Bay of Pigs Research Paper Example | Topics and Well Written Essays - 2000 words

Bay of Pigs - Research Paper Example In fact Castro caused more headaches to America than Soviet Union. Since Cuba was under communist regime, it was indigestible for America to accept the challenges raised by Fidel Castro. Moreover, America was afraid of a possible expansion of communism from Cuban territories to American soil. So they decided to try and expel communism from Cuba’s soil before it enters American soil. â€Å"Out of the 197 invaders were captured 200 of them had been soldiers in Batista's army and 14 of those were wanted for murder in Cuba. Four American pilots and over 100 Cuban invaders were killed in battle† (INVASION at Bay of Pigs). Cuban armed force took only three days to defeat the attempt made by CIA and Cuban exiles. There are many reasons cited for the immediate defeat of CIA trained Cuban exiles in the Bay of Pigs Invasion. This paper analyses how well prepared/trained were the CIA trained Cuban exiles who partook in the Bay of Pigs invasion and how did they subsequently fair ag ainst Castro's forces? Five months before the Bay of Pigs invasion, the CIA task force plotting to overthrow Fidel Castro concluded that the invasion was ‘‘unachievable’’ as a covert paramilitary operation, according to a newly discovered unclassified document. But the document, a 300-page internal CIA history, reveals for the first time that the architects themselves foresaw failure during a Nov. 15, 1960, meeting to prepare a briefing for President-elect John F. Kennedy and that they recorded it in a memo (Rosenberg). The above facts clearly show that the Bay of Pigs invasion effort was lost even before it starts. However, still nobody knows why CIA forced Kennedy to continue with this attack even though they were unsure about the possible outcomes. There are many people who believe that the preparations for this invasion were not carefully planned. It was evident before the beginning of the invasion itself that Guerilla wars may not help to expel Castro from power since he was the master of such wars. Vietnam War taught America that Guerilla wars can block even huge military powers from enjoying success in military conflicts. So they thought the lessons learned from Vietnam could be used successfully in Cuba. However, CIA failed to realize that Vietnam Guerillas were far more superior and organized than the Cuban exiles or guerillas. â€Å"It was during the administration of Eisenhower that the United States Government had, in 1954, for the first time, defined and approved the concept of "Covert Operations"† (Prouty). The Cuban mission was the brain child of this concept. As part of this policy, American administration had given full authority to CIA to organize and conduct secret missions against the enemies of America. Cuba was one among the topmost enemies of United States during that time. Moreover, the proximity of communist Cuba around democratic United Sates was indigestible to many of the American politicians. So, ir respective of Democrats or Republicans, American politicians supported any agitations against Cuba and they made use of CIA for conducting America’s missions in Cuba. The preparations for the Bay of Pigs Invasion have started by CIA well before the election victory of Kennedy in 1961. â€Å"President Eisenhower approved the program in March 1960. The CIA set up training camps in Guatemala, and by November the operation had trained a small army for an assault landing and guerilla warfare† (The Bay of Pigs). Even though, CIA tried to keep

Getting over a Betrayal Essay Example for Free

Getting over a Betrayal Essay This song brings forth a feeling of that even though a loss of a loved one is a heart wrenching experience there is nothing a person can do to change the outcome of what has happened. My Immortal† seems to be more about losing ones own sense of identity and self-worth due to the loss and/or betrayal of a loved one than about the actual loss of the loved one: These wounds won’t seem to heal/ This pain is just too real/There’s just too much that time cannot erase (7-9) By the end of the song, the survivor of the story is emotionally drained and paralyzed with the fear by the memory of the betrayer. The survivor of the incident just wants those memories of hurt and betrayal to go away. This pain is felt in the opening stanzas of the song. And if you have to leave/I wish that you would just leave/Your presence still lingers here/ And it won’t leave me alone (3-6). The theme of â€Å"My Immortal† is the struggle of trying to get rid of the feeling of betrayal and of guilt. The betrayer has hurt or betrayed her in a way that she can never recover from the emotional damage. You used to captivate me/ By your resonating light/ Now I’m bound by the life you left behind (14-16) For the rest of the girls’ life, she will be imprisoned by him. She sacrificed everything for him. After years of being together, he throws everything she has done for him back in her face. She know feels like that she will never be free of him Your face it haunts/My once pleasant dreams (15, 16) The effect of this song brings forth many different emotions. This song brings to light that if one lets a past betrayal or losses rule their life, there will never be any peace for the individual. The individual needs to let go of the hurt, even though they are feeling that they were alone the entire time they were with that one person. I’ve tried so hard to tell myself that you’re gone/ But though you’re still with me/ I’ve been alone all along ( 24-26) It hurts being betrayed by a loved one. The reality that she was all alone in her love when he was with her and ironically, now that hes left her, she isnt alone: He torments her with the memories of his betrayal (perhaps complicated by her genuine love for who she thought he was. ) These wounds won’t seem to heal/ This pain is just to real/ There’s just too much that time cannot earse (21-23) Works Cited Evanescence.

