List of Dean Koontz Books, Stories, and Other Writings

Dean Koontz went from being the quintessential struggling writer to dominating the suspense thriller genre with works in the fields of horror, fantasy, science fiction, and mystery. He was hardly an overnight success, but his long list of works is evidence of his popularity and longevity. In time, many of his novels were released as  big-screen movies. Koontz has been publishing  books, stories, novellas, comics, and graphic  novels for six decades, using his own name and the pseudonyms K.R. Dwyer, Aaron Wolfe, Brian Coffey, Leigh Nichols, Owen West, Richard Paige, Deanna Dwyer, Leonard Chris, and David Axton. Here is a complete list of Dean Koontzs books and writings under his name and  all his pseudonyms by year. 1965-1969: Koontz Early Works Much of Koontzs early work was in the form of short fiction. He wrote evenings and weekends while working as an English teacher. When his wife offered to support him for five years while he tried to make a go of being a writer, he was free to kick-start what would become a long and impressive career. 1965 - The Kittens short fiction1965 - This Fence short fiction1965 - The Reflector poetry collection1966 - Some Disputed Barricade short fiction1966 - A Miracle Is Anything short fiction1966 - Ibsens Dream essay1966 - Of Childhood essay1967 - To Behold the Sun short fiction1967 - Love 2005 short fiction1967 - Soft Come the Dragons short fiction1968 - The Psychedelic Children short fiction1968 - The Twelfth Bed short fiction1968 - Dreambird short fiction1968 - Star Quest1969 - Fear That Man1969 - The Fall of the Dream Machine1969 - Muse short fiction1969 - The Face in His Belly: Part One short fiction1969 - Dragon In the Land short fiction1969 - The Face in His Belly: Part Two short fiction1969 - Where the Beast Runs short fiction1969 - Killerbot short fiction1969 - Temple of Sorrow short fiction1969 - In the Shield short fiction 1970-1979: Koontz Receives Hugo Award Nomination for Beastchild The 70s were formative years for Koontz as he experimented with different genres. His first formal recognition of success came with a Hugo nomination for his novel Beastchild. 1970 - Hung (as Leonard Chris)1970 - Hells Gate1970 - Dark Symphony1970 - Dark of the Woods1970 - Beastchild1970 - Anti-Man1970 - The Underground Lifestyles Handbook (with Gerda Koontz), nonfiction1970 - The Pig Society (with Gerda Koontz), nonfiction1970 - Soft Come the Dragons short story collection1970 - Unseen Warriors short fiction1970 - Shambolain short fiction1970 - The Crimson Witch short fiction1970 - Beastchild short fiction1970 - Emanations short fiction1970 - The Mystery of His Flesh short fiction1970 - The Good Ship Lookoutworld short fiction1970 - Nightmare Gang short fiction1970 - A Third Hand short fiction1971 - Legacy of Terror (as Deanna Dwyer)1971 - The Crimson Witch1971 - Bruno short fiction1972 - Warlock!1972 - Time Thieves1972 - Starblood1972 - Demon Child (as Deanna Dwyer)1972 - A Darkness in My Soul1972 - The Dark of Summer (as Deanna Dwyer)1972 - Children of the Storm (as Deanna Dwyer)1972 - The Flesh in the Furnace1972 - Chase (as K. R. Dwyer)1972 - Writing Popular Fiction nonfiction1972 - A Mouse in the Walls of the Global Village short fiction1972 - Ollies Hands short fiction1972 - Altarboy short fiction1972 - Cosmic Sin short fiction1972 - The Terrible Weapon1973 - Shattered (as K. R. Dwyer)1973 - Demon Seed1973 - A Werewolf Among Us1973 - The Haunted Earth1973 - Hanging On1973 - Dance with the Devil (as Deanna Dwyer)1973 - Blood Risk (as Brian Coffey)1973 - The Undercity short fiction1973 - Terra Phobia short fiction1973 - Wake Up To Thunder short fiction1973 - The Sinless Child short fiction1973 - Grayworld short fiction1974 - Surrounded (as Brian Coffey)1974 - After the Last Race1974 - Night of the Storm short fiction1974 - We Three short fiction1975 - Wall of Masks (as Brian Coffey)1975 - Nightmare Journey1975 - The Long Sleep (as John Hill)1975 - Dragonfly (as K. R. Dwyer)1975 - Invasion (as Aaron Wolfe), reissued as Winter Moon in 19941976 - Prison of Ice (as David Axton), reissued as Icebound in 19951976 - Night Chills1977 - The Vision1977 - The Face of Fear (as Brian Coffey)1979 - The Key to Midnight (as Leigh Nichols)1979 - CHiPs episode 306: Counterfeit (as Brian Coffey), screenplay 1980-1989: Whispers Becomes Koontzs First Paperback Bestseller Comfortably established in a style The New York Times called psychologically complex, masterly and satisfying, Koontz saw Whispers become his first paperback bestseller in 1980. 1980 - Whispers1980 - The Voice of the Night (as Brian Coffey)1980 - The Funhouse (as Owen West)1981 - The Mask (as Owen West)1981 - The Eyes of Darkness (as Leigh Nichols)1981 - How To Write Best-Selling Fiction nonfiction1982 - The House of Thunder (as Leigh Nichols)1983 - ​Phantoms1984 - Darkfall1985 - Twilight Eyes reissued with extension in 19871985 - The Door to December (as Richard Paige)1986 - Strangers1986 - The Black Pumpkin short fiction1986 - The Monitors of Providence short fiction1986 - Snatcher short fiction1986 - Weird World short fiction1986 - Down in the Darkness short fiction1987 - Watchers1987 - Shadow Fires (as Leigh Nichols)1987 - Graveyard Highway short fiction1987 - Twilight of the Dawn short fiction1987 - Miss Atilla the Hun short fiction1987 - Hardshell short fiction1987 - The Interrogation short fiction1988 - The Servants of Twilight (as Leigh Nichols)1988 - Lightning1988 - Oddkins: A Fable for All Ages a childrens book1989 - Midnight1989 - Trapped s hort fiction 1990-1999: Koontz Novels Reach No. 1 The prolific Koontz, who says he works 60 to 70 hours a week, continued to turn out suspenseful books. The Bad Place and Hideaway reached No. 1 on the New York Times bestseller list in this decade. 1990 - The Bad Place1991 - Cold Fire1992 - Hideaway1993 - Mr. Murder1993 - Dragon Tears1994 - Winter Moon1994 - Dark Rivers of the Heart1994 - Strange Highways short story collection1995 - Icebound1995 - Strange Highways1996 - Intensity1996 - Ticktock1996 - Santas Twin a childrens book1997 - Demon Seed (revised)1997 - Sole Survivor1998 - Fear Nothing1998 - Seize the Night1998 - Phantoms screenplay1998 - Pinkie short fiction1999 - False Memory1999 - Black River short fiction 2000-2009: Koontz Introduces Popular Character Odd Thomas By this time, Koontz novels were frequently on the bestseller lists, but the introduction of a new character, Odd Thomas, kicked off one of his most popular creations and series of books, Few central characters capture the hearts of readers like Odd Thomas, the unassuming short-order cook with clairvoyant abilities. 2000 - From the Corner of His Eye2001 - One Door Away from Heaven2001 - The Paper Doorway : Funny Verse and Nothing Worse a childrens book2001 - Qual Con short fiction2002 - By the Light of the Moon2003 - The Face2003 - Odd Thomas2003 - Every Days a Holiday : Amusing Rhymes for Happy Times a childrens book2003 - The Book Of Counted Sorrows poetry collection2004 - The Taking2004 - Life Expectancy2004 - Robot Santa: The Further Adventures of Santas Twin a childrens book2004 - Life Is Good! Lessons in Joyful Living (with Trixie Koontz), nonfiction2005 - Frankensteins Prodigal Son (with Kevin J. Anderson), Book One in Koontzs Frankenstein series2005 - Velocity2005 - City of Night (with Ed Gorman), Book Two in the Dean Koontzs Frankenstein series2005 - Forever Odd2005 - Christmas Is Good!: Trixie Treats And Holiday Wisdom (with Trixie Koontz), nonfiction2005 - Dean Koontzs Frankenstein screenplay2006 - The Husband2006 - Brother Odd2007 - The Good Guy2007 - The Darkest Evening of the Year2 008 - Odd Hours2008 - In Odd We Trust2008 - Bliss to You: Trixies Guide to a Happy Life (with Trixie Koontz)2009 - A Big Little Life: A Memoir of a Joyful Dog Named Trixie2009 - Nevermore2009 - I, Trixie, Who Is Dog2009 - Breathless 2010 to Present: Odd Dominates Responding to the wishes of his readers, Koontz turned out several more Odd Thomas novels, as well as a digital series and a graphic novel based on the popular character, in addition to other work. Toward the end of the decade, Dean Koontz stated he fell in love with a new character, Jane Hawk, in The Silent Corner and anticipates several novels featuring the new character. 2010 - Darkness Under the Sun novella2010 - Odd Is on Our Side2010 - Trixie Jinx2010 - What the Night Knows2010 - Frankenstein: Lost Souls2011 - Frankenstein: The Dead Town2011 - 77 Shadow Street2011 - Dean Koontzs Nevermore comic book2011 - Nevermore2011 - Fear Nothing, Volume 1 graphic novel2011 - The Moonlit Mind novella2012 -​  House of Odd graphic novel2012 - Oddkins digital book for children2012 - Odd Apocalypse2012 - Odd Interlude 3-part digital series2013 - Deeply Odd2013 - Wilderness short story2013 - Innocence2014 - You Are Destined to Be Together Forever novella2014 - Ask Anna: Advice for the Furry and Forlorn2014 - The Neighbor novella2014 - Saint Odd2014 - The City2015 - Last Light novella2015 - Final Hour novella2015 - Ashley Bell2017 -​ The Silent Corner2018 - Ricochet Joe Kindle motion book

