Merge of American Airlines and Us Airways Essay Example for Free

Merge of American Airlines and Us Airways Essay The buzz in the airline industry in February 2013 was all about the potential merger between American Airlines and US Airways since that would make the merged company the number one airline in the industry globally. Despite the some cynical comments veteran investors hold for investing in the airline industry, which will be mentioned below, as well as the unforeseen lawsuit being thrown at their way, it is an investment that is strongly suggests a profitable investment in the long run. First of all, the potential profitability of the merger could be foreseen by reviewing past cases of airlines mergers such as the merge between United Airlines and Continental Airlines as well as Delta Airlines and Northwest Airlines. Delta Airlines and Northwest Airlines merged in 2008 and United Airlines announced their merger with Continental Airlines 2 years later in 2010. Delta was not profitable right off the bat after their merger but took them a few years to turn things around balancing with the economical situation and oil prices. â€Å"Most pros consider the industry untouchable because the airlines have historically operated irrationally and have always been at the mercy of oil prices, unions and new competition†(Feinberg, 2013) but then again Feinberg says that United, Delta as well as US Airways â€Å"have been making money for the past three years and may achieve record profits in 2013† (Feinberg, 2013). Post merger of United Airlines and Continental Airlines, â€Å"the parent company of United Airlines, one of the worlds largest carriers, reported a $448 million quarterly net loss, pressured by high fuel costs and expenses related to problems integrating some operations of United in its merger with Continental Airlines†(2012). †But the problems appear to be largely over. So far this year, United shares are up 22%, the SP 500 Index is up 14.5% and Delta shares are up 66%. No doubt, Smisek seeks room to grow (Reed, 2013).† United is also looking to enhance their services for corporate customers by â€Å"revamping its aircraft that fly from JFK to Los Angeles and San Francisco, adding flat bed seating and faster, complimentary Wi-Fi to its premium sections. American is adding state-of-the-art Boeing 777-300ER aircraft to its fleet, the largest new aircraft used by a U.S. carrier since 1990. Its premium cabin has a walk-up bar stocked with snacksa first for any U. S. airline, the company boasts† (Fickenscher, 2013). Another crucial factor that indicates sustainable growth are the soft skills; â€Å"A new American Airlines combining US Airways is fortunate to have US Airways CEO Doug Parker at the helm, because he appears to understand not just the nuts and bolts of merging logistics systems but also the human process of ego suppression. This would be the second time his smaller airline has merged with (taken over, some would say) a larger one, and the second time he has let go of the identity of the enterprise he built (HBS Working Knowledge at Forbes, 2013). † Creating an executive management team that is functioning well as a strong team is crucial to an MA situation. They also need to have a clear vision of the company in order to overcome all the minor speed bumps they will inevitably go through with the merger. Currently, American Airlines and US Airways are facing on going lawsuits against the US Justice department. Depending on the outcome of this lawsuit, American Airlines will either move on with their original merger plan or if blocked, then they would have to reorganize a new plan while operating in bankruptcy. References Feinberg, Andrew. 2013. News Flash: Airlines Soar. Kiplingers Personal Finance 67, no. 7: 38. Business Source Complete, EBSCOhost (accessed September 15, 2013). 2012. â€Å"United Continentals Loss Widens, but Less Than Expected.† New York Times, April 27. 4.Regional Business News, EBSCOhost (accessed September 15, 2013). Reed, Ted. 2013. â€Å"No Wonder Uniteds CEO Is Buying United Stock.† Forbes,com, September 1. Accessed September 15, 2013. http://www.forbes.com/sites/tedreed/2013/09/01/no-wonder-uniteds-ceo-is-buying-united-stock/. Fickenscher, Lisa. 2013. Mergers put biz travelers in first class. Crains New York Business 29, no. 27: 3. Regional Business News, EBSCOhost (accessed September 15, 2013). 2013. â€Å"Big Deal: Reflections on the American and US Airways Megamerger.† Forbes.com 10. February 19. Business Source Complete, EBSCOhost (accessed September 15,2013).