History And Background Of Google Inc Business Essay

History And Background Of Google Inc Business Essay Google Inc. began in 1996 as the brainchild of two bright computer science grad students, Sergey Brin and Larry Page. They met back in 1995 at Stanford University where they were doing their PhDs and they came out with creative ways of finding and organizing large datasets (Hoovers Inc, 2010). After that, they developed a technology called PageRank which enables them to analyze a particular websites relevancy. It occurred to them that a search engine that is based on the PageRank algorithm would be much more effective at obtaining better and accurate results than existing search engines. Thus, that idea became a basis for their soon-to-be famous search engine that was launched on September 15, 1997. Google Inc. was formally incorporated on September 4, 1998 at a friends garage in Menlo Park, California. Google got its name from googol, the mathematical equivalent of the number one followed by a hundred zeros, which was a misspelling of that mathematical term (Google, 2005). This refl ects on the founders original mission to organize the worlds information and make it universally accessible and useful (Google.com, 2010). The core competency of their business, the Google search engine has become so successful that it attracted a loyal following among a growing number of Internet users, who liked its simple design and useful results. In 2000, Google began selling text-based advertisements associated with search keywords in order to maintain an uncluttered page design so that speed is maximized when loading a page. Their innovative advertising system, comprised of its AdWords and AdSense products, is so successful that 99% of their revenue is derived from it (Google, 2005). However, the technological industry demands constant innovation and Googles strong focus on continuous improvement is reflected in the companys ever expanding line of innovative services and products which includes webmail (Gmail), blogging (Blogger), and interactive maps (Google Maps). Googles s trong organizational culture that includes values such as creativity, simplicity and innovation plays a huge role in their tremendous success and gives them a huge competitive advantage over their rivals in the search engine market. Content The Google Culture Google is well known for their organizational cultures distinctiveness and uniqueness compared to their immediate competitors. On the Google corporate website, they have listed down 10 core principles that guides the actions of the entire organization. These are the values and assumptions shared within the organization. These values are also termed as espoused values, where it is not necessarily what the organization actually values even though the top executives of the company embraces them. Here are some of a few of their core principles which will provide a look into Googles management philosophy and the type of culture they want to possess: Focus on the user and all else will follow Google strives to put the end users interest ahead of shareholders when making corporate decisions. Google promises to deliver the best user experience possible by providing a clear and simple homepage interface, relevant advertisements and fair placement in search results. Its best to do one thing really, really well Google focuses on its core competency, which is search. Google continues to solve complex issues and provide continuous improvements to search. New Google products such as Gmail and Google Maps are the results of Googles dedication in improving search. Fast is better than slow Google understands that time is valuable to its users and strives to please them by increasing the efficiency of retrieving the users search results. Now the average response time to get a search result just takes a fraction of a second. Google is the only company that aims to have the users leave its website as soon as possible. The need for information crosses all borders Google is founded in California but the existing mission is to enable access to information for the entire world and in all languages. And because more than half of Google search results originate from outside the United States, the organization has offices in dozens of countries and offers the Google search interface in more than 110 languages. As a result, the variety and quality of services Google offer are much more improved. You can be serious without a suit The founders built Google around the idea that work should be challenging, and the challenge should be fun. Google believes that great and creative things are more likely to happen with the right company culture and thus emphasizes on team achievements and pride in individual accomplishments. Google employs energetic, passionate people from diverse backgrounds with creative approaches to work, play and life. Great just isnt good enough Google always strives to make its employees deliver more than what is expected. Google does not accept being the best as an endpoint but rather a starting point. Through innovation and iteration, Google aims to take things that work well and improve upon them in unexpected ways. Google also anticipates users needs and set new standards with new products and services that can make a difference and change the world. [Adapted from www.google.com] In Google, the daily organizational life is distinctive and is one that thrives on informal culture. The rituals that portray the organizations culture as unique and possesses a small-company feel are portrayed daily at lunchtime, where almost all employees eat together at the many various office cafà ©s while at the same time having an open, relaxed conversations with fellow Googlers that come from different teams (Google.com, 2010). Also, because one of the Google cultures main pillars are the pillar of innovation, every Googler are very comfortable at sharing ideas, thoughts, and opinions with one another in a very informal working environment. Every employee is a hands-on contributor and everyone wears several hats (Google.com, 2010). Sergey and Brin also plays a big part of laying the foundation on what the Google culture is and the founders have continued to maintain the Google Way by organizing a weekly all-hands TGIF meetings for employees to pose questions directly at them (Google.com, 