The Korean War And The Cold War Essay - 1239 Words

The Korean War represented a global expansion of the Cold War, but also set the limits and boundaries in which the belligerents would act, for decades to come (Judge Langdon, 85, 99). Furthermore, the conflict in Korea was the first time in which the Cold War turned ‘hot’ (â€Å"Korea†, CNN). This violent clash of ideologies was the result of a complex series of events that began with the initiation of the Cold War. Specifically, George Kennan’s ‘Long Telegram’ served as the outline for a strategy designed to contain Soviet expansionism and imperialism (â€Å"Iron Curtain†, CNN). The policy of containment would ultimately drive the decision to employ force in countering the aggression of the Democratic People’s Republic of Korea (DPRK). Kennan’s assessment of the Soviets proved accurate, and on 29 August 1945, Stalin’s regime tested their first atomic bomb successfully (Judge Langdon, 66). This test represented a restoration in the Cold War’s balance of power, but for the United States, it signified a tremendous loss in advantage (Judge Langdon, 67). This strategic balance limited America’s strategic options, which hinged largely upon the idea of nuclear deterrence. With the advent of the Soviet nuclear era, America now found itself in a tit-for-tat scenario and subject to the perceived unpredictability of Stalin (â€Å"Korea†, CNN). Moreover, 1949 also saw the victory of Mao Zedong’s Chinese Communist Party (CCP), the establishment of the People’s Republic of China (PRC), and theShow MoreRelatedKorean War : The Cold War1598 Words   |  7 Pageshad already seen two appallingly destructive and costly World wars, just as the Cold War between the Soviet Union and the United States broke due to their ideological differences after World War II, in the midst of the Cold War was the Korean War. 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Communism isn’t sleeping; it is, as always, plotting, scheming, working, fighting.† If there is only one statement that captures the raw tension and scale of the Cold War, it is this. In fact, the real heat of the Cold War was often felt in Asia, rather than Europe or America itself. Real conflict broke out in Asia during this tense period of American history, such as in the correlated butRead MoreThe Cold War and The Korean War Essay1526 Words   |  7 Pages1950s, no event captured the tension of the infamous Cold War more than the Korean War. Fought to prevent the spread of communism in Korea, the Korean War was a bold political victory for the United States because America sent a clear message to the entire world, as it was the first military action of the Cold War, that the spread of communism will not be tolerated by the strongest military in the world, the United States. 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These powers would continue to battle through the use of surrogate wars and political propaganda. War began to change exponentially with technology, and atomic warfare threatening, and still threatens, the life on earthRead MoreAssess the Significance of the Korean War in Relation to the Cold War1383 Words   |  6 PagesThe Korean War was the first major ‘proxy war’ of the Cold War, and was relatively significant to the development of the Cold War due to a number of factors. Overall it can be seen as a clear example of the United States’ policy of containment in action, leading to the vast growth of America’s military capability, as well as the globalisation of the Cold War due to the military a lliances constructed by the US. Along with this, the Korean War ended with the emergence of China as the frontrunner ofRead MoreKorean War Achieve America s Objectives Of The Cold War1972 Words   |  8 PagesEver since World War II, the United States has played a massive role in world affairs: from membership in the United Nations to the involvement in protecting Kosovo from ethnic cleansing to the multitude of proxy wars initiated between the Soviets and the United States. One of these proxy wars was the Korean War, where the United States allied with South Korea against the North Korean invasion backed by the Chinese and later Soviets. The purpose of this essay is to investigate and answer the researchRead MoreThe Cold War And The Soviet Union1210 Words   |  5 Pages The Cold War was a series of tension and events that mostly occurred between the U.S and the communistic Soviet Union. It lasted from about 1947, and ended in 1991 when the Soviet Union collapsed. 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My Conclusion Free Essays

From my task analysis I have found that I have to design and make either an Pod docking station, phone charging stand, low voltage light or a radio and the chosen product must be styled in eras from the last 100 years. Also found the different design styles in the last 1 00 years which is Art Deco, Art Nouveau, Bauhaus or Arts and Crafts. . We will write a custom essay sample on My Conclusion or any similar topic only for you Order Now From my investigation on the questionnaire result have found that I will design and make an Pod docking station in the style of art deco made of multi products. This is because that what my target user wants. From my investigation on art deco, I found out the happily styling features which are sunburst motifs, chevron patterns, and jumbled shapes, zigzagged and geometrical shapes From my product analysis I have found out the different type of products and the price of them and the length and I have found out and different type of styling of art deco and this has given me an idea on what to create Design Brief am going to make an pod docking station and it’s going to be in the style of art deco and its going to be aimed at over 14+ and so that it would be in the museum gift shop. Requirements for the client The Pod docking station should be: It should be eye catching It should be in a design of the last 100 year era Requirements for the user It should be safe so that they don’t injure the user Made from mufti-materials It should be soundly constructed It should be in the design style of art deco which consists of geometric shapes, sunburst motifs, chevron patterns , jumbled shapes and etc It should be priced between EYE-EYE Requirements for the designer and the manufacture The Pod docking station should be. How to cite My Conclusion, Papers