The link between leadership and motivation

The link between leadership and motivation Introduction Self motivation is very crucial for those who have the ambition of being leaders at some point in life. This is especially applicable to those who are starters. The type of motivation required in order to ascend to high level of leadership is powerful. It is not a matter of chance that leaders with high capability come into being. It often entails an individual taking a decisive step to cultivate that success regardless of the huddles on the way. Hence, leadership and motivation are so much interrelated that they cannot be separated. Styles used in leadership have a greater impact in an organisation. Workers who are well lead become self motivated to deliver their best effort. Therefore, it is definite that changes in leadership style can improve motivation at workplace. The link between leadership style and motivation According to Manning and Curtis, there are two aspects of caring leadership: first is commitment to task; second and equally important, is concern for people (10). Effective leaders have the potential to inspire workers in an organisation and in turn improve productivity. Leaders need to create passion among workers so that they can see meaning and sense in the different roles they are playing. Both passion and inspiration are key ingredients in motivation. They can be cultivated by sound leadership styles. Leadership style which attempts to share and impart the significance of vision of an organisation with the rest of employees is very important in the process of motivating workers. Once every employee understands the common goal and objectives of an organization as enshrined in its vision statement, it will be quite easy for leaders to build motivation in them. Employees will only have a powerful desire to achieve the goals of an organisation if they understand or identify themselves with its vision (Maddock Fulton 15). It is only through a relational leadership style that vision can be shared from the top leadership to junior employees. An effective leadership style will ensure that workers are well informed of the impact of the vision and mission of the organisation (Clegg, Kornberger Tyrone 241). They should be made to feel part and parcel of the entire process of achieving success as well as enjoying the beneficial outcomes of their commitment. Once this is achieved, workers will be motivated not only because they have attractive fringe benefits but also because they have a bright future together with the organization. Poor leadership will conceal pertinent information from workers. This will make them have a feeling of alienation from the organisation and become less motivated. It is common knowledge that people will tend to have personal drive if they know quite well that they have something to benefit from or be excited about either in the short or long term. When such employee relation is achieved, then the work of a leader will be very smooth. Leaders who understand the fact that they need to create a close working relationship with employees are often successful. It is out of being close with fellow workers that it will be easy to identify and solve their problems at work and therefore motivate them. The link between leadership and motivation has scarcely been researched upon in the past although each of the concepts has been studied at great length (Daft 225). The manner in which the two components of organizational behavior interact is very important in ensuring positive growth in a business organisation. Since it is not possible to measure or quantify motivation, its impacts in an organization can only be felt or realized in the performance of a company over a given period of time. The process of motivation is complex and unless the impact of leadership on the latter is brought on board, it may not be an easy task. Nevertheless, it is sometimes possible for a leader in an organisation to motivate workers without translating to positive outcome in the organization. There are several initiatives which can be put in place in order to motivate workers. However, it is imperative to point out that any such measures can be hampered or enhanced by the leadership style in operation. For example, most workers will be motivated to offer their services if they have job satisfaction. This cannot exist in an organization unless it is well cultivated. It is upon the leader to change the leadership style for employees to derive satisfaction at work. For instance, one way of making sure that employees are satisfied at their place of work is by reducing the level of supervision. Effective leaders do not supervise their juniors too closely. This may create an environment of discomfort and a feeling of being threatened. Most workers would generally prefer to work with minimal control. This is also important because each one of them is made should be made accountable and responsible as well. Additionally, good leadership will recognize the extra effort by employee s. Exceptional performance by workers ought to be rewarded. Both monetary and verbal recognition from the leadership is welcome so that motivation can be enhanced. When organizational members are motivated, it leaves a positive impact on the performance of the organization. Further, theories of motivation like that of Marslow attempt to expound how leadership may be linked to motivation. Leaders in an organization are directly correlated to the growth and motivation of employees depending on the style used. Much research indicates that the top leadership has a key role to play in the determination of companys performance. Positive growth can only be achieved in a case whereby workers are wholly devoted and committed to the realization of the set goals and objectives. Nevertheless, there are some instances when leadership has been considered to be a subsidiary factor as far as organizational performance is concerned. The argument is that junior employees are the one who execute the actual task in an organization while leaders are mainly mandated to give guidance and direction on what is supposed to be done. It is perhaps better to consider teams within an organisation and investigate how team leaders can motivate workers. There is a vivid evidence that the presence of a team leader in an organization is a real motivating factor to workers ( Adler Allison 192). The level of motivation may be quite low whenever a team leader is absent. From this perspective, the general perception is that leaders who steer small teams in organizations are more influential to the teams they are leading compared to top executives. This can be explained from the fact they are very close to the rest of team members and will often listen and