Reaction paper on the article by droogsma Essay Example | Topics and Well Written Essays - 250 words

Reaction paper on the article by droogsma - Essay Example Their response contradicted with the unfounded perception of the Non-Muslim members. The women highlighted various significant aspects of the veil. Droogsma explains the veil to be critical in displaying one’s identity while highlighting their affiliation to the Muslim religion. However, one’s clothing may be a source of discrimination (Droogsma, 2007). The Muslim veil also served as a behavior control to Muslim women. Veiled Muslim women were less likely to behave inappropriately as opposed to their unveiled counterparts. Interviewed women admitted that the veil aided in upholding the Muslim values, such as behaving decently in the presence of members of the opposite gender (Droogsma, 2007). This aided them in earning respect from both Muslim and Non-Muslim members of the society. In my view, it is critical for the societal members to respect the Veiled Muslim members, and look into their rationale for wearing the veil. Some researchers also script biased document that tend to criminalize the veil while ignoring the opinion of the concerned Muslim women (Droogsma, 2007). Mitigation measures ought to be in place, to eliminate the discrimination of the Muslim women within the American society. However, the decision to put on the veil should be personal, and religion should compel women into putting on the

Reading response Essay Example | Topics and Well Written Essays - 250 words - 18

Reading response - Essay Example He writes a letter in a very persuasive tone so that the president of the United States can annul the treaty signed by a section of individuals from Hawaii whom he purports to be acting in their own interest rather than the great multitude of Hawaii. Although he appears to have lost the battle, he brings out his case clearly for the audience and one can hardly decline to support his course. Having been isolated together with the great multitude of Hawaii during treaty signing, it is only beneficial that LILIUOKALANI pursues the interest of his people and thwarts the efforts of the opposition. Nonetheless, I find it difficult to agree with LILIUOKALANI on his opinion that the president of the United States would rise in his support. For first, the treaty was signed in Washington. This would never have happened without the consent of the government of the United States. LILIUOKALANI does not also tell us the reasons why he has been isolated in the decision to secede Hawaii from America. Is he perpetuating some atrocities against the people of Hawaii? Why is he so determined to prevent Hawaii from attaining independence? Unless these questions are answered, I find it hard to side with

Different De-Icing Systems for Aircraft Research Paper

Different De-Icing Systems for Aircraft - Research Paper Example This paper looks at the various systems used for de-icing in airplanes. The protection of engines and the aircrafts can take fundamental forms. One of them is the removal of ice once it has been formed, or probes be used to prevent it from forming. De-icing is the removal of ice, snow, or hoarfrost on the surface of the airplanes. However, deicing is correlated with anti-icing, which is defined as the use chemicals in the surfaces of the aircraft. The chemicals do not only de-ice but also stay put on a surface and prevent buildup of ice for a period, or hinder adhesion of ice to make mechanical removal easier. Therefore anti-icing is also a form of de-icing (Skybrary, 2012). Removing ice on the surface of the aero planes takes various forms. It can be done using chemical methods such as scrapping and pushing. In order to achieve this, heat must be applied on the surface of the plane, by using liquid or dry chemicals that are formed to decrease the freezing point of water. Such chemic als include alcohols, brines, salts, and glycols. Moreover, they can combine many of these chemicals in order to enhance their effectiveness. De-icing can also be done through the use of a protective layers such as the use of viscous liquid known as the anti-icing fluid on the surface of the aero plane to absorb the contaminate. ... In addition, it dilutes the anti-icing fluids used thus changing into a contaminant itself (Lankford, 1999). Salt has also been another method that is used to de-ice. It has traditionally been used to de-ice roads with the addition of sand and gravel. This has been effective due to the availability of the chemical sodium chloride also known as rock salt. This method is effective and inexpensive to use. Moreover, it is readily available. However, this method cannot be used for temperatures below -18 degrees centigrade, which mostly is easily achieved by highflying aeroplanes. Moreover, this method causes corrosion on the surface of the aeroplane, therefore rusting the steel, which is one of the materials used to make the surface of the aeroplanes (Roskam, 2000). In addition, de-icing on the aeroplanes uses another method that uses different categories of salts such as calcium chloride and magnesium chloride. These salts are important since they condense and depress the freezing point of water to a lower temperature. However, this salt also causes exothermic reaction. In the recent years, more advanced salts have been developed which do not cause environmental issues that was previously affected by the salts. They also have a longer residue effect when used together with the traditional salts such as salt brines and solids (Roskam, 2000). In addition, de-icing has taken various forms with the development of technology. More recently, the flight industry has turned into using the infrared de-icing system. This method is advantageous in that it is subsequently faster than the traditional salt systems and conservative heat transfer modes used by