Lincoln Hospital Third Party Intervention Case study sample

Questions: Case Study Lincoln Hospital: Third Party Intervention Soon after the election of a new chief of surgery, the president of Lincoln Hospital faced a crisis. Lincoln, a 300 bed for-profit hospital in south-western United States, was experiencing severe problems in its operating room (OR). Forty per cent of the OR nurses had quit within the previous eight months. Their replacements were significantly less experienced, especially in the specialty areas. Furthermore, not all could be replaced; when the crises came to a head, the OR was short seven surgical nurses. Also, the necessary equipment often was not available. On several occasions, orthopaedic surgeons had already begun surgery before they realised the necessary prosthesis (for example, an artificial hip, finger joint or knee joint) was not ready, was the wrong size or had not even been ordered. Surgery had to be delayed while equipment was borrowed from a neighbouring hospital. Other serious problems also plagued the OR. For example, scheduling problems made life extremely difficult for everyone involved. Anesthesiologists often were unavailable when they were needed, and habitually tardy surgeons delayed everyone scheduled after them. The nursing shortage exacerbated these difficulties as the lack of staff required impossibly tight scheduling. Even when the doctors were ready to begin, the scheduled nurses might still be occupied in one of the other operating rooms. The surgeons were at odds among themselves. Over 30 of them were widely regarded as prima donnas who considered their own time more valuable than anyone elses and would even create emergencies in order to get prime time OR slots for which they were often late. Worst of all, the doctors and nurses were virtually at war. Don, the new chief of surgery, was at war with Mary, the veteran OR director; he had even campaigned on a promise to get her fired. Lincolns president was faced with a difficult choice. On one hand, he needed to satisfy the physicians, who during the tenure of his predecessor had become accustomed to getting their way in personnel matters, by threatening to take their patients elsewhere. The market was increasingly competitive, and the hospital was also faced with escalating costs, changes in government regulations, and strict Join Commission on Accreditation of Hospitals standards. Could the president afford to alienate the surgeons by opposing their newly chosen representative who had a large practice of his own? On the other hand, could he afford to sacrifice Mary? She had been the OR director for 13 years, and he was generally satisfied with her. As he later explained; Mary is a tough lady, and she can be hard to get along with at time. She also doesnt smile all that much. But she does a lot of things right. She consistently stays within her budget... Furthermore, whereas Don had long been an outspoken critic of the hospital and was generally distrusted by its administrators, Mary was loyal, a strict constructionist who adhered firmly to hospital policies and procedures: She is supportive of me, of the hospital, and of our interests. She doesnt let the doctors get away with much. She has been an almost faultless employee for years, in the sense that when she comes to work, gets the job done, never complains, and doesnt make any waves. I really dont understand the reason for the recent problems. I trust her and want to keep her. It would be extremely difficult to replace her. The last point was a key one; a sister hospital had spent almost three years trying (unsuccessfully) to recruit an OR director. After talking with both nurses and doctors, the president decided not to fire Mary. Instead, he told both Mary and Don that they must resolve their differences. They were to begin meeting right away and keep on meeting, however long it took, until they got the OR straightened out. The results were predictable. Neither party wanted to meet with the other. Mary thought the whole exercise was pointless, and Don saw it as a power struggle that he could not afford to lose. The president, who wanted an observer present, chose Terry, the new executive vice president and chief operating officer. Mary didnt know Terry very well so she asked that her boss, the vice president of patient services, sit in. Don, who didnt trust either Mary or her boss, countered with a request for a second of his own, the vice president for medical services. When the meeting finally occurred, it quickly degenerated into a heated argument, as Don and Mary exchanged accusations, angrily defended themselves, and interpreted any interventions by the three observers as taking sides or favouritism. At this point, Lincolns president called me. We negotiated a psychological contract, where the president share the above historical information, described the problem as he saw it, and identified his expectations of me and for the project. Then, I expressed my expectation of the president. When then agreed to take no steps until I had interviewed both Don and Mary. Later that afternoon, Don expressed his anger and frustration with the hospital administration and, most of all, Mary: I dont want to have anything to do with this lady. She is a lousy manager. Her people cant stand to work for her. We dont have the equipment or the supplies that we need. The turnover in the OR is outrageous. The best nurses have quit, and their replacements dont know enough to come in out of the rain...All we want is to provide quality patient care, and she refuses to let us do that. She doesnt follow through on things. He particularly resented Marys lack of deference. Marys behaviour is so disgraceful it is almost laughable. She shows no respect whatsoever for the physicians...She thinks she can tell us what to do and order us around; and I am not going to put up with it any longer. When I agreed to take this job as chief of surgery, I promised my colleagues that I would clean up that mess that has plagued the OR for years. I have a mandate from them to do whatever is necessary to accomplish that. The docs are sick and tired of being abused, and I am going to deal with this lady head on. If we go rid of her, 95 per cent of our problems would go away. She has just gone too far this time. In his cooler moments, Don admitted that Mary was only partly to blame for the OR problems, but he still insisted she must be fired, if only to prove to the doctors that the hospital administration was concerned about those problems, and that something was being done. I am always a bit suspicious about the objectivity of someone who has reached the conclusion that someone must be fired. There is always something else that is going on that requires more investigation, such as personal bias perhaps. Clearly, both Mary and Don had strong needs to control other peoples behaviour, while remaining free of control exacted upon themselves. It was obvious from these initial interviews that Don and Mary were largely contributing to the OR problems; but it was also obvious that many others had a stake in the outcome of their battle. Most of the doctors blamed the high turnover on the nursing managers inability to retain qualified personnel, whereas the managers blamed it on the doctors verbal abuse. A significant number of doctors were widely regarded by some of their peers as well as by the nurses as impatient, intolerant perfectionists who demanded for higher standards of others than they did of themselves. The next step was to identify specific problems for Mary and Don to address. They wrote their response on a sheet of paper, assigning directions to represent the relative seriousness of the problem. Some of the most serious problems could be solved immediately; others were going to take longer, but at least Don and Mary now knew what their priorities had to be. Finally, it became possible for them to agree on specific behavioural changes that might help. Don and Mary each defined what they wanted from the other and negotiated what they themselves were willing to undertake; the meeting was moderated and they wrote down the decisions. Since Mary and Don were interdependent, either could have easily sabotaged the others efforts. Therefore, in defining each action item, they were reminded to specify responsibilities for both parties: What will Don (Mary) do to resolve this problem? What will Mary (Don) do to help the other succeed? This technique made both parties jointly responsible for resolving each problem and thus changed the whole dynamic of the relationship from mutual isolation to collaboration, from denial of responsibility to acceptance of responsibility, and from a focus on problems to a focus on solutions. During the next year, there were four more meetings with Don Mary. Before each meeting, each participant was interviewed privately. At the beginning of each meeting, the participants gave general reports on what was going on, between Mary and Don and in the OR in general. In particular, each one was asked to list positive events and specific behaviours on each others part that they appreciated. They then reviewed the commitments they had made during the previous meeting. In almost every case, both Mary and Don had kept these commitments, thus building a basis of trust for further commitment during the latter part of the meeting. Where they had not kept the commitments, plans were made to ensure follow-through before the next meeting. Part A 1. If you had been called by Lincolns president to help resolve the problems described in the case, how would you have carried out the process? What would you have done differently than the OD consultant?2. Is third-party intervention an appropriate intervention in this case? What were other possible OD interventions Part B Discuss two lessons from the case study that you could put into practice in your own work or previous work experience. State why these lessons are important to you and outline a plan for implementing them in your future or current work situation. You do not need to identify your specific situation or details of individuals or organisation. Your discussion should include the following: Descriptions of specific actions, interventions or approaches that would be more effective in similar situations in the future, and the improved outcomes that you would expect. The criteria and processes that you would use to evaluate the effectiveness of these actions and i nterventions. Possible obstacles to implementing your improvement plan (e.g. lack of time, insufficient resources, unsupportive colleagues), and how they can be overcome. Presentation Answers: Introduction: Change Management-It is a loom towards transitioning individuals and teams, as well as organizations towards a well desired future plan and situation. In any project that is related to the management context actual change management might even refer to the project management procedure where in the changes to scope of any project are officially introduced as well as approved. Properly communicating anticipated positive results can also help a person to excite his/her team plus increase the ownership in project. Any vital management of change initiative must also be tracked towards determining effectiveness of the strategies as well as towards identifying the fields that must be enhanced upon at the time of next situation demanding change management (Cameron Green, 2004). Third party intervention- these terms said as "third party" plus "intermediary" are actually both used when it is referred to any person otherwise team of the people who also get involved in any kind of conflict towards helping disputing parties for management otherwise or coming down to a solution of the issue. These third parties or party might also act like consultants, who would help the one side otherwise both the parties through analysing conflict as well as planning a very effective and successful response. On other hand, they also might act like a facilitator, who arranges the meetings and sets proper agendas, as well as guides the productive talking and discussions (Green, 2007). These facilitators also often record things that are said, and might even sometimes write a short study summarizing discussions as well as any agreements which were reached. While several different forms of mediation also are common, majority of them have conflicting parties sitting down together to wards explaining each other about their views regarding nature of problem as well as the way in which they actually think the problem might get solved. While few mediators take very stronger role within option identification plus selection rather others, mediators also do not have power to oblige a solution (Pugh Mayle, 2009). About the case- Lincoln Hospital is facing an issue of shortage of human resources and even equipments and tools. The organization has employed a new chief of the surgery and soon after his joining the firm has suffered the issue. About 40% of OR nurses have actually left the job in last eight months. And also the replacements were considerably less experienced. OR lacked 7 surgical nurse. Scheduling also was a problem for people involved. Anesthesiologists generally were unavailable while they were required. Don, was new chief of the surgery and had some war with Mary who was the veteran OR director. Later the management department took several step to solve their issues and within a single year both Mary and Don were interviewed somewhat four times. Also other staffs were asked to submit their views on the relation amid Mary and Don. It was very obvious from the interviews that Don and Mary the technique has made them jointly accountable for resolving every problem plus changed who le dynamic of relationship right from the mutual