Lady Macbeth Letter Essay Example for Free

Lady Macbeth Letter Essay I have just finished reading a letter hand written from my husband Macbeth. He has informed me about a mysterious prediction that was made to him by three not mortal beings. The letter tells of how his prediction says he would be King of Scotland, and before this Thane of Cawdor. The foresight that he would be Cawdor was not incorrect – so why not to be king? My wonderful husband could become king and I, Queen of Scotland. Macbeth would be a noble king, far more worthy than Duncan. King Duncan is not fit to be called a man let alone king of a country grand as Scotland. My courageous Macbeth was the reason the war against the barbaric Norwegians was won, not Duncan. The only problem is by the time Duncan’s reign on the throne has ended, when the wretch is dead and buried, I too and Macbeth shall most likely be old and feeble – if not dead ourselves. I must find a way to put an end to Duncan, I cannot risk losing an opportunity as grand as this for Macbeth and myself. Perhaps murder is the only options, I could not commit such a thing myself, I have not the strength nor the willpower but Macbeth? The trouble would be convincing him, Duncan has such high opinions of my love and Macbeth returns the favour equally as well; but he loves me and I am sure I can convince him. Maybe when I show him what this could mean for us and use my feminine charm on him he’ll be convinced. I am not deceiving him, the eventual result is for his benefit, how I miss him so much already, he’s such a wonderful man and would make such a worthy king. I can hardly wait for him to return, it’ll be so wonderful. He was a born ruler, my true love; we shall be King and Queen Macbeth of Scotland. I do not care that ‘God’ chose King Duncan I will give my husband his crown and we shall rule. Even if I have to call down the evil spirits and take my emotions away, I want to feel like a man and kill him without remorse. I must go now and decide how he shall die, farewell.