2010). In Google, the motivated employees who live the Google brand and are aligned to the company call themselves Googlers. Even former employees of Google have a name which they refer to themselves as Xooglers (Garret, 2005). This shows that in Google, their employees are so involved in the organization that they have their own symbolic name that mirrors the organizations name and image, which is a sure sign of an existing strong cultural values that are present within the company. After tremendous growth in Google, the organization moved from a humble office building in Palo Alto, California back in its early days to its current office complex bought over from Silicon Graphics. The complex is popularly known as the Googleplex, which is a blend of the word Google and complex (Googleplex, 2005). Googleplex is the result of a careful selection that serves to establish Googles unique and individualistic culture in the eyes of the employees and the public. The corporate campus is built to provide a very fun, relaxed and colorful environment both inside and outside. Innovative design decisions provides Google employees 2000 car lots underground so that open spaces above and surrounding the building are filled with unique and interesting architectures that includes an on-site organic garden that supplies produces for Googles various cafes, a bronze casting of a dinosaur fossil, a sand volleyball court, heated endless pools and also electric scooters along with hundre ds of bikes scattered throughout the complex for Googlers to get to meetings across campuses (Google, 2009). Googleplex is a significant departure from typical corporate campuses, challenging conventional thinking about private and public space. This also points out the alignment of values that are present in Googles culture such as innovation, fun, laid-back, creativity and uniqueness that clearly shows that their organizational culture is truly unique and different from that of their competitors and other organizations. Within the Googleplex, a truly attractive, fun and extraordinary workplace environment exists for Google employees. The interior of the headquarters is furnished with items like lava lamps and giant rubber balls while sofas, Google color coded chairs, and pool tables can be found at lounges and bar counters to express Googles laid-back working atmosphere. The lobby contains a grand piano and a projection of current live Google search queries (Google, 2009). The employees various needs are also taken care of by facilities such as the 19 cafes on campus which serves a variety of food choices for their diverse workforce, a gym, massage parlor, laundromats, and even micro kitchens, which provides snacks for employees who want a quick bite (Google, 2009). This ensures that employees can be more productive and happy without ever leaving the workplace. A manifestation of Googles creative and innovative culture is shown by the unconventional building design with high ceilings to let natural light in, durable floors made of tiny quartz stones, working British phone booths splashed in Google colors, and lounges that also serve as DIY libraries with cleverly placed low-reach book racks adorned with colorful Lego sets and cubes (Google, 2009). All these innovative, creative and colorful designs are symbols of Googles unique organizational culture that emphasizes on continuous innovation. Google engages their employees by applying adaptive culture in the organization. From their core competency in search engine technology, Google has responded to customers change in needs by expanding onto the mobile market. The employees analyze, anticipate and seek out the opportunities to improve the organizations performance by being proactive and quick in coming out with new technologies and solutions for mobile services. It aims to help people all over the world to do more tasks on their phone, not to mention the several different ways to access their Google search engine on a mobile phone (Google, 2008). In addition, Google recently entered the smartphone market by launching the Google Nexus One smartphone in response to customers increasing need for smartphones, which is gaining ground on popularity because everyone is going mobile in the Information Age. This is the result of Google employees common mental model that the organizations success depends on continuous change to s upport the stakeholders and also that they are solely responsible for the organizations performance (McShane and Von Glinow, 2008). The employees also believe that by entering into other markets beyond their core competency, the change is necessary and inevitable to keep pace with an ever changing and volatile technological market. Googles organizational culture places a huge importance of trust and transparency by having an informal corporate motto namely Dont be evil. This slogan has become a central pillar to their identity and a part of their self-proclaimed core principles. It also forms the ethical codes of the organization where Google establishes a foundation for honest decision-making that disassociates Google from any and all cheating. Its ethical principles means that Google sets guiding principles for their advertising programs and practices, which is where most of their revenues come from. Google doesnt breach the trust of its users so it doesnt accept pop-up advertising, which is a disruptive form of advertisement that hinders with the users ability to see the content that they searched (Stahl, 2004). And because they dont manipulate rankings to put any of their partners higher in their search results or allow anyone to buy their way up the PageRank, the integrity of their search results are not c ompromised. This way, users trust Googles objectivity and their ethical principles is one of the reason why Googles ad business had become so successful. The founders of Google believe strongly that in the long term we will be better served, as shareholders and in all other ways, by a company that does good things for the world even if we forgo some short term gains. Content An Introduction to Organizational Culture Every organization is unique in the sense that each and every one of them has their own distinct way of going about doing their business. This unique style of doing business that is different in every organization is made