isolation till the collaboration, and from denunciation of the responsibility till acceptance of the responsibility. Part A 1. Problem solving: Change in reality occurs when anything ends and then something novel or somewhat different initiates. The phase or the period in the hospital was somewhere amid the two points and this is called transition. This also is situation where people actually have to attain knowledge and strength to understand and adapt something new and let go the old. Embracing the new wholeheartedly gives a positive outcome whereas incapability in the adaption leads to problems and conflicts. Usually this situation takes people away from familiar to something unknown. Probably this was happening in the Lincoln Hospital. A new chief of surgery was not being totally accepted by some employees specially Mary and this created a vast conflict and also hampered the firm badly. Many operating room staffs also left their jobs and the result was ridiculous for the organization (Randolph, Ferrie Palmer, 1976). Even though Dons joining of the organization was positive, this psychologically affected many staffs. Sev eral had very strong response towards this change and some even reacted calmly. One of such was the feeling of actual loss, with struggle towards accepting a novel joiner. Change also produced many physical symptoms like emotional distress, loss of staffs, lack of nurses and most vital was the reemployment of the staffs which also affected quality of the work. The major error in the management of change was underestimating affect it actually had on the people. Actually the supervisors might have thought merely informing the staffs about the change would be sufficient for them to handle the alteration and adjust to the change. Not only the coming of the new chief but less supply of equipments also has frustrated the staffs and was seen a vast reason behind the problem of turnover taking place in the firm. Marys lack of respect and leniency towards her job also created several issues and even the management was responsible for certain problems like, lack of tools, mismanagement of tim e and schedules and many more. Several forms of Loss were found, they are: Security-Staffs no longer felt in control otherwise know what future holds, and even were not interested in their tasks. Co-operation-There was lack of co-operation among the staffs. Employees were not ready to help each other. Everyone behaved selfishly and this hampered the firm Relationships- Staffs in the firm were having bitter relations among themselves and were not seen very happy with each other. The best example were, Don and Mary Sense of Direction- The meaning and mission of the job in the employees was very unclear. People were never motivated and also were never encouraged towards good performance. There could be few helpful management plans and strategies for every phase of the transition that was seen in the firm. Strategies for each phase: Some instances are scheduled below of few things which were observed in every phase. This might help in the diagnosis: Denial- Both Don as well as Mary could have been shown the past results of the firm and could have been asked that this can also be attained by both of them work with proper co-operation and support Resistance- Here anger, blame and anxiety as well as depression plus also irritation has been observed in the staffs. The employees need to be trained and their resistance power needs to be enhanced by the management. Commitment- A lot of commitment and feeling of loyalty towards the organization needs to be developed in the staffs so that they think twice before leaving their job. During the denial phase the management must confront people involved in the conflict and issue and proper information needs to supply to them. it was also necessary for the firm to properly inform the change to the staffs beforehand for avoiding the issues but this was not done and result was all negative. During the resistance stage staffs must be taught to listen, feel and acknowledge as well as respond empathetically plus even encourage support. 2. Intervention: Yes, third party intervention to some extent was appropriate in this case. Though it has its own disadvantages and side effects yet it worked properly in the situation that occurred in the hospital (Morris, 2008). After the interference the situation calmed down to some extent and both Don as well as Mary at least agreed to talk to each other can the condition came down from selfishness to selflessness. Other OD interventions that could have been applied in the case are: Organization Confrontation Meeting: This is a change method that mobilizes theorganization members towards identifying the issues, set of the action and targets, as well as initiate workingon such problems. Organizational confrontation meeting in this case might typically involve following steps: 1. A proper group meeting can be held where of the staffs involved is the process of OR will be included. Usually the task here will be to identify issues about work ecology and effectiveness of firm (Watts, 1982).2. Groups will be selected from staffs working in the operating room as basic issue has been observed in the operating room. 3. The members of the group might be asked to supply full detail and data regarding the issues amid Don and Mary and also what they think is the basic reason behind the vast turnover taking place in the firm (Beckhard, 2000). 4. The group will be given appropriate time to recognize the problem and then supply data on the same.5. The set of people will then reconvene within meeting place. All the members will need to report problems which will be identified and also then provide solutions.6. Either then otherwise later, master catalog of issues will be broken into several categories.7. Participants also will be divided into groups like problem-solving sets whose composition might, and generally will, differ from the one of original problem-reorganization groups.8. The group will be asked to, develop a proper tactical plan for action, as well as determine proper timetable intended for the completion of this phase of process. 9. The group then will be periodically asked to reports list of the priorities as well as tactical strategies of action towards the management (Plutchak, 2009). Result might have been good and even better as the confrontation meetings would actually have been combined with some other approaches like feedback and also survey as well as observation. Part B Discussion of Lessons Learnt There are several things that a analyser can learn from above issues: Every firm must carry a proper employee retention plan and scheme for making staffs stayin the organization for longer period of time A proper change management process must be followed by all the organization undergoing any king of change These lessons are vital as they provide a path for proper management and control in the organization and also help the firm to avoid any further conflict or issues taking place in the firm. Also the learning about such lessons will make me understand the change management in better way and will be helpful to me in career perspective. Actions, Interventions Future Approaches Organization confrontation meeting- This can be extra effective in such a situation. Here several surveys can be made to know the relation amid Don and Mary and also to seek data on actual problem existing in the firm which is leading to such a large turnover of nurses from the OR section. Such an approach can enable the firm to know the viewpoints of all the staffs and this will also make staffs feel as part and parcel of the firms problem solving procedure which will as a result encourage the employees to some extent (Brinkerhoff, 1996). Interpersonal approach- Interpersonal interventions could also have been useful in this case where two staffs are fighting with each other and are in a situation where they are totally against each other. This intervention can be designed to improve as well as enhance the individual skills, efficiency, knowledge, as well as effectiveness of both Don plus Mary. Very popular interventions within this cluster are the T-groups that would help the staffs become extra aware about their own as well as their co-workers skills and behaviour plus their issues and problem patterns (Imanipour, Talebi Rezazadeh, n.d.). A characteristic T-group will also consists of some 10 to 20 volunteers who will meet at very specific time within proper duration. The meetings will also be unstructured and will leave group to recognize subject matter with context to a fundamental goals that will be stipulated by the facilitator. Also as group members will try to put forth structure upon fellow members the anxiety ensues as well as the group will become extra aware of about own as well as other's feelings plus behaviors. Obstacles to implementation While implementing the approaches and process I might face several issues: Many staffs wont provide real data and original information with a fear of losing job Time will be a big hurdle as collection of data and information will indulge a lot of time Money will also be needed to conduct meetings Employees will need to take out time from their jobs and attend meetings which will further create issues like lack of time (Zmud Cox, 1979) Many staffs wont accept the process wholeheartedly Lack of proper and also step-by-step planning of the change going to take place in the organization, the firm might fall apart otherwise cause extra problems rather than benefits. One needs to properly understand exactly things that the changes will bring in and the ways in which those changes can occur. Communication with staffs can be another barrier Effectiveness: Evaluation Criteria 1) Identify Goals plus Objectives- The first step will be recognize what were the actual goals that were to be obtained before the process started. Review the process and plan- Next i will analyse whether the whole process went through the planned procedure or not. If not then the chances of negative results actually rise (Daumit, 2001). Outline how the OD intervention worked- The intervention that was planned will be evaluated and it will be seen that this intervention went on the original steps or not. Analyze the benchmark- The standard of result that was expected will be put down and also the results that were thought to be obtained will be laid down Find the actual result- Then the final result will be compared to the benchmark that was previously set for the attainment of the aims and goals that were set in the beginning Final outcome- The analysis and evaluation of both benchmark and the final result will give the ultimate outcome. In this step all the gaps and surplus will be identified if at all it exist in the firm after the process has been undertaken (Ravallion, 2009). Conclusion: Intervention actually tends to solve almost all the issues and conflicts taking place in any organization. All the OD interventions help the firms to grow and develop to certain level and also supports the organization to properly analyse as well as evaluate the issue that are creating problems for the firm and for the staffs as well. A good evaluation will assess whether each of the intermediate effects was achieved. Though the creation and implementation of such processes in never an easy task for any firm yet it solves many issues like it did in case of the Lincoln Hospital that was suffering with problem of employee turnover as well as several conflicts among staffs at the same time was undergoing loss due to lower performance of staffs, less motivated employees, lack of tools and equipments and too some extent even the misleading of staffs due to lenient and loose management having very less control over the staff members. In a nutshell here is the total analysis and detail abou t the issue in the Lincoln Hospital and the data regarding third party intervention its advantages and its side effects as well as many other OD intervention that might help the organization in this situation. References Beckhard, R. (2000). The Confrontation Meeting. Reflections: The Sol Journal, 2(2), 5-13. doi:10.1162/15241730051091966 Brinkerhoff, D. (1996). Process perspectives on policy change: Highlighting implementation. World Development, 24(9), 1395-1401. doi:10.1016/0305-750x(96)00056-3 Cameron, E., Green, M. (2004). Making sense of change management. London: Kogan Page. Daumit, G. (2001). A Computerized Tool for Evaluating the Effectiveness of Preventive Interventions. Public Health Reports, 116(90001), 244-253. doi:10.1093/phr/116.s1.244 Green, M. (2007). Change management masterclass. London: Kogan Page. Imanipour, N., Talebi, K., Rezazadeh, S. Obstacles in Business Process Management (BPM) Implementation and Adoption in SMEs. SSRN Journal. doi:10.2139/ssrn.1990609 Morris, M. (2008). Combating workplace stressors: Using work-life initiatives as an OD intervention. Human Resource Development Quarterly, 19(2), 95-105. doi:10.1002/hrdq.1229 Plutchak, T. (2009). Collaboration, not confrontation. Bulletin Of The World Health Organization, 87(8), 636-637. doi:10.2471/blt.09.069252 Pugh, D., Mayle, D. (2009). Change management. Los Angeles: SAGE. Randolph, W., Ferrie, J., Palmer, D. (1976). A Simulation for Developing Od Intervention Skills. Journal Of Management Education, 2(3), 31-33. doi:10.1177/105256297600200307 Ravallion, M. (2009). Evaluating three stylised interventions. Journal Of Development Effectiveness, 1(3), 227-236. doi:10.1080/19439340903114644 Watts, G. (1982). Survey feedback: An effective OD intervention. New Directions For Community Colleges, 1982(37), 91-105. doi:10.1002/cc.36819823708 Zmud, R., Cox, J. (1979). The Implementation Process: A Change Approach. MIS Quarterly, 3(2), 35. doi:10.2307/249085

