Causes of world war one

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Causes of World War I

World War I was a result of leaders' aggression towards other countries, which was supported by the rising nationalism of the European nations. Economic and imperial competition and fear of war prompted military alliances and an arms race. This further escalated the tension that contributed to the outbreak of war. Nearly 10 million troops were killed during the war. World War I involved more countries and caused more destruction than any other war except World War II. The leader of the Russian Communists Vladimir Lenin once put it well by describing World War I as an "imperialist struggle." He believed the inevitable result of competition among the capitalist nations to dominate the world's markets.

There was rising nationalism in the European nations. At the settlement of the Congress of Vienna in 1815, Germany and Italy were left as divided states. This angered strong nationalists, and they began to start movements and revolutions. These led to the unification of Italy in 1861 and Germany in 1871. The Franco Prussian War of 1870-71 also helped solve these problems. Conflicting national groups in Austria Hungry and the Balkans raised tensions for war.

Imperialism was a large factor in the increase in rivalry in Europe. The Industrial Revolution caused an increase in manufacturing. As a result to this rise in manufacturing, Great Britain, Germany, and France needed foreign markets. These countries competed against each other for economic expansion in Africa. The clash of Germany against Great Britain and France in North Africa caused several crises that foreshadowed the war. The crumbling of the Ottoman Empire in the Middle East gave hope to Austria- Hungry, the Balkans, and Russia.

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After the Franco Prussian War, there were two opposing alliances developed by Bismarckian diplomacy. The Three Emperors League was formed in 187 to diplomatically isolate France. Bismarck formed this alliance with Germany, Russia, and Austria Hungry. Bismarck formed the Triple Alliance in 188 with Germany, Italy, and Austria Hungry, to take advantage of Italian resentment towards France. Italy had pledged that they would stay neutral if war broke out between Austria Hungry and Russia. Germany and Austria pledged to keep Italy safe from France if Italy stayed neutral. Austria Hungry and Russia began to be suspicious of each other over conflicts in the Balkans. Bismarck repaired the damage it had done to its alliances by making a Reinsurance Treaty with Russia, allowing both to stay neutral if the other was at war.

These Bismarckian alliances collapsed in 180, when Kaiser William II fired Bismarck. Great Britain, France, and Russia formed an informal coalition known as the Triple Entente. This group now countered the Triple Alliance of Germany, Italy, and Austria Hungry. International tension was greatly increased by the division of Europe into two armed camps.

The tension resulting from the division of Europe resulted into an arms race. Germany was the leader of military organization and efficiency, and many countries copied their techniques. Technological and organizational developments led to the formation of general staffs with precise plans for attack. France and Russia were allies, France being weaker than Russia. The German von Schlieffen Plan was to attack France before Russia in the event of war with Russia. This drew more countries into the war than necessary. Armies and navies were greatly expanded. The standing armies of France and Germany doubled in size between 1870 and 114. Naval expansion was extremely competitive between Germany and Great Britain. International rivalries caused the arms race to continually feed on itself.

Friction between the armed and divided European countries resulted in several crisis in Morocco and the Balkans that nearly ended in war. Germany announced its full support of independence for Morocco. Morocco was an African colony that Britain had given France in 104. With the help of Britain war was avoided, and France was allowed to make Morocco a French protectorate.

The rising economic problems in Europe caused tension. Asia and the Near East had economic and diplomatic pressure. There was economic concessions and extraterritorial privileges. Some examples of this were the Ottoman Empire and China that were the most vulnerable. Japan was modernizing rapidly and India was firmly in British hands. Europe was determined to keep a strong economy. Economy gave colonial rule a reproach to democracy. Economy encouraged feelings of national and racial superiority. There was now materialism in technology and science. These changes in economy caused corruption in European countries.

Another conflict was created by the Austria Hungarian annexation of the former Turkish province of Bosnia in 108. Serbia threatened war on Austria Hungry as a result of the Greater Serbian movement. Russia joined with Serbia, and Germany joined with Austria Hungry. The beginning of World War I was postponed because Russia backed down. This incident greatly strained the relationship between Austria Hungry and Serbia.

A changing society began to cause problems throughout Europe. Human Welfare had increased drastically. Surgery and anesthetics had been perfected. The average human life span was now longer. Victorian middle class morality was at a steady decline. Literacy was becoming more common, and spreading rapidly. Many peace movements were being created. The imbalance of society played a key role in the lashing out of people. The Aristocrats were the highest social class and had a sense of power over lower class citizens. The working people were constantly neglected. Society now had problems that could not be easily resolved.

