Cross Culture Management Case Study Example | Topics and Well Written Essays - 1500 words

Cross Culture Management - Case Study Example On the contrary, masculinity refers to the distribution of emotional roles between genders. Japan has the lowest score of 46. Japanese are more cooperated at work, and they are likely to have a good relationship with their boss. A job promotion is done on merit basis, which are associated with lower job stress. Germany has a score of 66 thus considered to be masculine societies. United Kingdom and United States have the highest scores of 89 and 91 respectively. Both countries have private people because they believe personal fulfillment is the root of the happiness. Both countries have higher masculinity index that is characterized with numerous challenges and jobs recognition. They also believe in their own decisions, have higher job stress, and prefer to work in large companies. Long-term orientation is a score that measures the philosophy related with Confucianism: perseverance and thrift, personal stability, respect for tradition, honor of ancestors, and have a duty of financial support of parents. Japan has the highest score at 80. U.S, U.K and Germany have relatively low score of 29, 25 and 31 respectively. The type of managerial types in business negotiations among the Japanese is hierarchal in its power structure. In Japan, not everyone is allowed to speak during the negotiations. In most cases, they are represented by a team of experts; also they take longer time during negotiations because they see business as a lifelong commitment to trust and loyalty. The cultural differences also have a significant impact on leadership. The British emphasize on charismatic leadership, on the contrary, the Germans managers are rather more systematic and routinized with the individuals working towards a similar goals. While comparing between the British and Japanese managers, the British are more likely to take risks, and Japanese pay attention to the details. These differences

TV Paper Essay Example | Topics and Well Written Essays - 1500 words

TV Paper - Essay Example ssues that have been identified in the book are stated hereunder: Americanization The first issue that has been identified within the book name, â€Å"Americanization: A School Reader & Speaker† by Ellwood Griscom (Jr.) and TV romantic sit-com Sex and The City is Americanization. It was viewed that the show â€Å"Sex and The City† mainly concentrated on promoting activities that were considered normal in the American context. Additionally, the concept of changing sex-partners frequently has also been focused considerably. Considering the above mentioned facet, it can be stated that the television sitcom â€Å"Sex and The City† promoted the living habits of the Americans which can be considered as a way of promoting them in other parts of the world (Griscom (Jr.) 230-233). Cultural Imperialism The second major issue that has been critically evaluated in the book and can also be ascertained in the show i.e. ‘Sex and the City’ is the notion of cultural imperialism. The term ‘cultural imperialism’ is depicted in order to ascertain the supremacy of a particular society over the other presumably inferior societies. In this framework, it has been viewed that the show â€Å"Sex and The City† endorsed certain activities that are not usually considered ethical or is accepted in other societies located world-wide. The show has been determined to promote activities such as frequent change of sex partners. Many critics also do believe that the show has tried to influence women and young girls to vie against each other in the modern days (Tomlinson 1-19). Considering the above stated facets, it can be asserted that the show â€Å"Sex and The City† promoted certain activities that are mainly seen in the western countries of the world, thus in turn promoting cultural imperialism.... This paper approves that the American television romantic sit-com named ‘Sex and the City’ is recognized to be amongst the most discussed television sitcoms amid TV critics around the globe. The issue of criticism relating to American TV shows has been viewed from the past. With the increasing technological developments, it has become easy for every individual to access data or videos that promote a specific cultural practice. However, in this context, the concerned show is regarded to have highlighted the qualities that a woman should have in order to meet the current challenges. This report makes a conclusion that the contribution of television series in bringing new changes in the society is measured to be vast. There exist numerous television sit-coms around the globe that are made considering the normal living habits of one’s country or region. However, it has been viewed that when these TV sit-coms are telecasted at the international platform, they often raise a conflict with certain living habits of individuals residing in different nations or following different religious beliefs. With reference to the above discussion, it can be viewed that the major reason behind ardent criticism of the popular TV sit-com i.e. ‘Sex and the City’ is because of its excess promotion of the use of expensive products and the promotion of certain non-universal practices at the international level. Thus, it has been determined that television shows often bring with them certain intricacies that might be lauded in their home nations but might in turn brin g in defame and criticism in the global arena.