Five essays on introduction to leadership essays

Five essays on introduction to leadership essays Introduction to Leadership Essays This assignment is comprised of five essays based on the completion of self-assessments on (1) Self-Confidence, (2) Leader-Member Exchange, (3) Trust in Leadership, (4) Job Affect, and (5) Motivation to Lead. Self Confidence The purpose of this assessment is to assess a leaders generalized self-efficacy. A leaders job is a very complicated one and leaders need to have self-confidence to overcome this. To accomplish this, leaders should avoid thinking in terms of perfection and imperfection to overcome their fears. The leadership self-assessment was done to determine leadership styles and effectiveness. Many factors were taken into consideration in this self-assessment that allowed for positive and realistic perception regarding leadership abilities. The self-assessment was characterized by many factors, such as, how disciplined and effective a leader feels at completing their work on time; how well they handle difficult situations, and how secure they feel about their ability to perform. The score on this self-assessment ranged from a scale of one through seven, with one indicating that the statement is strongly disagreed upon, and seven indicating that the statement is in strong agreement. This assessment required that a score of six or greater must be achieved to be an effective leader. The highest score on this assessment was a seven. There were seventeen questions on this self-assessment. On the question of making plans work, I achieved a score of seven out of a total score of seven. When faced with difficult situations, a score of four was achieved out of a total of seven. On this self-assessment my overall score was a 5.3. According to the criteria set for this assessment and in interpreting the scores, it was identified that the one area that I need to improve upon is when handling difficult situations. This can be gained by having confidence in the skills required for the job, and achieving set goals related to the job. The score further shows that when I am faced with difficult situations that I need to overcome my fears. By overcoming my fears, it will help me to persist in times of crisis. Leaders must also have self-esteem to boost their morale and this comes from a feeling of being accepted and approved by team members and co-workers. As a leader, I need to display a positive image by being happy, and competent. Displaying these traits will make those around us approve and accept us as being a virtuous leader. These traits were among the seventeen questions in the self-assessment to identify whether leaders have strong generalized self-efficacy. The action plan that I have set to address needed growth and to improve on this situation, is to take stock of the present, address and focus on the future. I must make a commitment to starting this action plan and staying with it so that the needed growth can be realized. In preparing for this journey, I will take a look at what I have already achieved and make a list of all the things was accomplished successfully. Among some of the things I will list will be whether I was instrumental in getting a major project done; whether I was able to increase the sales level for the company in a given period; and whether a project deadline was accomplished. I will then review this list often and spend time each week enjoying the success that was achieved, so that improvements can be built to further the growth of this success. Another technique that I will use to address needed growth is to use the Strengths, Weaknesses, Opportunities, and Threats (SWOT) analysis. I will use this to analyze the opportunities and threats that I am being faced with. This will lead to think about what is important, and what direction to take. Once I have accomplished this, I will then set objectives to achieve the goals that I have set. By hitting on the targeted goals, and coupled building on my self-confidence, key factors in enhancing growth areas will eventually be achieved. The leadership self-assessment was very helpful in identifying areas that I to needed to improve upon since these areas directly relate to the role I play as a leader. Since every leader must know and trust their value, the interpretation of the scores on the self-assessment provides me with an awareness of my worth as a leader. This has helped me to become more aware and confident about the skills that are important when carrying out the function of my job as a leader for instead of speculating. The findings from the self-assessment will further help me in recognizing areas that need improvement to enhance leadership ability. Enhancing on my leadership abilities will help in sound planning, and decision making which will ultimately result in attaining strong leadership qualities. . Leader-Member Exchange The Leader-Member Exchange self-assessment is to determine leadership as a relationship between leader and follower. The purpose of this assessment was to determine a leaders fairness, trust, and ethical behavior, and to determine whether leadership mediates the relationship between past and future team performance. There were seven statements that were rated on a scale from one to seven with one indicating that the statement is strongly disagreed upon and seven indicating that it is in strong agreement. Pierce and Newstrom state: A high score of (6 and greater) suggests that you have a high-quality leader-member exchange relationship with your leader. A low score of (2 or less) suggests that you have a low-quality leader-member exchange relationship with your leader. (p. 31) On this assessment my overall score was a 6.5 on each of the seven statements. According to the criteria set for this assessment, the interpretation of my score of 6.5 shows that I have a high-quality leader-member relationship. This score has connected to key concepts that are presented in the text. For example, according to Wayne, Shore, and Liden (1997), Recent evidence suggests that followers who experience a high-quality leader-member exchange relationship may help their leader by carrying out their required role activities and by engaging in good citizenship behaviors (p. 92). I agree with this statement because due to the confidence and trust I have with my leader, when ask to go extra mile, it is accepted without hesitation. The action plan that I have set to address needed growth areas is to search for answers as to what makes me a unique employee in the organization, and identify any accomplishments that was achieved that I will be proud of. Reflecting on the most important work-related values, and figuring out values that are met, and those that are not, will help me improve on areas that need improvement. When building growth areas, by reflecting and finding answers to questions such as whether I am comfortable working with people, or alone, working with data, or technology will help me identify which mixture would be most satisfying to me and why. Taking a look a look at my performance review will also help in identifying and improving on areas that need to be strengthened. This will help enhance my growth areas because an employees performance is connected to a supervisors view on that person. To further enhance on my growth areas, asking good probing questions, and avoiding ones that give only yes, or no answers will assist, and allow the best way to gain a deeper understanding of what really matters to an employer. The findings on this self assessment, and based on the scores that were achieved, shows that I have a high quality leader-member exchange relationship. The lesson learned from this self-assessment show that part of leadership is observational learning done by the subordinates. Further findings show that it is important for leaders to demonstrate ethical values and conduct at all times. If given a leadership role, I will definitely use this self-assessment to help identify areas that I need to improve upon. One of the advantages of being a good a leader is display confidence, and this can be achieved by having experience in the role you play. Applying the action plan that is set above for the improvement of leadership growth areas seems realistic based on the interpretation of the scores that were achieved on this self-assessment, and based on the findings. As part of my job responsibilities, I have to liaison with staff members on a daily basis by giving them instructions. The action plan that is outlined here will help address needed growth areas, and the findings will be used in a constructive way to improve on my leadership skills. Trust in Leadership: This self-assessment was created for the purpose of evaluating trust in leadership and team performance. This assessment consisted of nine