Causes Of The French Revolution - 800 Words

The French Revolution was a revolt from the people in France that lasted from 1789-1799. The people of France wanted to be treated fairly and wanted justice for the commoners the only way they could achieve this was through a revolution. The French Revolution caused many reforms throughout France. These reforms have affected the people of France, and the surrounding nations of France. The French Revolution was considered a major turning point in history. The French Revolution was an uprising from the people under Louis XVI’s rule, which lasted from 1789 to 1799. Under King Louis XVI’s rule, the majority of people were in poverty, with high taxes and scarce food supplies. A great deal of the money from taxes were going towards the Palace of†¦show more content†¦Speculation of Louis’s intent on ending the National Assembly spread. The people wanted to be treated fairly and wanted justice, so they decided to revolt. To achieve this they stormed the Bastille. They killed the guards and paraded their heads on pikes; next, they wanted the king’s head. They gathered weapons and gunpowder from the Bastille and searched for the king, however he went into hiding and was not able to be found. This became known as the Storming of the Bastille. Robespierre wanted justice for France and did not support the king; he later became the leader of the Committee of Public Safety. To keep the public safe he encouraged execution. He did not want anyone to support the king and if you were to be thought to support him, you would be sentenced to a trial and execution by guillotine. This was the beginning of the Reign of Terror. People of France were scared to leave their homes due to the amount of public executions that were happening at this time, they did not want to be next (Doc.6). Thousands of citizens were being executed including Marie Antoinette. Robespierre, due to his unfair ruling, was later executed by the guillotine. After the execution of Robespierre, the Directory reigned in power (Doc.4). The Directory had five men who served as the directors. Napoleon gained the trust of the Directory, and then overthrew their power with theShow MoreRelatedCauses Of The French Revolution1119 Words   |  5 PagesThe French Revolution The French Revolution of 1789 was one of the biggest upheavals in history. You may be wondering what exactly led this to happen, but there were multiple long range causes. Political, social, and economic conditions ultimately led to the discontent of many French people especially those of the third estate. The ideals of the Enlightenment brought new views to government and society. Before the revolution, the majority of France were living in poverty. Peasants were entirelyRead MoreCauses Of The French Revolution896 Words   |  4 Pagesyears, the French Revolution went from women marching to Versailles and demanding bread, to the institution of the Reign of Terror, which killed close to 250,000 people. The late 18th century was a dramatic time of French, political transformation which originally strived to implement equality throughout the nation. The Declaration of the Rights of Man and of the Citizen reflected the ideas of the Enlightenment and presented the idea of equality and liberty. In theory, the French Revolution of 1789Read MoreCauses Of The French Revolution906 Words   |  4 PagesThe French Revolution began with a corrupt monarch, and ended with the death of thousands. In 1789 the bourgeoisie (middle class) and peasants revolted against King Louis XVI and nobility, citing various reasons as cause: including corruption and a poor economy. These p eople, making up 97% of the population, were known as the third estate. The original purpose of the revolution was to create a constitutional monarchy, but this idea quickly became lost in the radical ideas of the revolution. HoweverRead MoreCauses Of The French Revolution911 Words   |  4 PagesThe French Revolution was a major turning point in all of European history. The old regime was destroyed and a new order came to be. We will talk about the causes of the revolution, when it ended, and if it was violent, Napoleon, what happened after his defeat, and some other leaders, and movies I have seen about the Revolution and how they were correct, plus other things I want to learn. The immediate cause of the French Revolution in 1789 was the near collapse of the French budget. On theRead MoreCauses Of The French Revolution750 Words   |  3 PagesA revolution is a drastic change in the way something is done, such as a government or an economy. One such revolution took place in France where the government was changed several times, many different people obtained power, and traditional ideas were questioned. The French Revolution had many social, political, and economic factors that caused it, and it was very impactful on the people of France, and on the areas outside of it. There were many causes of the French Revolution; some were politicalRead MoreCauses of the French Revolution991 Words   |  4 PagesFor six of the eight causes of revolution, describe two events, actions