Bringing a Change in Organizational Culture Essay Example for Free

Bringing a Change in Organizational Culture Essay Critically explain why changing organisational culture is so difficult and how managers can do it. Culture can be defined as â€Å"a set of basic tacit assumptions about how the world is and ought to be that a group of people share and that determines their perceptions, thoughts, feelings, and, to some degree, their overt behaviour† (Schein, 1996). Organizational culture is depend on differences in norms and shared values which are learned in workplace and to direct behaviour of members in the particular organisation. Cabrera, Cabrera Barajas 2001) Organisational culture was built on its shared beliefs and values which was the guidance to solve problems. This essay will introduce the definition of organisational culture and explain why changing organisational culture is so difficult. The main reasons are the fear of uncertain future and difficult to establish the organisational culture. In addition, the essay is to interpret how managers can change organisational culture and how does it work. Managers can change organisational culture through communication and management strategies. This essay may introduce the detail about changing organisational culture. Most scholars think that changing organisational culture is difficult; however a few people think it is easy to change organisational culture. As Chu (2003) stated that organizational culture is contributed to change. In his opinion, organisational culture can collect different values and actions to form a frame to guide the behaviour of members within an organisation. In other words, organisational culture can shape what employees do in the company and control tendency of company. For example, a company may have employees who are unwilling to change and who are conductive to change, if managers recruit staff that are innovated and willing to change, they may be the new power to change organisational culture. Therefore, to form a â€Å"change† culture can make changing organisational culture easier. However, it is also difficult to establish an organisational culture. It is need to experience a long time and face lots of difficult and challenges. According to levels of cultural analysis (Wood 2004), it shows how difficult to form the organisational culture, especially the deepest level of cultural analysis: common assumption. Common assumptions are to collect truths that organisational employees shares as a result of their common experiences and that direct beliefs and behaviours. It is extremely hard to isolate these modes, but it is interpret why culture is full of organisational life. It is hard to shape common assumptions if members of the organisation do not experience same ups and downs or cooperate long time. As Ferrara-Love (1997) stated that organizational culture does not appear in a night. On the contrary, organisational culture evolves during the time, and is the collective beliefs of individuals who worked together. Therefore, it is hard to establish organisational culture, to say nothing of changing organisational culture. At the same time, it is debatable to recruit plenty employees when the company want to change organisational culture. The new power is unstable to the company. It is hard for managers to control the new employees and it still need to cost much time. To conclude, it is difficult to change organisational culture. Organisational culture plays an ineradicable role to different kinds of organisational behaviours and members within organisations. Thus, it is always failure if certain problems of organisational culture were not being considered. Moreover, if managers want to change organisational culture which focuses on shared values or beliefs, it will be more difficult; because on the deepest of organisational culture, it formed invisible and omnipresent old guard or power which makes organisational change failure. As Locus and Kline (2008) stated that organizations always appear â€Å"learning disability† and â€Å"defensive routines† which obstruct the learning and organizational change. It shows the strong of conservative power. When managers try to change the organizational culture, they always face opposition. What was worse, the conservative power always important to the organisation. They make huge contribution to the company, which used to promote the development of company. Therefore, they play an important role to organisation. It is difficult for managers to challenge their authority. Moreover, the reason people do not want to change is the nature of people. People are easy to be used to do one thing and do not want to accept new thing. They are afraid of the unknown thing after change. As Ferrara-Love (1997) stated that people are comfortable with exist ways to finish the work. In their opinion, change is just the threat to their peaceful. Thus, they do not want to change organisational culture and dispute to change. It is obvious that changing organisational culture is so difficult. Leadership is the key to change organisational culture. The achievements of an organisation mostly depend on the leadership of managers. As Fishman and Kavanaugh (1989) stated that the culture of an organization and how employees want to change was formed substantially by leader. For example, if managers uphold to change organisational culture steady and have enough ability to direct staff, it will achieve maximum results with little effort to change organisational culture. Thus, managers are the guidance of the company; they are main factor to change organisational culture. Clement (1994) also expounded that management leadership is basic factor in a major organisational change effort. From this, it can be seen that the importance of leadership in change organisational culture. However, it is hard to change managers. If managers are not satisfied with their employees, employees can be changed, but managers will not changed unless the company go bankrupt. Thus, the most difficult to change organisational culture is to change the mind of managers. For instance, if managers make no attempt to make progress and milk-toast, it will be the most resistance to change organisational change. For this reason, the best way to change is from up to bottom. At the same time, change