act expeditiously to arising issues. Moreover, workers are found to be less motivated when their team leader has been substituted with another one. It takes a significant amount of time before the team can adjust itself to the changes. Nevertheless, it is imperative to underscore the fact that it is only transformational leadership which can usher full motivation. Leadership styles are different and so is the application. One main factor which often leads to team members being motivated in the presence of their leader is the team bonding spirit which develops with time. Members in a team tend to bond emotionally with their leader to the extent that separating the two becomes tricky. Even in cases where a substitute team leader is brought on board, he or she is more or less regarded as a manager but not a leader. This implies that the link between effective leadership and motivation is not instantaneous. It is a process which demands time and space. However, there are demerits when leaders bond too closely with team members. For instance, charismatic leaders who seem to be all efficient and fail to delegate roles to members may prove to be fruitless in the long run. Such leaders fail to empower team members leading to de-motivation. Leaders who take control position of their teams and leave nothing to chance also fall into this category. Members of a team need to be given the chance to exercise their abilities bearing in mind that each one of them has unique potential different from the rest. Notwithstanding this argument, organizations which have established a culture of exemplary performance may not experience much of the impact of charismatic leaders. This is diffused by the growth momentum of the organization. At this point, it is crucial to note that there are some team leadership styles which can uplift the team spirit of junior staff. The subordinates also need to be empowered. This is one way through they can be made to feel a sense of belonging not just within a team but also in the entire organization. The subordinate workers will also derive great job satisfaction at their work place when this kind of transformational leadership is adopted. From the Social exchange standpoint, real empowerment of team members leads to the understanding that each member is important in the process of production and no one is treated as means to achieve the end product. This will definitely improve performance of the organisation owing to intrinsically motivated group. Leadership is a form of social influence which is developed in a cohesive group of people. If a team leader decides to delegate duties to the subordinate staff, then this should be done in a way that it will have the greatest positive influence on each worker. This is now where the difference between superb and inefficient leadership is observed. For example, a transformed leader will first of all judge the ability and potential of each team member and then delegate task accordingly. Workers should be assigned duties in areas of interest and ability so that they can be motivated as they enjoy performing their duties. A leadership style which tends to impose task on workers without evaluating their capability will often miss the point. Workers who are compelled to carry out duties are hardly motivated and this translates to dismal performance. Since leadership is perceived as a social process of creating influence, use of anti-social ways when leading a team may result to de-motivation. For example, leaders who prefer to severely punish errant team members are highly likely to de-motivate workers. A more friendly but firm mode of correcting members should be adopted. Besides, leaders who reward workers with non-contingent stuff may not enhance motivation in them at all. Workers tend to be more understanding when a leader reasons out rationally with them instead of taking some actions individually (Manning Curtis 48). It is evident that leadership style used may generate mixed feelings among workers and their level of motivation at work place. Although no particular leadership style can be proved to be effective in motivating workers, it is imperative to note that although leadership and motivation have been treated in the past as two separate and distinct entities, a close correlation can still be drawn between the two. There are those who argue that leadership does not have any impact on motivation. If this were true, then performance of an organization would not be tagged on the commitment and dedication of employees. Such argument may be misleading because as noted earlier, leadership is a form of social influence. Therefore, the team leader ought to be relational and accommodating to the workers. A leader is much more than just a manager who di shes out principles to be followed by workers. Moreover, a leader seeks to build the team through coordination and organization. In any case, leadership is not only about showing the way but also leading the way. From this understanding, a very strong link is established between leadership and motivation. The concept of motivational leadership is very handy in this discussion. If changes in styles of leadership can improve performance at work place, then leaders who are motivational are very important for improved performance in organizations. For example, workers will tend to admire a leader who is knowledgeable and skillful. They will be motivated by a leader who is confident enough and energetic in leading the team. The leader will also be valued depending on the ability to consider the individual needs of each member of the team in an organization. Workers will be motivated further if the leader is dynamic and capable of initiating changes within a team or organization. Static leadership styles which do not respond to current needs of an organization are cannot enhance motivation. A changed leadership style which seeks to convey information positively is a real motivator at work place. There are moments in the life of a business organisation when situations are tough and perhaps the returns are marginal. An effective leader will try as much as possible to communicate with workers coherently and in way they can easily understand (Griffin Moorhead 39). Effective communication will motivate workers in spite of the situation at hand. Employees will also be motivated if the style of leadership demonstrates confidence. This will enhance security level and workers will also feel safe in their jobs. Another area of importance in leadership and motivation is the decision making process within small working teams or the entire organization. Workers will feel a sense of value, respect and dignity when they are actively involved in the process of decision making at all levels of the organisation. Workers