out of a complete combination of the artefacts, values, attitudes and shared assumptions of that organization whereby it is known as organizational culture. According to McShane and Von Glinow (2008), organizational culture consists of shared values and assumptions that guide the way that employees within that organization think and act and how they react to opportunities and solve problems. The employees of that particular organization are directed and guided by the right way of doing tasks and learn how to prioritize tasks that are important and to differentiate those tasks with other less important tasks. The employees also have certain beliefs and ideas about what kinds of goals they should pursue in the organization and their own ideology about the appropriate kinds or standards of behavior they should use to achieve these goals (Hill and Jones, 2001). The Elements of Organizational Culture according to Schein (1985) Organizational culture consists of a few elements. According to Scheins study (as cited in McShane and Von Glinow, 2008), he defines culture as consisting of several levels that are made out of 2 primary categories that drive the organizations action. The categories are made out of the visible elements of culture and also the underlying assumptions underneath, which in other words is the invisible element of culture. Figure 1. (Based on Scheins Levels of Culture. Schein, 2004, Organizational culture and leadership, 27). Visible elements are the artefacts that are found in the culture, which is the physical elements of an organization that is observable (Schein, 2004). The visible element of culture is also said to be a manifestation of the cultures invisible values (Schein, 2004). Artefacts can be stories, legends, rituals and ceremonies, organizational language and also the physical structures of the organization (Schein, 2004). The invisible elements of the culture are made out of espoused values, shared values and shared assumptions. Espoused values are essentially the philosophies, goals and strategies that are stated by the management (Schein, 2004). In addition, shared values which are values that employees in the organization believe in and prioritize at the top of their hierarchy of values and also which they all share in common (McShane and Von Glinow, 2008). Along with shared values, another deeper element of culture, which some experts say is the real essence of culture, are shared assump tions which consists of unconscious, taken-for-granted perceptions or beliefs and also thoughts and feelings of individuals within organizations (Schein, 2004). Organizational Stories and Legends Stories are a part of the organization that shows the existence of a strong culture. Stories can be tales that talk about courageous things done by an employee of the company, or to ridicule past events that had strayed from the firms core values (McShane and Von Glinow, 2008). The stories and legends serves as powerful social reminder about the way things should or should not be done. In addition, stories play an important role in communicating the organizations distinct culture in terms of the employees individual standard of performance, the corporate beliefs and also criteria of getting fired (McShane and Von Glinow, 2008). Stories in the organization can evoke emotion in those that hear these tales which will serve as a permanent reminder to the employees to uphold the organizational culture. Stories is also the greatest way to communicate the culture when it is about real people, real situations and known by employees throughout the firm (McShane and Von Glinow, 2008). Rituals and Ceremonies Rituals are a dramatized version of an organizations culture by the customary activities of daily organizational life (McShane and Von Glinow, 2008). This can include how visitors are welcomed, how often does senior executive s pay a visit to their subordinates, how much time does the employee take lunch and how the employees communicate with each other. Ceremonies on the other hand are more formal than rituals. Ceremonies are activities that are carried out especially for the benefit of an audience (McShane and Von Glinow, 2008). Among the examples are product launches, press conferences and webcasts. Organizational language Organizational language is defined as the so-called language of the workplace (McShane and Von Glinow, 2008). It speaks volumes about the companys culture and can portray distinct, unique and important features of an organizations culture by defining the way employees address their colleagues, greet their stakeholders and describe their customers. It is also a cultural artifact and highlights values that are held by organizational subcultures. How terms are used to describe something and how employees communicate with each other determines the character of an organizations culture. Physical structures and symbols Former British prime minister, Winston Churchill once said that buildings both reflect and influence an organizations culture. Physical structures and symbols such as buildings and the company logo does and can reflect or influence an organizations culture (McShane and Von Glinow, 2008). The characteristics of the building such as the age, the shape, size, and location can also reveal the values that a company practices such as emphasizing flexibility, teamwork, environmental friendliness or any other values. The company logo characteristics such as the color, symbolic meaning, shape and characters can also portray the organizations culture. Physical artifacts such as desks, chairs, office space, and wall hangings can also denote cultural meanings (McShane and Von Glinow, 2008). Importance of a Strong Organizational Culture According to McShane and Von Glinow (2008), a strong organizational culture is very important to a company. It is so valuable and precious to a company because it can give a sort of competitive advantage over other competitors. Companies with a strong culture are likely to succeed, but success is not guaranteed for a company with a strong organizational culture and it is subject to a particular set of conditions. One of these conditions is the strength of the organizational culture. It is referring as to how widely and deeply employees are holding the companys dominant values and assumptions. In a strong organizational