumentative Persuasive Communication Essays

His Odyssey to Chat From the readings in Constructive Identity in the Computer Age, there are many authors with different views and claims more or less the Internet, such as Sherry Turkle who wrote an article called Identity in the Age of the Internet Living in the Mud, about how we should have hidden identities online to hide behind. Even Dale disburser had a few great points in her essay Gender Bending, about gender-neutral names enabling us to speak freely on the net so that we are not judged for being a man or a fair sex. The author that struck me most was Jesse Kornbluth. He is the author of the essay, (you make me feel like) A Virtual Woman. Kornbluth claims that he cannot have a meaningful conversation online because people are playing word games of either sexual content, or defending themselves against that elucidate of communication. And how people speak like they are online addicts. (you make me feel like) A Virtual Woman, expresses Kornbluths thoughts about communicati on. In the beginning of his essay, Kornbluth apologizes to any women readers who may have been anger by his portrayal of a woman character on the displace. Then he goes on telling his readers why he faked as a woman on the Net. Kornbluths main goal was to experiment with genders online. In the beginning of his venture through cyber communication, he is first approached by online addicts. These are people on the Net who like to express themselves using expressions such as LOL (laugh out loud) and LOLA to signify a warm greeting. These type of conversations only bored Kornbluth. So, he moved on to the next chat room, the member rooms. Yet, the people in this room only had one idea on their mind, The women, in the main, come to chide the men, in the main, talk to come. (Kornbluth 77). Next he tried the male rooms, although, Kornbluth knew that the male rooms were usually only for gay men. Kornbluth feels that if he were to actually stay and converse in the mens room chat he wouldnt have the chance to talk to men like himself, quick thinking, sharp tongued, straight men. His last chance was the women 4 women chat room. He figured that he couldnt just enter as a man because he would be kicked out and be forced to hang out in one of the main chats.

Grapes Of Wrath: Summary :: essays research papers

Grapes of Wrath SummaryThe book Grapes of Wrath tells about the dust Bowl peoples troubles theyhad coming to California. It tell about the Joads trip from Oklahoma toCalifornia. There are twelve people in the Joad family. The one person thatstood out the most between thee family was Ma. Mas great strength, and smartthinking is what keeps the Joad family together and going. Mas strong suitesare shown finished out the book. Nancy Reagan once said, "A women is like a teabag-only in hot water do you realize how strong she is." I dont know how NancyReagan did this save she described Ma Joad to you exactly.     The first time that Mas strength was showed was when grandma died. Shelied to an inspector telling him, "We got a sick ol lady. We got to get her toa doctor. We cant wait." The inspector bought the narration and let them pass ontheir way to California. Even therefore Ma didnt tell the family that grandma wasdead, instead she laid there next grandmas dead articulatio radiocarpea until they got toCalifornia. "She looked over the valley and said , Grandmas dead."     She keeps the family together when they want to split up. The firsttime that this was showed in the book when they pulled over to help the Wilsonswith the car. Tom suggested that him and Casey stay and batch the car while therest of the family gos on to Bakersfield and that they would meet them there.Ma then let out her fury, she held up a tire iron and demanded that they all ticktock together and that they will go to Bakersfield together.     Ma is also very smart. Her common sense is a higher then the rest ofthe familys. When Tom gets hit on a lower floor the eye by a officer Ma devises a plan toget Tom out of that government camp. She says, "Well put one mattress on thebottom, an then Tom gets quick there, an we take another mattress an sort offold it so it make a cave." She really puts her foot do wn with what she wants

Policies and procedures for communicating information Essay

Review of systems, policies and procedures for communicating information on health and social care workplace in accordance with legislative requirements. health and safety laws neer used to be in existence. It was the appointment of the first set of f deportory inspectors, initiated by the Provisions of the Factories Act of 1833, that brought about the foundations of health and safety. In recent times, a great leap was made when the Health and Safety at Work etc. Act 1974 was initiated. This was described as a bold and far-reaching piece of statute law by HSEs first Director General, John Locke. This became the primary piece of legislation covering occupational health and safety in Great Britain. The health and safety Act of 1974 has led to initiation of several other Acts which includes the followings below1.Health and safety (First Aid) Regulation 19812.Food Safety Act 1990 replaced by the food safety act of 19953.Management of health and safety regulation 19924.Manual handling operation regulation 19925.The Notification of Accidents and Dangerous Occurrences Regulations 1980 (NADOR), replaced by the Reporting of Injuries, Diseases and Dangerous Occurrences Regulation 1995 (RIDDOR).6.The Control of Substances Hazardous to Health Regulations (COSHH) 2002 Act This is just to mention a few.In 1977/78, the Health and safety annual report stipulated that there are overriding concerns to stimulate awareness of the risks and come on the joint participation of workers and management in efforts to eliminate them. Hence, making communication of health and safety issues paramount in the work place. Basically, there are three approved modes of communication of health and safety and these are1.Verbal2.Written3.Graphics

Mass marketing

Mass marketing is the process involved in presenting products to the general public using the mass media such as primetime television, radio, national newspapers, or magazines of general circulation. This is usually done with products which appeal to or perceived to be useful to people from all walks of life such as toothpaste, laundry detergent, or headache pill. This is referred to as the traditional regularity of marketing and was in use long before specialized or target-specific products came into being.Compared to the concept of deal marketing, mass marketing is more expensive because it utilizes the traditional mass media which get through to a wider range of reference. For instance, it was estimated that in the 1960s, a single television stead aired simultaneously oer the three television stations CBS, ABC, and NBC could already get a message across to 80% of women in the United States. (Bianco, Lowry, Berner, Arndt, Grover. 2004) exact marketing, on the other hand, is a r elatively new method in marketing where the target customers are contacted directly through mail, electronic mail, or the telephone. This method relies heavily on a customer list created, maintained, and regularly updated by a company or an advertising firm for the purpose. Organizations who are engaged in this method claim that their marketing efforts are measurable in terms of responses they receive from their targets.The system also allows them to conduct follow-ups in order to consummate sales, or extend after-sale services such as maintenance assistance or performance rating of their products. Basically, direct marketing allows you to focus limited resources where they are about likely to produce results measure the success of campaigns accurately by analyzing responses and test your marketing you can target a representative sample of your target audience and see what delivers the best response rates before developing a full campaign. ( employment Link) The concept is catchin g fire.The result of a transatlantic survey of over 500 direct marketers and service providers conducted in 2006 and released January 11, 2007, showed that 85% of respondents expect their online direct marketing expenditures to increase in 2007. (Direct Marketing News)REFERENCESBianco, A., T. Lowry, R. Berner, M. Arndt, & R. Grover. (2004). The Vanishing MassMarket. BusinessWeek online. (Retrieved fromhttp//www.businessweek.com/magazine/content/04_28/b3891001_mz001.htm)Business Link. Direct Marketing the basics. (Retrieved from http//www.businesslink.gov.uk/bdotz/action/detail?r.l1=1073861169&r.13=1073902327&type=RESOURCES&itemID=1073790746&r.12=1073858842&r.s=sc)Direct Marketing News. Alterian finds 85% of marketing and service providers plan to increaseOnline spending in 2007. (Retrieved fromhttp//www.dmn.ca/ move/articles/vol109/vol109_b.htm)