or beliefs (evidence) during the years before the French Revolution that led to a developing revolutionary situation. Explain how each contributed to the revolutionary situation. Frances failed attempts at economic reform contributed heavily to the developing revolutionary situation. In August 1787, when the parlements refused to implement the Kings proposed changes to the financial system, it became clear that the Kings authorityRead MoreThe Causes Of The French Revolution902 Words   |  4 Pagesthe French Revolution was not caused by one single phenomenon, however it can be said that the events occurring in accordance with the French Revolution were not only terrifying but when looking through our eyes just clearly wrong. The most significant reasons for the French Revolution are the imbalance of equality, power, and rights these reasons are supported by the ideas of liberty and fraternity which developed from the enlightenment era philosophers. In conclusion to the French Revolution theRead MoreThe Causes Of The French Revolution1273 Words   |  6 PagesDuring 1789, the French Revolution broke out against totalitarian rule and extreme poverty suffered by French civilians. France was under the absolute control of Louis XVI who gathered groups of nobles, clergy, and other royal families in certain cities. The corrupt French royal families in those cities were squandering nearly 75% of France’s wealth and in addition to the expense of royal classes, other wealthy classes such as landlords, local government, and churches were not taxed which made taxesRead MoreThe Causes Of The French Revolution1522 Words   |  7 PagesThe French Revolution The French Revolution was arguably one of the most significant and controversial events in European history. It occurred during the years 1789-1799 when many French citizens became enraged with society and demanded political, financial and social change. The French people’s primary goal was to put an end to monarchy and bring reform to many aspects of French life. Inspired and motivated by the famous American Revolution, French citizens were urged to take action in orderRead MoreFrench Revolution Causes1139 Words   |  5 Pages The French Revolution was not an event that happened overnight but rather a series of events that occurred over several years leading up to the overthrow of the monarchy and the implementation of a new government. The Primary cause for the fall of the Ancien regime was its financial instability and inability to improve upon the lives of the French people. The 4 key flaws or events leading to the fall of the regime was; the structure of royal government, the taxation system, the structure of french

A Short Note On Type 2 Diabetes Report - 1290 Words

L1 HSC: Type 2 Diabetes Report Does the ‘Thrifty Gene cause weight gain which subsequently leads to Type-2 Diabetes? Type-2 Diabetes is a serious issue for our community. Type-2 diabetes is a disease that is becoming increasingly prevalent and affects growing numbers of people. In New Zealand there are 240,000 people with diabetes and it is thought that there may be as many as 100,000 individuals with undiagnosed diabetes. It puts an estimated one on five New Zealanders at risk and is the sixth leading cause of death for New Zealanders. It is especially common among Maori and Pacific island communities as well as South Asian people. For reasons that will be further discussed regarding the Thrifty Gene Theory. As the frequency of diabetic diagnoses increases there is a greater and greater health risk to the community as Diabetes can lead to more complicated issues like heart disease, stroke, kidney and neurological damage as well as diseases around eyes, skin and other issues. In 1996 almost 1,500 deaths were attributed to Type 2 Diabetes. At current Type 2 Diabetes kills around 2,500 New Zealanders annually. Diabetes is a metabolic disorder, essentially, the body cannot correctly handle glucose in the bloodstream. It occurs when the blood-glucose level of an affected person becomes too high (hyperglycemia). In normal circumstances, the glucose in the bloodstream is regulated by a hormone called Insulin and another called Glucagon. When glucose levels are higher thanShow MoreRelatedDiabetes Type II : A Public Health Problem868 Words   |  4 Pagesthat Diabetes type II is rapidly becoming a public health problem that is attacking epidemic proportions worldwide. In fact, according to an online article by the Washington post titled, â€Å"CDC Says Diabetes Numbers Increasing,† Author Stein, Rob claims that the federal Centers for Disease Control and Prevention has estimated that as of the year 2012, approximately 26 million Americans were clinically diagnosed with type II diabetes. Not to be confused type I diabetes however. Type I diabetes is whereRead MoreCarper, M., Traeger, L ., Gonzalez, J., Wexler, D., Psaros,1150 Words   |  5 Pagesdifferential associations of depression and diabetes distress with quality of life domains in type 2 diabetes. Journal of Behavioral Medicine, 37, 501-510. http://ezproxy.deakin.edu.au/login?url=http://search.ebscohost.com/login.aspx?direct=truedb=ccmAN=103944893site=ehost-livescope=site