culture, most employees across all subunits maintains the dominant values (McShane and Von Glinow, 2008). The values are also difficult to change because they are institutionalized through artifacts. In addition, strong cultures are often put in place by the company founders values and assumptions. In contrast, weak cultures exist when dominant values are only held by a few people at the top of the organization and are short-lived. Some experts like Kotter Heskett, Tidball, Cremer, Besanko, Dranove, Shanley (as cited in Muafi, 2009) have established that organizational culture has a significant effect on an organizations long-term sustainability, economic performance and outcomes such as profitability, turnover and commitment. They also indicated that congruence of values and beliefs seems to create a unifying force that boosts organizational performance. In Pfiffner and Sherwoods study (as cited in Mahal, 2009), they suggested that there is a positive relationship between the culture and effectiveness of a firm. Wilderom et al., (as cited in Mahal, 2009) described that there is a significant relationship between organizational culture and effectiveness. Culture helps to reduce conflicts in the organization according to Gales study (as cited in Mahal, 2009), and make the organization more participative and zealous. Adaptive Cultures Adaptive culture is defined as an organizational culture that exists when employees places their customers and stakeholders changing needs as a top priority and giving their support to initiatives that keep pace with these changes (McShane and Von Glinow, 2008). Embedding Ethical Values According to Hellriegel and Slocum (2009), organizational culture involves a complex interaction between formal and informal systems that may support ethical or unethical behavior. Formal systems include policies, structure, leadership, orientation, training programs, reward systems and decision-making processes. On the other hand, informal systems include rituals, stories, heroes, myths, sagas, language and norms (Hellriegel and Slocum, 2009). McShane and Von Glinow (2008) also shares a somewhat similar view with Hellriegel and Slocum (2009) on the possibility that organizational culture can affect and influence ethical conduct. This is logical because good behavior are influenced and directed by ethical values that are present in the individual. Therefore, organizations can guide the actions and behaviors of its employees by planting ethical values in its culture (McShane and Von Glinow, 2008). In a similar way, Hellriegel and Slocum (2009) also thinks that the organizational cultu re seems to affect ethical behavior. For example, the culture that upholds and places importance on ethical norms is a culture that encourages ethical behavior. Furthermore, the founders also play an important role in enforcing ethical behavior by exhibiting the right behavior. Pros and cons in applicable theories and models for Google Satisfied employees not only increase productivity and reduce turnover, but also enhance creativity and commitment (Chen, Yang, Shiau, Wang, 2006). Based on the findings, Google is already having a playful variation culture in the organization for the employees. This can enable the employees to have an enjoyment environment and this will be able enhance the relationship between the employees and strengthen their bond to work as a team. An enjoyment environment definitely can let the employees to feel satisfied and subsequently will increase productivity. Apart from that, this will shape a convenient work process for the employees that will smoothen the decision making process for the management team. Google already identified the employees are the organizations internal customers and this is the reason why it has been constantly giving employees a sense of purpose, enhancing their self-esteem and sense of belonging for being a part of the organization. The company was reorganized in to small teams that attacked hundreds of projects all at once. The founders give the employees great latitude, and they take the same latitude for themselves. Eric Schmidt says that Google merely appears to be disorganized. We say we run the company chaotically. We run it at the edge. This can adapt the culture Google and therefore they can individually to generate the ideas on their own. On the other hand, Google hires employees that have good academic results but without practical experience and this will be a threat to Google in terms of their organizations operation. Google is a results-driven organization and if employees with only creative ideas but lacking of skills to realize the ideas they have initially planned, this will absolutely reduce the productivity of the organizations. Google had been public listed on year 2004 and therefore Google had to take the shareholders views into consideration before making any decision. The shareholders had been strongly emphasizing on reducing the employee benefits due to the high cost invested on it. This leads to the organizational culture would be degraded and the employees would feel less satisfied and affect their produced results. Employees are very important asset the Google while the shareholders also the contributor of funds for Google. The management team has to weight the importance of both of the stakeholders f or the Google as this will create a different organizational culture. Recommendation We recommend Google to hire more experienced people instead of the good academic results for the good future of the organization. More experienced employee had already encounter different cultures from other organizations and would be able to inject a better culture for Google. Due to the fact that more experienced employee can also be a mentor for those younger new employees to enhance the productivity throughout the company. Explicit and tacit knowledge are both very important by being acquired by all the employees. Most of the Googles employees they graduate from university with flying colour result, it means they have sufficient explicit knowledge which the knowledge is organized and can be communicated from one person to another. But they are lacking of tacit knowledge which is not documented and it is action oriented, tacit knowledge can only be acquired by taking action or from someone who has experienced before. Apart from