Envisioning America & What Caused the Pueblo Revolt Essay - 7

Envisioning America & What Caused the Pueblo Revolt - Essay Example There was no meeting ground between them which finally ended in the Pueblo revolt. According to Mancall, â€Å"Richard Hakluyt the elder, a prominent London lawyer, succinctly described the rationale for those efforts. After enumerating the varied rewards, he further stated three goals of colonization. 1. To plant Christian religion 2.To trafficks 3.To conquer.†(p.1) Weber states, "Pueblos religious beliefs were more important than Apache raids or drought in causing them to revolt" (p. 22). In his review of Webers’s book Lorraine Coops writes, â€Å"Primary sources also help the students to "get inside the heads" of people in the past--to try and understand individuals motivations and experiences from their perspective. Peeling away the layers of the colonial facade can help students discover both sides of the story. If our goal as teachers is to make history "real" to the students, then primary sources need to be incorporated into our work.† The goal of the colonists was selfish. They did not arrive with friendly intentions. But something unexpected also happened which worked to the tremendous disadvantage of the American Indians. Mancall observes, â€Å"When the Spaniards moved across the Atlantic, they became the first Europeans to unleash deadly diseases among the native peoples of the Americas.†(p.5) The American Indians suffered exploitation from all ends, people starved and many thousands died of diseases, for which they had no immunity or medicines. Considering the Pueblo revolt: Is there any room for disagreement within each group? Did the Pueblos have cause to support the Spanish? Were there Spaniards who opposed the subjugation of the Pueblos (or at least the way(s) in which people told the stories of conquest and subjugation)? Would a common Spanish soldier relate the same story as a Captain? A New Mexican colonist and a Franciscan friar? No room for disagreement

Health Sciences - Pre Diabetes Essay Example | Topics and Well Written Essays - 1500 words

Health Sciences - Pre Diabetes - Essay Example This condition is also known as the borderline, this is in the sense that the individual shows neither the presence of diabetes nor absence of diabetes. In the food substances that we consume, there are elements of glucose. The glucose levels in the blood are checked by another hormone in the blood called insulin. Insulin is responsible for converting the excess sugar (glucose) in the blood to glycogen (Gottlieb, 2004). The same happens when the body experiences low blood sugar level in which the stored glycogen is discharged back into the blood to elevate the sugar level to normalcy. Diabetes or pre-diabetes condition arises when insulin is not produced in the right quantities in the body or when the insulin effectiveness is hampered and does not function fully (Gottlieb, 2004). The pre diabetes condition does not conform to all the conditions and factors that lead to the conclusion that an individual is diabetic or not. With regard to this, those diagnosed with pre-diabetes conditi on are at higher risks of not only developing diabetes type II but also some other related cardiovascular condition (Metcalf & Metcalf, 2008). The condition of pre-diabetes is also referred to as ‘grey area’. In America, this condition has been surveyed among the citizens and the prevalence and incidence noted, to some extent it has been referred to as an epidemic. It affects almost 57 million people in America (Metcalf, & Metcalf, 2008). The development of the pre-diabetes condition is largely attributed to some of the lifestyle, hence, referred to as lifestyle condition. The life style conditions include the kind of diet we consume - if the diet is having too much glucose it translates, then that there will be more sugar being discharged in blood requiring much more efficient way of conversion to glycogen (Metcalf & Metcalf, 2008). Sedentary lifestyle is also a recipe for the development of the condition. Leading a sedentary lifestyle indicates that not much energy is used for respiration, thus, there is accumulation of the glucose in the body and can accelerate the development of the condition. Too much consumption of alcohol also damages the liver making it inefficient in the production of insulin, a substance that is requires for the conversion of the excess glucose in blood to glycogen (Metcalf & Metcalf, 2008). Tests for monitoring pre Diabetes Monitoring of the condition is essential for people who have developed pre-diabetes condition have to attend a regular monitoring test of their blood sugar to ensure that the critical condition is not hit. Monitoring of the blood sugar can be done in several ways: first of all, HbA1c (A1C or glycosylated hemoglobin test), when this test is run, the level of the blood sugar is noted in a snapshot and the concentration of glycosylated hemoglobin (HbA1c) denotes the level of blood sugar in the body (Gregg, Callaghan & Hayes 2007, 123). Home monitoring is also available and it seems to be the cheapest, t he only problem is how to categorize the extent of blood sugar; whether high or low. The results of the home test are to be discussed with a physician for further insightful recommendations. Benefits of exercise in the prevention of pre-diabetes Involving in the exercise daily is helpful in the burning calories, when the calories are burned, the concentration of glucose in the blood is reduces. The effect of exercise in relation to diabetes type II has been studied and the findings have it that 58% of those who shows pre-diabetes do