questions that were based on the evaluation of the team leader. The questions were graded on a scale from one through seven with one reflecting that there is strong disagreement with the statement and seven indicating strong agreement. Achieving a score of six and above on this assessment reflects a high level of trust in leadership and team performance. Achieving a sore of two or less indicates a very low level of trust. On this assessment I achieved a score of eight. The interpretation of this score shows that there is a high level of trust in the leader. This score further shows that when it comes to acceptance of the leaders activities, goals, and decisions, that I will support and accept them without uncertainty. The specific plan of action that needs to be addressed to improve on my growth areas will be to become and more effective employee by gaining the trust of those around me. Since effectfive work groups are based on trust, I will work toward strengthening on this area. To accomplish this, I will first identify, and enhance on the responsibilities of my present position. Once this is clearly identified, I will use focus groups, interviews, etc., and then set short-term and long-term goals in achieving my objectives. These objectives will be set for, and focused on the improvement of trust, and team performance. The enhancement of growth areas based on the interpretation of the scores will be used to further improve on my leadership skills. The findings on this self-assessment will also help in making things happen. As a leader, one must be confident, know the job, be a role model to your team and most of all get the job done. Knowing my strengths and weaknesses, and being a team player, are important attributes to building trust, and having the best team. Job Affect This self-assessment measures an employees mood at work. The purpose of this self-assessment is to determine how employees felt during the past week while on the job. Pierce and Newstrom state: Mood at work, as assessed here is a state-based condition. As a state-based condition, people can express different moods, depending upon the state to which they are exposed. Mood can, however, be relatively stable across emotional states (situations) and across time. (p. 71) This self-assessment was graded on a scale from one to five with five indicating agreement with the statement and one signifying not in agreement. On this self- assessment, I achieved a score of four. Achieving a score of four and above on this assessment shows a high level of affect. A score of 2 and under indicates a low level of affect. The score that was achieved and its interpretation have given me an indication about my mood at work. This assessment also shows the various type of mood an employee display at their place of employment, and at the same time taking into consideration the environment to which they are exposed. Pierce and Newstrom state: It has been noted that some people have a sunny disposition seeing the glass as almost full as opposed to almost empty. Others nearly always appear gloomy. Affectively (to be distinguished from affect as measure by this instrument) especially reflects an individuals pervasive mood. Negative affectivity and high negative affectivity reflect negative emotionality. Those people are distressed, scornful, hostile, fearful, nervous, and jittery. Positive affectivity and high positive affectivity reflect positive emotionality. These individuals tend to feel active, excited, enthusiastic, peppy, and strong. (p. 71) These scores have helped me in figuring out why I act the way I do at work. Being a positive person, always excited to take on new responsibilities, and a team player, this self-assessment has proven to me that I have the qualities that are needed to becoming good leader. The action plan that I have set for addressing needed growth areas will be centered on becoming more assertive and compliant. Since these traits are important when making decisions, improvement in these areas will enhance my ability to perform more productively as a leader. To enhance growth areas, action needs to be taken to gain a thorough knowledge about the company and other technical matters to create suitable strategies. Once these strategies are identified, correct decisions can then be made when solving problems. This can be developed through training and experience. As a leader having confidence, being optimistic, and competent in what you do, shows that you have the drive and energy to motivate others resulting in a productive work group. This will change your employees mood so they will feel active, excited, and show enthusiasm when carrying out their duties. The job affect self-assessment will help and can be used to improve my leadership growth in such areas as traits, skills, and behavior. It was identified when interpreting and evaluating my scores that the needed traits corresponding to my leadership role must be implemented and nurtured to be a successful leader. We live in an environment that is constantly changing, and being a good leader is essential to keep up with todays competitive environment. The findings on the job affect self-assessment will be used to strengthen my skills, and behavior. This will help me to better understand how they work together to benefit the companys needs and to inspire team members. Specific training and development is needed to enhance my leadership ability to effectively deal with the challenges being faced, both competitively and economically. This will ultimately lead to the enhancement of overall business performance because I will have the ability to inspire and engage team members. Motivation to Lead This self-assessment is centered on a Leaders motivation to lead. There were 27 statements that focused on whether a leader is influential, and has the ability, and motivation to become a good leader. According to Kirpatick and Locke (1991): Leadership motivation involves the desire to influence and lead others, and is often equated with the need for power. People with high leadership motivation think a lot about influencing other people, winning an argument, or being the greater authority. They prefer to be in a leadership rather than subordinate roleà ¢Ã¢â€š ¬Ã‚ ¦. (p. 48) On this assessment, achieving a score of six and above on each of the three motivations to lead dimensions, shows that the leader has strong motivation. Achieving a score of two or less shows weakness in leadership ability based on the specified factor. The highest score is a 7 and the lowest a one. I scored a 4.6 on the affective identify-based motivation. On the non-calculative-based motivation, a score of 4 was achieved, and a score of 4.8 was obtained on social normative based motivation. An average score of 4.5 was achieved on this assessment indicating that I have the traits necessary to become a leader. According to Kirkpatrick and Locke (1991), à ¢Ã¢â€š ¬Ã‚ ¦traits do matter. Six traits on which leaders differ from non-leaders include drive, the desire to lead, honesty/integrity, self-confidence, cognitive ability and knowledge of the business. (p. 48) The interpretation of the scores shows that having these traits are important preconditions and the potential to be an effective leader. Although these traits are accounted for a small portion of the criterion variance, they are an important part of the whole picture. These traits must fit the leaders situation. Specific action plan that are needed to address growth areas in motivating a leader, and key traits that need strengthening were identified in this self-evaluation. For example, it was identified that having a desire to lead, and having a good knowledge of the business are important traits that need to be strengthened. Other possible characteristics that should be considered for improvement will be creativity, originality, flexibility, and adaptiveness. Knowledge of the industry, and aspects of self-confidence can be developed through experience and training. While honesty is important, it does not require skill-building because it is a virtue that one achieves or rejects by choice. A leaders trait is important and it must fit the situation. For instance, a strong relationship between intelligence and leadership exists because a person does not emerge as a leader simply by possessing key leadership traits. Being proactive is essential for a leader because they must make choices and take action that will lead to change instead of reacting to events or waiting for things to happen. Leaders must show a high level of initiative. In conclusion, the five assessments discussed in this paper were very helpful to me, and I believe should be used as a measure to determine whether a person has the right personality, and qualities to fit the required leadership role. to becoming a good leader. .