who take part in passing important decisions affecting them will appreciate a great deal and work even harder to achieve the goals of the decisions made. Committed leadership is fundamental in the realization of organizational goals and objectives. When ideas are internalized, deliberated upon and finally transformed into action, the greatest positive effect in the entire organization is produced. Leaders who are not committed to their course of duty may send the wrong signals to subordinate staff. It is obvious that the junior employees will tend to emulate the leadership of the team or organization. Therefore, a less committed leader will equally reverse the commitment of workers and eventually de-motivate them. Transparent form of leadership is the one that operates on an open system. Organizational leadership which runs the affairs of the entire team behind the curtains may not be liked by workers at all. This is also synonymous to directive leadership style whereby workers are supposed to take orders from above and perform their tasks regardless of difficulties. This form of leadership does not permit an open forum where each member of the organization can air opinions. A leadership style based on such principles will de-motivate workers. It makes them belong to the periphery and less significant in the organizational processes. It is factual that unless workers are happy, they will not be productive. Firstly, people who are happy work well with others because they are intrinsically motivated (Adair 85). They create a warm working environment and fellow colleagues enjoy working with them. As a result, a strong and well enhanced team work is built. In the case of a leader, a better working relationship with employees is also harnessed and this facilitates smooth running of the organisation. Conclusion In summing up this paper, it is worth to note that happy workers tend to be more creative at their place of work because their minds are liberated to think and act positively. This is also evident when problems arise in an organisation: workers who are happy would prefer to fix the challenge in preference to complaints. Furthermore, workers who are happy are more energetic and they devote this energy towards achieving the common goal of the organisation. These are elements of positive leadership which leads to motivation of workers. Either monetary or material rewards are good starting points in the process of motivating workers who in turn feel satisfied at their work place. The justification for rewarding workers is that the primary reason for working is to earn. From the perspective that human wants are insatiable, workers will ever value a token of appreciation due to their achievements at work. Therefore, any additional earning over and above the normal remuneration will definit ely lead to job satisfaction. This may be supplemented by verbal recognition on every little achievement by a worker. The security of the job is yet another positive influence towards satisfaction. Employees need to be assured that their jobs are secure and that they do not need to dwell on worries on how sustainable is their work is. Additionally, job security will reduce the rate of turn out in an organisation because workers have the assurance their future livelihood and hence satisfaction. Besides, workers should not be supervised too closely. There should be some degree of freedom. However they should be made to be accountable on their service delivery. This approach will enhance responsibility, sense of purpose and worth hence leading to job satisfaction. A worker who is supervised too closely will often feel threatened and uncomfortable. Hence, leadership style can improve motivation at work place.

Causes of Software Crisis

Causes of Software Crisis This paper justifies the symptoms and primary causes of software crisis. You will see that the writer made a comparison of software crisis in different countries. We took the information from different articles published in UK, USA and Canada. The findings and suggestions are described at the end to minimise the risk involved while planning and developing a software project. Introduction We begin with the symptoms of Software crisis. Evidence is provided by the documents produced by US military on software crisis. Furthermore, Charelle, (2005) has complied some more astounding failure statistics of software crisis. We have also discussed the major causes of the software crisis and the description of those causes. The major factor of causing failure in Software management projects is lack of coordination between the teams itself. In last two decades the technology trend is going upward and small and big organizations are adopting the latest technologies and techniques to improve their output productivity. This report reflects the major symptoms and causes of a software crisis along with their description. In the end of the report we conclude with the suggestions to improve the whole process to avoid software crisis. Symptoms of Software Crisis Many researchers agree software project failures occur more frequently than they should, some of them have tinted a crisis within the software industry (Conte et al, 1986; DeMarco, 1982). To assess the success or failure of the project express on cost, delivery time, and quality, Glass (1998) highlighted these three main aspects. Circumstantial evidence is used to highlight the symptoms and primary causes of project failure which creates serious concerns. Comparison of software crisis between different countries The other main cause of software crisis is that the machines have become more powerful, if we compare with the past we had a few computer programming with a minor problem in software. Now we have huge computer programming with an equally huge problem in software. Some documents have been written to describe the failure of software project by US military and most of the software problem which had been identified in military area is the same in private sector. In this report the given table explain the major causes of software crisis, in 2001-2002 actual cost of National Insurance Recording System 2, Probation Service Crain, and Child Support Agency project increased for the reason of delays in project time, increase in actual costs and change of the system. Over cost of amount  £ 40.4 million increased in the project of (NIRS2) and same problem occurred in the project of (PSC) and an extra amount of  £ 50 million spent on the project of (CSA) to improve the system. Overall the cau ses of software crisis are linked to the complexity of hardware and software development process. Some other further evidence shows that in 2001, a planned project for Immigration and National Directorate was cancelled since department analyzed that new system would be more complex and needs an amount of  £ 77million for the implementation of the project that is difficult for the department to pay such huge amount for this project. In the dates of 2001/2002, another new issue of fraud was highlighted in the software project of Individual Learning Accounts; it was a Flagship Training Scheme and an amount of  £ 66.9 million was fixed for its implementation. In the sequence of heavy budgeted costs a software project for Defence Logistics Organization in the year of 2002 was suspended on the reason of insufficient funds to start this heavy cost project of an amount of  £ 120 million. In the table shows that in the year 1999 a software project for Passport Agency a cost of  £ 12. 