Pride and Prejudice Critical Analysis

Privatization of Health Care System in Canada Essays

Privatization of Health Care System in Canada Essays Privatization of Health Care System in Canada Paper Privatization of Health Care System in Canada Paper Arguments both for and against the privatisation of Canada’s health care are plentiful. There is evidence by looking at any Canadian newspaper, television news program, or news oriented website on the Internet. Election polls consistently rank health care as Canadian voter’s number one concern (Wickens, 2000, 26). Reasons for supporting a two-tier system include reducing line-ups in the so called â€Å"cash? strapped† system (Fennell, 1996, 54), and to allow Canadian doctors a financially viable alternative to the United States by presenting the option to set your own wages as well as the luxury of more flexible working hours. Supporters of the blended private? public system insist that privatisation is required to advance technology and decline government budgets (Vanagas, 1995, 24). However, those worried about a change in the way this country delivers its health care feel a two-tier system would be â€Å"unCanadian† (26). In this paper I will attempt to discover for the positives and negatives of an implementation of a two? tier health care system in my home province of New Brunswick as well as the rest of Canada. Two? tier health care can be simply defined as a health care plan that will allow for a private or for? profit system to operate along side Medicare (Marshall, 200, 48). The system will allow the opportunity for those people who are willing to pay for health care to do just that. Ideally, it will take pressure off the current Medicare system by shortening waiting lists and generating revenue. The form of two-tier being proposed in New Brunswick involves a private system that will operate parallel to the current public system and will allow people to purchase private insurance if so desired (Deber et al, 1999, 539? 43). Some politicians like to define two? tier health care in different terms. BC Health Minister Paul Ramsey says, â€Å"I cannot think of a clearer definition of a two? tier health system than having one set of services available to those who have large bank accounts and can afford to just go to it and another public system for the rest of us. † This politician is obviously voicing his negative opinion of the proposed system by constructing this biased definition. I believe politicians try to appeal to voters by voicing emotional tirades about proposed alternatives to Medicare. Dr. Edwin Coffey, a past president of the Quebec Medical Association and a well-known supporter of two tier health care explains the system in this way, â€Å"In a parallel, non-competitive health insurance system, everyone pays into the universal public system also has the option of paying for private health insurance. † Before presenting the arguments that push for the implementation of a two-tier system, there is evidence that two-tier health care already exists in this country. Dr. Coffey brings to our attention that, â€Å"thanks to money, connections, influence, geographic location, level of intelligence, and availability of highly trained physicians and up-to-date technology, (some) get served first or better. † A good example of this already existing two-tier health care is the ironic case of Allan Rock, the present Federal Minister of Health. It is suspected that Rock was able to use his influence, whether directly or indirectly, to speed his wait to receive treatment. Another example supporting this theory is how our health system takes full advantage of a private system by paying and insuring â€Å"medically necessary† services such as physiotherapy, MRI tests, massage therapy, etc. (Deber et al, 1999, 539). Why is there so much controversy hovering around this issue now? Is there an alarming trend that is occurring that is making our government nervous about the integrity and stability of our health care system? Or are people beginning to notice a subtle emerge of private health care into our system? There is evidence to suggest both hypotheses. To support the latter you have to look no further than Bill 11. The controversial bill was passed in May 2000 in the province of Alberta to set new standards for private clinics by allowing publicly funded minor surgeries to be contracted to them (Palmer, The Edmonton Sun, 2001). With a passing of a bill like this I can see why some people might suspect that a trend toward two-tier is beginning. Actually, since 1975, health care purchased privately has reached above 28 per cent from less than 24 per cent (Fennell 54). You do not have to research for very long to realize that our system is riddled with problems. Our government is struggling to save money that is being spent on Medicare. Since 1993, 6,000 hospital beds have been closed across the country (54). In Ontario, health care funding has been cut from $707 million to $407 million (Turner, 1999, 13). There is also the problem regarding a doctor shortage. A recent college paper has indicated the decline of family physicians (FP’s) in the province of Ontario (Sibbald, 1999, 561). The report explains that in 1980, about one thousand doctors became FP’s in the province of Ontario, in 1997, only 187 moved into this field. I believe a private system would make it more appealing to a young medical student to practice in Canada where they will be able to set their own wages, their own hours, and other benefits seen in private clinics. Finally, there is growing concern among the people of this country about the stability and integrity of our health care system. This was clear in a 2000 MacLean’s conducted poll, which revealed for the second year in a row that the issue of health care is the main concern of Canadians (Marshall, 2000, 48). An article in the British Medical Journal revealed that the percentage of Canadians satisfied with the health care system dropped from 56 per cent to 20 per cent between 1987 and 1997(Spurgeon, 2000, 1295). There are many problems plaguing our current health care system among them waiting lists seem to be a major concern among Canadians. A survey reported in an article in the Canadian Medical Association Journal (Sanmartin et al, 2000, 1305), claimed that almost two-thirds of those surveyed felt that waiting times for surgery had grown over the previous 12 months, and half felt that access to specialists had become more difficult. Daniel Doyle, a cardiovascular surgeon from Laval University described how patients are dying while on waiting lists for bypass surgery. This was reiterated by an article in Canadian Business (Turner, 1999, 13), which described the unfortunate death of a 59-year-old Toronto machinist who died of a heart attack while waiting for an angiogram. An angiogram is a test done to determine if a heart condition is present. Also in this article it is apparent that doctor’s concerns are rising dramatically. I feel that waiting lists will be reduced if people have an alternate parallel system to seek their health care. There is also some concern among doctors that their ability to provide quality health care in this country is reduced because of our system. This was demonstrated in the case of Dr. Jacques Chaoulli, a FP in the province of Quebec. His case was reported in a 1999 article in the Canadian Medical Association Journal by Susan Pinker. He has created a mobile emergency room in a van that is equipped with an X-ray machine, a darkroom, a portable electrocardiograph, intravenous equipment as well as other medical equipment. His plan was to charge people for his emergency medical care. However, under the Quebec Health Care Act, it is illegal for him to sell his private medical service. In pure Hippocratic Oath style, Chaoulli has retorted, â€Å"I have a duty to provide a good service to my patients. No one should interfere. No one should block me when I want to help my patients and alleviate their pain. † Embedded in the Hippocratic Tradition is Percival’s Code of 1803 which describes the duty a physician must fulfil to benefit the patient (Veatch, 2000, 6). It seems that because of the current health care system, Chaoulli feels that he is being prevented to completely fulfil his duty to benefit the patient. By allowing the doctors the option to work in a private health care setting, we are allowing them more of an option to fully benefit their patients by removing the confines of long waiting lists and legal issues about the degree of health care they can provide (I. E. , providing a medical emergency van which would be extremely useful to those people confined to their homes). There is evidence that private health care already exists to some extent in this country. Former president of the Canadian Medical Association, Judith Kazimirski explains, â€Å"We are allowing passive private medicine to move in . . . in an unregulated and unplanned way. † This statement was made in 1996, and only Bill 11 passed in Alberta is all the significant action that has taken place. I believe that if something is introduced into society laws and regulations must be placed on it. For example a new drug finds its way into our society, it has healing powers but if used in alternate ways, it is a very appealing recreational drug. It would be expected that laws would be put into place to help regulate its use. The above mentions notions are ones that paint the possibility of a Two-Tiered system in a positive light. There are however, many countervailing arguments on this topic. Firstly it is the argument of whether or not we are morally obligated to prevent the transition of health into a buyable commodity. People feel that it is unfair to profit from vulnerable families or individuals when they are ill (Weir, The Telegraph Journal, 2001). People also see the danger in health care becoming a commodity with risk of costs going up and up just to see what the market will stand. Another argument is one, which is bounded in the legalities of the Canada Health Act (1984). The claim is, the Act was explicitly designed to prevent the birth of a two-tier system (Shortt, 2000, 1291). The Canada Health Act (1984) is based on five words: pubically administrated, comprehensiveness, universality, equality, and portability (Kluge, 1999, 48). Kluge argues that part of the foundation of the Act is prevention of the ability to pay to improve your access to health care. The argument exists that private clinics by symbolizing inequality are not following the principle of universality in the Canada Health Act (1984), (Vanagas, 1995, 24). However, arguments to help defend against this stand are quite present. Most notably, an article included in the Kluge text written by John K. Iglehart. He makes comparisons between the Canadian health care system and systems used in the US and UK. Firstly what needs to be acknowledged here is the tremendous pride many Canadians take in our health care system. Al Yarr, a retired physical education professor in Halifax says that, â€Å"Our health care system is one of the things that make Canada great†. Iglehart replies to this â€Å"romantic† idea of a health care system making your country great by explaining how the system is outdated and is not able to cope with rising costs. He points out that: In the face of a large deficit, the national government continues to reduce its financial commitment to the plans; patients and practitioners are demanding access to the latest forms of medical technology; the supply of physicians continues to increase at a rate out-stripping the growth of the population; and doctors are restive as provinces work more aggressively to stem the rise in health expenditures. Another countervailing argument that has been documented is the inability of a two-tier system to reduce waiting lists. As well, the question of whether there really is a waiting list problem in our country. Studies published between 1996 and 1998 reported no significant increase in waiting time for most surgical procedures (Spurgeon, 2000, 1295). Another argument I have come across, is the possibility that a private sector will have the capacity to drain talent from the public sector (Marshall, 2000, 48). Is there a possibility that there could be regulations put in place to reduce the chance of a trend like this occurring? For example, perhaps a doctor must work for so long in the public sector before being able to earn the â€Å"right† to work in the private sector. Throughout the articles I have researched those are the main countervailing arguments. That is to say, they appeared most throughout the articles. In conclusion, I would like to state that when I took on this topic I was relatively impartial. I have always considered myself quite conservative and naturally envisioned myself writing a paper opposed to a proposed two-tier health care system in this country. As I continued reading articles, I realized that many of the arguments against such a system were lacking. Several were based on the idea of making our country a wonderful place to live. I realized now that there is nothing great about a health care system that is not financially viable in the ever-increasing technology base health care society we are now emerged.

Economic Implications for Producer Investments in Value-Added Business Research Paper

Economic Implications for Producer Investments in Value-Added Business - Research Paper Example This has resulted in the increase of production costs and lowering of profits for the grower of commodities that run the cycle of human existence. Consequently, the producers are identifying opportunities for their own growth and investing in value addition of the products that they produce. This removes many of the intermediaries in the supply chain resulting in lowered prices for the consumer and increasing profits for the producer. For today’s growers, the reins of the future are in their hands. Producer investments in value added business with a workable strategy is not only lucrative but also increases the potential of the producer with minimum output, therefore a very attractive option for the producers around the world. Economic Implications for Producer Investments in Value-Added Business The global economic spectrum has changed drastically in the last decade. The rise in population, inflation and prices of raw materials has changed the economic equilibrium that existed in demand and supply change. With the rise in population, the demand for food items is also on the rise resulting in increasing demand of agriculture produce. This should mean higher income opportunities for the producers. The fact is the other way around due to the rise in the prices of raw materials required for agriculture and diminishing consumer capability to buy. As a result, the returns that the farmers and the ranchers earn on agriculture produce decreases thereby affecting the entire rural class that makes up a good number of populations in many agriculture-producing countries. To get higher returns, more farmers and growers are investing in their produce to make them more value added even to the level of retailer. With the final produce reaching the stores and retailers directly from the prod ucers, the profit margins for the agriculture related people has increased significantly resulting in growth of agriculture and of economic prosperity of the growers. Another benefit that the farmers get through these investments is freedom from industrial exploitation making it very beneficial for them (pg11-18, Tadlock Cowan, 2003). The Need of Producer Investment in Value Added Businesses The growing competition in the global market is changing the attitudes of the farmers by motivating them to improve their quality of produce by employing latest technology in farming and growing. Today, the farmers know the market economies and the latest technology that they can use to convert their produced raw material to more finished goods. The modern growers keep in the view the requirements of the end-user of the produce and try to develop the products keeping that in mind. This bold change in the