The article by Carper et al. (2014) discusses a research study, with the aim to establish domains of quality of life (QOL) that are significant for adults with diabetes and depressive symptoms and to determineRead MoreWeight Diet Can Cure Type 2 Diabetes Essay1469 Words   |  6 Pages700 calorie diet can cure type 2 diabetes Behind the Headlines Tuesday March 22 2016 Crash dieting is commonly used instead of healthy lifestyle adjustment â€Å"A crash diet lasting just eight weeks can reverse type 2 diabetes, experts have found,† was stated in NZ herald. For eight weeks, 30 participants with type two diabetes mellitus (T2DM) took part in a research study where they were fed only 600-700 calories per day of diet shakes and some vegetables. This was followed by two weeks of isocaloricRead MoreBest Of The Best- Biggest Loser And Dash Diet Compared1166 Words   |  5 PagesBest of the Best- Biggest Loser and DASH Diet compared. So we have in our winners. In a list of 35 popular diets for a study carried out by US News and World Report magazine the expert opinion of assembled experts gave us the verdict of The Biggest Loser diet and the DASH diet as being the best diet for diabetics, in both helping individuals to prevent the disease or for those who already have it, reversing it. But is there really a best of the best. Amongst these two champions, is there yet aRead MoreThe Importance Of The Biopsychosocial Model : Diabetes1351 Words   |  6 Pages The Importance of the Biopsychosocial Model: Diabetes Nicolle Steiner Patient Interview Mercy College Professor Cashin October 6, 2017 Abstract: For many years the biomedical approach has been the golden standard in healthcare, but this approach lacks many important factors. While the biomedical approach takes into consideration the biological aspect of a disease, it fails to address the importance of psychological and social factors when treating a patient. This paper comparesRead MoreThe Importance Of The Biopsychosocial Approach : Treating Diabetes1498 Words   |  6 Pages The Importance of the Biopsychosocial Approach: Treating Diabetes Nicolle Steiner Patient Interview Mercy College Professor Cashin October 6, 2017 Abstract: For many years the biomedical approach has been the gold standard in healthcare, but this approach lacks many important factors. While the biomedical approach takes into consideration the biologic aspect of a disease, it fails to address the importance of psychological and social factors when treating a patient. This paperRead MoreWhy Is It Emotional For Him?2994 Words   |  12 Pageswhy I chose something emotional as my topic, something I know can and does affect millions and millions of people across the globe- diabetes. My fellow peers may ponder, â€Å"Why is it emotional for him?† Well because, many of my dearest and closest family members have been severely affected by this horrendous condition, and it strikes a deep fear in me that one day diabetes might take its toll on me and my life. The first prime example would be my grandfather. I always loved my grandpa, we used to go fishingRead MoreSurgeon General Project: Childhoudd Obesity1734 Words   |  7 Pagesincreas ed more than threefold. In 2003-2006, 16.3% of children and adolescents aged 2 – 19 years were at or above the 95th percentile and 31.9% were at or above the 85th percentile for age and sex based on the 2000 CDC growth charts.† (SBM). Below in Figure 1 taken directly from the CDC, is a chart helping put into perspective the dramatic increase of child and adolescent obesity from 1963 – 2008. On a positive note however, according to the Journal of the American Medical Association using NHANESRead MoreChildhood Obesity And Its Effect On Children s Wellbeing And Health999 Words   |  4 Pagestermed as overweight. However, the â€Å"Centers for Disease Control and Prevention† defines the BMI that is higher or equal to 90th percent as obesity. A published table is in place that determines and computes this in children of all ages. According to a report by the â€Å"US Preventive Service Task Force†, it is not a requirement for all children recording higher body mass index to consider losing weight. Although higher body mass index can be an indication of weight issues, it does not provide good differentiationRead MoreLife Expectancy For Australia s Rising Epidemic Of Obesity1046 Words   |  5 Pages It has been estimated that by 2031, 3.3 million Australians will have been diagnosed with the incurable type 2 diabetes (Diabetesaustralia.com.au, 2013). Australi a’s biggest killer, Coronary heart disease (CHD) was responsible for 13.6% of all Australian deaths recorded in 2012 (Abs.gov.au, 2012). One catalyst for CHD and Diabetes is Australia’s rising epidemic of obesity. During this report, obesity will be covered, and why is it a current health issue in Australia, the problems associated with

How can managers add value Free Essays