Gay, Lesbian and Bisexual Issues - Gay Teenagers and the Internet Essay

Gay Teenagers Need the Internet      Ã‚  Ã‚  Ã‚  Ã‚   The Internet serves as a platform for gay teens to express their feelings and concerns about being gay. Beyond the pornography on the Net there are also valuable and useful resources that gay teens can take advantage of. But why are these teens t using to the Internet for support? Most of the teenagers questionned for this discussion indicated that parents are not supportive of a homosexual way of life.    Most people would agree that adolescent years are some of the toughest in a persons' life. Teens are getting to know themselves sexually and learning about the world around them. While participating in a gay teen chat room, it was obvious that many g ays teens felt isolated and confused about their sexuality and turned to the Internet for advice. Unfortunately, most of the information on the Net pertaining to the gay community consists of pornographic pictures and chat rooms with dialogue full of gra phic sexual detail. Just type the word "gay" in any search on the Net it hundreds of links to x-rated sites will appear. This, of course, is not suitable for a young gay teenager in need of support. Fortunately, amongst all the porn there are wonderful sites that provide support, answer questions, and provide links to other helpful resources.    Many organizations and support groups use the Internet as their main source for posting information about gay and lesbian issues. Organizations like PFLAG (Parents, Families, and Friends of Lesb ians and Gays) provide education and support for gay teens, as well as gay adults. Branches of PFLAG can be found all over the United States. Each of these branches can be accessed through the PFLAG Web site. The site is full helpful links ... ...y to turn to for support.    Works Cited Bell, A.P. and Weinberg, M.S. "Homosexualities: A Study of Human Diversity". New York: Simon & Schuster, 1978. Conroy, Theresa. "Gay Teen Fights to Educate Tormenters." Philadelphia Daily News. 2 Jan. 1996. http://www.critpath.org/rhea/bmurray.htm (23 Apr. 1998). Gibson, P. "Gay Male and Lesbian Youth Suicide, Report of the Secretary's Task Force on Youth Suicide", U.S. Department of Health and Human Services, 1989. Parents, Families, and Freinds of Lesbians and Gays (PFLAG). Home page. http://www.pflag.org/ (22 Apr. 1998). Remafedi G. "Male Homosexuality: The Adolescent's Perspective." Pediatrics, 79: 326-330, 1987. We Are Family (WAF). Home Page. http://www.waf.org/ (22 Apr. 1998). Youth Assistance Organization (YAO). Home page. http://www.youth.org/ (27 Nov. 1996).         