Effective Management of Job in Post Merger and Acquisition Scenario

RAYAT LONDON COLLEGE SUBJECT- RESEARCH METHODOLOGY COURSE- MBA SEMESTER 1 LECTURER SUBMITTED BY SUBMISSION meet DR. LANGESWARAN SUPRAMANIAN ARSHAD MUHAMMAD 14 DECEMBER 2007 EFFECTIVE MANAGEMENT OF JOB REDUNDANCIES IN POST MERGER AND ACQUISITION SCENARIO (SERVICE SECTOR) ASSIGNMENT TOPIC 1 TABLE OF CONTENTS 1. knock off 2. INTRODUCTION 3. MOTIVATION 4. RATIONALE 5. LITERATURE REVIEW 6. RESEARCH METHODOLOGY 7. FURTHER EVOLUTION 8. CONCLUSION 9. REFERENCES AND BIBLIOGRAPHIES Page NO 3 4 6 9 12 19 19 22 22 1. ABSTRACT This report introduces a practical model of breeding and development needs estimate to repress redundancies emphasise on employees subsequently union and acquisition. The proposed model is competency-based, which totallyows for the incorporation to reduce redundancies in post merger situation. When verbosity is the and r egresse available, employers perpetually feel obliged to assist those abnormal with positive planning measures for what, at the judgment o f conviction, stern seem an uncertain future.However, this is non an easy task. verbiage burn down be a difficult or fill, hitting hard two mentally and emotionally and unless professionally implemented, employers will invariably chance short of ? having d angiotensin converting enzyme enough to really help. E very(prenominal)one learns with verbiage in a different way. Being make redundant can provoke a range of emotions at different times, including shock, anger, loss, fear, denial or acceptance. Redundancy aft(prenominal) M&A is a happen to all employees, and needs cargonful handling and counselling. slight recognize are the needs of those left(a) behind. On the analogy of major disasters, they too demand meticulous attention to avoid deleterious force-outs both to themselves and to their organisations. The dispensement of restructuring, redeployment or verbosity is crucial, non exclusively to be gentlemans gentlemanitarian, or for trusty public relations, bu t also because the hard-hittingness, vision and mission of the organisation that survives is at stake. Survival tips for both the individualist and the organisation are indicated. 2. INTRODUCTION Since the late 1980s, the total take of mergers and acquisitions (M&As) has far surpassed the number that occurred by mode ofout the 1960s. Whereas the M&As throughout the 1960s were mainly out-of-pocket to unions mingled with conglomerates, the 1980s and 1990s has witnessed an increase in M&As between firms of different sizes and different industry display cases, Merger and acquisition would throw off corporeal strategies directed at gaining competitive advantage and satisfying customers? eeds always have human option implications, and tactics such(prenominal) as patronage redesign, multi-skilling, redeployment, training, cedeing for performance, layoffs and downsizing should be specifically directed at implementing the human resource strategies of organisations. Unfortuna tely, however, the strategic considerations which should ac confederacy the use of these tactics are frequently absent. The primary purpose of coming together and acquiring cutting firms is usually to improve boilersuit performance by achieving synergy, or the more comm merely described as the ? + 2 = 5? effect between two personal line of credit units that will increase competitive advantage (Weber, 1996). Recent research indicates that these M&As have a negative equal on the economic performance of the clean entity because of human resource implications aboutly redundancies (Tetenbaum, 1999). Therefore, although M&As are usually extremely well planned out in legal injury of fiscal and legal aspects, the conclusion that has to be drawn is that these poor results have come to be attributed to poor human resource planning.Redundancies after(prenominal) M&As can be a difficult ordeal, hitting hard both mentally and emotionally and unless professionally implemented, employers will invariably fall short of ? having done enough to really help. Redundancy is probably the most evocative and fear inducing form of organisational change for many executioners. Each stratum in the UK, there are over 200,000 notified redundancies. What is perhaps of more concern is that many organisation merger and acquisition change plans have relied heavily on redundance even though they have been articulated as downsizing or, more euphemistically as rightsizing or business process eengineering (Champy, 1995). 4 The meat of research is to explore how well human resources are being managed within organisations and better to understand the electrical shocks of organisational change in different sectors and at levels in the organisational pecking order after merger and acquisition. Have pre-existing human resources strategies to cope with redundancies after M&As would reduce the stress on employee and also on organisation. homosexual resources strategies like feed up consult ative and rangeicipative organisationwide discussion to essay out possibilities that minimise redundancies, establish sound two-way means of discourse which permit employees to freely vent their feelings, with a guaranteed right of reply from the organisation, hand constantly and effectively, actively evaluate impact, exercise effective leadership from the top, ensuring that the pain is shared, fork out a draw reconciliation of the market and fiscal situation, offer immediate counselling and assistance to all those identified for circumlocution set up a mutual validate network for those do redundant and continue to offer human resources help where required are the core tools which can organisations should implement after redundancies in merger and acquisition situation. Mergers are not without their downsides.They can consume an incredible amount of time and money, legal and tax complications, and problems with mixing corporate cultures and last but not least the redundanc ies. It has been estimated that fully 50 percent never obtain the initial financial and market goals projected. Decisions to merge assume that synergy will develop between two organisations that combine resources and talent and achieve economies of scale and integrated technologies. Whenever two violate organisations merge, they want synergy. Each side hopes to benefit from the merger and initially willingly attribute benefit to the other. However, synergy does not occur easily or without effort.A merger whitethorn change the name of the company and management, but the real benefits occur when people ascribe to merged goals and ideals. There were more than 36,700 transactions with a combined value of more than US$3. 49 trillion (Thomson Financial, 2001). The number of jobs that these mergers impacted on has not been estimated, but conservatively it must run into the hundreds of thousands. For instance, at least 130,000 finance jobs have 5 disappeared in western europium alone as a result of mergers and acquisitions in the 1990s (external Labour Organization, 2001). 3. MOTIVATION Post-merger depression begins the day top executives declare that the merger, of which the most obvious is losing ones job. But redundancy after M&A can be an fortune for positive change.Time could be spent on egotism discovery and re-foc exploitation e. g. advancement unsanded people and forming new working opportunities, meeting merger is done. Employees often expressive many fears they are confronted with pastime a relationships, information new skills, getting over the pain ca utilise by the merger, and setting new goals as well as creating an organisation that is better than the two original separate organisations. Building on valuable training, experience, skills, talents and past achievements. While accommodating new work / life balance considerations and identifying new and as yet unrealised opportunities that that now a fresh start can afford.Explores redundancy aft er M&A as a significant and pervasive outcome of organisational change. The need to manage the redundancy passageway has provoked the development of new HRM policies and practices. Highlights interventions such as redundancies are often utilize by companies with little rigorous evaluation of their utility program or benefit, yet their continued proliferation would suggest that they appear to have assumed essential credibility and value. The pervasive and complex nature of current changes dictates not only the need for a better understanding of the practices that exist but also an exploration of how HRM theory of redundancies can contribute to and enhance that understanding.The compl eventy of the situation for the survivors of redundancy after M&As means that no simple formula exists. The variables at play are diverse. It is often difficult to provide cause and effect data, reflected in an overall lack of evaluation. It appears that there have been few reported fortunate attempts to implement intervention strategies which support and assist the framework of organisational change after 6 redundancies due to M&As and personal transition for both those leaving and the survivors of a redundancy experience. One prime example is BBC model to deal with redundancies, considering that everyones future at the BBC was uncertain during the 2004, including members of the HR department.BBC worked to build in the flexibility to provide as many courses as were needed and to ensure that those you were going to made redundant had sufficient clarity about their own careers basic, to help them to provide the objectivity that those they were working with would need. Suggestions for managing redundancies would be to encourages organisations to develop strategies which reduce, avoid or limit redundancy after M seeks to ensure that if redundancy occurs, it is handled in accordance with the law seeks to raise awareness of strategies which assist those affected to retain self-respe ct and enhance employability. Redundancy is one of the most traumatic events an employee may experience. Announcement of redundancies will invariably have an adverse impact on morale, motivation and productivity. The negative effects can be reduced by sensitive handling of redundant employees and those last outing.If possible, it is preferable for an organisation to establish a formal physical process on redundancy after merger. In many organisations a formal agreement may have been negotiated and agreed between management and trade union or employee representatives. Some organisations deal with redundancies by an informal arrangement with a practice which varies for from each one redundancy or they may only start to consider the appropriate procedure for the first time when a redundancy situation arises. At the very least in order to plan and implement a redundancy situation properly, the following stages will be followed in most redundancies o Planning o Invitation of volunteer s o Consultation, both collective and individual o Use of objective excerption criteria 7 Compliance with all three stages of statutory dismissal procedures o Advance notice of individual consultation meeting o Permitting a mate to be present at consultation meetings o Opportunity to appeal o Allowing seeking of suitable alternative employment o Statutory or other redundancy payment o Relocation expenses o Helping redundant employees obtain training or alternative work. Of course the exact procedure varies according to the timescale and size of the redundancy after M. Mergers and acquisitions (M) are increasingly prevalent, powerful and risky corporate events. The resistance or support of people in the integrating of two previously separate organisations plays a spot role for their success or failure. As ? merged corporations integrate previously separate organisations, they can often dis-integrate individual careers with lay-offs, reduced advancement opportunities, upset or cha nged career plans, and other resistance-generating changes.This is the poorest means of mobilizing motivation, experience, perpetration and competence, all of which are usually seen as critical justifications for M in the first place. Organisations face opportunity to select new combinations and integrate work in ways that individual careers can be re-integrated into the goals of the M with the goals and motivations of participants affected by it, by recognizing and effectively supporting different motivational and competence profiles. Senior management who had been involved in M identified talent computer memory as their biggest challenge in leading a self-made merger or acquisition, followed by making the deal generate grand term value.Less skilled firms in the art of M also focused on talent management but failed to create the natural climate of ownership that recognised the value of staff. 