A second Moroccan crisis occurred in 111 when Germany sent in warships to retaliate upon French supremacy in Morocco. Germany claimed that France was violating the agreement at Algeciras. Britain again backed France and gave Germany stern warnings. Germany agreed to let France rule Morocco in exchange for part of the French Congo. The Balkans Wars went on from 11-11, between the Balkan States and the Turks. Tensions between Serbia and Austria Hungry increased when Austria Hungry forced Serbia to give up some of its gains.

Europe had finally reached its breaking point when Archduke Francis Ferdinand was assassinated in Sarajevo, Bosnia. He was the heir to the Austria Hungarian throne. A Serbian nationalist belonging to an organization known as the Black Hand assassinated him. The Black Hand was a secret, patriotic society known as the Narodna Odbrana. The group was founded in Serbia in 108, and its intent was to strengthen a spirit of nationalism. Immediately following the assassination Germany pledged its full support to Austria Hungry. Germany pressured Austria Hungry to declare war on Serbia. France strengthened its backing of Russia. Austria Hungry was now convinced that the Serbian government had conspired against them. Austria Hungry issued Serbia an unacceptable ultimatum. Serbia consented to this almost entirely.

This consent did not satisfy Austria Hungry. Austria Hungry declared war on Serbia on July 8, 114. On July , Russia ordered a partial mobilization of their troops only against Austria Hungry and in support of Serbia. This escalated into a general mobilization. The Germans threatened war on Russia on July 1, unless Russia agreed to demobilize. France declined Germanys' ask for help in the event of war between Germany and Russia. France said that they would act in their own interest and began to mobilize. On August 1, Germany declared war on Russia. Two days later, Germany declared war on France. Germany invaded Belgium to attack France. This violated Belgium's official neutrality. This prompted Britain to declare war on Germany. World War I had now begun.

After the war had ended, all the countries involved had their own reasons for why they entered the war. The Allies claimed that war had been "imposed upon them" by German aggression. The Germans defended themselves by saying they had been gradually encircled by hostile powers and they declared war to avoid being crushed. These are just speculations, but the true fault cannot be put on one single country. The whole European system is responsible for World War I.

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Happy event

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The attitude that Ella portrays towards Lena is one of a trusting and respective individual. Ella believes that Lena perhaps may be a little bit slow at her work, but she is a hard worker and she is a valuable employee. Thomasi tries to convince Ella that Lena is not what she believes her to be, but rather someone who is non-productive, and performs different duties outside of work. However, Ella does not believe Thomasi, and chooses to think that the reason Thomasi feels this way is because he has a "thing" for her, and she does not care for him. Within the first half of the story, Ella is very fond of Lena and is proved in some of the following quotes; "Look Thomasi, she does her work. I'm satisfied with her. I don't want you to go making trouble. I'm the missus, and she works for me." , "She's a perfectly nice girl, really". These two quotes go to prove that Ella defends and respects Lena because she is defending her in arguments against Thomasi. Another quote in which it shows that Ella cares is when she tells Lena, "I'll send Thomasi out with something for you to take. And do you want something to eat?". She also refers to her as a "poor thing", to her husband and explains to him that it cannot be helped. Back in those days, Black people had very little freedom, and there owners/employers were not very nice to them, but you can tell that Ella had sympathy, and respect for Lena in the first half of the story.

In the second half of the story, after Ella finds out about the murdering of Lena' child, Ella changes her mind of how she thinks of Lena. Ella now though that, she was the ghoulish creature who emerged out of a discussion of the affair with friends and neighbors. A murderer and nothing less! She thought it was quite awful to think that she handled Pip and Kathie. She couldn't believe that she as the girl who so often stood at her stove, and now was the creature who abandoned her newborn child. The final line of the story, "she did not go back to work for them again.", showed how Ella would not let Lena come back and work for her because of her horrific incident.

Ella's perception towards the events, limited her attitude towards Lena in the way that she went to liking Lena, to disliking her. At first she thought she was respectable and hardworking. When she was sick she showed sympathy towards her by sending her tea, and allowed her to sleep in for the day. Ella refused to believe in Thomasi's perception because she thought Thomasi didn't like Lena and wanted to get her into trouble. However, towards the end, I think Ella's perception towards Thomasi becomes much more respectable and trusting. Half way through, when Charlie the milk boy finds the baby, and they discover that it is Lena's, I think Ella's view towards Lena becomes a lot less liked, and distrusting. She comes to a conclusion to believe that it doesn't matter who you are taking in to your home, you do not know who they are, and you cannot fully trust them because you never know what one is capable of doing.