How have anthropologists responded to colonialism in different Essay - 1

How have anthropologists responded to colonialism in different historical moments - Essay Example Sometimes competition is healthy for development, but at certain times it is carried out by people personally until they hold grudge against the others. In such, colonialism is also important as it shows how societies form, clash, improve and how people interact and cope up with the situation. For the study then, the viewpoint of anthropologists would be examined in response to colonialism and how ethnographic knowledge would play a significant role in the study and history of colonialism. Before going deeply into the relationships of the concepts of colonialism, ethnographic knowledge and anthropology, it would be better to define and set basic foundations regarding the topics involve in the study. It would greatly help in appreciating and understanding their relationships after knowing each one of them. The first concept in the study is anthropology. It would be the viewpoint to be used in response to ethnographic knowledge regarding colonialism. Anthropology is said to be the â₠¬Å"study of human behavior in all places and at all times. It combines humanistic, scientific, biological, historical, psychological and social views of human behavior,† (Angrosino 2002: 1). Various aspects of the human being are being studied in anthropology. The origin of human being is the main concern of anthropology and it would cut across other disciplines like the humanities, scientific research, natural sciences and the social sciences like history, psychology and sociology. The definition supports the claim that â€Å"anthropology is holistic in that it combines the study of human biology, history and the learned and shared patterns of human behavior and thought† which is known as the â€Å"culture in order to analyze human groups,† (Nanda and Warms 2011: 20). The study is not only concerned with the individual but with the interactions in the society as well. Anthropology can also be defined as â€Å"the comparative study of human societies and culture s. Its goal is to describe, analyze, and explain different cultures, to show how groups have adapted to their environments and given significance to their lives,† (Nanda and Warms 2011: 20). The second definition points out that the focus of anthropology is the society and culture as people interact with one another and form groups. And each group and subgroup of the societies formed has its distinct culture or habits that are unique to the members of such groups. The people who study anthropology are called anthropologists. Anthropology has many subfields to allow people to focus on the details that make up the study of man. The two major subfields of anthropology are physical anthropology and cultural anthropology. Physical anthropology can be defined as: the study of the biological, physiological, anatomical and genetic characteristics of both ancient and modern human populations. Physical anthropologists study the evolutionary development of the human species by a comparat ive analysis of both fossil and living primates. They study the mechanics of evolutionary change through an analysis of genetic variation in human populations (Angrosino 2002: 1). Natural science is the main focus of physical anthropology to study the nature of man and its origin of existence. The history is studied using the fossils to identify the body structure of man in the past. It also involves genetics in studying the populations and the differences of people. On the other hand, cultural anthropo

The Importance of Employee Retention Term Paper

The Importance of Employee Retention - Term Paper Example The variation in cultural values had a significant effect on the rates at which the newly hired employees voluntarily terminated employment. The relationship between the employees’ job performance and their retention also varied significantly with organizational culture values.† (Sheridan, 1992, p. 1036) Now when the subject of organizational, or more precisely, corporate culture is included in discussing the issue of employee retention, multidimensional analysis becomes imperative. This essay is a literature research based analysis of the issue of employee retention in the global work environment. Sources from scholarly publishers have been utilized and works of reputed experts in the field have been referenced. Quality and Productivity Issue: Employee Retention The term employee retention cannot be defined in a way that does not emphasize on its multidimensional aspects. Employee retention is primarily a human resources related issue, which is an integral part of the c ultural analysis of the corporate world. Here, the word culture points to the work culture of the company, which further spans over the other important topics like business organization, strategic management, organizational behavior, etc. (Garavan, 2007) According to the experts of Management Study Guide (2012), â€Å"Employee Retention refers to the techniques employed by the management to help the employees stay with the organization for a longer period of time. Employee retention strategies go a long way in motivating the employees so that they stick to the organization for the maximum time and contribute effectively.† So, sincere hard work must be done to ensure learning and growth for the employee in his/her current job assignments and help him/her to enjoy them. Contextually, Linley and Harrington (2010, p. 145) have stated that â€Å"organizational theorists interested in the â€Å"Happy/Productive Worker Thesis† almost exclusively concentrated on the role of j ob satisfaction in the prediction of both employee job performance and retention decisions.† In the modern competitive age of stricter labor regulations and more complex corporate cultures, employee retention thus emerges as a complicated problem. Employee Retention: Extent and Importance Employee retention and organizational culture extensively affect each other. An organization has to invest funds and time to groom an individual, make him/her ready to understand its culture, and achieve his/her professional pursuits. A new employee is totally underdone and the management truly has to effort hard so that he/she can be trained. It is an absolute wastage of funds, time and energy when the individual leaves the company all of a sudden. Consequently, the human resource department has to initiate the whole recruitment process once more for the same post, which is a sheer duplication of the employment processes requiring money for the same task repeatedly. Finding the right member of staff for a company is a wearisome job and every effort merely goes waste at the instance the employee quits. (Slugoski, 2008; Garavan, 2007) Contextually, on the basis of the research results, Slugoski (2008, p. 6) writes, â€Å"Indirect costs of replacing an experienced employee with an inexperienced employee included decreased organizational performance, potentially leading to decreased customer

Human rights in the Middle East

Human rights in the Middle East Human rights, an integral part of global development, is still a dilemma that virtually every region in the world faces. Within the Middle East, many countries have human rights violations ranging from honor killings to child labor. With the long road of human rights progress, and progressive thinking, it is hard to imagine any inhumane human rights violations today. However, everyday, innocent peoples human rights are violated throughout the world. Even with the almost equal treatment of women and men in the western world, many other countries are subjecting their women to unfair and very brutal treatment and customs. In some countries, children are abducted and threatened with death until they submit themselves and become child soldiers. Following the Cold War, democratic ways, emerging markets, and human rights development seemed to emerge from different parts of the Middle East. The important question to address is why some countries in the region where able to respect the concep t of human rights, while many find it difficult to establish. Do they merely not want to address the situation of human rights? Or maybe the countries religious observance conflicts with that of the Universal Declaration of Human Rights? Surely, most of these countries share the same religious dogmas and perhaps some are more conservative than others, but addressing each countries inability to accept the issues pertaining to their human rights violations is very important to understand. To completely recognize this situation, we must analyze certain case studies of diverse Middle Eastern countries, such as Pakistan, Saudi Arabia, and Jordan. P A K I S T A N Since its creation as a Muslim country in 1947, Pakistan has gone through a chaotic course of building and establishing its own country. The delay in creating a parliamentary democracy in a national setting has been hindered by the multi ethnic groups, disagreeing elite, and the overall influences from other countries. In Pakistan, the civilian rulers have often relied on the military to preserve their power. Since the creation of Pakistan, the martial law has been called into effect three times. The military considers its authority of Pakistani politics as imperative to protect the territorial integrity of Pakistan with the various ethnic, linguistic, and regional diversity. In 1977, when General Zia ul-Haq took power, he used Islam to eliminate democratic elections and constitutional liberties. He also utilized Islam to legitimize his own control. Zia instituted a concept of Islamization that shifted the laws from a more secular tradition to an Islamic one. This abolished the value of Pakistani institutions, particularly their system of justice. Zias attempts to create an alliance with Muslim clerics in Pakistan, he offered them positions as judges. This allowed people with no previous legal qualifications in the seats of judges. This decision and change damaged the reliability of the Pakistani judiciary and also tied its power directly to the state and Zia. (Mustafa pg 168-84) Cultural and religious developments such as traditional Islamic influences and the strict enforcement of Sharia law, have negatively affected the countrys human rights situation. The prospects for the improvement of human rights in Pakistan are unwelcoming, although the country is ranked, according to the comparative survey of freedom worldwide, as being partly free. (Malik 117-28) Death from torture while in police custody is very common in Pakistan. Indistinct custody without any charges, that sometimes add up to one year, is not unusual. Speaking out against the regime is silenced, especially on matters relating to the military and religion. Forced or child labor is prevalent in rural areas, and the government appears incapable of recognizing and preventing it. After the threat of sanction by sporting goods manufacturers and labor organizations, Pakistani authorities have investigated child labor in the soccer ball industry. Ethnic and religious discrimination are rampant. The dif ferent minority groups in Pakistan that are continually targeted are: Baluchis, Pathans, Ahmediyans, Christians, Shiite Muslims, and Hindus. The Federal Sharia Court has prescribed the death penalty for insulting the Prophet Mohammad. Traditional and religious groups block political and legal equality for Pakistani women. An all-Pakistan Working Women Convention in Karachi uttered concerns over social attitudes towards women. The convention called for an end to abuse of property rights, inheritance, and social traditions. (Khan 181) Womens rights, however, are restricted in varying degrees in Pakistan. The underprivileged womens rights condition can often be attributed to actual underdevelopment, low female literacy rates, and harsh local traditions in the case of Pakistan, and to patriarchy, and to strict social codes. (Nizamani 317) While Pakistan has ratified the International Covenant on Civil and Political Rights and the International Covenant on Economic, Social, and Cultural Rights, Pakistan have thus far refused to ratify those agreements (Malik 2007 117-28) More than half of Middle Eastern and North African countries have ratified the same covenants. Pakistan has ratified the Convention on the Elimination of All Forms of Discrimination against Women. With the exception of Saudi Arabia, which is not a party to any human rights instruments, all Muslim countries are a party to one or more of those instruments. Although the ratification of these human rights instruments is no evidence of palpable improvement of fundamental rights, becoming party to such treaties has at least made their governments vulnerable to international criticism in cases of grotesque violations of global standards. It should be noted, however, that effective enforcement of human rights instruments remains almost entirely within these countries purview. (Whaites 2005 229-54) The most active and vocal human rights monitoring groups, the Human Rights Commission of Pakistan (HRCP) and the Bonded Labor Liberation Front (BLLF), have been instrumental in promoting legislation which bans the bonded labor system. (S.V.R 2005 135-36) S A U D I A R A B I A Saudi Arabia is a monarchy without elected representative institutions or political parties. The Government has declared the Islamic holy book the Koran and the Sunna (tradition) of the Prophet Muhammad to be the countrys Constitution. The Government bases its legitimacy on governance according to the precepts of a rigorously conservative form of Islam. Neither the Government nor the society in general accepts the concept of separation of religion and state. The Government prohibits the establishment of political parties and suppresses opposition views. In 1992 King Fahd appointed a Consultative Council, or Majlis Ash-Shura, and similar provincial assemblies. The Majlis, a strictly advisory body, began holding sessions in 1993 and was expanded first in 1997 and again in May. The judiciary is subject to influence by the executive branch and members of the royal family. The Governments human rights record remained poor. Citizens have neither the right nor the legal means to change their government. Security forces continued to abuse detainees and prisoners, arbitrarily arrest and detain persons, and hold them in incommunicado detention. In addition there were allegations that security forces committed torture. The Mutawwain continued to intimidate, abuse, and detain citizens and foreigners. Most trials are closed, and defendants usually appear before judges without legal counsel. The Government infringes on citizens privacy rights. The government prohibits or restricts freedom of speech, the press, assembly, association, religion, and movement. However, the Government continued to tolerate a wider range of debate and criticism in the press concerning domestic issues. Other continuing problems included discrimination and violence against women, discrimination against ethnic and religious minorities, and strict limitations on worker rights. The two declarations have inflamed on the Saudi constitution such article 26 and below, the state protects human rights in accordance with the Islamic (Shariah), the state guarantees the rights of the citizen and his family in cases of emergency, illness and disability, and in old age; it supports the system of social security and encourages institutions and individuals to contribute in acts of charity. The state provides security for all its citizens and all residents within its territory and no one shall be arrested, imprisoned, or have their actions restricted except in cases specified by statutes, the home is sacrosanct and shall not be entered without the permission of the owner or be searched except in cases specified by statutes, penalties shall be personal and there shall be no crime or penalty except in accordance with the (Shariah) or organizational law. There shall be no punishment except for acts committed subsequent to the coming into force of the organizational law, inf ormation, publication, all other media shall employ courteous language and the states regulations, and they shall contribute to the education of the nation and the encouragement of its unity. All acts that foster sedition or division, harm the states security and its public relations, or detract from mans dignity and rights shall be prohibited. The statutes shall define all that. Nevertheless, this is only the theory, what about the reality? Well Saudi Arabia is one of a number of countries where courts continue to impose corporal punishment, including amputations of hands and feet for robbery, and lashings for lesser crimes such as sexual deviance and drunkenness. The number of lashes is not clearly prescribed by law and is varied according to the discretion of judges. Saudi Arabia also still engages in capital punishment, including public executions by beheading. Some are also executed in private by shooting. There have also been allegations that stoning and crucifixion are carried out. Recently, in 2003, the case of Abd al-Karim Mara`i al-Naqshabandi, who was executed after being convicted of practicing witchcraft against his employer. The organization concluded that the Saudi legal system fails to provide minimum due process guarantees and offers myriad opportunities for well-connected individuals to manipulate the system to their advantage. By western standards Saudi women face severe discrimination in many aspects of their lives, including the family, education, employment, and the justice system. Women are not allowed to drive or ride bicycles on public roads. Religious police enforce a modest code of dress. Also it is illegal for Saudi women to go out, meet with men. If these laws are broken they are punishable by death. Freedom of speech and the press are restricted to forbid criticism of the government or endorsement of un-Islamic values. The government officially bans satellite television, but the rule is generally ignored. Trade unions and political organizations are banned. Public demonstrations are forbidden. Saudi Arabia forbids missionary work by any religion other than Islam. Officially all religions other than Islam are banned and churches are not allowed. Unofficially the government acknowledges that many of the foreign workers are Christian and on Aramco civilian compounds, foreign Christians are generally allowed to worship in private homes or even hold services at local schools provided that it is not spoken of in public. This is a degree of unofficial tolerance that is not given to Judaism, or Atheism. Freedom of religion does not exist, Islam is the official religion, and all citizens must be Muslims. The government prohibits the public practice of other religions. Foreigners must conform to local practices in public. Conservative dress is expected, especially for women who travel to rural areas. Shops and restaurants close five times a day for prayer, and public displays of foreign religious or political symbols is not be tolerated. During Ramadan eating, drinking, or smoking in public during daylight hours is prohibited. Foreign schools are often required to teach a yearly introductory segment on Islam. At October 27, 2005, a death sentence of Ahmad al-Dammam, an Egyptian boy resident in Dammam, who was convicted for a crime committed when he was thirteen years old, a Saudi court sentenced him to death in July 2005 for the April 2004 murder when he was thirteen years old of his neighbor, three-year-old Wala `Adil Abd al-Badi, also an Egyptian citizen, in Dammam, Saudi Arabia.