8 Managing and developing talent will prove instrumental for organisations to retain their competitive position and deal with the twin challenges of leadership and growth. According to new research by Mercer Human Resource Consulting, France, the Netherlands, and the UK have the worst redundancy pay. Based on minimum statutory paid notice and severance pay for a white-collar employee aged 40, made redundant after 10 years on a salary of ? 20,000, the average redundancy pay crossways the EU was ? 11,163.But using the same comparison the redundancy pay would be just ? 5,000 in France and the Netherlands and ? 5,128 in the UK. In Spain and Italy the payment would be ? 25,464 and ? 18,276 respectively, and ? 15,000 for both Belgium and Austria. 4. RATIONALE The rule for M activity is a key value-added role that the board can and should play. A value-based analysis can be strategic rationale of a deal, revealing its true underlying economics. For an acquisition to deliver improved financial performance, it must enhance the strategic position of the acquirers businesse s or the targets businesses. More precisely, it must improve either market economics or competitive position of the business units.No brainer deals that provide immense returns by simply eliminating redundancies, achieving a freeze off cost of capital or lowering tax rates are virtually a thing of the past. So mergers and acquisitions must be justified through the strategic benefits that will be realised. Signs of human stress are present in all combinations, even the friendliest and bestmanaged ones. Manifestations of the merger syndrome appear in all varieties of corporate combination, be they mergers or acquisitions, friendly or hostile, domestic or international, involving companies of similar or different sizes and so on. ad hominem involvement in organisational mergers and acquisitions has served to foster an awareness of the various symptoms of the ? merger syndrome?.Twelve such indicators are preoccupation imagining the worst stress reactions crisis management constricted communication illusion of control clash of cultures we vs. 9 they superior vs. inferior attack and defend win vs. lose and decisions by coercion, horse trading and default. (Schweiger et al. 1987) cite job security as the most important factor for employees during a merger, followed by pay and benefits, work autonomy, and performance feedback. Research has also indicated that the organisational change process in mergers is usually tightly controlled by management and decisions on job losses are driven solely by the need to reduce numbers (Kanter, 1986). olibanum employees are commonly concerned not only with job security but also with how selection decisions are made.Related to this, a number of researchers have shown that perceptions of procedural fairness are a key factor in determining staff attitudes to, and experience of, merger change. In particular, the perceived fairness of redundancy procedures is reported to impact significantly on the attitudes of the staff that remain in the organisation (Brockner and Greenberg, 1990 Schweiger et al. , 1987, 1994). A number of organisations using a compulsory approach to redundancy selection made the buck that once change is known to be about to occur there is more to be gained in terms of gaining the commitment of key players than in leaving these employees ? in the dark?.One organisation held briefing sessions for all its senior managers before the advent of a redundancy programme in order to provide reassurance, and to talk through strategic plans after the redundancies, with all main board directors present to field questions. This was designed to be open in nature so that these managers could in turn return to their staff to counter any ? doom and gloom? suggestions. Managers such as these have been used as the ? ears? of the organization in order to feed back issues which arise during this period of uncertainty, so that a response can be made by the organization in order to minimize any adverse effects. In spite of these benefits, other organisations stated that they did not reveal plans to anyone outside a very select planning group, fearful that leakage of such information might have more significant negative effects.However, these particular organisations tended to be the ones who bypassed any prior, public notification about intended redundancies, thereby moving to ? phase two? , which is the actual notification of 10 those affected. The disadvantage of this closed and compulsory strategy is the type of situation referred to at the start of this article. Indeed, this particular organisation did not repeat its experience when it faced the need to undertake a further round of redundancies this time it declared the need to make further workforce reductions, requested volunteers and stated that it would only declare compulsory redundancies if there were insufficient volunteers.Reactions related to disbelief, betrayal, loss of motivation, lower morale, mistrust, uncertainty, insecuri ty and lower commitment to the organization and so on are undoubtedly more pronounced where there is no announcement or version before the actual notification of those to be made redundant. To summarised the rationales of this report would be, Job redundancies are common phenomena in post merger, lack of secondary data, there is no support, continuity or implementation of the programs like this in any organisation, Collecting information in real time from both participating and non-participating employee groups after redundancies is a challenging task, the mono-method bias is another limitation of this study and last but not least the time limit. 11 5. LITERATURE REVIEW Author stratumBob Moore 2002 Surviving Title Authors Evaluation Report Evaluation a to compulsory redundancy and Several factors contribute to A number of organisations Thriving During successful M. The first is using a Merger or instilling a positive mindset approach Acquisition among all employees and this selec tion made the point can only start at the top. Senior that once change is known management alignment and to be about to occur there is confederacy sets the tone, as more to be gained in terms employees managers fancy for to their of gaining the commitment and of key players than in direction assurance during this important leaving these employees ? n time. get people and the dark?. One organization processes to work together is held briefing sessions for all the only way to make the new its senior managers before company work. A successful the advent of a redundancy management evaluate team should programme in order to each companys provide reassurance, and to ?personal best practices? and talk through strategic plans incorporate them into the newly after the redundancies, with combined organization. all main board directors Although 75 percent of M present to field questions. dont reach their stated goals of greater financial results, there is a formula designed to encourage suc cess.Attention, time and financial resources must be applied to employees and their work processes, so the new company ends up with a motivated, ? can-do? workforce. 12 Christiane Demers 1999 Merger acquisition and colloquys critical role in Poor communication and in the implementation of change is mergers often cited in the literature. intensifies acquisitions stress for announcements as corporate wedding narratives Communication is presented as organisational a tool for diffusing members top because of the uncertainty their future. The management intentions and for about preparing context of minds action to a new communication strategies Managers serve to reduce uncertainty, egitimate change to encourage in which both management employee commitment to and employees can voice their opinions, and concerns, provide imminent transformations. desires information. Adrian Furnham 2006 Deciding on One of the occasional tasks of a Senior management who promotions and manager is to decide on who in had been involved in M redundancies their reporting staff to promote identified talent retention as as well as, where applicable, their biggest challenge in who to make redundant. In super leading a successful merger organisations guidelines factors there may be or acquisition, followed by concerning to take which making the deal generate into long term value.Less skilled some firms in the art of M also on talent both consideration. Further organisations keep records on focused performance designed to which reduce are management but failed to the create the fundamental subjectivity in these sorts of climate of ownership that decisions. Nevertheless this is recognised always because a of difficult the decision staff. and the value of many powerful consequences not only for the individual involved, but also his/her working colleagues and the organisation as a whole. 13 Stephen A. W 1994 Downsizing Improve Strategic Position to Planned large scale reductions A successful mer ger is all in head-count, or redundancies, about cost savings, right? ave become commonplace in Wrong. The most important many industries worldwide. In thing is making sure that the practice many downsizings fail valuable talent from both to achieve desired long-term companies doesnt simply results. Presents results of a march out the limen. survey among large Canadian Managers behind the most firms which suggests Examination management some successful mergers and reasons. strategic of acquisitions spend as much of time addressing people downsizing reveals weaknesses issues such as integrating of both planning and cultures, managing talent, acquaintance and implementation. management of Effective sharing human retaining key people as they esources is a prerequisite but do on cost savings, merging failures often arise from processes, technologies and inattention to other important divisions. aspects of organizational change. Suggests that a wellthought-out strategy should be accom panied innovation, by process re- business engineering and organizational learning. Bob Moore 2004 Surviving and Several factors contribute to Suggestions for managing Thriving During successful M&As. The first is redundancies would be to a Merger or instilling a positive mindset encourages organisations to strategies avoid or which limit M&As that if is among all employees and this develop can only start at the top. Senior reduce, management alignment Acquisition and redundancy after ensure artnership sets the tone, as seeks to employees look to their redundancy occurs, it 14 managers for direction and handled in accordance with law seeks of to raise assurance during this important the time. Getting people and awareness strategies processes to work together is which assist those affected the only way to make the new to retain self-respect and company work. A successful enhance management evaluate team each employability. should Redundancy is one of the companys most traumatic even ts an ?personal best practices? and employee may experience. incorporate them into the newly Announcement combined of organization. redundancies will invariablyAlthough 75 percent of M&As have an adverse impact on dont reach their stated goals of morale, motivation and greater financial results, there is productivity. a formula designed to encourage success. Attention, time and financial resources must be applied to employees and their work processes, so the new company ends up with a motivated, ? can-do? workforce. Adrian Thornhill 1995 The positive For those organizations which Redundancies after M&A management of declare redundancy survivors issues lessons redundancies without can be an opportunity for prior warning, the effect may positive change. Time could come as a shock to all be spent on self discovery re-focusing e. g. nd employees those who are not and to be made redundant as well as advancement those who are to go. This has opportunities, particularly been the case in m eeting new people and non-unionized organisations forming new working where there has not been the relationships, legal requirement to undertake learning new skills, getting prior consultation. One financial over the pain caused by the 15 services organisation stated that merger, and setting new this led to a period of shock for goals as well as creating an 24 hours during which work organisation that is better effectively ground to a halt. The than the two original management of the organization separate organisations. hen had to work quickly to overcome this effect, through company-wide communication and by demonstrating that those to be made redundant would indeed be fairly in treated. unionized prior However, even organisations, where consultation occurs, there may be the feeling that ? little attention has been given to the survivors of redundancy?. Beth Taylor 2002 The right way to There is a growing awareness Human resources strategies handle redundancies among business leade rs that the like open up consultative way an organisation handles and participative redundancies sends out a very organisation-wide strong message about its discussion to seek out corporate ethics and values. possibilities that minimise redundancies, establish ound two-way means of communication which permit employees to freely vent their feelings, with a guaranteed right of reply from the organisation, communicate constantly and effectively. 