that, Google also can implement a cultural assessment for the organization to investigate to ensure that the organizations also maintaining and keeping the core value in this competitive business environment. After assessing the cultural in the organization, the management can come out with a new set or standard of operations so this will create leverage between the shareholders and employees. Hence, the stakeholders of Google would eventually feel each and every of them are fairly treated. All the employees in Google are highly independent, they work independently because they are given very high power in making decision, and this is a good culture of having this organization structure but an invisible competition and conflict among employees are underlying. Furthermore, according to Bakar, Salleh, Ling (2008), a need for a more controlled bureaucratic culture is necessary. A high score on bureaucracy means the organisation is power-oriented, cautious, established, solid, regulated, ordered, structured, procedural and hierarchical. Conflict increase with the level of interdependence, in order to minimize dysfunctional conflict might need to minimize the level of interdependence between the parties. We recommend the organization to use human buffers who serve as intermediaries between interdependent people or work units who do not get along through direct interaction. Conclusion After reviewing information about organizational culture and doing the case study on Google, it is shown that the company does have a unique culture that is begins with the founders of Google. Sergey Brin and Larry Page has established the Google culture that is based on informality, creativity, innovation and fun (Google, 2010). This can be seen throughout the company through the artifacts that are present in the company. The way how employees greet and refer to one another as fellow Googlers, where the headquarters of Google are located in a unique and fun place that looks more like a campus than an office, or the way Google treats its employees by providing perks and benefits for them. The importance of organizational culture has shown through the example of the Google case study. Employees have high motivation at the company because they have a heightened sense of purpose and mission at the company. This is why even some employees who became millionaires are still working at Google (Stahl, 2004). Because the founders of Google set the mission to improve the world and to organize the worlds information, that the employees have similar values and beliefs and therefore find themselves aligned with the company. Nevertheless, not every company can apply the Google culture in their organization. The findings of Bakar, Salleh, Ling (2008) suggests that not all types of corporate culture could invoke an increase in the employees job performance. The study concludes that overall corporate culture does have a significant and positive correlation with job performance. Nevertheless, not all types of corporate culture produce significant correlation with the job performance. Here, only entrepreneurial, bureaucratic and competitive cultures are statistically significant in correlations with the job performance. Thus, an organization that strives to improve their employees job performance should inculcate innovative culture that creates an exciting and dynamic environment in which entrepreneurial and ambitious people thrive in this environment. Therefore, it is clearly shown that Googles culture is a unique organizational culture that cannot necessarily be applied in other organizations successfully, especially for organizations that reside in different industries other than the information technology field.

Essay --

Political systems in Latin American countries have been ever-changing. Long periods of dictatorship were often followed by long periods of democracy in an on-going cycle that is one, if not the main reason as to why Latin American countries have not been able to develop quickly. Political instability has affected many aspects in countries such as Peru and Argentina, one of these aspects is freedom of the press. Freedom of the press has played a key role in Latin America, serving not only as a voice for the people, but as a trail of evidence for some of the most heinous crimes committed throughout the Cold War and post-Cold War eras. Many people have been punished and even died all in the struggle to freely criticize political, economic, or even religious issues in their own countries. Freedom of the press, a right that should always be preserved, has often dwindled in the light of dictatorships and governments that do not take criticism lightly. Freedom of the press is called by many a â€Å"negative† freedom or liberty. While positive freedoms are described as rights that allow people to take action about their own lives, negative freedoms are rights that no other person or entity is allowed to put constraints on. The government is not allowed to put obstacles on the people’s rights to communicate their sentiments. Nations were built under the principle of democracy, where people are granted the liberty to express and publish their criticisms and where it is the people who decide who stays on top and who leads them. For Peruvians and Argentineans, it has been a constant struggle to maintain this right. Through and after the Cold War, freedom of the press was easily taken away by oppressive governments, which is why freedom of the pr... ... the simple lack of it at times. The conclusion is simple: a country with no press and with no freedom for its citizens to express their opinions or discontent is a country with no democratic values. In the aftermath of the Cold War and the era of dictatorships, freedom of the press has taken its time to flourish once again. Slowly, Latin American countries such as Peru and Argentina have managed to recover and to trust the press as they previously had. It seems like this time around however, democracy has become a permanent feature in the political systems, and will be for a long time. Even though both of these countries are only partially-free at the moment, one hopes the future is a bright one. For too long the story reflected by the freedom of the press in Latin America has been the story of oppression and disillusionment, it is time for the story to change.