Beating Severe Combined Immunodeficiency Syndrome (SCID) Essay

Imagine living your entire life contained within a plastic bubble. Contact from the outside world, including your parents, is lethal. Rather than feeling the warm touch of a human hand, the clammy cold of laboratory gloves comforts you to sleep. Is this living or this surviving? You make the call. SCIDs is an acronym for Severe Combined Immunodeficiency Syndrome. Persons born with SCIDs lack the ability to fight off infections. SCIDs creates a situation in which the common cold is just as deadly as pneumonia. This family of diseases is obviously debilitating and life-threatening. That is why finding a cure is imperative. This disease is not contagious, it is genetic and is thus acquired through the simple role of the genetic dice. There is absolutely nothing we can do about this sad syndrome, or is there... We can look to gene therapy: an exciting and revolutionary new field of research and medicine which may reveal the key to unlocking a myriad of genetic diseases. This paper will explore the problems posed by SCIDs and the answer offered by Marina Cavazzana-Calvo and Salima Hacein-Bey. Their work in gene therapy has great potential towards bursting the bubble on SCIDs. Immune System Introduction So, you ask, what does it mean to have SCID? Well, in order to answer this question, we have to go through a quick tour of the immune system. The immune system of the human body is comprised of a vast array of cells that fight off diseases (antigens) that are harmful to the well-being of the body. In an individual with a properly functioning immune system, the body has multiple genes that encode specific instructions for the proper design and function of the cells of the immune system. T... ...g gene. Thus, the non-functional gamma-c chain of these patients was corrected to function like a normal gamma-c chain. The researchers then took the corrected cells and returned them to the patients. Did it work? Yes. The results show a dramatic increase in a variety of major immune system cells. Where are they now? Both patients left protective isolation after approximately three months of treatment. After an 11 month analysis, both patients appear to be growing well. No side effects (of any kind) have been reported. Basically, both patients have achieved a nearly perfect recovery in less than a year! On a third patient, similar positive results have been achieved after 4 months of treatment. Drs. Cavazzana-Calvo et. al. have BURSTED THE BUBBLE ON SCIDs!!! Of course, long-term analysis must be completed in order to see the duration of this treatment.

George Sugarman a sculpture :: Essays Papers

George Sugarman a sculpture Best known today for his public art, George Sugarman began his career with formally eccentric painted-wood sculptures. In a revelatory New York exhibition, early pieces were shown alongside the 86-year-old artist's more recent aluminum work. In the course of 1998, there were a number of important sculpture exhibitions in New York galleries and museums, including the Museum of Modern Art's Tony Smith retrospective, Dia's presentation of Richard Serra's Torqued Ellipses, and a group of David Smith's late painted-steel works at Gagosian Gallery. For me, however, the most impressive and thought-provoking sculpture show of the year was a concise survey of George Sugarman's work presented by Hunter College at the galleries in its Fine Arts Building on Manhattan's West 41st Street. Bringing together 16 sculptures made between 1958 and 1995, the exhibition allowed viewers to trace Sugarman's career from his carved-wood works of the late 1950s to his polychrome, laminated-wood pieces of the 1960s to the painted-aluminum work that has occupied him since the early 1970s. While the show did not cover Sugarman's extensive activity in the public-art realm--over the last 30 years he has created large-scale public sculptures throughout the U.S. as well as in Europe and Asia--it was an effective presentation of his "indoor" work. (Sugarman has drawn a useful distinction between what he calls the "indoor eye," a museum- and gallery-oriented esthetic vision which perceives the work of art in isolation from its surroundings, and the "outdoor eye," which allows us to view public art as part of a wider environment.) Thanks to the presence of major, rarely seen works such as Two in One (1966) and Ten (1968), the show was a welcome reminder of Sugarman's unique and indispensable contribution to postwar sculpture. One of the earliest works on view was Six Forms in Pine (1959), a carved-wood sculpture which brought Sugarman his first major recognition when it won a prize at the 1961 Carnegie International. Among the last of his unpainted works, it's a nearly 12-foot long, smoothly flowing concatenation of horizontal abstract forms that rests on two pedestals set several feet apart. Rippling patterns of chisel marks are visible across every surface as are the strata of the laminated wood. The forms, which range from gently swelling, landscape-like shapes to more sharply defined volumes that evoke architecture or hand tools, are clearly differentiated within the continuous overall structure. While the carving technique and biomorphism relate Six Forms in Pine to established sculptural styles of the 1950s, the sculpture also possesses properties which presage Sugarman's innovative work of the next decade.