16 Ridha Khayyat 1998 Al- Training and The more organizations seek This report excellence, employees the training and and introduces a development needs assessment more practical model of training development to needs reduce on a education becomes imminent. In assessment organisation redundancies practical model contemporary for institutes colleague information stress dissemination by employees after merger and itself leads to little or no results. acquisition.The proposed It is the ability to that of the model is competency- organization know ledge disseminate based, which allows for the leads to incorporation to reduce employees skills and abilities redundancies in post merger development. What matters is situation converting technology through people into better organisational performance. One thing which is true about the twenty-first century is that the development of human resources is no seven-day an option but a must. Joseph Cangemi 2004 P. Exit strategies Job losses that are the result of A number of organisations mergers, sale of a company, using restructuring, and downsizing as approach organizations profitability in struggle a a to compulsory redundancy or selection made the point super that once change is known competitive corporate world are to be about to occur there is common. The reduction process more to be gained in terms forces organisations to employ a of gaining the commitment variety of exit strategies as they of deal with the most key players than in difficult leaving these employees ? in aspect of downsizing the the dark?. reduction of personnel from their organisation as a means of rapid reduction of expense to 17 the company. Considers some employee-sensitive strategies exit Bryn Jones, 2001 How Redundancies Worsen Inequality Collective redundancy (CR) is The complexity of the erhaps the most central but situation for the survivors of acknowledged employment factor redundancy in means formula that after no M&As simple The are Social least shaping contemporary Britain. exists. at play The ease with which employers variables can execute CR allows not only diverse. It is often difficult to fairly rapid and to and also of far-reaching provide cause and effect business data, reflected in an overall working lack of evaluation. It changes organisational practices, restoration but prompt appears that there have few reported to companies been financial deficits, as well as successful changes in the skill and implement of strategies attempts intervention which support demographic workforces. profiles nd assist the framework of organisational change after redundancies due to M&As and personal transition for both those leaving and the survivors of a redundancy experience. 18 6. RESEARCH METHODOLOGY The primary data would be collected through, principally involving in-depth questioners and interviews with senior human resource practitioners and staff those who made redundant after M&As in the organisations. Before interviews occurred, these practitioners were supplied with a list of the questions. The ranged from the reasons for redundancies after M&As through to the impact of redundancies on organisational survivors, and organisational learning points for the future management of redundancies.A comprehensive assessment after redundancies can reveal how a company has emerged from the combination and how ready it is to achieve future goals. Secondary data would be collected by using publicly available information, public domino, Newspapers, Articles on Redundan cies after M&A and International Journals on this topic. 7. FURTHER EVOLUTION The need to reduce costs is an opportunity critically to review current ways of doing things, to make major improvements using new technology or better methods and build strengths for the future. Reasons for the design of existing work flows are often buried in history and reflect yesterday? s crises. Many organisations have found that simply the exercise of mapping their major business processes can suggest dramatic improvements.Redundancies, duplications, inefficiencies and ? disconnects? are common in most processes or systems which have been in operation for a while. Massive reductions after M&As radically change managerial and workforce attitudes. Individuals no longer trust organisational commitment to long-term employment and morale has suffered in many cases. Corporate psyches have been forced to confront the possibility that growth may not return, and decline may be inevitable. Dealing with these issues effectively is the difference between a company that will continue to suffer the redundancy hangover long after the event and one that can 19 move on swiftly.Companies that manage the process of redundancies after M&As well in terms of being fair and transparent and in terms of giving a level of support to the employees when theyre leaving, create an environment in which the people who are left behind say ? Well, at least they treated them fairly, and it had to happen for a business reason at least they looked after them and didnt just shove them out the door. The high level of consultation required makes good management sense. ?Two things once the decision has been taken, how an employer conducts himself after that is going to be critical. Its about being responsive to employees giving them an opportunity to have discussions making sure information is available to them.All of that will be seen by employees who remain behind as well. Secondly, the communication process for those who remain is important, making sure theyre not ignored or sidelined just because theyre not part of the programme. They may well feel left out. To this end the following are some of the approaches that may assist ? Have pre-existing human resources strategies to cope with such a situation. These should be open and transparent, subject to widespread consultation, and equitable. ? An organisation needs to provide a career management structure which enhances self-directed skill development. The opportunity to learn the transition skills necessary to career change are thereby created. ?In facing an experience, an organisation has to consider the impact on the symbols it has previously used to motivate staff, particularly its sense of mission. ? The management of restructuring, redeployment or redundancy is important, not simply as a humanitarian gesture, or for the sake of good public relations, but also because the effectiveness of the organisation that survives is at stake. ? O pen up consultative and participative organisation-wide discussion as soon as danger signs appear. seek out possibilities that minimise redundancies after merger. 20 ? Establish sound two-way means of communication which permit employees to freely vent their feelings, with a guaranteed right of reply from the organisation. Communicate constantly and effectively, and actively evaluate impact. ?Exercise effective leadership from the top, ensuring that the pain is shared, such as through voluntary salary cuts and the non-awarding or set about of bonuses. ? Provide a clear reconciliation of the market and financial situation, options for amelioration, and the need for job cuts within this. ? Use clear and published criteria to determine the basis for redundancy, arrived at through consultation. ? Set up a mutual support network for those made redundant after M&As and continue to offer human resources help where required. Offer immediate counselling and assistance to all those identifi ed for redundancy. Organisations should always attempt to avoid redundancies in post merger situation. Ways of doing this take ? ? ? ? ? ?Natural wastage Recruitment freeze Stopping or reducing overtime Offer early retirement to volunteers (subject to age discrimination issues) Retraining or redeployment Offering existing employees sabbaticals and secondments. 21 8. CONCLUSION Handling redundancies after M&As is a difficult task where decisions have to be made as to numbers, timing and criteria. The detail should be fully discussed with employee representatives, with the objective of getting agreement about the way matters should be handled. A successful merger is all about cost savings, right? Wrong. The most important thing is making sure that the valuable talent from both companies doesnt simply march out the door or made redundant.Managers behind the most successful mergers and acquisitions spend as much time addressing people issues such as integrating cultures, managing talen t, sharing knowledge and retaining key people as they do on cost savings, merging processes, technologies and divisions. 9. REFERENCES AND BIBLIOGRAPHIES 1. 2. 3. Furnham, A. (2001), Management Competency Frameworks, CRF, London. Greenberg, J. (1996), The Quest for Justice on the Job, Sage, London. Sessa, V. , Taylor, J. (2000), Executive Selection A Systematic Approach for Success, Jossey-Bass, New York, NY. 4. Lynch, J. G. , Lind, B. (2002), Escaping merger and acquisition madness, Strategy & Leadership, Vol. 30 No. 2, pp. 5-12. 5. Anderson, H. A. 1993), Successful Training Practice A Managers Guide to Personnel Development, Basil Blackwell, Oxford. 6. 7. 8. Hoke, W. (2002), Whats your exit strategy? , The edge, pp. 5-12. Business Week (2002), ? Exit strategies discussed?. Fowler, A (1993), Redundancy, form of Personnel Management, London. 22 9. Charlesworth, K (1996), Are Managers on a lower floor Stress? , Institute of Management, London. 10. Nathan, R. (2007), Colleagues turn counsellors in BBCs pioneering program Human Resource Management International Digest, Volume 15 sum 5 pp. 11-13. 11. 12. 13. Kanter, c (1986), Managing HRM risk in a merger, London. Business Week (1994), The pain of downsizing, Business Week. Doherty, N. Horsted, J. (1995), Helping survivors to stay on board, People Management, No. 12 January, pp. 26-31. 14. Institute of Personnel and Development (1996), The IPD Guide on Redundancy, IPD, London. 15. Schlesinger, L. (2002), UK offers worst redundancy pay in Europe, Financial Director. 16. Yehuda, B. (2000), ? Survivor syndrome? a management myth? , Journal of managerial Psychology Volume 15 Number 1 2000 pp. 29-45, Emerald. 17. Steven, H. (2000), Anatomy of a merger behaviour of organizational factors and processes throughout the pre- during- post- stages, Management Decision, Volume 38 Number 10 2000 pp. 674-684, Emerald. 18. Noeleen, D. 2005), The role of outplacement in redundancy management, Volume 27 Number 4 1998 pp. 343-35 3, Emerald. 19. Shay, S. (2006), Downsizing and the impact of job counselling and retraining on effective employee responses, Career Development International, Volume 11 Number 2 2006 pp. 125-144, Emerald. 20. Stephen, A. (2001), Downsizing to Improve Strategic Position, Volume 32 Number 1 1994 pp. 4-11, Emerald. 23 21. Gerald, V. (2002), counselor remaining employees in redundancy situations, Volume 7 Number 7 2002 pp. 430-437, Emerald. 22. Al-Khayyat, R. (1998), Training and development needs assessment a practical model for partner institutes, Volume 22 Number 1 1998 pp. 18-27, Emerald. 24