Why so minorities in us prisons

There are a majority of minorities in the U. S. Prisons because of lack of education, low or falling wages, and low parental or family guidance, parents being incarcerated as they were child and poor conditions after they have been released from Jail or prison. These are the top few reasons for the large numbers of minorities in the prison population. Many have disagreed on these findings, but three researchers at Princeton University have concluded that these are the primary causes with the high population of minorities in the U.S. Prisons and Jails. According to Bruce Western, Meredith Clambake and Jake Responded during the asses through asses at least two- thirds of the population of criminals were placed in state or federal prisons for a felony conviction with a sentence of a year or maybe even longer depending on the crimes the inmates have committed. Between these years the rate in population averaged about one hundred to one hundred thousand of the U. S. Population to 470 pris oners per the population of one hundred thousand in 2001. The gap continued to grow between the rich and poor and had affected the admission rate because of he increasing crime offenses being committed among the low income men†. Jacobs & Helms 1996)(Greenberg & Western 2001). When Western and his colleagues continued their work they found out that in 2009 the ratios for the minorities against Caucasians was sufficiently much higher than average. African- Americans were almost seven times higher than that of the Caucasian males. (4,749 African-Americans v. 708 Caucasians). The ratio of Hispanics compared to Caucasians was more than 2. 5 times higher (1,822 Hispanic males v. 08 Caucasian males). The female ratios are much lower than the males but are still found in the population of minorities housed in the Jails and prisons throughout the United States. The numbers for the African-American females rated 3. 5 times higher than the Caucasian females housed in the prison populatio n. (333 African-Americans v. 91 Caucasian females) and the Hispanic females are 1. 5 times higher than the Caucasian females within the general prison population. (142 Hispanic females v. 91 Caucasian females). These numbers are calculated by per 100,000 general population throughout the states Jails and prisons in the United States.The next stages of their research inducted was of the different labor markets or employment status of the minorities throughout the general population housed in the Jails and prisons throughout the United States. The labor markets have a big influence on the high rate of imprisonment in two ways: the dramatically falling of their wages and Job opportunities and this increases the crime offenses and rates at the bottom of the economic ladder and this ends up generating the higher arrest rates, convictions and prison admissions throughout the United States. Western & Petit 2001) When this happened in the asses through the asses most African Americans turne d to rug dealing and other crimes to compensate for the loss in income and Job opportunities. Western and Petit observed with their research that males of both ethnicities that had stable sector Jobs where the work is consistent, routine and monitored often commit less crimes compared to those of the secondary labor market where employment is irregular all the time and isn't reliable.When the wages and employment rates are low it sometimes leads to crime indirectly by undermining the bonds between family members and neighbors. During the years 1967 through 1998 youth homicides were weakly related to income inequality and reliably related only to unemployment rates among Caucasians but not for the African Americans. Messier, Rarefaction and McMillan (2001) When Western conducted ethnographic research he has identified entrepreneurial gangs as the key sources of economic opportunities for the young males throughout the urban communities characterized by the chronically high rates of u nemployment.One of Westerns colleagues Bourgeois in 1996 conducted research that the Hispanic drug gangs view the sales and distribution of illegal drugs to help the depleted economic opportunities in their inner cities in which they live. With Western and his colleagues this can be stated that the evidence of the young men in the poor urban neighborhoods resorted to drug dealing and other crimes such as rape, robbery, homicide , murder and other such crimes to help compensate the funding they have lost due to the low labor markets of the asses.With the conclusion of this information Western and his colleagues found out that due to lack of Job opportunities the inmates often resorted to other means of getting income that are most of the time found in either poorly stricken neighborhoods that don't have a lot of Jobs for the offenders or due to the inmates arrest history that prevents them from being hired or rehired in Jobs they had obtain before they were placed into the system.The next part of Western and his fellow colleague's research was that they conducted several theories whether or not parental or family guidance or influence had anything to do with the high imprisonment rates of the minorities that are placed into the Jails or prisons throughout the United States. When Western and his colleagues were conducting their research they had done a survey on several of the minority inmates that either had single parents or both parents at home with them before being incarcerated.With Western findings he also stated that â€Å"when there are families with two parents they can monitor their children's activities and help keep them from straying toward the peer networks that often lead to crimes for delinquency. Families that have only one parent often struggle with the falling wages and employment rates and their children often end up committing crimes with high levels of violence to help their parents make amends for their loss of income and they also didn't have that parent guidance or supervision to help them from straying towards the crime offenses. †Western and his colleagues also conducted more research in this topic on whether the parents being incarcerated had anything to do with this high number of minorities being in the prisons or Jails throughout the United States. Their findings were supported by the findings of other researchers studying the same topic. In 1995 researcher Nancy G. La Veggie and her colleagues of the Urban Institute Justice Policy Center did a study on thirty-six children of incarcerated parents and found that the results of the parents being incarcerated often caused chronic sleeplessness, difficulties concentrating and high rates of depression.One other study that was conducted during this time being showed sixteen percent of children with parents behind bars often developed temporary school phobias that would lead to the children not willing to attend school for six or more weeks following their pa rents being place into Jail or prison. The children also had a tendency of developing emotional responses that would eventually build and develop into long-term reactive behaviors, coping patterns and possibly even criminal activity.When Nancy and her colleagues finished their research they were able to determine that with at least one aren't being incarcerated presents a unique factor for the children of the age of 10 or lower made them have anti-social or delinquent behaviors that would lead them to eventually committing crimes and being placed into Jails and prisons. So with this research it shows the repeating factors that some kids end up eventually following their parent's footsteps and will be eventually placed into the system.They also showed us that it is a never ending cycle starting with the parents and eventually going to the children. These are why Western and his colleagues believed that with owe parental control or guidance played a huge factor. According to the 1997 survey conducted of the inmates housed in the state and federal prisons and Jails throughout the United States. Western and his colleagues found out that on average the inmates averaged less than eleven years of schooling compared to more than the thirteen years of schooling among the men under the age of forty in normal everyday society. Western ; Petit 2005). Most of the correctional facilities find out that the imprisonment rate for African Americans is seven times higher than those of the Caucasians. With this being said African American and Caucasian high school dropouts are five times more than likely to go to prison or Jail at a year's time compared to the men from both ethnicities that have completed school. Due to the combination of racial and educational inequality affects the young African American male dropout more than the Caucasian male dropout.Western & Petit estimated that one in six African American dropouts was incarcerated in state and federal prisons each year st arting in the asses. In 2001 one percent of college educated African Americans were incarcerated in prisons throughout the United States. By 2008 Western and his colleague's surveys read that thirty-five percent of African-American children between the grades seventh through twelfth have been suspended or expelled at some point throughout their schooling careers compared to the twenty percent of Hispanics and the fifteen percent of Caucasian men.With the increasing crime rates in the poor urban neighborhoods provides the explanation that the rising rates of incarceration affected the young minority men and women that had little to no schooling at all which is why there are so many minorities in the orisons or Jails throughout the United States. The effects of incarceration on the life chances of inmates are profoundly detrimental.