6 million was suspended behind estimating high actual costs. In the prospect of high costs of software, in 1999 Home office scrapped the project that had been planned for improvement in prison services, estimated costs for this software project was about  £ 8 million. In the year 2002, a software project Libra for linkup the magistrates was under consideration and required an amount of  £ 134 million for implementation of this project. Overall in all above evidences, it shows that crisis of software apparent itself in several ways: Additionally, Charette (2005) has compiled some more shocking failure in project software it seems that project failure is not a problem of big companies and industries but software problem is occurred widely in small companies, in commercial and non-profit organizations and government departments. Software crisis occur caused by increasingly complexity in hardware and project failure seen to be universal. In the 2nd given tale shows that in 1993 a software project for London Ambulance Service was cancelled after second attempt, and in the same year in USA a project was mad for Allstate Insurance Company after a costing of high amount of $ 130 million abandoned the office automation system. London Stock Exchange cancelled its project of Tarus stock settlement system after costing of huge amount of $ 600 million. In the last few years various process and methodologies have been developed to control the software crises. However, it is widely agreed that there is no constant solution. W ith a heavy cost budget of $ 44 million and $ 2.6 billion on the project of DMV system for state of California and project for Federal Aviation Administration cancelled in 1994. In 1995 Toronto Stock Exchange cancelled it planned project for installation of Electronic trading system, project cost was estimated about $ 25.5 million. In 1996 a project of Arianespace (France) in the reason of error in the software, 5 rockets explode and huge amount of $ 350 were expended. A project of $ 40 million in 1997 was cancelled by the State of Washington that had planned for department of motor vehicle. In the same year International revenue (USA) cancelled its project that was for Tax modernization effort, an amount of $4.0 billion was estimated for implementation of this project. Snap-on Inc, (USA) an amount of $ 50 million wasted in the software failure occurred in the order- entry system in 1998. In the year, 1999 software problem occurred with ERP system in the project of Hershy Food Corpo ration (USA), and an amount of $ 151 million was invested. Software for Tax system was cancelled in date of 1999 by the State of Mississippi (USA) and project was about $ 11.2 million. A cost of $ 12 million was cancelled in 1999 by the United Way (USA) a software project was designed for the process of administration system. In the year 2000, huge spent of money for city payroll system abandoned, due to failure in the software in Washington DC. In USA, Nike Inc 2001, about $ 100 million lost in the reason of software problem in the supply-change management system. In Australia 2002 software project for Sydney Water Corporation to maintain the billing system was cancelled, project cost was about 33.2 million. In 2003/4 AT T Wireless (USA) faced deficiency spent of $ 100 million in up gradation of software for improved customer relation management. In 2004 Hewlet- Packard Company invested $ 160 million for ERP system, but still persist unsolved problem in its software. An amount of $ 527 million invested in the planned project of 1Sainsbury PLC (UK) in 2004, because of that software problem company abandoned the supply chain management system. In general, large software projects are more complicated than small software project. In 2005 Canadian company Hudson Bay faced a big software problem in inventory system; an amount of $ 33.3 million was invested for this project. For conducting a comprehensive survey 250 UK based organization had been selected to find out the defined software failure as: A project that has failed significantly to achieve its objectives and or has exceeded its original budget by at least 30% Major reasons of project failure in above mentioned countries Projects running over budget. Software was not up to the needs. Projects taking too long to complete or unnecessary delays. Substandard Production. Unable to meet the specific requirements. Difficult to operate and maintain.. Over budgeting. Primary cause of Software Crisis In the result of survey they found that nearby 62% of these selected organizations had at least one major software failure, these were considered primary causes of failure and have been updated by Glass (1998). Description of Causes by (Glass, 1998) The objectives were not clear. Improper table work. Not having the proper feel of the organization. Lack of project management methodology. HR laps or insufficient skilled staff. Coordination gaps between venders. Performance and efficiency issues. A list of primary casual factors has been produced by (Charette, 2005). Description of Causes by (Charette, 2005) Bad planning or run time decisions. Lack of documentation. Improper assessment. Incorrect estimates of needed resources. Impractical project goals. Not a good communication among customers, developers and users. Use of undeveloped technology. Inability to handle the projects complexity. Not a good project management. Stakeholder politics. Commercial pressure. Conclusion We can conclude that the most of the project failures were due to the coordination gaps between the technical project management team and the business decisions. We can overcome this crisis by better monitoring; during the assessment, planning, designing, production, implementation and maintenance phases. We can achive the goal of a successful and on time product by developing better understanding and coordination between the higher management and technical team. Its all about taking right decision at the right time and at the right place.