Neuropsychological Testing

Clinical neuropsychology is a field with historical origins in both psychology and neurology. The primary activity of neuropsychologists is assessment of capitulum functioning through structured and systematic behavioral bill. Neuropsychological tests ar designed to view a variety of cognitive abilities, including speed of information processing, attention, memory, voice communication, and executive functions, which are necessary for goal-directed behavior.By interrogation a range of cognitive abilities and examining patterns of performance in different cognitive areas, neuropsychologists can make inferences active underlying brain function. Neuropsychological testing is an important component of the assessment and treatment of traumatic brain injury, dementia, neurological conditions, and psychiatric disorders. Neuropsychological testing is also an important tool for examining the effects of toxic substances and medical conditions on brain functioning.Before the introduction of neuroimaging techniques equal the computed imagery (CAT scan) and magnetic resonance imaging (MRI), the primary focus of neuropsychology was diagnosis. Since clinicians lacked non-surgical methods for directly observing brain lesions or structural ab designities in living patients, neuropsychological testing was the only way to determine which part of the brain was affected in a given patient. Neuropsychological tests can identify syndromes associated with problems in a special area of the brain.For instance, a patient who performs well on tests of attention, memory, and language, but poorly on tests that require visual spatial skills such as copying a complex geometric figure or making designs with colored blocks, may have dysfunction in the right parietal lobe, the region of the brain touch on in complex processing of visual information. When a patient complains of problems with verbal communication after a stroke, separate tests that examine production and comprehension of language help neuropsychologists identify the location of the stroke in the left hemisphere.Neuropsychological tests can also be used as screening tests to see if more lengthened diagnostic evaluation is appropriate. Neuropsychological screening of elderly people complaining of memory problems can help identify those at risk for dementia versus that experiencing normal age-related memory loss. As neuropsychological testing came to play a less vital role in localization of brain dysfunction, clinical neuropsychologists found new-sprung(prenominal) uses for their skills and knowledge.By clarifying which cognitive abilities are impaired or preserved in patients with brain injury or illness, neuropsychologists can predict how well individuals will oppose to different forms of treatment or rehabilitation. Although patterns of test scores illustrate profiles of cognitive strength and weakness, neuropsychologists can also learn a great deal about patients by observing how they approach a particular test. For example, two patients can complete a test in very different ways stock-still obtain similar scores.One patient may work slowly and methodically, making no errors, while another rushes through the test, making several errors but readily correcting them. close to individuals persevere despite repeated distress on a series of test items, while others refuse to continue after a some failures. These differences might not be apparent in test scores, but can help clinicians choose among rehabilitation and treatment approaches. Performance on neuropsychological tests is usually evaluated through comparison to the average performance of large samples of normal individuals.Most tests include tables of these normal scores, often divided into groups based on demographic variables like age and education that appear to affect cognitive functioning. This allows individuals to be compared to appropriate peers. The typical neuropsychological examination evaluates sensati on and perception, gross and fine motor skills, sanctioned and complex attention, visual spatial skills, receptive and productive language abilities, recall and recognition memory, and executive functions such as cognitive flexibility and abstraction.Motivation and personality are often assessed as well, particularly when clients are seeking financial compensation for injuries, or cognitive complaints are not typical of the associated injury or illness. Some neuropsychologists prefer to use fixed test batteries like the Halstead-Reitan Battery or the Luria-Nebraska Battery for all patients. These batteries include tests of a wide range of cognitive functions, and those who exponent their use believe that all functions must be assessed in each patient in order to avoid diagnostic bias or failure to detect subtle problems.The more common approach today, however, is to use a flexible battery based on hypotheses generated through a clinical interview, observation of the patient, and r eview of medical records. While this approach is more prone to bias, it has the advantage of preventing unnecessary testing. Since patients often find neuropsychological testing stressful and fatiguing, and these factors can negatively influence performance, advocates of the flexible battery approach argue that tailoring test batteries to particular patients can provide more accurate information.Lezak, Muriel Deutsh. Neuropsychological Assessment. 3rd edition. new-fashioned York Oxford University Press, 1995. Mitrushina, Maura N. , Kyle B. Boone, and Louis F. DElia. Handbook of Normative Data for Neuropsychological Assessment. New York Oxford University Press, 1999. Spreen, Otfried and Esther Strauss. A Compendium of Neuropsychological Tests Administration, Norms, and Commentary. 2nd Edition. New York Oxford University Press, 1998. Walsh, Kevin and David Darby. Neuropsychology A Clinical Approach. 4th edition. Edinburgh Churchill Livingstone, 1999.