American novel Essay

Inspiration is something that some people have difficulty finding, whether to write the great American novel or simply to get out of bed in the morning. Creative inspiration is much more delicate a subject, as when one does not feel the desire to create, the product most often suffers greatly. However, for me, creative inspiration comes from almost everywhere I look, as long as I manage to see beauty before me, and luckily, the world is a beautiful place. Beauty is truly everywhere; it can be in a sunset, a work of art, or in a masterpiece of architecture. There is manmade beauty and natural beauty, and both have unique appeals that inspire to humans in many different ways, including creatively. Along with the millions of writers, painters, and poets that came before me, I find creative inspiration in noticing the beauty of things, no matter how common or rare. I can also find beauty amidst things that are ugly, if anything gaining an increased appreciation for the beautiful moments of peace and lightness. No matter how much I suffer or observe suffering, it is easy for me to remember that life is indeed beautiful, and this often inspires me to continue creating beauty of my own. Human physical beauty is also something that inspires me creatively. It is impossible to deny that certain men and women are not beautiful, for a perfect face and body attracts many people from all around; however like the old adage that beauty is in the eye of the beholder, everyone else may not universally agree upon the external and physical beauty of these people. Some people make think blonds are beautiful, while others prefer brunettes; some people may like blue eyes, while others only find brown beautiful. This shows the subjective nature of beauty, which begs the question as to whether this beauty is significant at all or merely a matter of taste. However, like the beauty of Helen of Troy, legendary and often referenced in all arts, beautiful people inspire me to create. But, while physical beauty can inspire me to create, it is most often the beauty I find within people and myself that most inspires me. I believe the greatest and most inspiration beauty in life comes from within; and this kind of beauty can be achieved by everyone without pills, painful operations, or costly beauty treatments. I have learned not to put too much stock in the media’s representation of beauty, because I feel it robs from the more significant beauty that can be achieved in society when people think of each other and treat each other with equal respect and consideration. I do my best to live by the golden rule, and find situations the most beautiful when others do the same. I feel that many of the popular conceptions of beauty are based on half-truths and blatant deceptions, encouraging people to hide their flaws rather than love themselves. For me, honesty is beautiful and inspirational, and I try always to be honest, and subsequently inspired. Life is beautiful enough without having to worry about perfecting physical attributes, and the truth is that aesthetic beauty is not nearly as lasting or inspirational as emotional, spiritual, and mental beauty. These are the kinds of beauty to which I aspire and have successfully managed to cultivate in my efforts to harness creative inspiration. While beauty may truly be in the eye of the beholder, I feel confident in my own beauty because I treat everything in life as it is: beautiful. From this view, it is easy for me to find creative inspiration in just about everything I see, hear, and feel. I find joy and inspiration in everything, and I try to make everyone share in the beauty that I possess and inspiration I find, hoping that they can also create his or her own. I try to be truthful in all regards, and try never to feel insecure that my beliefs in my own beauty are false. I refuse to adopt the media’s perception of beauty, and prefer to find my own conceptions in what I see is true beauty: generosity, compassion, and joy. All I have to do is sit back for a moment, reflect on the wonders of existence, and I will inevitably be convinced of the beauty of life, and subsequently inspired to create some of my own. For me, this is the truth, and like the words of John Keats, â€Å"Beauty is truth, truth beauty,—that is all/ Ye know on earth, and all ye need to know† (Keats, 1901). For me, beauty is truth, and truth is inspiring. REFERENCES Keats, J. (1901/1999). Ode to a Grecian Urn. The Oxford Book of English Verse. Ed. Quiller- Couch, Arthur Thomas, Sir. Bartleby. com. 31 Jul 2008. .