How managers can add value to the organization Managers can add value to their organization in many different ways. First, they can like other employees, add value by simply doing their job well. Managers are performing the leading and motivating function, and a lot more depends on their successful work than on the work performed by other employees. We will write a custom essay sample on How can managers add value or any similar topic only for you Order Now Disruptions in managerial functions are bound to disorganize the work of other members of the organization as managers are supposed to add coherence to the organization’s activities. Thus, efficient and coherent leadership is the most important way in which managers can contribute to the success of their company. To carry out this challenging task, managers need to present a consistent policy to the rank-and-file employees so that managerial decisions do not conflict with each other. In fact, a discrepancy in the guidelines established by different members of the managing team can be most detrimental to the progress of business, and thus is one thing managers should most definitely refrain from. A person in a managerial position is certain to interact with other people including those who are their subordinates and can therefore be more easily influenced by managers. Consequently, a manager can promote the organization by influencing these people developing their understanding of business, skills and expertise, as well as supporting the ethical code of the organization. Of course, the manager is not always able to improve the potential of the workforce drastically in one sweep, but they can strive and work to achieve this purpose by raising their requirements to employees’ level of knowledge, skills and expertise. Managers can influence employees by setting a positive example themselves. The preservation and realization of the moral and ethical norms in an organization is dependent in the first place on the styles and practices at the top. Yet another way in which managers can make a contribution is choosing experienced, motivated personnel that can successfully achieve the goals set by the organization. The management usually makes staff decisions, and their correctness is of crucial importance for the benefit of the cause. The people are the primary value of any organization, and the ability to find able workforce and use it effectively for the benefit of the organization is the chief strength of any manager. Managers also add value by pursuing the interests of the organization in the external environment, for example, by advertising, crafting the public relations policy, promoting the image of the organization to the public. Various promotional events and participation in the life of the community can be of help here. It is also important that managers put the interests of the organization they serve above their own pursuits. The temptation to use a position of power to capitalize on it for the achievement of one’s won enrichment or attainment of some other, for example, political goals. A manager needs to avoid that if he or she is determined to enhance the value of the organization. Thus, managers as people who are holding in their hands the levers to the control of the organization can add value to it in a number of different ways. They can offer their subordinates a consistent, coherent and effective policy, contribute to the evolution and development of the workforce, make wise decisions on the recruitment of the personnel, further the interests of the organization in the external environment, and uphold ethical standards within the organization. It is perhaps easier to say in which ways they cannot assist the organization: they cannot change the situation in the external environment, such as modify the external environment to a significant extent. The latter statement, however, is not absolute truth, since any organization influences its environment promoting new ways of competition, giving new ideas to the public, prompting new moves of regulating authorities. Therefore, the potential for managers to contribute to the development of their company is virtually unlimited and only restricted by their abilities and expertise. Â   How to cite How can managers add value, Essay examples

The Human resource issues in international - MyAssignmenthelp.com

Questions: 1. What is your view about fun at work being used as a specific part of HR management? 2. Compare the approach to HR management at Remedy to that at a current or previous job you have had. 3. Explain how benchmarking HR relates to productivity, service, and quality at Goodyear. 4. How could the results from benchmarking be used for making the organizational change at Goodyear? 5. Explain why the new performance appraisal system at St. Lukes Hospital is more likely to result in more accurate performance appraisals. 