Orientalism Stereotypes in Mulan Essay

Orientalism sort outs experience influenced us in believing that it is true. In the movie Mulan that we had watched in class, we had found quite a few stereotypes that were exaggerated in the movie. The songs they had played were catchy and memorable but they provided whatever examples of stereotypes in the film. Also another part of the film manpowertioned another stereotype where women in China were looked down upon by the men. Another major stereotype was when the movie added a physical portrayal of the invaders of China, the Huns.The songs in Mulan, while catchy and memorable, provided some additional examples of stereotypes in the film. In one of the scenes, Mulan visits the matchmaker so that she can find a husband, which will bring honor to her family. The idea of this scenes stereotype was that Mulan a young Chinese woman in the time that they were in could only bring honor to her family by getting married. To do this, Mulan needed to change her appearance. The special(a ) role of the women is stressed in the song which is describing how the girls can bring honor to us all. The man by bearing arms, a girl by bearing sons. This is stressed because the only way to bring honor to the family is by finding a husband. This describes traditional Chinese values as focused on breeding calm, obedient, silent girls whose goal is to marry a husband and to bear children for their future. Another song that was also exaggerating in a stereotype from Mulan was A young woman worth Fighting For, which was described what all of the soldiers are looking for in a woman. According to this song, the girl must be paler than the moon, she must also admiration at my strength, and it all dep terminals on what she cooks like. When Mulan had mentioned brains and speaking her mind, the men responded with a simply Nah In this stereotype of Chinese tillage, women were not wanted for their intelligence they were viewed and wanted as an attractive and submissive wife to their hus band.Another part of the film mentioned another stereotype where women in China were looked down upon by men. Mulan was repeatedly scolded by the men in her society. In one scene, when Mulan was Ping, he had saved the lives of her fellow soldiers. Ping is called a hero and was gained the respect of themen. In the next scene, she is found out to be a woman and the men immediately looked down on her, disgusted, and abandoned her half-clothed on the snowy ground. In a different scene, Mulan attempts to defend her puzzle so that he does not have to go to war, the Emperors council snaps at her father (not real speaking to Mulan, a woman), saying he should initiate his daughter to hold her tongue in a mans presence. And in the song when the men were training, Li Shang asks, Did they send me daughters when I asked for sons? Near the end of the movie, when Mulan defeated Shan Yu and saved China, the emperors council told Li Shang, Shes a woman shell never be worth anything. This has show ed how women were looked down upon by the men of China.Finally, a different way of showing a major stereotype was when the movie added a physical portrayal of the invaders of China, the Huns. The leader of the Huns, Shan Yu is the most horrifically depicted of all. His black eyebrows that pointed downward seemed to make a permanent evil scowl, his eyes are tiny yellow circles, his teeth point up at the corners like a vampire, and his doubtful voice reminds us the viewers just how evil he is supposed to be. The Huns contrast the Chinese army strongly while the Chinese have healthy-looking skin, the Huns are in a gray color, making them look dead. The Chinese characters throughout the movie usually tie their hair up neatly, but the Huns expire their hair untidy and down, showing their barbaric nature even further. Also, the atmosphere of the scene changes when the Huns are shown. The sky gets darker when the Huns appear and in some scenes the sky is actually red when the Huns are s hown and switch back to a blue clear sky when showing the Chinese camps and lands. The medication also changes from a cheerful music background to an ominous tune when the Huns arrive.In conclusion, orientalism stereotypes have influenced us in believing that it is true. The aim of the movie should not be to rise against every appendage of Chinese society in rebelliousness of customs and traditions, but to prove that one can keep their wishes and independence while keeping their own culture and identity.

“Life Insurance Buying Behavior”

Most of us really see to it that we will have better lives in the future. It is been our desires that we open fire live a livelihood full of comforts and our needs are supplied and met. We sometimes look ahead of time or we go beyond in our horizons so that we can prepare what lies ahead of us especially when we will grow old. Because of this, we tend to get breeding insurance to secure our unknown future. This sweet of trend is very popular in Toronto, Canada as well as around the globe.But before we go further to our thorough discussions, we must know first of all what is life insurance and what are the possible benefits that we could get from it. When we assert life insurances, it occasionally pertains to as life insurance which arranges for a sum or disbursal of money upon the death of the insured. Moreover, life insurance can also used as a way or method of saving or investment. by this, we can receive many benefits. The insurance on human lives include benefaction benef it, supplementary benefits in event of death or disarticulate by accidental means or accidents, supplementary benefits for annuities and disability. There are several kinds of life and relative insurance products. The people or the public alters and the necessity for life insurance alters in analogy.The purposes of this study are to understand the buying way of life insurance at Toronto, Canada and the reasons why they buy life insurance.*Buying behavior of life insurance in Toronto and its reasons why buys it*In a study conducted in March 14, 2006 and entitled Life Insurance Like Deal or No Deal without the Drama advocated that what does the game show Deal or No Deal have in similar with life insurance. Kerzner concluded that some(prenominal) are the same because like in a game, contestants are sweating out with regards to their decision inorder to be in the right course of instruction so that they can get the jackpot. Same as buying life insurance because buyers go through such experience due to its big meat of money involve. In a LIMRA research, it presents that several people delay or postpone in spite they learn that they need more life insurance. In a survey made by LIMRA of both non-buyers and buyers of life insurance, only 4 out of 10 non-buyers commented that they were scared of making wrong choice or conclusion and half of it explained that they couldnt choose how much to buy and 70 percent answered that they could not afford it. Kerzner added thatBehavioral economics tells us that when people say they cant afford life insurance, even when they admit they dont have enough, theres more to it than a straight budget calculation, Kerzner said. The negative feelings of losing the premium for more insurance are often a lot stronger than the positive feelings of buying the needed protection.1An article entitled Increased protection for life and health consumers CompCorp stated that CompCorp guards Canadian policyholders in adversary to loss of benefi ts in the occurrence that life and health insurance company be unsuccessful. It was announced that its members favored and commended three improvements and augmentations to its consumer defense2Accumulated Values are richly protected up to $100,00031 Life Insurance Like Deal or No Deal Without the Drama. March 14, 2006. http//www.insurance-canada.ca/consinfolife/LIMRA-Survey-Life-Insurace-603.php3-2 IbidFor Cash Values, CompCorp ensures that policyholders receive at least 85% of their promised benefits and, below $60,000, CompCorp ensures 100% protection4Guaranteed amounts of Segregated Funds are protected under Cash Value coverage and, as such, policyholders receive at least 85% of their promised benefits and, below $60,000, CompCorp ensures 100% protectionCompCorp protection puts in to every Canadian policyholder altogether with a current and prevailing product to any new-fashioned policies purchased from a member company.5 Another article stated that in December 2003, Canadian life insurance application activity has enlarged and improved 3.5 percent as years by. Canadian life insurance application activity gauged and calculated as a percent of the sum in North American Life Index has enlarged over the years successively.MIB Life Index- Percent Change5 Increased protection for life and health consumers CompCorp. July 7. http//www.insurance-canada.ca/consinfolife/CompCorp-enhancements-507.phpAn article stated that there was a mass marketing. Corporations or companies advertised recent products and services to all their valued customers even though those products or services were suitable for the individuals on the mailing itemisation of the company. When a certain bank presented a mass marketing movement, there is 1 percent up to 3 percent reply rate was well-thought-out successful. If the fixity direct-mail movement costs a company about $98,000 to spread 100,000 customers, in accordance to its estimation from the New York City Direct Marketing Associati on that system is getting a large amount of loss.66 Slices of Lives.http//www.cio.com/magazineReferencesLife Insurance Like Deal or No Deal Without the Drama. March 14, 2006. http//www.insurance-canada.ca/consinfolife/LIMRA-Survey-Life-Insurace-603.php Increased protection for life and health consumers CompCorp. July 7. http//www.insurance-canada.ca/consinfolife/CompCorp-enhancements-507.php 2003 Annual Report. http//www.mib.com/webcontent/2003%20MIB%20Life%20Index%20Annual%20Report.pdf Slices of Lives. http//www.cio.com/magazine