Global Crossing Management

Global Crossing Management 1 Global Crossing Management Mary Adams MGT/330 April 6, 2010 Global Crossing Management 2 Global Crossing Management Global Crossing was founded in 1997 by Gary Winnick. They reported $3. 8 billion in revenue and $1. 9 billion in losses in 2000. Global Crossing is a leading global IP solutions provider. Global Crossing has developed the world’s first integrated global IP-based network, according to the About Global Crossing article (2010). The management of Global Crossing began the company by using all four functions of management. The planning function of management was the beginning of turning an idea into a success. According to University of Phoenix Week Two reading Planning and Strategic Management (2010), â€Å"Planning is the conscious, systematic process of making decisions about goals and activities that an individual, group, work unit, or organization will pursue in the future. † There are six steps in the planning process that Global Crossing had to use in order to plan for the company’s future. The first step in the planning process is a situational analysis. A ituation analysis is when past events are studied, current conditions are examined, and future trends are forecasted. The second step in the planning process is developing alternative goals and plans. Goals should be specific, measurable, attainable, relevant, and time-bound. The third step in the planning process is evaluating goals and plans. Management should evaluate the effects of Global Crossing Management 3 the goals and plans, prioritize goals, and consider implications. The fourth step in the planning process is selecting the goals and plans that are the most appropriate. This will lead to a written set of goals and plans. The fifth step in the planning process is implementing the plans. Implementing the plan requires all managers and employees to understand the plan and to be motivated to implement the plan. The sixth step in the planning process is monitoring and controlling. Monitoring and controlling is necessary in determining if the plan is successful. According to About Global Crossing (2010), some of the Global Crossing management’s plans were to provide telecommunications, deliver services globally, and employ a team of dedicated rofessionals. Many different factors influence Global Crossing’s strategic, tactical, operational, and contingency planning. Some of those factors are Global Crossing’s management’s strengths and weaknesses. A strong management can work well together to develop strategic, tactical, operational, and contingency plans. However, if the management team is weak, the strategic, tactical, operati onal, and contingency plans may also be weak. The economy is another factor that can influence Global Crossing’s strategic, tactical, operational, and contingency planning. The plans may need to be different when the economy is good than when the economy is bad. Global Crossing Management 4 Scandals within the company is a factor that can influence strategic, tactical, operational, and contingency planning at Global Crossing. Scandals can affect trust between employees and managers as well as affect the trust that the consumers have in the company. Global Crossing has had some scandals that have influenced management planning. These scandals have brought about legal issues, ethic issues, and corporate social responsibility ssues for Global Crossing and the future of Global Crossing. Ackman (2002) stated that Global Crossing faced issues in 2002 when the company went bankrupt. Ackman (2002) also stated that Global Crossing and Gary Winnick were charged with â€Å"dishonest accounting, fraudulent swapping of assets and liabilities, and the enrichment of top executives† even though other employees lost millions. Greed seemed to be the downfall of Gl obal Crossing. Global Crossing faced ethics issues when it was discovered that Gary Winnick and former CEO, Leo Hindery, Jr. ere involved with insider trading. Another ethics issue with Global Crossing was capacity swapping. The new management team at Global Crossing see ethics as an important part of the company and the planning process. Ethics influence management planning at Global Crossing because it plays an important part in the planning process. When planning, Global Crossing’s management planned a code of ethics and business Global Crossing Management 5 conduct plan. According to Code of Ethics and Business Conduct (n. d. ), management at Global Crossing make sure that all employees review and agree with the Code of Ethics. If employees do not comply with the Code of Ethics, they will be subject to discipline and could even be terminated. At the same time that Global Crossing was facing ethic issues within the company, they were also facing legal issues. Insider trading and capacity swapping were both illegal. Gary Winnick, Leo Hindery, Jr. , and many others faced legal charges for their illegal activities. The new management team planned the Code of Ethics and Business Conduct plan to make sure the ompany does not get involved with any illegal activities again. Corporate social responsibility is an important part of Global Crossing and the management planning process. John Legere, CEO of Global Crossing, and management and employees of Global Crossing have developed many different programs that show corporate social responsibility in their planning. It is stated in Corporate Social Responsibility (2009) that Global Caring i s a worldwide program that developed an Employee Community Day. Each employee is granted one extra day off to pursue a charitable contribution to their community. MATHNext is an education program that Global Crossing has helped by providing technology, Global Crossing Management 6 donating laptop computers, and providing videoconferencing and web-based seminars. Global Crossing also participates in Going Green. Global Crossing is a company that has faced a downfall and with a new management team, has rebuilt itself. Many different factors can influence management planning. Issues such as legal issues, ethics, and corporate social responsibility can influence management planning. These factors and issues can make a company a failure with a poor management team. The same factors and issues can also make a company a success with a strong management team. Global Crossing has been turned from a failure to a success with a strong management team and proper planning. Global Crossing Management 7 References About Global Crossing. (2010). Global Crossing. Retrieved April 25, 2010, from http://www. globalcrossing. com/company/company_landing. aspx Ackman, D. (2002). House committees to investigate Global Crossing. Forbes. com. Retrieved April 25, 2010, from http://www. forbes. com/2002/03/13/0313topnews. html Code of Ethics and Business Conduct. (n. d. ). Global Crossing. Retrieved April 26, 2010, from http://www. globalcrossing. com/docs/Ethics/GlobalCrossingCodeofConductPolicy_eng. pdf Corporate Social Responsibility. (2009). Global Crossing. Retrieved April 26, 2010, from http://www. globalcrossing. com/company/company_global_caring. aspx University of Phoenix. (2010). Planning and Strategic Management. Retrieved April 22, 2010, from University of Phoenix, Week Two reading, aXcess, MGT330-Management: Theory, Practice and Application Course Web site.