The statements in the second half of the story that showed the conventional attitudes of Ella's society start with the first paragraph of the second half. This paragraph was about Ella, and Allan's pleasant home in a suburb of Johannesburg. It talked about the rolling hills, and cultivated land, and country estates. It also showed Ella's sense of high class society in the way that she could tell the difference between there milk and the city's milk. They were also obviously upper class because they cold afford to have a couple of employees/slaves, to do the work around there house for them. Another event in the book which illustrated Ella's upper class society is when she was in the court room and the detectives were "plain clothed". The social satire in this story was that of the rich and poor, the male and the female, and the white and black. The rich, white, female (Ella), had a hard time believing in the poor black male (Thomasi). However, she did believe in the poor black female (Lena). Perhaps this was because they both shared the same gender. The social satire played a crucial part in this play because it is what drove the plot. Custom Essays on Happy event

The ironies of Ella being the narrator is that being the reader, you tend to believe in what the narrator thinks and you take the view of them, but in this story, the narrator is actually wrong which throws a giant twist on the story. The ironies that Gordimer uses about the life in South Africa that you would think that the wealthy, white, female who is the owner of these black people, would be educated enough to know what is going on, however, it is actually one of the black slaves that is right throughout the story. You would not expect the black man to know the truth about what is going on, and I think that is because today's society is very stereotypical.

Please note that this sample paper on Happy event is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on Happy event, we are here to assist you. Your persuasive essay on Happy event will be written from scratch, so you do not have to worry about its originality.

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Management

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On dealing with the premiss that the practice of recruitment and selection is a long way

from the recommendations of personnel textbooks, distinction must be taken into account

between explicit recommendations and guidelines, on one hand, and, on the other, implicit

suggestions stemming from the author's own stance. The implications of distancing from, Help with essay on management

or identification with, such explicit recommendations and implicit suggestions will be

viewed in this paper as well as forms of overt and covert resistance, or adhesion, assumed

in actual practice. Also central to the argument is what the whole issue means in terms of

both existing problems and potential future problems for the employer and the candidate,

for organizational management, the labour market and macro-economic welfare and

progress in general. Employment decisions have traditionally been regarded as a privilege

exclusive to management. Many of the US personnel textbooks emphasize this aspect and

describe the process in terms of 'hurdles over which prospective employees have to try to

leap to avoid rejection' (Torrington and Hall, 118). In the UK recruitment and

selection is an issue which has in the past kept a low profile in personnel textbooks,

though the trend has changed (e.g., Torrington and Hall, 11, Keith Sisson, 14), which

appears to point out to an evolution from the paternalistic perspective according to which

recruitment tends to be dominantly viewed from the angle of providing candidates for the

selector to judge. Recommendations are being made with respect to the various stages of

the process of recruitment and selection, from approaching and seeking to interest

potential candidates to determining whether to appoint any of them. Codes of practice and

guidelines for their implementation have been produced with emphasis on different

aspects, e.g., on recruitment starting with a job description and person specification, by

IPM; on fair and efficient selection, by EOC (186); on avoidance of sex bias in selection

testing, by EOC (1); on avoidance of improper discrimination, by ACAS (181) and

negative bias against age, by IPM (1); on non-discriminatory advertising, by CRE and

EOC (177, 185); and on the use of cognitive and psychometric tests, by IPM and BPS

(1). 1. Moreover, legislation promoting equality of opportunity has underlined the

importance of using well-validated selection procedures (Torrington and Hall, 11), and

directives such as those issued by CRE (18) and EOC (185) emphasize the need to

comply with anti-discrimination legislation and this way enhance opportunities to

disadvantaged groups. Greater formality will both make the concealment of racial and

sexual discrimination more difficult and will permit more effective retrospective

surveillance by senior management and bodies such as the CRE (Jenkins, 18), thus to

some extent remedying the weakness of much of the EO literature in not frontally

addressing the different types of discriminatory decision, be it determinism, particularism,

patronage or rational-legality (Jewson & Mason, 186). As a counter-argument, however,

the definition of the employer's role as that of implementing and monitoring formal

procedures can be seen to absolve senior staff of the responsibility for further investigation

of the causes of continuing inequality (Webb & Liff, 188). In fact, case studies have

shown that such directives can be misused and their intention subverted as often happens

with respect to IPM's recommendations on job description and person specification

(Collinson et al., 10 6-108), and, furthermore, the legal definition of 'justifiability' is

sufficiently vague for the legislation to be ineffective; and the workforce can be

manipulated into becoming management's accomplice in discrimination (ibid. 70-71).

Some recommendations are, in themselves, not socially and politically neutral enough to

avoid ambiguity and, as such, encourage covert discrimination. Highlighting the causes

behind the problem, EOC points out that gender discrimination is embedded in 'myths'

(EOC, 186), while we are also reminded that motherhood still remains a stigma

(Curran, 188) as the general ideology of gender still associates feminity with nurturing,

and hence with servicing, which is translated directly into specific occupational terms

(Murgatroyd, 18). Accordingly - inspite of what has been achieved - women still face

'bottleneck' on the way to top jobs in personnel, a situation which has been aggravated by

a recent regression in the previous upward trend for women, the latest figures standing at

44% of all personnel managers but only .5% of personnel directors (PM Plus, 14).