Hell Is Other People Essay Example for Free

Hell Is Other People Essay He then shouts that they should have at least allowed him his â€Å"damn toothbrush! † The valet is further amused by this outburst, pointing out that every single â€Å"guest† inquires about the torture chamber, and then once they’ve gotten over the initial shock, they start asking for their toothbrushes and what-not. He assures Garcin that he’ll have no need for his toothbrush here, nor sleep, and advises him to forego his â€Å"sense of human dignity†. While trying to come to terms with his situation, Garcin is disturbed by the valet’s lidless eyes and parallels his perpetual sight to his own perpetual consciousness. So that’s the idea, I am to live without eyelids†¦. No eyelids, no sleep; it follows, doesn’t it? I shall never sleep again. But then how shall I endure my own company? † (After rereading the play for a second time, this seems the most ironic bit because Garcin is Liedtke 2 unaware at this point that this room IS his torture chamber, and the other occupants are his torturers, and there will be no escaping them; not even in sleep. ) When left alone, Garcin quickly grows impatient and begins repeatedly ringing the bell which is supposedly meant to summon the valet. However, it doesn’t seem to be orking so he gives up. The door then opens and the valet is accompanied this time by a woman named Inez. She observes Garcin and is silent when the valet asks if she has any questions. When he exits, she immediately demands from Garcin the whereabouts of someone named Florence, but he has no idea what she’s talking about. Inez assumes Garcin is her torturer and when he asks why she thinks that, she replies that torturers often look frightened. He laughs at this, for who have torturers to be frightened of? Inez replies, â€Å"Laugh away, but I know what I’m talking about. I’ve often watched my own face in the glass. † Garcin perceives her hostility but attempts to get along with Inez. He says it’s obvious she doesn’t want him near her and that’s good because he himself would rather be alone anyways. â€Å"To think things through, you know; to set my life in order, and one does that better by oneself. †