Catfish in the Bathtub

Catfish in the Bathtub Response As you walk in past the brown hazelnut colored door, the aroma of Chinese herbs fill your nose and like every other Asian house, there’s a shoe rack right when you walk in the door. Around dinner time, the meter long table would be filled with food—some looking edible while some makes you want to feed it to the dogs. Sometimes the food would be pig blood and liver made into a soup or chicken feet.To me, I don’t eat that stuff and if I had a decision you would see me running to the nearest fast food restaurant for something I considered â€Å"normal†. But it’s one of my parent’s favorite dishes, so it’s usually made often and thus giving me the feeling of wanting to throw up every time I see it. However, to every else that’s just like me; Americanized, it would probably be gross. I mean who would want to eat pig liver and blood or even chicken feet—where it looked like a legit foot chopped s traight off from a chicken just seasoned, cooked, and flavored.But to top it off, being from a Chinese family also meant that anything that was considered â€Å"weird† was not accepted, so since being a left-handed person/writer, have multiply piercings, and so many other things was thought to be weird. For my sister, she started off being a left-handed person, so my mother would slap her hands when she was little to make sure she would write with the proper hand. Of course nowadays, being a left-handed person is normal, but before my parents didn’t believe so.But now that my parents have been living here in the United States for some time now, they have become more Americanized and have let go of some of their cultural traditions—which, at times I am glad of because now I don’t have to worry about being the straight A student or being perfect at everything. But in the end, despite all these weird traditional food and Chinese culture this is who I am. No matter if it’s having dishes like pig liver and blood for soup or chicken feet on the kitchen table, this is my family’s catfish in the bathtub that I end up living and abiding by.