Knowledge in Stevensons The Beach of Falesa and Stokers Dracula Essay

Knowledge in Stevenson's The Beach of Falesa and Stoker's Dracula Several works of late 19th century British imperial literature contrast the role of information with the role of superstition in colonial encounters. Looking at Stevenson’s â€Å"The Beach of Falesa† and Stoker’s Dracula, we see that information plays an important role in both British and non-British characters’ abilities to dominate over their opponents. However, each of these works differs in its treatment of rational and irrational forms of knowledge. In â€Å"The Beach of Falesa,† the natives’ irrational belief in demons stands in contrast to the practical knowledge of the Europeans, which is shown as superior to knowledge based on superstition. The role of information in â€Å"The Beach of Falesa† also demonstrates that the high intellect of whites allows them to dominate over the native people whose land they colonize. Stoker’s Dracula counters this point by illustrating that both Europeans and their non-European oppo nents can use information as a tool for domination and conquest. While â€Å"The Beach of Falesa† portrays rational forms of knowledge as superior to beliefs in magic or folklore, Dracula shows the importance of utilizing multiple types of information in defeating the enemy. Comparing Dracula to Stevenson’s â€Å"The Beach of Falesa,† Stoker uses the theme of information to challenge the idea of a clear separation between Europeans and the â€Å"others† they encounter in imperial experience. In â€Å"The Beach of Falesa,† the protagonist Wiltshire asserts that the native Kanakas have a natural predisposition for superstitious beliefs. As he explores Case’s â€Å"devil’s bush,† Wiltshire tells the reader, â€Å"Any poor Kanaka brought up here in the dark, with the harp... ...defeat the enemy. By avoiding an overly simplistic connection between natives and magic and Europeans and science, Stoker forces the reader to consider a difficult question: if rationality and information does not distinguish the British from the â€Å"other,† then what does? While we may not be able to definitively characterize Stoker as a pro- or anti-imperialist based on the role he gives these types of information in Dracula, his novel shows how information can blur the distinction between Europeans and the â€Å"other.† Works Cited Bolt, Christine. â€Å"Race and the Victorians,† in British Imperialism in the Nineteenth Century, ed. C.C. Eldridge. St. Martin’s Press: 1984. Stevenson, Robert Louis. â€Å"The Beach of Falesa,† in Fictions of Empire, ed. John Kucich. Houghton Mifflin: 2003. Stoker, Bram. Dracula, ed. Glennis Byron. Broadview Press: 1998.

Globalizing an Australian Wine Company Essay

The company’s strategic vision is to become the world’s first truly global wine company. As CEO and managing director of BRL Hardy Europe, Carson’s contribution and achievements had been significant with a 10 fold increase in sales volume, in a tenure spanning just seven years. He successfully turned around Hardy’s U. K. business by implementing cost cutting initiatives and ensuring strong systems, policies, and control. Millar, CEO and managing director at BRL Hardy followed a decentralized approach to management. He believed in delegation and adequately integrated culture and management style into the merged corporation. The U. K. market contributed significantly to BRL Hardy’s revenues and represented 40% of Australian wine exports. In U. K. , the fighting brands, namely, Stamps and Nottage Hill, were positioned at price points of 2. 99 and 3. 69 pounds respectively. As low price good quality wines, they accounted for 80% of the value and volume of the Hardy brand sales. As the image of these brands began to erode, Carson decided to relaunch them by relabeling and repositioning the wines. Carson insisted that sales performance in U. K. depended on efficient labeling that should not be completely dictated by the Australian management. Although management was skeptical about local control over branding, labeling, and pricing decisions, the move significantly boosted the fighting brands’ sales. As the fighting brands gradually moved up the price points, there was an opportunity for an entry level wine that could be priced lower than 4. 9 pounds. In line with the company’s vision of becoming an international wine company, Carson decided to tap non-Australian wine sources and develop a line of branded products that could utilize the company’s strong distribution channels. This strategy would provide vital scale economies, minimize harvest risk, capture rationalizing suppliers, and avoid currency-driven price variations. Carson propose d the brand D’istinto, an Italian venture with a Sicilian based winery. He wanted to develop a recognizable brand which was easy to buy and had global potential. The wine would be positioned to the average wine consumer and would help the company leverage distribution. The Australian headquarters believed that D’istinto would eat into the fighting brands’ share as they were positioned at almost similar price points. Carson’s earlier Chilean venture, Mapocho had proven troublesome and Millar was doubtful if the European unit could support another brand. While Millar recognized U. K. s strong performance and wanted to give Carson as much freedom as possible, the reality was that the Italian venture would stretch the tight human resources of the European unit and dilute focus from the overall corporate strategy. While the Italian venture was being proposed, the Australian headquarters had launched Banrock Station, an environmentally responsible product at a similar price point. Australian management believed that the brand had global po tential and had instructed areas to launch it appropriately. Miller, away from the frontline and external demands of the local customers, has to support Carson’s entrepreneurial experimentation and dynamism. However, the proposal to launch D’istinto should not be approved. It is imperative that the business strategy fit within the broader corporate strategy of the organization. Although Carson’s proposal represented strategic interests, it ran counter the corporate strategy of maximizing global efficiency. D’istinto’s launch would certainly come with financial implications and would also stretch the operating capabilities of the European unit. On the other hand, Banrock Station had already established itself in a few markets and a strong launch in Europe would only increase scale economies. D’istinto had an innovative strategy with catchy and attractive labeling and a distinct image capturing the Mediterranean lifestyle. This positioning would definitely appeal to the mature U. K. consumer and also to the U. K. retailers, who represented the majority of sales. However, there is no certainty that this strategy would prove equally successful globally. While D’istinto would provide short term results, it is important to understand the long term viability that Banrock Station offers. Global consumers are increasingly emerging into environmentally conscious populations that expect corporations to take responsibility of natural resources and the environment. Although through D’istinto, Carson aims to build a global brand, Banrock Station appears to be better positioned in a converging global market. In order to build a true global brand, Miller must establish consistency across organizational units and ensure that the vision is shared by all.