Does Original Voice Exist? :: Ernest Hemingway Literature Essays

Does Original Voice Exist? From Ernest Hemingway's _The Sun Also Rises_: "Mike was a bad drunk. Brett was a good drunk. Bill was a good drunk. Cohn was never drunk. Mike was unpleasant after he past a certain point. I liked to see him hurt Cohn. I wished he would not do it, though, because afterward it made me feel disgusted at myself. That was morality; things that made you disgusted afterward. No, that must be immorality. That was a large statement." Does this sound like a man mumbling? Or is this a complete thought? Hemingway's voice is simple. His voice also allows interpretation from the reader. Does that mean it is also open and vague? Maybe, but you get to make the decisions. Hemingway allows it. The character sounds simple. He thinks on simple terms. He also calls the series of simple comments a " large statement". If the reader delves into the literature, it is a large statement. If the reader takes it for face value, it's a simple statement. The character speaking makes a revelation to himself. That is why I think it is a "large statement". He finds something out about himself. He is honest with himself. Dialogue and exact spelling of pronunciations can show ya what the writer's all about. It's not clear all the time, but it'll be more personal than a bunch of scientific hogwash. Not that that writing doesn't serve a purpose.... Anyway if your gonna be personal, your readers better be able ta understand your tongue, otherwise the communication stops flowing for'em and they hafta look at your words more than your ideas. Does this flow for ya? "Well, I warn't long making him understand I warn't dead. I was ever so glad to see Jim. I warn't so lonesome now. I told him I warn't afraid of him telling the people where I was. I talked along, but he only set there and looked at me; never said nothing. Then I says: 'It's good daylight. Le's get breakfast. Make up your campfire good.' 'What's de use er makin' up de camp fire to cook strawbries en such truck? But you got a gun, hain't you? Den we kin get sumfin better den strawbries.' (Mark Twain from _Adventures of Huckleberry Finn_) It may or may not flow, but ya get a good feel for the characters. You can make assumptions and fit them inta stereotypes so they're recognizable.

Sinking Into Society Essay -- World History

In any nation mistakes have been the source of change. Whether it is safety or governmental reform or a revolution in the nation’s lifestyle and customs, those mistakes have made a lasting imprint on the minds of their people. The sinking of one of history’s maiden voyages, the Titanic, has made such impact on the American people; Titanic cannot be mentioned without stirring deep emotions for those who have perished. It is one of history’s most devastating catastrophes but it is also the first ship to send the new SOS distress call instead of the original CQD signal meaning â€Å"all stations: distress†. Titanic â€Å"was the ship of dreams, whose passengers scrounged up their life savings to purchase a ticket abroad the maiden ship† (Titanic). Constructed with millionaire suites and private promenade decks, Titanic â€Å"was the largest moving object ever made by the hand of man in all history† (Titanic). However, in its determination to mak e the journey across the Atlantic the fastest ever recorded, it ultimately sank to the bottom of the ocean, leaving behind a legacy still found in America today. Titanic’s infamous flounder has affected America’s culture in unthinkable ways; its legacy can be found in American media, the spawning of new technological advancements, and in the world’s current maritime policies. News of Titanic’s sinking reached America quickly. It was front-page news for months and the first time that â€Å"a major news event was reported to the public primarily through electronic means, the wireless telegraph† (Titanic as Popular Culture). The US National Newspaper stated that â€Å"coverage of the Titanic disaster transformed New York Times into a global voice because of its integrity, accuracy, and immediate coverage† (Titanic as ... ... the minds of the American people. It has transformed America in astonishing ways, and its legacy will continue to impact American culture for years to come. Works Cited Minichiello, Ray. "Titanic Tragedy Spawns Wireless Advancements." Audio UK Is the Webs Best Directory for Audio HiFi Dealers and Manufacturers in the UK. Web. 28 Jan. 2012. "Titanic as Popular Culture." Media Awareness Network | Rà ©seau à ©ducation Mà ©dias. Web. 28 Jan. 2012. Titanic. Dir. James Cameron. Perf. Leonardo DiCaprio, Kate Winslet, and Billy Zane. Twentieth Century Fox Film Corporation, 1997. IMDb. Web. 31 Jan. 2012. "Titanic Disaster." Emergency Medical Paramedic. Web. 29 Jan. 2012. Wikipedia contributors. "Changes in safety practices following the RMS Titanic disaster." Wikipedia, The Free Encyclopedia. Wikipedia, The Free–Encyclopedia, 13 Jan. 2012. Web. 25 Jan. 2012.