6. Describe some of the advantages and disadvantages of combining job descriptions, performance appraisals, and competency profiles for development as St. Lukes did. Answers: Answer 1 Fun at work should be used as a detailed part of HR management (Wilton 2016). Fun at work in Remedy should be encouraged as it makes or keeps employees happy. For instance, Remedy should take an effort to celebrate birthdays of employees and make them feel special on that day. This will help the employees to get temporary relief from work related stress and they will enjoy themselves. After this, the mood of employees will be good and this will result in increase in level in productivity. Fun at work in Remedy should be encouraged where employees should be involves in doing team exercises together. The employees can also be motivated if the company rewards top performers (Tyson 2014). Answer 2 The HR Management at Remedy encourages Fun at work but previous organization had strict environment where there was no fun for employees (Tung 2016). The previous company only wanted productivity from the employees within the stipulated deadline. The HR management approach should be such where employees and company both are benefited by the norms, rules and policies. Employees are the real asset of any business organization and they should get benefits and advantages while working for Remedy. Answer 3 Benchmarking has received its place in the commercial fund. Nowadays, it is derived for studying human resources role and manufacturing role (Tenhil et al. 2016). The HR department of this company is discovering ways where they are of the opinion that benchmarking is necessary as well as useful at the same time. With the advancement of knowledge, new ways for tackling work as well as innovative administration methods help in translating into a form in order to recognize the people side of the trade and aligning human resources with goals of the company. Benchmarking directly relates with productivity as well as service and quality at Goodyear. Benchmarking is one of the ways that help in assessing the best performance that should be achieved by Goodyear. The HR Department needs to gather information and take an effort to identify gaps in the process used in business for achieving competitive advantage (Sparrow, Brewster and Chung 2016). Goodyear should use benchmarking to bring improvement in productivity by identifying the best practices that exist in the given business or industry (Sheehan 2014). Benchmarking technique is used by companies to identify what other business perform as it will help in increasing revenue and productivity and then adapting those technique for making the trade more competitive. Goodyear also uses benchmarking as an enduring procedure that forever changes as well as adjusts. Goodyear should use benchmarking to bring improvement in quality by comparing performance indicators in a time-limited approach. The key features of benchmarking become a part of a wide-ranging as well as participative strategy of constant quality development. Benchmarking is one of the processes that help in measuring internal process of organization and adapting with outstanding practices from other business activities. Benchmarking strategy needs to be adopted by Goodyear. The HR management need to decide on what to benchmark, obtaining data and collecting information, analyzing data and forms action plans, recalibrating and starting the process all over again. Goodyear need to involve in using benchmarking and leads companies to have competitive edge in recent business marketplace. Furthermore, Benchmarking is one of the systematic methods where Goodyear can measure themselves against the best industry practices. Using benchmarking techniques will help in promoting superior perfo rmance by rendering an organized framework. Benchmarking helps in bringing continuous improvement as well as inspires managers or organization to compete. By using benchmarking method, the HR management of Goodyear can borrow ideas as well as adopt and refine them in order to gain competitive. Therefore, benchmarking help in providing basis for training human resources of Goodyear (Riley 2014). Answer 4 It is important to derive the consequences from benchmarking that are used for making managerial change at Goodyear (Reiche, Mendenhall and Stahl 2016). In order to perform organizational change, Goodyear should adopt benchmarking internally against competitors, industry performance. Goodyear should embark upon benchmarking to look at the willingness of management for pursuing a philosophy as it embraces changes in a proactive way rather than reactive manner. The HR Department need to promote teamwork that is purely based upon competitive advantage and it is driven by concrete data analysis. The company should aim at creating early awareness of competitive advantage as well as establishing meaningful performance measures as it reflect fostering quantum leap thinking and focusing on high-payoff opportunities (Paill et al. 2014). Change management is important and so Goodyear engages in using tool of benchmarking activities (Marchington et al. 2016). By adopting this tool, Goodyear help in promoting improvements in level of performance, establishing a competitive edge, enhancing customer satisfaction, reducing costs, improving morale of employees as well as achieving quality awards. Total Quality Management key principles need to be used at Goodyear, as it will help in comparing best practices and meeting the