the mind and ability of leader is the difficult demand for changing organisational culture. To change organisational culture, managers have lot of things to do it. The role of managers is very important through up down system. As Ott (1989) suggested that the leader can do lots of things included staff selection, socialization, removal of deviating members, cultural communication and role model to guide behaviour. For example, managers can choose employees who will support to change organisational culture. Although it will not change the situation directly, they can be the power push the step of changing organisational culture. In the same way, managers can fire part of staff who opposes to change. It is not only reducing resistance to change organisational culture, but also overawe the opponent to change their minds. Furthermore, managers need to be the role model to change organisational culture. The behaviour of managers can be the maximum power to guide behaviour of managers. For example, when managers try to change organisational culture but not to do anything to change it, employees will not follow managers with any anxiety. To sum up, it is important to be the role model of changing organisational culture for managers. Furthermore, communication is an important tool for managers to change organisational culture. According to Fry (2003), he examined that leadership as motivation to change; managers need to communicate with employees about their feelings. In other words, managers should get in touch with employees and let them know core values of changing organisational culture and the need of changing organisational culture. The employees may understand the determination of managers and why to change organisational culture. Then, they can have their decision about changing organisational culture. In this way, it can reduce the distance between managers and employees, and let employees think they are also the participants to change organisational culture, they are not insignificant. When employees think they are the part of changing organisational culture, they will follow managers and try their best to help managers. At the same time, managers communicate with employees also can understand what employees think about and then do well about interactive. In addition, it can reduce the fear of employees about unknown future. As Kanter, Stein and Jick (1992) stated that communication is basic tool within any change process and failure to change always because of the feeling uncertain and anxious about their future. Thus, communication is very significant for managers to change organizational culture. In addition, to help employees to change organisational culture, managers need to teach them related skills and knowledge to work differently. As Ke and Wei (2007) suggested that employees thought to learn skills and knowledge as their main responsibility. Thus, employees may accept skills and knowledge easier than accept directly new culture. When they understand how to do, it may easy for them to accept to change organisational culture. At the same time, it is also the good way to remove their fear to uncertain future. When they master relevant skills and knowledge, they will be confident to deal with change of organisational culture. In this way, they will not fight against to change organisational culture as before. Then they can be the power help to change organisational culture. The most important things to change organisational culture are to change origin perception and beliefs. According to the definition of organisational culture, if managers want to change organisational culture, they must change shared values. The same as Whitely (1995) said that, managers need to be able to help employees to remove the past values which are not consistent with current shared vision of future organizational arrangements. The shared values and beliefs are keys of the organisational culture. Thus, managers need to change origin values of employees to change organisational culture. For example, managers can change new uniform to show the new the new appearance of company. According to Wood (2006), managers can create processes, systems and ways of working that enable to put the new values into practice. The new values can take place of the past one. In addition, managers can recruit and select new employees to help change origin values. As Harris and Metallinos (2002) stated that new employees were outside the company who did not affect by origin organizational culture, thus they were easy to accept new culture. That is why managers to select new employees to enlarge the power to change organizational culture. The new values and beliefs can be brought into the company in this way. In the same way, managers can retrain employees and engraft new rules to them, although it will not have better effect than new employees, it also can help to change organizational culture. In a word, managers need to create new values and beliefs to substitute origin one. Technology change also can promote to change organisational change. Although Weick (1990) thought technology change may make people anxiety about the values of new technology to their work, the new technology is the progress to organisational culture. There is no doubt technology change may improve work efficiency which may improve organisational culture. As Harris and Metallinos (2002) suggested that the application of new technology and subsequent development of system would promote standardization. The implementation of new technology can make employees understand new things which break routine. It also can be the sally port to open the mind of employees, let them know advantages of changing. When they can accept technology change, it is easy for them to support to change organisational change. Thus, managers can first bring in advanced technology to improve organisational change. Then teaching them to learn about it and establish new values in this process. This essay introduces what are the organisational culture and two main parts of organisational culture, the reason why changing organisational culture is difficult and how managers do to change it. This essay support to change organisational culture is so difficult because of the fear of unknown and difficult process to form organisational culture.