Essay --

People have different taste buds and different numbers of taste buds that can determine their sensitivity to taste. In this experiment, we tested the changes in threshold sensitivity of chemoreceptors when maple syrup is consumed prior to the tests. Two subjects tasted four solutions (sweet, sour, salty, and bitter). Each solution had seven different concentrations. Two experiments were also made with and without maple syrup consumption. The first experiment was used as a control group for the second experiment. Results showed that threshold sensitivity of chemoreceptors changed after consuming syrup before the other solutions. Based on the results, it was determined that chemoreceptors adapted to concentration strengths. Tastants, which are taste stimuli, uses chemicals to evoke the sense of taste (Kudo et al., 2010). People’s term of taste differs by a genetic locus, which causes the tongue to identify taste (Eisenstein, 2010). A chemoreceptor is a sensory receptor that can identify chemical stimuli then transmits the information to the brain (Campbell, 2010). The number of taste buds in a person’s mouth can also determine their sensitivity to taste (Kudo et al., 2010). Adaptation occurs when the nervous system does not cause a reaction due to a stimulus being continuous for a period of time (Walsh, 2013). In this experiment, we determined the changes in threshold sensitivity of the taste receptors for salty, sour, sweet, and bitter solutions by consuming maple syrup prior to tasting the other solutions. We wanted to see if taste receptors could adapt to a strong sweet taste, but could still acquire the same threshold sensitivity of the other tastes. I predicted that after consuming maple syrup, the taste threshold for the ot... ...erence on the results. Since we only had time to experiment with only two subjects, our average would not be as precise as if we had experimented with five to ten subjects. Another error was the amount of maple syrup consumed. Sometimes Tuan would consume a little syrup and sometimes he would consume a lot. The same also occurred with Khoi as he also sometimes consumed a large concentration of syrup. Temperature was also a factor to the results as a warmer solution was more noticeable than a cooler solution. Due to the collected data, we concluded that the threshold sensitivity of taste receptors did change after maple syrup was consumed (Figure 1). Future experiments that would further the understanding of this topic could be that instead of using maple syrup, which was sweet, we could use something that was bitter, salty, or sour to see if results would also vary. Essay -- People have different taste buds and different numbers of taste buds that can determine their sensitivity to taste. In this experiment, we tested the changes in threshold sensitivity of chemoreceptors when maple syrup is consumed prior to the tests. Two subjects tasted four solutions (sweet, sour, salty, and bitter). Each solution had seven different concentrations. Two experiments were also made with and without maple syrup consumption. The first experiment was used as a control group for the second experiment. Results showed that threshold sensitivity of chemoreceptors changed after consuming syrup before the other solutions. Based on the results, it was determined that chemoreceptors adapted to concentration strengths. Tastants, which are taste stimuli, uses chemicals to evoke the sense of taste (Kudo et al., 2010). People’s term of taste differs by a genetic locus, which causes the tongue to identify taste (Eisenstein, 2010). A chemoreceptor is a sensory receptor that can identify chemical stimuli then transmits the information to the brain (Campbell, 2010). The number of taste buds in a person’s mouth can also determine their sensitivity to taste (Kudo et al., 2010). Adaptation occurs when the nervous system does not cause a reaction due to a stimulus being continuous for a period of time (Walsh, 2013). In this experiment, we determined the changes in threshold sensitivity of the taste receptors for salty, sour, sweet, and bitter solutions by consuming maple syrup prior to tasting the other solutions. We wanted to see if taste receptors could adapt to a strong sweet taste, but could still acquire the same threshold sensitivity of the other tastes. I predicted that after consuming maple syrup, the taste threshold for the ot... ...erence on the results. Since we only had time to experiment with only two subjects, our average would not be as precise as if we had experimented with five to ten subjects. Another error was the amount of maple syrup consumed. Sometimes Tuan would consume a little syrup and sometimes he would consume a lot. The same also occurred with Khoi as he also sometimes consumed a large concentration of syrup. Temperature was also a factor to the results as a warmer solution was more noticeable than a cooler solution. Due to the collected data, we concluded that the threshold sensitivity of taste receptors did change after maple syrup was consumed (Figure 1). Future experiments that would further the understanding of this topic could be that instead of using maple syrup, which was sweet, we could use something that was bitter, salty, or sour to see if results would also vary.