Benefits of Organizational Reflection

Benefits of Organizational Reflection A successful organization can be described as thinking and seeing organization. Such organizations are characterized by high levels of information flow and awareness among all its members. The availability of information improves the awareness and understanding of organizational weaknesses, strengths, threats and opportunities (Reynolds and Vince 2004). The organization members are also able to understand the history and strategic future plans for their organization as well as full awareness of the resources within the organization and the changing competitor environment. On the other hand, a thinking organization is an understanding organization that has a well stipulated vision, mission, objectives and the business environment that are well understood by all the stakeholders. Many organizational businesses collapse because they lack both foresight and hind sight necessary for understanding the current position of the organization. In ensuring an organization adopts the thinking and seeing style, reflection must become a part of the organizational practices and culture. Reflection must be integrated in all the organizational activities because generation of organizational knowledge can be done by any member of the organization irrespective of the level or the location in which s/he operates. Reflection is therefore a process that involves spending critical time away from the normal work routine in which individuals or groups think and interpret both personal or organization issues with the aim of getting previous experiences and lessons that may benefit a present situation (Boud, Cressey and Docherty 2006). At the corporate level, organizations set retreat days for its staff as well as reflection sessions so that staff can reflect on what their have achieved, the way they have performed, their compliance with the organization strategies, the challenges and threats they have faced as well as the experiences weaknesses and registered strengths. Reflection allows organization present ideas and previous experiences into usable knowledge and actions. Reflection can be necessitated by personal experiences as well as organizational performance especially if the organization isnt meeting its set goals and objectives. Reflection process is very dependent on knowledge management because it deals with intangible assets that need to be created and shared both inside and outside the organization to create a database of important information and knowledge that can be utilized later to handle challenges in the organization. Reflection starts with raw experiences which are analyzed to information then associated with relevant skills and values to become knowledge which is main focus of many organizations. Just like knowledge management, reflection involves capture and identification of ideas, information or knowledge then distributing it to appropriate individual within the organization leading to its application in a particular situation in the organization. The sole purpose of reflection is to create important knowledge that any organization will need in its present or future performance. Reflection is also part of organizational learning that is a knowledge management facet intended to equip staff wit h important knowledge and skills that will improve the operations and performance of the organization. Greenwood (2000), notes that the success and growth of organizations is highly depended on learning and knowledge generation (p. 126). Learning in an organizational setting is not only limited to individual knowledge acquisition but also involves the combined learning abilities of all staff in that organization. Notably, individual learning is a subset and component of organization and without it, organizational learning wont exist. Organizational learning is a result of challenges that face employees in their working activities thus initiation of learning and advancement in knowledge to solve such challenges. Though, challenges do not guarantee learning to occur, they combine with experiences to provide data and information which form the basis for learning. Generation of actions and problem solving are the key components of reflection at the workplace. Organizational reflection has presented required environment for self directed learning, action learning, problem and challenge based learning and to a greater extend the organizational learning (Reynolds and Vince 2004). Managers have noticed the necessity of reflection in their organization and they acknowledge that failure to reflect in the organization is equal to inviting the collapse of the operation of the organization. However, organizations have failed in implementing reflection strategies such that execution processes that go beyond individual mandate and involve groups of members or the whole organization are not usually implemented thus compromising the use of organizational experience and limit implementation of expected actions. The application of reflection in organizational operations has received considerable attention in the last few decades. Organizations have created independent departments with adequate resources to enable reflection process to occur and to work on the results of the reflection processes. The increased attention to reflection has been triggered by recognition of learning and generation of knowledge as components of organizational productivity and performance. Though learning and generation of knowledge may not be the only factors that can contribute to organizational change and performance, they play an all-round function in ensuring that all other resources in the organization are well coordinated to realize organizational goals. Reflection is therefore an important human process that involves reviewing and understanding past experiences then drawing lessons from them. Reflection is less known in work places and managers have little knowledge concerning its role and importance in the organization of activities and improving performance (Boud, Cressey and Docherty 2006). There have been fewer opportunities for the practice of reflection at work particularly because many organizations have not yet established the role that can be played by real and guided reflection. However, the 21st century has witnessed increasing concern and appreciation of the role that organizational reflection can play in fostering work results as well as improving employee learning. The recognition of reflection as an integral part of organizational management has triggered different kind of organizational learning and education that are in line with the traditional processes of organizational learning. Boud, Cressey and Docherty (2006) point out that productive organizational reflection is an adoption of the general individual reflection that is focused much on the use of past experience to generate important solution to present and future problems as well as promoting organizational training and learning (p. 12). Productive organizational reflection has several important elements that combine to provide a structured system to guide generation and analysis of actions from experiences. Organizational intent and collective orientation element tries to create a distinction and a point of convergence between individual and organizational reflection. While previous reflections have focused on individual experience and generation of knowledge, productive organizational reflection is focused on collaborative review of experiences that lead to taking appropriate actions with and for other participants with an aim of benefiting the organization as well as the whole group involved in the ref lective activity. Such reflection is done in a situation of the organization and must be incorporated and address the target of the organization. Collective reflection may be done at different levels of the organization depending on the organization management structure. Reflection may take place at the top management, middle management level, and low level or at the small working groups and this may happen internal or external to the organization. However, collective reflection always starts at individual level after which separate reflections are combined and actions drawn from them. This element of organizational reflection ensures the interests of the individual members, the workgroup and the organization are taken into consideration. The other element of organizational reflection is its importance in integrating knowledge, learning and work. Productive organizational reflection can occur in any location, but its always confined to the working activities and any reflections outside it wont be considered