Importance of Financial Information to Stakeholders

Importance of Financial Information to Stakeholders Financial information contain in annual reports that the companies are published in periodically. That period is identified as reporting period. Company obligates to provide financial information to their various stakeholders during the past reporting period. Annual report is a report the company report their comprehensive transactions and events to publish and provide for required parties. There are few reasons to publish annual reports by companies generally as follows. Because companies have legal obligation between companies and the government act implemented for companies is known as company act 2007 No 7. The company acts section 150, 151, 152 and 153 has mention the obligation to prepare financial statements, content and form of financial statements, obligation to prepare group financial statements and content and form of group financial statements accordingly. Stakeholders of the company require the financial information for following reasons. To know how well the company is doing. To find company has earned more money than they spent. To get an idea about strategic and tactical plans of the management. To provide information to make decisions who make decisions about organisatoin. Avoid dissimulations and corruptions of the organisation. Through the audit process, organisations will be able to identify weaknesses of their control of procedures and corruptions occurred due to them. To obtain and fulfill the financial requirements from monitory markets via financial equipments such as shares, debentures, bank loans and etc. 1.1. Importance of Financial Information to Stakeholders However the financial information require by stakeholders of the organisation. Stakeholder of the organisation can divide into two. The bellow chart represents the stakeholders of the organisation according to the environment they belongs to. Stakeholders of the Organisation External stakeholders a). Suppliers and Trade creditors b). Government c). Consumers d). Public e). Medias Internal Stakeholders a).Directors Managers b). Shareholders c). Employees (Diagram 01) Above chart shows the deviation of stakeholders of the organisation and they require financial information due to various purposes. 1.1.1. Directors and Managers To make decisions about the organisation in different time and in different level. Directors and managers of the organisation are taking different types of decisions as follows. About new investment and project appreciation decision. About continued and discontinued operations. Dividend decisions. Diversified business decision. Winding up decision. To establish overall objectives and periodical targets. To avoid dissimulations and corruptions. To establish squired systems and strengthens control of procedures. To increase the productivity level of the organisation. 1.1.2. Shareholders To determine whether their investment will be sold, Holt or bought more shares of the organization. To decided the fairness of the returned for their investments. To determine the going concern of the organisation. To obtain wide knowledge about the organizational activities. To compare their investments and their benefits with other competitive organizations and industries. 1.1.3. Employees To know about the stability and profitability of the employer. To know about remuneration, retirement benefits, and employment opportunities are in organisation To ensure the job security with the current employer. To ensure the fairness of the salaries and wages they obtain from the organization according to their earnings. To have a clear view about other operations of the organisation. 1.1.4. Suppliers To ensure their payments of supplies will be received on due. To ensure the stability of their customers. To have knowledge about other products and their suppliers of the organisation. To compare their transaction with existing and other companies To find other competitive suppliers and their contribution towards the organisation. To find opportunities to supply more. 1.1.5. Government To collect accurate taxes and amounts from organizations on due dates. To provide government benefaction to improve their business. To obtain financial and non-financial assistance for government development projects. To ensure the organizations oversee their employees in reasonable way. To ensure the organizations compliance with government rules, regulations and acts that established by the government. 1.1.6. Consumers To have knowledge about the cost structure of the products that the organisation is producing. To ensure the stability of the organisation. To know about the organizations profitability, because profitability is a shed light to know about products impossible growth, improvements, best customer service and low price strategic implications. To know about CSR programs conducted by the organisation. 1.1.7. Public To conscious about organizations substantial contribution towards the society. To know about the opportunities to link with the organisation. To know about CSR contribution towards the country. To conscious their activities which can be affected to interest of the nature and the country. 