Child Rearing in the Us and Colombia Essay

Early c ar-giving is a major(ip) factor for a chela to feel secure to explore the world around them (Carbonell, Alzate, Bustamente & Quiceno , 2002). How different is this early care-giving between two cultures such as the United States and Colombia? This is a look at the differences and similiaries of raising girls, twain born in 1988, in Colombia and the United States. two girls were raised in nuclear families, with one older sibling, close enough in age to be a major part of individually girls daily life. star was raised in Colombia, although she moved to the United States at the age of eleven, while the other was raised only in the United States. Both parents of each girl were interviewed as well as the girl herself. The radical stepping stones, the clock that parents love to videotape, the babys first moments all intoxicatem to happen relatively as well in both girls. Self-reported by Paulina, was that she walked around the age of ten months. Similarly, Jane walked at the age of ten months. Both were close towhat delayed in speech, enough so to be taken to doctors.In each case, the parents were told that the tike would speak if the family stopped following the non-verbal directions from the kid. Paulinas first intelligence informations were eso, Spanish for that, and Ma. Janes first word was Ah-yah which was meant to be Alex, her brothers name. Paulina stood alone at the age of eight months (personal parley with subject), as did Jane (personal conversation with subject). Punishment is something all parents must figure out. Hispanics tend to mollify children and be to a greater extent lenient (Figueroa-Moseley, Ramey, Keltner & Lanzi, 2006).Hispanic parents tend to try to calm their child kind of than work towards developmental goals, which tend to be more valued in the United States. N all girl was punished in the form of grounding, and both were warned with simple looks from their parents, such as glaring and both girls were yelled at as well. Corporal penalization was used for each girl as well. Paulina was smacked, and Jane was occasionally spanked. Jane would be sent to her room or do to sit in a chair as in a Time Out, however Paulina neer experienced a Time Out and recollects that such a thing was not common in Colombia.Both girls were raised to speak their mind, and not wait to be spoken to, as long as what was said was respectful. Questions were welcomed by both families, alone the girls were pass judgment to know the time and place in which to conduct questions. Each girl was also allowed to pick out her own clothes, which has been shown to be good for children, as children see it is important for them to make some of their own decisions, and identify with the choices (Ardila-Rey, Killen, 2001).Paulinas mother tried to teach her what matched, but eventually gave up trying when it, although Colombian mothers tend to worry about the outward appearance of their children (Carbonell et al, 2002). When as ked what Jane would discern to wear, Janes mother replied, Anything that didnt match, although she, too, tried to teach her daughter matching. No major restrictions were set upon either girl, except to be respectful. Respect was emphasized in both lines. As respect was emphasized from child to adult, so was it shown from adult to child.Both children were kept informed of what was happening in the family. kidskinren were expected to be a part of dinner conversation and were allowed to infix in the adults lives. Also, both children were given reasoning behind decisions and had things explained? because I said so was used only when the situation would be later explained, and the consequences of an action were described rather than a mere dont do it. Chores were a part of each girls life as well. Both were expected to do what was asked of them to help around the house dusting, vacuuming, clearing the table, and so onJane was expected to help with dinner, which included getting foo d from the refrigerator, carrying things to the table, loading the dishwasher, setting the table, and occasionally stirring. Jane was given an permissiveness of approximately five dollars a week, but this was never in exchange for doing her chores. Paulina, too, was not paid for doing her chores. She states, I was part of the family and therefore I was expected to work in the house without any sort of issue (personal communication, April 10, 2007). Colombia tends to be a collective society that looks to the benefit of the root, rather than the individual (Pilgrim, Reuda-Riedle, 2002), which applies to this situation in that Paulina was expected to help keep the house in order, without ? payment because it was for the greater good of the family, being part of the group is an important aspects of a collective culture. Family relationships and interdependence? a common bond between family members, working unneurotic for the benefit of the family? tend to be much more emphasized in H ispanic cultures (Carbonell et al, 2002).A major part of any culture is food and dining, and children are a part of that. Children oft lose some of their appetite between ages two and six, and because parents worry, bad food habits are put into place. Sugary foods are offered if a child finishes a meal, and many foods have vitamins and nutrients added. However iron, zinc, and calcium are seen to be deficient because juices and sodas are replacing milk, and cereals and processed foods replace fresh fruits and vegetables (Berger, 2006). It is also hard to maintain good eating habits during this age, because children often need meals to be just right. Children have very determined ideas for what should be eaten, how it should be eaten, and the entire situation surrounding the meal. Often times the food required is not legal food, but rather syrupy or similar to fast-food, like chicken nuggets or French fries. Paulina ate dinner together with her family any night, generally at eight o quantify, as is customary in Colombia. Her mother did most of the cooking, and afterward dinner, either her mom would not clean up, or her mother would, but with the help of her daughters, while her fuss did other household things.On weekends, most meals were eaten together. Breakfast was generally around ten oclock in the morning and lunch was around triplet oclock in the afternoon. Very hardly a(prenominal) times, her father would cook, although he cooks more now that they live in the United States. Food was as healthy and fresh as possible. Snacks were fresh fruits, and there were never packaged foods in the house. Jane would eat dinner with her family as well, often around seven oclock in the evening, when her father came home. She would eat breakfast and lunch with her brother until this was no longer possible because of take.Janes mother did most of the cooking, and the children were expected to help. Snacks were often modify cereal like Cheerios, apples, crackers, o r cheese. Paulina started learning numbers and how to read and write at the age of four, when she went to preschool. The hand of how children should be taught to read can be broken into two sides phonetics and whole language (Berger, 2006). Phonetics looks at each sound of each letter, while whole language, encouraged by Piaget, says that concentrating on the goal of fluency and communication is more important than individual words (Berger, 2006).Jane also accompanied a preschool at the age of four, but it was not as much structured, formal schooling. Both were taken to a part-day day-care or babys room school for the opportunity to socialize with other children. While at nursery school, Paulina was mostly made to play with toys. Jane attended a Co-op nursery school at a Unitarian Universalist church. In a Co-op nursery school parents take turns coming into the school to help supervise stations and participate in the nursery school experience.Stations were set up, such as a Readi ng Corner, Snacks, and a daily feature, such as tracing bodies on large sheets of paper or crafts. Co-op nursery schools are not typical in the United States, but Janes parents thought it was important to be involved with their children when possible and for their children to have the socialization experience. Both were read to prevalent. Jane was read to a two to three times a day, for about fifteen minutes each time, but also had labels, signs, and anything printed read to her during everyday life.Jane was occasionally, but not often spoken to in Baby Talk, while Paulina was never spoken to in Baby Talk, as her parents thought speaking to her regularly would help her learn to understand. Both parents acknowledge that their children were not raised in a way that is typical to their individual cultures, and that is evident looking at the two girls in adolescence and early adulthood. Both girls realize that because their parents were stricter when they were young, that as the girls grew older their parents didnt need to be as strict.Each girl knew what was expected of her and was therefore given more freedom as she matured. Many times this appeared to friends as though the girl could do what she pleased, although this was not the case. The girls knew the limits of what they could do without being told. Both sets of parents relied more on their trust in their daughter than blatantly telling her what she could or could not do. Obviously, there are some differences and some similarities between raising children in Colombia versus the United States.Developmentally, the children seem to be similar, and most of the parenting is more likewise than different. References Ardila-Rey, A. & Killen, M. (2001). Middle class Colombian childrens evaluations of personal, moral, and social-conventional interactions in the classroom. International Journal of Behavioral Development, 25 (3), 246-255 Berger, K. (2006). The developing Person Through Childhood and Adolescence (7th ed. ). New York Worth Publishers. Figueroa, C. , Ramey, C. , Keltner, B. , & Lanzi, R. (2006).Variations in Latino Parenting Practices and Their Effects on Child Cognitive Developmental Outcomes. Hispanic Journal of Behavioral Sciences, 28, 102-114. Pilgram, C. & Rueda-Riedle, A. (2002). The importance of social context in cross-cultural comparisions First graders in Colombia and the United States. The Journal of Genetic Psychology, 163 (3), 283- 296. Posada, G. , Jacobs, A. , Richmond, M. , Carbonell, O. , Alzate, G. , Bustamante, M. , & Quiceno, J. (2002). Maternal Caregiving and Infant Security in deuce Cultures. Developmental Psychology, 38 (1), 67-78.

Discuss Some of the Challenges Facing International Students in Higher Education Essay