a practice of organizational reflection. Reflection is therefore triggered by work activities though there might be selected cases where importance and valuable reflection occur outside the context of working environment. Organizational reflection operates in the space that is created between the connections of work activities, the process of learning and generating knowledge. It therefore provides the link between knowledge acquisition and its production. Therefore, a productive organizational reflection will always seek to strike a balance between learning from past experiences to generate appropriate knowledge that will help in improving the work activities. The relationship between the individual and organizational development is another controversial element of productive organizational reflection. Reflection in organization fosters both organizational and individual development. Organizational reflection has a developmental value to the organization and the staff because it has become part of the main organizational practices that are relied upon in designing solutions to present and future organizational problems while placing the staff at better positions to deal with organizational and individual challenges that may pose a thereat in future. Thus distinguishing individual from organizational reflection may be a challenge in cases where staff does not get special time to reflect on the organizational operations. Furthermore, organizational reflection is open, dynamic but unpredictable process because it can happen at anytime when organizations do not have procedures to guide the process of reflection. Just like other form of reflect ion, results of organizational reflection cannot be wholly predicated. In many instances, it doesnt yield the expected results but unintended consequences which may be used to address another organizational issue. This type of reflection is very dynamic in that a present successful refection may create an organizational barrier in future. Therefore, organizations rely on past experience to modify the future thinking and behavior of the organization through the ability to reflect on its previous operations by identifying past performances and activities (Kazi 2005). Organizational reflection is manifested though inquiry and evaluation that involves establishing problems, determining their meaning and developing appropriate solutions. According to (Kazi 2005) organization reflection is a wide process that involves conversion of explicit knowledge to tacit knowledge that produces interpretive knowledge necessary for enhancement of individual knowledge through revisiting common issues and problems (p. 121). Reflective practice isnt an individual process but an organizational procedure that requires individual members of an organization to learn and modify their actions that are vital for organizational progress and performance. Reflection in organization is very important because of its contribution to individual learning which translates to organizational learning. Combination and sharing of individual learning is crucial to realization of organizational learning because individual learning may not present enough experience needed to tackle identified challenges facing an organization. However, some organization do not have appropriate standards that can facilitate sharing of knowledge and experiences especially when mechanisms for such sharing dont exist or the regulation of the organizations do not allow sharing or possibly if the staff do not know how to share such knowledge and experiences. Organizational management and particularly, the reflective manager must device and develop appropriate methods that can facilitate acquisition and sharing of organizational knowledge and experiences. The reflective manager in an organization is responsible for all processes and procedures involved in integrating and transfer of new knowledge, experiences, behavior and skills within and outside the organization. As such, the manager must prove to the employees that reflection is an important activity that is all round and should involve every member of the organization. The manager must ensure that employees learn from previous mistakes, that they know what they think and feel as well as device procedures that will ensure that the employees understand and manage the barriers and challenges that face the organization and then develop strategies for future use through applying learned knowledge and skills. Reflective manager therefore provides appropriate environment for employees to focus on their past experiences as well as current activities that may help in generating required knowledge for use in the current organizational situation. As such, a reflective manager in an organiza tion plays an important role in ensuring generation of knowledge and ideas from past experiences, repackaging of such experiences and ideas for the future use by the organization. Though many organizations have realized the value of reflection in their operations and the many stimuli that encourage reflection, there are equal detractors that hinder reflective practice. The most common challenge that faces organization in trying to use reflection in the management of their operation is the little time allocated for reflection and analysis. The lack of importance that may accrue from informed reflection is the main reason why many managers dont allocate sufficient time for employees to reflect on their experiences and establishes their failures. Organizations allocate very little or no time for their employees to reflect on their accomplishments and performance through individual thinking or group thinking. Many organizations spend most of the time making decisions, building strategies, training and orientations. Such activities must be accompanied by required information and knowledge so that expected results may be achieved. Reflection will therefore help in p rior understanding of a particular task before such task is accomplished so that preparations can be made for anticipated challenges and problems. Organizational reflection as opposed to individual reflection is a very expensive process not only on time allocation but also physical resources. For reflections to be productive, reflecting members must be in an appropriate environment that is free from the normal activities. Creating such an environment is quite expensive and organizations dont usually agree to organize staff retreats to quiet and conducive places that can ensure good results from reflection process. However, managers who have realized the real importance of reflection in their business operations create time and allocate adequate resources for the process of reflection as well as following out the results of such reflection sessions Another significant challenge that face application of reflection in an organization include poor communication systems that an organization uses especially if an organizations uses top-down communication system. The relationship among the individuals with the organizations, the relationships among different workgroups as well as the relationship between the organization and others hinders the creation of openness that is needed in the reflection process. The power of fear for uncertainty may also derail the process of reflection. Additionally, the style of management that an organization uses may affect reflection especially if the organization uses authoritarian style of management where control, leadership and power is centralized to a single individual or group in the organization. Conclusion Reflection is a complex and new organizational process that involves contemplation of tacit knowledge, explicit knowledge and experiences to create new information, knowledge and ideas that can be used to address a challenge within the organization. Through the reflection of the experiences and knowledge, learning capabilities of the staff are enhanced thus dealing with challenges and threats becomes easy for the organization because it has well informed and knowledgeable staff. Therefore, reflection improves the organizational visualization of unexpected realities and results and how to react to them. Organizational reflection is currently gaining attention in many organizations as opposed to ancient times when it was considered to be of no value to the operations and performance of the organizations. Though there are more challenges facing application and implementation of reflection strategies in organizations, positive progress in available which is indicated by the value that or ganizations attach to information and knowledge in accomplishing business activities and solving organizational challenges and problems.