Getting into the boardroom is not the same as getting into the 'club', a 'glass ceiling'

made difficult to shatter (BM, 14) by the club members themselves who may also try to

psychologically manipulate women into consenting and thus becoming accomplices of

their own fate. At least on their face value, for the past two decades personnel textbooks

have been recommending equal opportunities in recruitment and selection. Rodger's

'Seven Point Plan' (Rodger, 170) and Fraser's 'Five-Fold Framework' (Fraser, 171

64-80) are checklists which emphasize the need for a logical link between job description

and person specification. Yet, Rodger's headings 'circumstances' and 'acceptability' 'have

strong potential to be used as a cloak for improper discrimination' (Sisson, 1418). In

instances like this one the author of the personnel textbook is - consciously or

unconsciously, intentionally or unintentionally - an accomplice of reluctant management.

Recommendations become a vehicle of subversion of the proclaimed spirit. Even when

guidelines appear to be socially and politically sound, the identification of requirements

remains subjective when it comes to draft a job description as judgement greatly depends

on conclusions which are based on one's conceptualizations. The effect of prejudice and

bias is, therefore, difficult to control, and unfairness in shortlisting is difficult to restrain. .

Other main initial steps in the recruitment and selection process offer no guarantee of

fairness. Application forms, multi-purpose as advised by Edwards (1864), or not, may

become a tool of discrimination as they can easily incorporate a discriminatory bias within

their highly structured framework. Letters of application and CVs appear to be seen as of

little relevance as a measure of performance in manual jobs (Duxfield, 1846-7) but to

be regarded of great importance and possibly decisive on other kinds of placement

(Knollys, 18 6-8) where they are left to the assessor's subjective evaluation. It is

generally acknowledged that they are open to discriminatory use by the employer

(McIntosh and Smith, 174). Furthermore, the use of graphology, though controversial, is

being practised in Britain (PM,185). Inappropriate use of screening tests is another point

of concern. The use of cognitive and psychometric tests appears to be quite popular in the

UK, bearing in mind that the production of a personality questionnaire has been financed

by over fifty companies in this country (Saville and Holdsworth Ltd, 187). Discerning

and cautious use of psychological techniques of selection has been advocated by Rodger

(170; 171; 18) while Kline (1) is particularly concerned with 'reliability' and

'validity' as key requirements for selection methods to be technically sound as a measure

of both immediate suitability of a candidate and also of prediction of his/her future

performance, though the former function is more highly valued by Scholarios et al. (1).

Still with respect to psychological testing, Brotherton has drawn a distinction between

measures of 'organizational performance' and 'job performance' and emphasized that

successful non-discriminatory selection requires validation based on the latter (Brotherton,

180). Low validity interviewing is yet another point of concern. Evidence suggests that

the single interviewer tends to be the generalized practice with respect to manual workers

(Mackay and Torrington, 186 8-40), while in the case of non-manual employees the

general practice is the line manager and a personnel specialist to be involved, though this

results, in practice, in one-person interviewing as personnel specialists prefer a purely

advisory role (Collinson et al., 10). The final decision tends to be made by one

individual - usually a white middle-aged male -, which provides open ground for abuse

(Wanous, 180; Honey, 184; and Collinson et al., 10) and shortlisted prospective

appointees are let down at the final interview. Not just the outcome but the way interviews

are conducted can be arbitrary, and applicants may be subjected to invasion of privacy

with questions such as on their personal life and family background or on their political

beliefs. Another aspect to consider is that, on the other hand, interviews - particularly on a

one-to-one basis - may give the applicant the opportunity to impress beyond fact. In a

study of a university milk round candidates admitted to being far from truthfull in their

statements (Keenan, 180). The need to promote ethical awareness in the practice of

interviewing has been highlighted not only in order to improve selectors' fairness but also

to control dubious honesty from applicants (Pocock, 18). Recommendations on the

issue of internal or external recruitment cannot be universally suitable. Courtis (18515)

does not give priority to internal recruitment which in itself presents the double advantage

of being economical and encouraging career development. However, as a

counter-argument, internal recruitment can also result in a delimitating effect for the

company and injustice to the supply side of the labour market. With respect to methods

used when aiming to interest potential candidates, deviation from . guide-lines and

supporting legislation can prove to be fruitful as in the case of the US-style 'head-hunting'

and search consultancy, a practice at first hindered by UK legislation - or its interpretation

-, but recently expanding to over eight hundred recruitment and search consultants

operating in this country (Clark, 11). High fees result in it being used mainly at rather

senior levels, thus offering the possibility of being a means of neutralizing the tendency for

females and certain other sectors of population being met with a career ceiling at middle

management level. In principle, beneficial to both interested parties in the labour market,

brokerage between them can have double-edged consequencies such as employers falling

victim to consultants who both both exploit their privileged access to knowledge of the

company's needs and reuse candidates after they have remained with the firm for an

agreed period of time. A defensive stance against the prescriptions of textbooks is taken

by line managers who defend that recruitment can not be scientific but that it is a mixture

of what they define as gut and objectivity, as contradictory in terms as this may be. They

also stress how they are aiming in the selection process to gauge future job performance.