needs of the customer (both internal and external). Goodyear need continuous improvement in their business enterprise and this is possible by enhancing a Total Quality Management Program. Before implanting any approach or tools, it is important for the HR management to clarify the benchmark objectives, definition of scope, process flowchart, setting boundaries. After that, the management needs to examine the flowchart as well as establishing the process measures and verifying the measures that matches ob jectives. Several factors are used to measure the success for benchmarking. In this case, benchmarking should have full support of Senior Management as well as engage in actively supporting in the process. Team as well as process training at Goodyear is very important for benchmarking. Furthermore, benchmarking is one of the ongoing process where certain efforts are organized as well as planned and management in the most appropriate way (Kramar 2014). Answer 5 It is important to explain new performance appraisal system at St. Luke Hospital to get access to more correct performance appraisals (Brewster, Mayrhofer and Morley 2016). The most critical issue that St. Luke Hospital faces today and wants to solve was transition to electronic job descriptions. This hospital have approximately 450 individual job descriptions that need to be managed by using word documents as well as Excel spreadsheet databases. The main objective of St. Luke Hospital is to get away from the management to an electronic system. The underlying reason behind the fact is looking into this product for gaining efficiencies for managing job descriptions with 450 employees. This process was time intensive one that helps in managing edits and distribution. At St. Luke Hospital, changes have been made and managers need to rely upon utilizing these job references by selecting health care sources of St. Luke Hospital. Here, the performance manager gave opportunity to move job d escriptions and even use training sessions through performance appraisals as it help in gaining efficiencies throughout the business enterprise (Brewster et al. 2016). Answer 6 There are several benefits and limitations present when combine job descriptions, performance appraisals and capability profiles for developments within the St. Luke Hospital and these are explained in detail. Combining job descriptions is advantageous for St. Luke Hospital as it is good for industry, great for human resources, transparent and defense against deceptive unemployment claims or lawsuits. On the other hand, combining job description can discourage innovation and expansion activities (Beardwell and Thompson 2014). Combining performance appraisals is advantageous as it help at the time of recruitment process, getting access to better compensation data, legal compliance and people planning. On the contrary, combining performance appraisals for development activities can become outdated very quickly (Baum 2016). Combining competency profiles for development at St. Luke Hospital will be advantageous as it will be good for business, getting access to better compensation data as well as transparent and legal compliance (Armstrong and Taylor 2014). On the other hand, combining competency profiles can be time consuming and expensive at the same time. Reference List Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Baum, T. (Ed.). (2016).Human resource issues in international tourism. Elsevier. Beardwell, J. and Thompson, A., 2014.Human resource management: a contemporary approach. Pearson Education. Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016.International human resource management. Kogan Page Publishers. Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016.New challenges for European resource management. Springer. Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management,25(8), pp.1069-1089. Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016.Human resource management at work. Kogan Page Publishers. Paill, P., Chen, Y., Boiral, O. and Jin, J., 2014. The impact of human resource management on environmental performance: An employee-level study.Journal of Business Ethics,121(3), pp.451-466. Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016.Readings and cases in international human resource management. Taylor Francis. Riley, M., 2014.Human resource management in the hospitality and tourism industry. Routledge. Sheehan, M., 2014. Human resource management and performance: Evidence from small and medium-sized firms.International Small Business Journal,32(5), pp.545-570. Sparrow, P., Brewster, C. and Chung, C., 2016.Globalizing human resource management. Routledge. Tenhil, A., Giluk, T.L., Kepes, S., Simn, C., Oh, I.S. and Kim, S., 2016. The Research?Practice gap in human resource management: A Cross?Cultural study.Human Resource Management,55(2), pp.179-200. Tung, R.L., 2016. New perspectives on human resource management in a global context.Journal of World Business,51(1), pp.142-152. Tyson, S. (2014).Essentials of human resource management. Routledge. Wilton, N., 2016.An introduction to human resource management. Sage.