As a growing number of international students who attempt to beget a further education diploma or expand their horizons, has been increase, it is often the case that they would face unlike ch in allenges while studying abroad. The main barrier that they brace to overcome is pedantic encyclopaedism that consists of strangeness, difference and integration (Teekens, 200617, cited in Hyland, 2008). fit in to Hyland et al (200829), to improve the quality of higher education not only the individual needs to endeavor, but too the departmental and institutional effort would be indispensable.This essay leave alone expound that the main factors of overseas students who study for least one year result in academic teaching challenges, are adapting to a in the raw educational systems perspicacitys and English speaking only environments, then(prenominal) will stick out possible settlements, for example, giving sufficient guidance from enrolled universities, revolutionising vocabu lary certified run in reducing these difficulties. The freshman main factor that directly causes learning challenges is that overseas students would probably face unalike methods of assessment.Most postgraduate students wish their overseas journeys were the same as back home (Pointon, 2009, cited in The higher(prenominal) Education Academy, 2012). However,for those students who graduated in other educational systems, team projects, presentations would become the barriers they earn to confront. Firstly team-based learning appears to be more strange and complicated to these students because it not only depends upon academic competence,but also has to be germane(predicate) to their abilities of communication and coordination.Group work can be even more stressful because a dull student is effectively excluded, whether voluntarily or not. It is also something that many international students fall in not authentically encountered before (Sovic,2008). Subsequently, quite a number o f overseas students seem to be unfamiliar with presentations as well. According to (Sovic,2008153), except for necessity of group work sometimes, to express their opinions via presentations international students who may be new have to be confidently confronted with classmates who would hold other cultural perspectives.These unacquainted assessment criterions would widely and considerably partake international students, especially at the beginning of their academic journey. For example, presentations would be often assigned in the first term, if the results seem to be quite low, they not only directly impact those students overall score, but also affect their emotions to some degree even might reduce their confidence and motivation with regards to continuing their studies abroad. The wink major factor which would be around all overseas students,is the atmosphere of foreign spoken language only.Sovic(2008150)has present that for those students who are non-native speakers, even if they have obtained fairly high IELTS(The International English Language Test System)test grades, language is still singled out as the biggest obstacle for them to study abroad. The main reason, which causes that they passed the tests but could not adapt to the new language environment quickly, is that IELTS seems to be irrelevant to the demands within the universities. To begin with, when overseas students arriving the destinations, the first difficulty they have to face is local accent.Research (Sovic, 2008151) reported that international students who are even native-speakers can still have significant problems with fast and heavy accents in lectures and tutorials. Another point which bothers al to the highest degree overseas students especially at the beginning of study abroad is acquiring academic language, including discipline-specific vocabulary and academic expression. It is often overlooked, since students who obtained the required language scores always mistakenly believe t hat it is sufficient to complete their studies (Arkoudis, 2008).These unexpected barriers would be troubled for all overseas students to varying degree. It is notable that international students must spend quite a large essence of time and energy on solving language numerals. In other word, they have to cut shine the time from learning main curriculums, which would considerably affect them to absorb curriculum knowledge and put on them disembodied spirit more stress. One feasible solution to help overseas students to face academic challenges is that enrolled universities need to make more efforts before international students academic journeys.Despite universities always remind students who have been confirmed credenza to prepare relevant knowledge about their courses, there are few students who could prepare adequately. Zhai(2004101)discovered that academic issue tend to be the most difficulty for international students, and there are around 60% students whom recommended that their college should provide more academic guidance. It is suggested that academic support should be provided to international students as soon as possible, since Pedersen (1991) had show that sufficient guidance should be initiated before they arrive.According to the factors mentioned above, enrolled universities may send an amount of materials to international students via netmail or even material object, including introduction of new educational system, samples of presentation and team project, videos of lecture and tutorial. Moreover, for students of antithetical disciplines, universities may provide more specific background knowledge or required reading list. Although these will increase universities operating costs, it would be effective to help international students overcome academic challenges.Another solution which seems to be quite challenging is revolutionising language certification test. Lee (200923) claims that compared to other language certified tests, IELTS is m ost effective and reliable examination to assess students not only language skill but also academic ability. However, although international students obtain the qualified language scores, it does not mean that they can successfully conclude academic learning (Schmitt, 2005 Murray and OLoughlin, 2007 Arkoudis, 2008 Sovie, 2008), even the type of writing in IELTS seems to be public non-academic genres (Moore and Morton, 2005, cited in Hyland et al, 2008).Feast (200283) reported that between language proficiency and academic performance at university there is a positive and significant, but weak relationship. Thus, in order to better serve high education, IELTS may be adjusted. Firstly, academic IELTS test could be divided into three categories that consist of Arts aspect, Science and Engineering, Social Science. Secondly, increasing more academic topics in section1 and section2 of listening test could replace a considerable number of breeding topics.Thirdly, the type of task2 in wri ting could change to mini-academic essay. These adjustments could not only make the scores more blue-chip to be referred by universities, but also help and guide international students to accumulate more discipline-specific and academic knowledge which touch to reduce those academic difficulties after they arrive. In conclusion, as this essay has demonstrated, the main factors which lead to academic learning challenges are atmosphere of English speaking only and different educational assessment system.Feasible solution to these challenges including revolutionising language certified test and providing adequate support from enrolled universities. It seems that revolutionizing language certified test is most significant solution to help and guide students at the source. In the future, increased awareness of academic challenges via researching and reporting as a whole could arouse relevant departments attention to take action on resolving these problems.

Hassan in The Kite Runner Essay

A perfect friend could be described as someone who is honest and trustworthy, they make you laugh, someone you enjoy spending time with, and or so of eery they know how to have a good time and pick you up when youre down. The novel The Kite Runner written by Khaled Hosseini depicts the setting of a great familiarity in the best and most thoughtful sort only if the definition does not seem to match with what others seem to think. Hassan and amir show utmost loyalty and humbleness towards for for each one one other but with one stock-stillt the course of both of their lives change and both sides of their friendship do not remain equal.In their childhood days in Kabul Hassan acts as a brave, humble, considerate and hardworking, puppylike boy who only wishes for Amir to succeed and be happy, almost to the extent of world too good to be true(a). Hassan displays these qualities and attributes through a number of important and renowned events. First, Hassan protects Amir in some(prenominal) situation even if it puts him in danger. Second, after retrieving the kite from Assef, Hassan doesnt even mention what took come out to Amir showing his utmost loyalty. Third, Even after he is betrayed by Amir, Hassan continues to dwell for the person he considers his best friend.Through these sets of events it will be evident how Hassan shows his attributes and how he, as a character in the novel, talent be considered as too good to be true Hassan and Amir were raised to winher, grew up with each other and lived together for a large chunk of their lives. Although Amir is the only one that goes to madrehseh, school, Hassan does a rattling good job of trying to keep up with Amir. In Afghanistan school smarts dont get you that far in public life, situations arise where a young boy cannot merely think his way out of it.This sort of Situation arises between Hassan, Amir and a couple of boys who seemed to be up to no good. Assef, a notorious sociopath and violent boy , and his two friends Wali and Kamal mock Amir for socializing with a Hazara, which, fit to Assef, is an inferior race whose members belong only in Hazarajat. One day, he prepares to attack Amir with spotless steel brass knuckles, but Hassan bravely stands up to him, threatening to shoot out Assefs center out with his slingshot Amir had bought him. Assef decides to walk away promising to be back.The fact that Hassan was only existence bullied and not the one being threatened and still decides to stand up to Assef shows his absolute cut and true loyalty to Amir. Even though this situation is early in the book, its significance is still that of utmost vastness for the fact of it showing how Hassan will protect Amir in any and all situations even if it puts him in danger. The kite fighting tournament is an event that almost every child in Kabul participates in. For each child that flies a kite, there is one who runs and grabs the kite loosing kites as they fall.Amir and Hassan fo rm a team and they work together every year to try to win the tournament, Amir flies and Hassan runs the kites down. Against all odds they win the competition and Hassan goes to run it down. Soon enough Amir finds Hassan with Assef once again. Too panicky to intervene, Amir stands and watches his most loyal friend Hassan get raped. One of the many climaxes of The Kite Runner is this icon because for the rest of Amirs life he lives with it on his conscience, that he did not do anything to help.Amir and Hassan never speak of that moment again but both of them know what had happened that day. Just like any other average person Hassan could have gotten very mad at Amir, but the fact that he chooses not to shows how humble, caring and considerate of Amir. Not only does Hassan by and by want to continue their affinity how it was in front but he in fact looks to take the blame as he asks Amir later on what he had done wrong to upset him. All of Hassans actions are shown in the most lo yal and confederate way.As our novel progresses Hassan and Amir become further and further apart from each other, to the point that Amir eventually decides he would no longer like to live in the uniform household as him. All this time Hassan has been trying to make things wright between them but Amir would spurn to listen. Amirs frustration ultimately leads to him framing Hassan to get him to leave. In a confusing metamorphose of dialogue Hassan takes the blame and apologizes, Baba accepts but Ali insists on their immediate dismissal. Again we see Hassans sheer love for Amir as he does not want him to get into trouble.Taking all the blame seems to be one of the best ways that Hassan can show his friendship. Doesnt seem like much, but having the courageousness and bravery to do it to this extent truly makes Hassan a literally unbelievable character. Although Hassan and Amirs relationship does not match that which others believe to be true, it is much more. The reason their friend ship isnt the same as others is because they are not friends they are and always will be brothers. Hassan character is a brave, humble, considerate and hardworking, young boy who only wishes for Amir to succeed and be happy.Hassan displays these qualities and attributes through a number of important and notable events. First, Hassan protects Amir in any situation even if it puts him in danger. Second, after retrieving the kite from Assef, Hassan doesnt even mention what took place to Amir showing his utmost loyalty. Third, Even after he is betrayed by Amir, Hassan continues to lie for the person he considers his best friend His character is without a doubt too good to be true because of the fact that Khaled Hosseini puts him in the wrong position, Hassan is not Amir friend nor will he ever be. They are brothers for life.