2. Standards requirement for published Financial Statements The entire organizations specially registered in Sri Lanka need to prepare their financial statements according to the requirements of the accounting standard issued by the Institute of Chartered Accountants of Sri Lanka (ICASL). ICASL is responsible for prepare and issue all accounting standard which are relative and necessary to prepare financial statements. The entire organizations need to be adopted and compliance with the accounting standard which issued by the ICASL and need to mentioned under the notes to the financial statements of their annual report. This note can identify as Note of Compliance. As an example Richard Pearis PLC has mentioned their note of compliance as follows. The Financial Statements of the Company and the Group, comprising the Balance Sheet, Income Statement, Statement of Changes in Equity, the Cash Flow Statement, Accounting Policies and Notes to the Financial Statements are prepared on the basis of the historical cost conventions, and in conformity with Generally Accepted Accounting Principles and Accounting Standards laid down by the Institute of Chartered Accountants of Sri Lanka. These principles and standards have been applied consistently with that of the previous year. No adjustments are made for inflationary factors affecting these Financial Statements. There is a list of accounting standards. Its consisting with 28 LKASs and 8 SLFRSs. (See appendix 01). 2.1. LKAS 8: Accounting Policies, Changes in Accounting Estimates and Errors As per the requirement of LKAS 8 all of the companies need to mention their accounting policies estimates that they have used to prepare their financial statements during the reporting period. Because due to the change of any policy of the company will be affected retrospectively and caused to restated of comparative information unless it is impracticable to do so. Appendix 02 represents significant accounting policies and estimates that use by Richard Pearis PLC. 2.2. SLFRS 8: Operating Segments As per the above standard company may have some operating segments. Operating segment can define as follows; Operating segment is a component of an entity, It may earns revenue and incur expenses to the organisation, Operating results are revived by board of directors and Discrete financial information is available. Bellow table shows the segmental operations of Richard Pearis PLC. (Table 01) (Richard Pearis PLC, (2012). Financial Statements In: (ed), Arpico Annual Report. 2012: Sri Lanka pp.41.) 2.3. LKAS 34: Interim Financial Reporting. LKAS 34 requires preparing interim financial reports due to timely and reliable interim financial reporting improves the ability of investors, creditors, and other to understand an enterprises capacity to generate earnings and cash flows and its financial conditions and liquidity. Richard Pearis PLC prepares their interim financial reports according to the following financial colander. 2.4. SLFRS 4: Insurance Contracts This standard is applied virtually all insurance contracts that an entity issues and to reinsurance contracts that it hold. This is not applied to other assets and liabilities such as covering under the scope of LKAS 39 financial instruments recognition and measurement. Therefore company need to disclosure following information as requirement of this standard. Accounting policies for insurance contracts and related assets, liabilities, income and expenses. The recognized assets, liabilities, income, expenses and cash flows arising from insurance contracts. If the insurer is a cedant, certain additional disclosures are required. Information about assumptions that have the greatest effect on the measurement of assets, liabilities, income and expenses including, if practicable, quantified disclosures of those assumptions. The effect of changes of assumptions. Reconciliations of changes in insurance liabilities, reinsurance assets and if any related deferred acquisition cost. 2.5. SLFRS 6: Exploration for and Evaluation of Mineral Resources Under this standard affected activities such as; The search for mineral , Determination of the technical feasibility and commercial viability of extracting those resources. Following are specially excluded from the scope of the SLFRS 6; Expenditures incurred before the entity has obtained legal rights to explore in a specific area and Expenditure incurred after the technical feasibility and commercial viability of extracting a mineral resource are demonstrable. The accounting policy that entity can apply for mineral resources are; All expenditures related to exploration and evaluation assets need to incur to profit and loss and first recognition of the asset required to measure at cost, subsequently whether cost or revaluation model. Exploration and evaluation assets need represent in balance sheet, if its satisfy LKAS 16 requirements under property plants and equipments or if its satisfy LKAS 38 requirements under intangible assets. 2.6. LKAS 16: Property Plant and Equipments Property, Plants and Equipments (PPE) are tangible items that; Are held for use in the production or supply of goods or services, for rental to others, or for administrative purposes and Are expected to be use during more than one accounting period. (Mapitiya, (2011). Definitions of Standard In: Gayan (ed), LKAS 16 Property plant and Equipment. 1st ed. 2011: Sri Lanka pp.4.) The cost of assets of an item of PPE shall be recognized as assets if and only if; It is probable that future economic benefits generate with the item will flow to the entity. The cost of the item can be measured reliably. All property, plant and equipments require to represent in balance sheet under non-current assets and need to be valued whether cost or revaluation model. Every property, plant and equipment need depreciate. Depreciation can define as systematic allocation of the depreciable amount of an asset over its useful life. Depreciable Amount = Cost-Residual Value Useful life of the asset is the period the entity is expected to use. It will be vary from each and every asset. Company can use different types of depreciation methods that mentioned in the standard. They are; Straight line method. Reducing Balance method. Units of production method. 2.7. LKAS 38: Intangible Assets Intangible Assets are that identifiable non-monitory assets without any physical substance. (Jayasigha, (2011). Intangibla Assets In: Dimuthu (ed), LKAS 38. 1st ed. 2011: Sri Lanka pp.2.) There are three critical features of intangible assets. They are