The Story of the Pea Island Life Savers Essays

The Story of the Pea Island Life Savers Essays The Story of the Pea Island Life Savers Paper The Story of the Pea Island Life Savers Paper JJ 1 J. J. . . . The Story of the Pea Island Life Savers In July of 2007, I explored the Outer Banks of North Carolina for the first time. I had driven down Highway 12 to a beach house for the summer vacation. The environment of the open sea touched by the narrow land gave me a feeling of wonderment as I observed the coastline and its beauty. During that first visit I noted that the ocean surf was strong and the sky constantly changing. On each visit to the Outer Banks, I challenged myself to learn something new of the Outer Banks long history. It was on my third visit to the Outer Banks when I discovered the story of a unique group of black men who were Life Savers. These black Life Savers worked for the government after the reconstruction period of the Civil War and defined the standard of performance in the United States Life-Saving Service; later to become the United States Coast Guard. My history lesson of this unique group black Life Savers began at the Chicamacomico Lifesaving Station Historic Site. My wife and I spent the day traveling along Highway 12 until we reached the Lifesaving Station in the village of Rodanthe. I met James Charlet who was the Site Manager for the Chicamacomico Lifesaving. James shared his passion for the history of the U. S Life-Saving Service with me. He recommended the documentary film RESCUE MEN-The Story of Pea Island to me. James said the DVD would explain about the U. S Life-Saving Service of the Outer Banks. JJ 2 The film begins with a quote The ultimate measure of a man is not where he stands in moments of comfort, but where he stands at times of challenge and controversy. from Martian Luther King. At the beginning of the film, I was placed in the middle of a great storm on the terrible night of October 11, 1896 when the schooner E. S. Newman grounded south of the Pea Island Lifesaving Station. Captain S. A. Gardiner and eight others clinging to the wreckage saw two life savers swimming toward them and realized they were black men. It was not until 1996 that the crew of the Pea Island Life-Saving Station was awarded the Gold Lifesaving Medal for their efforts in saving all crew and family members. This late but honorable recognition was explained in further detail in the film. Blacks living during the â€Å"Jim Crow† era as these Life Savers were, found their contributions to the history of the Outer Banks often neglected from the public they served. A key character in the film was Richard Etheridge, a slave born on January 16, 1842. Etheridge was the property of John B. Etheridge on the Outer Banks of North Carolina. Large plantations did not exist in the Outer Banks; African Americans were relatively few and slavery limited. During his early life, Richard Etheridge learned to work the sea, fishing, piloting boats and combing the beach for the refuse of wrecks. Even though it was illegal to do so, his master also taught him to read and write. After the fighting began between the States, the Outer Banks were the site of one of the first Northern invasions. In February 1862, Union commanders employed black labor to build fortifications for the Union armies. The Union realized the potential that the recruitment of Southern blacks offered their forces but at the same time diminishing the oppositions labor JJ 3 supply. Black troops started to enlist during the summer of 1863. Richard Etheridge joined on August 28. In the 1870s, some of the Outer Banks black army veterans found jobs as Surfmen in the U. S. Life-Saving Service, which had opened seven stations on North Carolina’s coast. Until 1880, the men served with white men at various stations along the Outer Banks in integrated or â€Å"checkerboard† crews. After fighting in the Civil War for the Union, Richard Etheridge joined the U. S. Life-Saving Service. During this time in the Outer Banks, the U. S. Life-Saving Service was full of cronyism and white crews were handpicked by the local politicians. Blacks only held the lowest of positions, such as cooks and stable hands. It was not until the Pea Island Life-Saving Station, crewed by mostly whites, had become incapable of performing rescues that Sumner Kimball, the General Superintendent of the U. S. Life-Saving Service, appointed Richard Etheridge keeper of the Pea Island Station. Etheridge the only black man to lead a lifesaving crew and became the Pea Island Station first black Captain. Captain Etheridge recruited and trained only blacks to man Station 17 know as the Pea Island Station. In 1880, although civilian attitudes towards Etheridge and his men ranged from curiosity to outrage, the Pea Island Station crew figured among the most courageous Surfmen in the service, performing many daring rescues from 1880 to the closing of the station in 1947. The film provides many insightful details of the daily lives of these black Surfmen who turn out to be the best Live Saving crew of the Outer Banks. At the conclusion of the film, the JJ 4 narrator leaves the viewer with his observation. â€Å"The Pea Island crew saved scores of men, women and children, who, under other circumstances would have been considered the hands of those reaching out to help them, to be of the wrong race. † I look forward to my next visit to the Outer Banks and may I be as fortunate to discover something new about the history of North Carolina.

Reservation Blues By Sherman Alexie essays

Reservation Blues By Sherman Alexie essays Reservation Blues by Sherman Alexie represents to its audience the tale of how the Native Americans had to abdicate their belief, Religion and ways of life after the coming of the White Men. Until the coming of the White Men, the Native Americans were divided into a number of tribes, each preaching their own religion and living according to their own culture and tradition. After defeating the Indians on the battlefield and conquering their lands, the White Men forced them to give up their traditional ways, convert to the faith of Christianity and adopt modernity. In the novel, the author illustrates many contradictions of the Indian life through the representation of the present day Indian Scene with the hurting accuracy of praetorian tribal politicians, ruffians who are at the higher authority then these politicians, drunken parents, inedible commodity food, 7-11 stores, Catholicism, Christianity, ancient Indian knowledge and prudence and the maniacal world of softball and basketball. This is where Michael White Hawk comes in. He is a precarious and an unsteady man who spends his days walking on the grounds of the parochial Softball field and it is through his character that these anomalies of the Indian ways of life, despite the frequent crossing over into burlesque, are expressed through the poetic candor. According to Philip J. Deloria, Early American development of a revolutionary identity, created an Native Americans to help shape American culture. Whites had their own notions of Indianness, but even with such (mis)representations, real to stay present at the margins, insinuating their way into Euro- often attempting to nudge notions of Indianness in directions they (Douglas Ford, Sherman Alexie's Indigenous Blues). ...

What does Judith Butler mean by the social construction and Essay

What does Judith Butler mean by the social construction and performativity of both sex and gender - Essay Example Social construction designs the way in which interaction takes place. The concept of performativity provides for an understanding that roles of gender and sex are the product of acts that are repeated and ritualized in order to define what is meant by those terms. Even deviances from what are considered norms become socially constructed towards the identifiers of sex and gender. While Butler discusses these concepts under the umbrella of choices made, she clarifies later that what she means is while social construction of both sex and gender are created through the choices made, they are by no means voluntary choices. The compulsion to enact gender or sex through the acts that are considered non-conforming are also enacting gender and sex that has been designed by society. The development of ways in which to name different gender types, such as transgender and transvestitism provide ways in which to legitimize and understand how those enactments of gender and sex are a part of human existence. The following paper critically examines the concepts of social construction and performativity in order to understand what Butler means as she discusses gender and sex in these terms. Through looking at examples of human existence in order to understand her intentions, the foundational elements of her philosophy emerge. Post-modernism Post-modernism, according to O’Brien (2009, p. 368) is â€Å"the elimination of universal and dichotomous categorizations of, particularly, the identity and the recognition of co-existing social realities or truths, as well as knowledges and identities†. The post-modern concept of identifying the construction of society is based upon the idea that almost any part of social interaction is the result of the choices to continue to act in manners that replicate, even if evolve, the behaviors and ideas about the world in which human beings live. Under this type of thinking there is almost no absolute truth, but constructed truths th at define the individual, the roles within society, the manner in which those roles are acted, and the way in which the constructed reality becomes an interrelated set of norms that are undeniable and virtually unquestionable. Butler (1993) discusses how the term post-modern was ascribed to her rather than taking on the role of a post-modernist on her own. She seems to be concerned with the habit of the post-modernist to make sweeping generalizations when being critical about the state of the world. Butler (1993) writes of Charles Jenckes who described a temporal collapse, which for Butler signaled that there could be no postmodern because there was a void after the modern period. This collapse was a sign that there was no ontological foundation on which to build theory. Therefore, it is difficult to refer to Butler as a post-modernist, but at the same time many of her theories can be set into a post-modern framework Butler herself, however, does not see the concept of a post-modern framework. Hesse-Biber and Leavy, (2007, p. 86) write that Butler feels that post-modernism is a catch-all idea which has no boundaries to time or meaning. Where O’Brien (2009, p. 368) discusses post-modernism in terms of breaking down barriers to truth, Butler describes postmodernism as a non-existent and ill-defined concept in which whatever exceeded modernism was lumped in order to find a way to discuss that which came after modern thinking. However, where Butler seeks to