In other words, underlying the practices defended by line managers are certain principles

which seem to link to the organization's culture and overall corporate strategy (Wood,

186). Acceptability criteria thus prevail over suitability criteria. As an excuse for arbitrary

selection, the formalization of the process of selection advocated by IPM, CBI, EOC and

CRE with a view to rendering recruitment more efficient, meritocratic, consistent and

accountable, is demeaned by general line managers as being bureaucratic encumbrance

(Collinson, 187) as an excuse for arbitrary selection. It is significant, though, that

conviction usually appears to be lacking in that the key to competitive advantage is to get

the best person for the job, who may be a woman, but the same argument gained

credibility in employer-led Opportunity 000 launched by Prime Minister John Major in

the early 10s (Liff, 15). Line managers prefer informal sources of recruitment such as

word-of-mouth recommendations or purchasing people's names off the Professional and

Executive Register and contacting them directly. This enables autonomy and

unaccountability over the choice of successful applicant, and the stereotyped ideal recruit

is white, male, aged 0 to 40, and married, i.e. with wife, children and mortgage. This

state of affairs is difficult to change, as line managers are patriarchally elevated as the

'providers', the organization's 'breadwinners', thus mirroring the gendered domestic

division of labour, while personnel managers and personnel advisers are equated to the

'unproductive' female welfare and administrative role (Collinson, 187). This

downgrading and devaluation of the sex-typed 'female' role (Legge, 187) relegates

personnel managers and advisers within the organizational culture to a peripheral position

and little or no authority (Wood, 186). The devolution of responsibility for human

resources from personnel specialists to line managers seems a rather negative

development, but even here it is possible to envisage favourable circumstances inasmuch,

as if line managers take responsibility for human resources issues, then EO has a better

chance of being treated more seriously (Liff, 15). This situation emerges against a

macro-economic background in which the dominant trends point to an increasingly more

intense competition in a global market-place. In the UK home labour market, the 180s

period of easy recruitment due to high levels of unemployment has given place to

recruitment difficulties with current skill shortages and 4. forecasts of a significant drop in

the number of young entrants and of at least a 50% female workforce. This situation looks

bleak for those employers who fail to adopt non-traditional methods of recruitment

(Curnow, 18), for a more proactive recruitment strategy is required as a source of

competitive advantage through a quality workforce (Torrington & Hall, 11), with a

move towards a focus on expected outcomes rather than procedures (Liff, 18). In other

words, EO is not just a problem of implementation, but, in contrast, important parts of the

process still need to be better understood, particularly at the organizational level

(Aitkenhead, 11 6). However, not just at organizational level. What EO initiatives

take place within organizations depends crucially upon how the concept is understood by

its members, and when organizational policy is translated into operational procedures it

has implications for a person's activities and hence for his or her cognitive world, and the

relationship between organizational procedures and individual cognitive world is two-way

(Ibid 5-41). With respect to conceptualization, a positive trend can be found in voices

which value diversity (e.g. Copeland, 18) and managing diversity (e.g. Greenslade,

11, Jackson, 1) inasmuch as this stresses positive aspects of difference with respect

to ethnicity or with respect to gender (Rosener, 10), which suggests a favourable

change of perspective in industrial relations (Liff, 15). In conclusion, the past few

decades have seen the development of recommendations on recruitment and selection

which challenge the traditional outlook of employment matters as a prerogative of

management decision and the prospective employee as a relatively passive object of

employer's judgement. Personnel textbooks, codes of practice and anti-discriminatory

legislation have put the focus on EO for women, ethnic and other disadvantaged groups.