British Imperialism Essay

Jordan Shiber Pd. 5 European Imperialism in parts of the Middle East, Africa, and Asia had a more positive impact on the world. The three main reasons I say this is one, Europeans truly thought they were doing good by imposing on other countries. They thought buy bringing in new cultures and traditions the country would be better off and it would benefit them and the country there are imposing on because both countries would be together and the country taking them over would have new and useful resources and the country being taken over would be a part of the European success and gain new ideas and a way of life.Jules Ferry said, â€Å"something else is needed for France:†¦that she must also be a great country exercising all of her rightful influence over the destiny of Europe, that she ought to propagate this influence throughout the world and carry everywhere that she can her language, her customs, her flag, her arms, and her genius†. (Beck 351) This translates to basic ally the definition of assimilation, or influencing a country using your customs, traditions, and way of life.Second, European countries were more modernized than African countries so by invading they are helping to modernize Africa. Just look at Africa today compared to back then especially South Africa, they are extremely modernized other than the desert parts. Lastly, the invasion of European countries gave the Africans more job opportunities which helped their economy. Before I get into the individual countries positive affects, think about Social Darwinism or basically survival of the fittest.If a country is too weak to defend itself and another country can take it over and successfully run the country, they should be able to without any complaints. To start off, the Europeans thought that they were actually good by invading Africa and imposing their ideas on them. They thought by bringing in new ideas and traditions it would actually benefit the Africans. Also, really good inf rastructure was built throughout Africa. Next, Africa and other places werent as modernized as Europe. Africans decided they had to adjust to the modern world or be consumed by it.The invasion of Europeans basically influenced them to change and become more like the rest of the world. In 1831, Muhammad Ali gained control of Syria and Arabia. He began a series of reforms in the military and in the economy. The Suez Canal’s construction was supported by his grandson, Ismail. The European influenced is what caused this canal to be built along with any other reform in Egypt. Egypt wanted to basically show their dominance by gaining power. This is a positive effect because other countries are starting to make themselves stronger.The final reason that European imperialism had a more positive impact on the world was that it gave out more job opportunities to those being invaded and helped the countries econmy and its way of life. Some examples of job created due to the invasion are servants,labourers on infrastructure projects, and soldiers in colonial armies. Also, local warfare was reduced and new hospitals and schools were provided. Another thing is richer families could send their children or even themselves to Europe so they could get a way better education.To conclude European Imperialism in parts of the Middle East, Africa, and Asia, I would say it had a more positive effect. Europeans thought they were doing something good by imposing on other countries. They thought it was a good idea to bring in their way of life and influence the other people. Second, imperialism in Africa influenced some countries so not just sit back and let it be but to show their power and dominance. Lastly, imperialism created more job opportunities and helped out the country itself.Dadabhi Naoroji said â€Å"The genius and spirit of the British people is fair play and justice†. (Beck 351) This means is was okay for the British to do what they are doing. This is how Euro pean Imperialism in parts of the Middle East, Africa, and Asia had a more positive impact on the world. MLA Citations: Beck, Roger B. Modern World History: Patterns of Interaction. Evanston, IL: McDougal Littell, 2005. Print. Fieldhouse, David K. â€Å"Western Imperialism in the Middle East, 1914A? A? A? 1958. † Western Imperialism in the Middle East, 1914A? A? A? 1958. N. p. , n. d. Web. 14 Feb. 2013.