Inadequate Support Systems for an African American Adult with Breast Ca

Description of the Problem A support system is defined as â€Å"a network of people who provide an individual with practical or emotional support† (Merriam-Webster’s, 2014). In the area of healthcare, a lack of adequate support system will negatively impact the health of an individual in multiple areas of care. This can include issues that arise not only from an individual aspect, but also through lack of support on social, emotional, instrumental, as well as informational levels. A lack of social support system means that one does not have close ties or strong relationships with family members, friends, colleagues, or members of the community. Social and emotional support is an essential part of health care involving all disease and illness, but even more so when chronic illness such as cancer is involved. This is evident in numerous studies which have found social and emotional support to be strongly correlated to â€Å"feelings of positivity, mutuality, and improved mental health outcomesâ⠂¬  among patients with cancer (Wenzel et al., 2012). Additionally, social support provides functional resources that affect a patient’s outlook on his or her health status. Instrumental support may include items such as the provision of financial assistance, while informational support might be receiving feedback from others to help patients motivate themselves to accomplish their goals (Ashing-Giwa et al., 2012). The term ‘support system’ affects many aspects of an individual’s health care which, when considered all together, compound to influence the patient most often on social and psychosocial planes of care. Problem The focus of this discussion is patient Regina, a 53-year-old African American woman who was diagnosed with breast cancer in Octobe... ...ificance in the healthcare plane. Wenzel, J., Jones, R. A., Klimmek, R., Krumm, S., Darrell, L. P., Song, D., Stearns, V., & Ford, J. G. (2012). Cancer support and resource needs among African American older adults. Clinical Journal of Oncology Nursing, 16, 4, 372-7. The purpose of this study was to obtain experiential data on cancer diagnosis and treatment, and gather recommendations from survivors regarding treatment-related needs, strategies, and psychosocial support. Results indicate that the need for cancer-specific education, importance of faith and spirituality, availability of support, and identifying financial needs were the main issues recognized as important needs for the cancer patient. This article was useful in providing additional strategies and resources to implement in encouraging the formation of strong social support in individuals with cancer.