Such prescriptions appear to be seen by the employer as a conflict of interests with his

managerial strategy and a threat to his established position of authority and privilege. This

has been the reaction of the white male manager. Some of the prescriptions themselves

have been informed by the cognitive framework of the white male culture and thus,

intentionally or unintentionally, rendered less efficient in their formulation. Others have

been, and continue to be, subverted in practice by false compliance. In either case EO

principles are defeated, and a self-reproducing phenomenon persists of acceptability over

suitability in the recruitment and selection process. This status quo poses a complex

problem which affects, more immediately, both the recruiter and the candidate and, at a

larger scale, the whole economic scene. Mainly preoccupied with repressing change, the

employer appears to be reluctant to consider that this same change can be to his own

advantage, inasmuch as it will promote a recruitment and selection approach which could

contribute not only to a fairer but also to a more cost-effective decision making. As far as

the employer is concerned, the felt problem appears to be the outside pressure put on him

to change, while the real problem appears to be his difficulty in evolving cognitively.

Managerial refusal in a more effective staffing will have far-reaching consequencies as it

will render organizations inadequate to compete in an increasingly global market, a

problem of major repercussions, if a proactive response is not given to the need for a

quality workforce that will guarantee competitiveness through quality goods and services.

5. On the supply side of the labour market the problem of discrimination has been felt so

acutely as to prompt the overall awareness that led to the recommendations in question. A

foreseable demographic change seems to favour the previously excluded groups so far as

it may result in more of a seller's market for labour which should, in turn, encourage the

labour buyer to concentrate on outcomes rather than on procedure; and this shift away

from the focus on procedure may help reduce antagonism and elusive compliance.

Another opening can be seen in the fact that literature has become possible on diversity as

a positive asset to be profitably managed, a development which remains, however,

problematic so far as it may also be perceived and resisted as a social issue. It is

nevertheless a landmark in industrial relations evolution in what it represents of a two-way

interaction between the cognitive world of both assessors and assessed, on one side, and,

on the other, textbook recommendations and related formal directives. However,

ambiguity and ambivalence persist at each stage of evolution and progress towards a more

just and effective management of human resources, and evidence presented above - as in

the case of Opportunity 000 - suggests that, paradoxically and dangerously, the

promotion of objective recruitment and selection on merit is resorting, for credibility, to

being implemented within the traditional recruiter's framework of conceptualization

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Ghandi - Courage is necessarey to win a war

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Courage is necessary to win a war.

The definition of courage is the state or quality of mind or spirit that enables one to face danger, fear, or vicissitudes with self-possession, confidence, and resolution. Gandhi had great courage all through his life and used it to win wars. The way Gandhi won these wars was through Satyagraha, which means truth-force. This truth-force required that Gandhi and his followers announce their aims, then take action without violence and finally negotiate with their opponents. Satyagraha, which has also been called non-violent resistance only broke a law or took action when something was unjust. Gandhi showed his courage by using this method of protest and in the end gave India its independence.

Gandhi's use of Satyagraha began in South Africa, where he had gone to take on a job as a lawyer for disputing shipping companies. Africa at this time was a part of the British Empire and had the British system of law, but the Indian minority was often denied the rights of British subjects by English officials. After Gandhi had finished his business in Africa, he stayed there and focused his energy on fighting for Indian rights. The Indians in Africa were required to have passes that showed their Indian status, while the British did not have to carry any similar passes. Gandhi decided that the way to eliminate this difference was by burning the passes. The British warned Gandhi and his followers that they would be arrested if they burned the passes that were government property. The passes were burned anyway and Gandhi was beaten even though he did not resist arrest. This showed great courage on Gandhi's part; he was not afraid to be beaten or arrested just to eliminate the boundaries between the British and Indians in Africa.

Another incident in South Africa was when contracted mine laborers walked out on their job with Gandhi. The owner of the mine warned them and asked to stop their walkout. Gandhi told the owner that when their comrades were freed from jail they would go back to work. Even though Gandhi and his followers were warned, they continued marching and when charging cavalry came their way they all lay down on the ground and none of them were hurt. The cavalry backed off and they marched on. This showed enormous courage for Gandhi and his followers; they kept on going even though danger was on the way.

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After his accomplishments in South Africa, Gandhi went back to his homeland of India. Over the next few years Gandhi provoked the British Empire by boycotting British goods and trying to prove that India was ready for this independence. But the British did not stand down and Gandhi was arrested and sent to jail for six years for spreading anti-government propaganda. When he came back from jail, India was in a bad state. The Muslims and Hindus were at each other's throats and were not backing down. Gandhi's solution to this hatred was an extreme form of Satyagraha; he would fast for three weeks. This worked for the time being. Hindu's and Muslims made an attempt to be friendly to each other, yet this problem was so deep that not even Gandhi could solve it completely. This incident showed that Gandhi gave up his well being so that the people of India would act as brothers and not as enemies.