The Role of Genes in the Development of Behavior Essay -- human behavi

The Role of Genes in the Development of Behavior The debate concerning the influence of genes on human behavior has been on-going for centuries. The nature vs. nurture (or heredity Vs. environment) debates are one of the longest running, and most controversial, both inside and outside psychology. It is concerned with some of the most fundamental questions a human being could ask, such as 'Why are we they way we are?' and 'why do we develop as we do?' Historically this debate has been fought from extreme perspectives, arguing that it is either nature (an individuals heredity genetic make up), or nurture (the environmental influences upon an individual) that determine a person's behavior. However in modern psychology is has generally been accepted that these are impossible positions to take. It is neither true to say that development is caused either by genetic factors or by environmental ones, but instead a constant interaction between the two. This topic is generally researched by examining individual's intelligence, for example, by comparing the results of tests on both monozygotic (MZ) and Dizygotic twins, brought up in shared and non-shared environments. Most researchers now agree that both heredity and environment contribute to intelligence, heredity and environment interact in various ways and that extremely poor, as well as enriched environment can interfere with the realization of a person's intelligence, regardless of his or her heredity. Although there are many problems in investigating this topic, these basic assumptions suggest that genes infact do play a very significant role in the development of behavior. The questio... ... --------------------------------------------------------------------- [1] Source 1: Hardy, M., and Heyes, S. (1996) pg232 [2] Source 2: Dobson, C, B., Hardy, M., etc (1981) pg 217 [3] Source 3: Gross,r., McIlveen,R., Coolican, H., Clamp, A., and Russell, J., (2000) pg 640 [4] Source 2: Dobson, C., Hardy, M., etc (1981) pg 219 [5] Source 2: Dobson, C., Hardy, M., etc (1981) pg 219 [6] Source 1: Hardy, M., Heyes, S., (1996) pg 237 [7] Source 1: Hardy, M., Heyes, S., (1996) pg 237 [8] Source 2: Dobson, C, B., Hardy, M., etc (1981) pg 220 [9] Source 4: Gross, R., (2003) pgs 600 - 601 [10] Source 4: Gross, R., (2003) pg 603 [11] Source 4: Gross, R., (2003) pg 603 [12] Source 4: Gross, R., (2003) pg 603 [13] Source 4: Gross R., (2003) pg 603 [14] Source 5: Heyes, N., (2000) pg 18

Biblical Accuracy

January 3, 2012/17 Rhetoric I Ask In Kennedy's inaugural address he pledges to help the people around the world who â€Å"struggle to break the bonds of misery. † He wishes to help these people because it is the right thing to do. This shows that there was much poverty around the world at the time. Even the rich needed help; Kennedy said, â€Å"If a free society cannot help the many who are poor, then it cannot save the few who are rich. † Kennedy also wanted to assure the survival and success of liberty. He wanted every nation to know that America would do anything to preserve and spread liberty. In his inaugural address, Kennedy uses the oxymoron â€Å"peaceful revolution. † He was referring to the peace he wanted to maintain with Mexico. Likewise Kennedy wanted to pursue and attain world peace. In his 1961 inaugural speech, Kennedy states numerous times the achievement of world peace. He understood that peace would be difficult to accomplish. Therefore he made a request to the enemy to begin anew a quest for peace. He states that the only way to achieve peace would be to have â€Å"arms sufficient beyond doubt† because only then will they be certain to never be used on each other. Yet peace is a distant dream because both sides are frantic to not be outdone by the opposing force. Which goes back to what Kennedy said, â€Å"let us begin anew. † A way to achieve harmony is to â€Å"let us never negotiate out of fear, but let us never fear to negotiate. † Another way to attain serenity according to Kennedy, is to have both sides explore what will unite them instead of dwelling on what separates them. Lastly, a way to unite the world would be to explore the endless wonders of science together. Kennedy explains this specific road to tranquility by using parallelism. Kennedy's words on obtaining peace suggest that a war, the cold war precisely, was occurring. John F. Kennedy is considered to be one of America's greatest presidents. It's not hard to see why with his elaborate, inspirational speeches. Kennedy loved America and wanted the best for her, peace, freedom, unity, and liberty. It was JFK that said these motivational words, â€Å"United, there is little we cannot do†¦ Divided there is little we can do. â€Å"