Another important incident in the quest for an independent India was the Salt March. The British government had made it illegal for Indians to make their own salt, and to many this symbolized Indians depending on the British, just as they depend on salt, for life. Gandhi planned to march 40 miles from his home to the sea to make salt, and thousand of people walked with him. After the Salt march reached it's destination everyone started to make their own salt, and it was being sold on the streets. During this time 0,000 to 100,000 people were arrested and Gandhi was one of them. While all these people were in jail, more of Gandhi's followers take salt from a saltworks. Soliders lined up outside the gate to the saltworks and as each man came up they would beat them and the woman would carry that man away. This incident went on for many hours and many people were injured but not one fought back. This courage to stand up for what they believe in and not fight back was absolutely amazing. The people who tried to get into the saltworks gave up their physical well being to prove a point.

Gandhi and his followers showed great courage in all the protests they made. Without this courage India may have never of gotten its Independence at that time. So all in all, "Courage is necessary to win a war."

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Royal

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In America today one of the pre-eminent adjectives describing families is dysfunctional. Your family is somehow out of a normative grouping if in fact they are "functional". That ideology is one of the issues emphasized in Wes Anderson's The Royal Tenenbaums. I suppose I need to ask about the incorporation of humor into such an investigation, particularly in regards to how campy or over-the-top some of the characterizations become. But aside from that, or rather hidden somewhere underneath all of that is a poignancy and a sense of salvation or redemption that is oftentimes never realized on Maury or Rikki or Jerry. I guess my question is or questions are how are we supposed to take or juxtapose any single aspect of family emphasized in the film with our own pre-conceived notions of family, or rationalize the togetherness of any or all of these conflicting themes? Is it believable, realisticwhy or why not? Pay close attention to specific characters and their interfacing with other characters.

Here are the possible paper topics I am putting forth. I like to provide a choice so that you feel you have options in choosing a subject to write about, and I have diversity in the grading of the papers. However, despite these suggestions, do not feel limited by them. If there is some other angle from which you wish to approach this unit, talk to me, and we will work something out.

1. In an age predominated by massive technological advancement coupled with estrangement of individuals in a familydue to both parents working, children's after school activities, less nuclear families, or a plethora of other reasonshow large a role does technology play in any given family, either in positive or negative ways? And what are the ramifications of this?

. In America, a country in many respects, still living off of the power and the ideologies of the golden age of the 150's, how important is the concept of family as it relates to or is representative of something inveterately "American"? In other words in a society where just about everything is scrutinized or used for advertising purposes, is there something still undefiled about the American concept of family? And if so at what cost will that be defended?

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. In diametric opposition to the preceding question, is dysfunction the norm for the typical American concept of family today? Are there more examples of dysfunctional than "typical" families represented in mass media today? Is it just because the dysfunctional families tend to be funnier? Is it an indictment of something deeper in our culture? Or is it because FOX really had nothing else to put on the air?

4. And lastly, how would you deconstruct and classify your own family? How do they match up to the concepts of family we have discussed this unit? Why or why not? Does it matter to you? Or would you like to forge something different in the familial fires of this country once you are old enough, or wise enough, or economically dependent enough to do so?

Please note that this sample paper on Royal is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on Royal, we are here to assist you. Your cheap custom college paper on Royal will be written from scratch, so you do not have to worry about its originality.

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The right to independance

If you order your custom term paper from our custom writing service you will receive a perfectly written assignment on the right to independance. What we need from you is to provide us with your detailed paper instructions for our experienced writers to follow all of your specific writing requirements. Specify your order details, state the exact number of pages required and our custom writing professionals will deliver the best quality the right to independance paper right on time.

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washintong dissgreded with all of the folloing in this lifetime he felt, that if a boy had a tree mother than he wouldnt of shoped downthe cherry tree. he thought that if he did it it would not be lie. so her told george senior that he did not chop down the cherry tree and there fore he used it as a part of his politicl campagin in which it was a thought that he was such a honest person that he would not ell a lie. this got the public to becuase that he would not tell them a lie. this was a mjor part in the winning in the 178 election . an he became the first president in the united states and one of the best in american history. also the seond predient of the united states of america was andrew jackson he thought it was nessacry to forclose the bank of the united staes becuase he was condsdered the common man. this was partial true becuase he was the first person to be a president that was not born into wealth he was born a orphan to his mother who died from illenss. he thoguht that he could move the indians out of florida in to orgon after the war of 181. this was sonn called the trail of tear. he was dramitcally ciritized for these actions with his ooponets party the whigs. they called his king andrew becuase of his lack of respect to the contitiution.washintong dissgreded with all of the folloing in this lifetime he felt, that if a boy had a tree mother than he wouldnt of shoped downthe cherry tree. he thought that if he did it it would not be lie. so her told george senior that he did not chop down the cherry tree and there fore he used it as a part of his politicl campagin in which it was a thought that he was such a honest person that he would not ell a lie. this got the public to becuase that he would not tell them a lie. this was a mjor part in the winning in the 178 election . an he became the first president in the united states and one of the best in american history. also the seond predient of the united states of america was andrew jackson he thought it was nessacry to forclose the bank of the united staes becuase he was condsdered the common man. this was partial true becuase he was the first person to be a president that was not born into wealth he was born a orphan to his mother who died from illenss. he thoguht that he could move the indians out of florida in to orgon after the war of 181. this was sonn called the trail of tear. he was dramitcally ciritized for these actions with his ooponets party the whigs. they called his king andrew becuase of his lack of respect to the contitiution. i think that this is sufficent information to make a sata based rosultionon the emphises that andews jacion and washington were made to be presidentswashintong dissgreded with all of the folloing in this lifetime he felt, that if a boy had a tree mother than he wouldnt of shoped downthe cherry tree. he thought that if he did it it would not be lie. so her told george senior that he did not chop down the cherry tree and there fore he

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Variuos

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... Greek and Medieval ideology of hierarchies - where one being is higher on the scale than others. Indeed this scale is known as The Great Chain of Being, where every entity was placed on a scale with God (an entity that exists necessarily, and which is the creator of all other entities) at the top and non-existence at the bottom. The higher up the scale an entity is the more perfections it was thought it have, God being at the top has all perfections. The definition of perfection therefore indicates that existence is a perfection by definition. Those at the bottom of the scale, have no perfections, the first living entity will moreover have one thing that those on the bottom do not, clearly existence. God being at the top of the chain has all perfections, those that are apparent in the lowest forms of life to those a rung below him.

The ontological argument has received considerable criticism from some of the worlds leading philosophers. Thomas Aquinas opposed Anslems idea that God exist based on the unproved knowledge that this entity was perfect. He claimed that Anslem could not claim to know the characterises of God before proving a God existed, the personality of this entity should and would come after the existence of the entity had been confirmed and validated. He suggested that the existence of ...

refore you have described it all e.g. instead of explaining the existence of the world, you explain everything in it, thus explaining the world. This therefore means that if the question of God seems to be something which you cant explain all you need do is d ne, which emphasis the Christian believing in Jesus as saviour and Lord. This service brings Christs followers together in unity. The Lords Super is a way of saying that Christians unite and obey what Jesus said at the Last Supper. The Roman Catholic Chuch uses the name The Mass. It is Latin and means ended or finished. To Christians the word Mass symbolises the special meaning given by the Roman Catholic Church to its central act of worship.

Some Christians dont celebrate the Eucharist very often. Jehovahs Witnesses celebrate it once a year. Presbyterians Churches used to hold the service about four times a year and Congregational Churches twice a month, but after the joined form of the United Reformed Church they asjusted the amount of times of the service.

The Methodist Church has a Sunday Service which allows the sacrament with or without the sacred meal. The Church of England celebrates once a week. The Roman Catholic Church and Orthodox Church celebrate daily. The different was that Christians celebrate the Eucharist depends on the way they understand the meal. Different names they have tend to hint what the emphasis that is given.

Churches that have altar-centred worship, have a priest or minister, to carry out the service. In some churches onl ...

otestant model of biblical interpretation. In this sense Goldmans research lacked validity, lacked depth and was one sided, it is important to remember that Piagets work had its own criticisms and weaknesses as well which Goldman did not consider. In Goldmans research it is unclear whether the concept of stages is intended to function primarily as a descriptive device or whether it is intended to have some explanatory role. No account is given in his research of how development from one stage to the next takes place, yet this is crucial if the stage concept is to have and significance.

There are also problems with Goldmans interviews design and content analysis. The interview design is problematic because of its selectivity and subjectivity. Goldmans interview design can be criticized also due to the nature of the stories and the questions that he used. Mathews (166) and Godin (168) suggest that the three biblical stories used by Goldman were particularly difficult narratives and that they were not representative texts from which you can make generalisations about religious thinking. Another problem is that Goldman modified the narratives for his own use in the interviews and by doing this he decontextualised the stories and shifted the emphasis of the biblical texts.

Goldman in his research calls attention to both the wasteful effort of teaching the Bible too early and also the difficulties this makes for children of limited development. He does not however believe that no Bible teaching should occur before the age of twelve - this is a widespread misconception of Goldmans work. What he actually believes is that before the age of twelve there should be a dramatic reduction of biblical material in syllabuses and he believes that the way the material is used is paramount. Goldman regards the Bible as the major source of Christianity for adults, he says that it is written by adults for adults, it is plainly not a childrens book. He believes that by inviting children to become familiar with the Bible too early results in boredom and confusion. Instead he thinks we should try to help chil ...

Please note that this sample paper on Variuos is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on Variuos, we are here to assist you. Your cheap custom college paper on Variuos will be written from scratch, so you do not have to worry about its originality.

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