The Lost Symbol Prologue Free Essays

House of the Temple 8:33 P.M. The secret is how to die. We will write a custom essay sample on The Lost Symbol Prologue or any similar topic only for you Order Now Since the beginning of time, the secret had always been how to die. The thirty-four-year-old initiate gazed down at the human skull cradled in his palms. The skull was hollow, like a bowl, filled with bloodred wine. Drink it, he told himself. You have nothing to fear. As was tradition, he had begun this journey adorned in the ritualistic garb of a medieval heretic being led to the gallows, his loose-fitting shirt gaping open to reveal his pale chest, his left pant leg rolled up to the knee, and his right sleeve rolled up to the elbow. Around his neck hung a heavy rope noose–a â€Å"cable-tow† as the brethren called it. Tonight, however, like the brethren bearing witness, he was dressed as a master. The assembly of brothers encircling him all were adorned in their full regalia of lambskin aprons, sashes, and white gloves. Around their necks hung ceremonial jewels that glistened like ghostly eyes in the muted light. Many of these men held powerful stations in life, and yet the initiate knew their worldly ranks meant nothing within these walls. Here all men were equals, sworn brothers sharing a mystical bond. As he surveyed the daunting assembly, the initiate wondered who on the outside would ever believe that this collection of men would assemble in one place . . . much less this place. The room looked like a holy sanctuary from the ancient world. The truth, however, was stranger still. I am just blocks away from the White House. This colossal edifice, located at 1733 Sixteenth Street NW in Washington, D.C., was a replica of a pre-Christian temple–the temple of King Mausolus, the original mausoleum . . . a place to be taken after death. Outside the main entrance, two seventeen-ton sphinxes guarded the bronze doors. The interior was an ornate labyrinth of ritualistic chambers, halls, sealed vaults, libraries, and even a hollow wall that held the remains of two human bodies. The initiate had been told every room in this building held a secret, and yet he knew no room held deeper secrets than the gigantic chamber in which he was currently kneeling with a skull cradled in his palms. The Temple Room. This room was a perfect square. And cavernous. The ceiling soared an astonishing one hundred feet overhead, supported by monolithic columns of green granite. A tiered gallery of dark Russian walnut seats with hand-tooled pigskin encircled the room. A thirty-three-foot-tall throne dominated the western wall, with a concealed pipe organ opposite it. The walls were a kaleidoscope of ancient symbols . . . Egyptian, Hebraic, astronomical, alchemical, and others yet unknown. Tonight, the Temple Room was lit by a series of precisely arranged candles. Their dim glow was aided only by a pale shaft of moonlight that filtered down through the expansive oculus in the ceiling and illuminated the room’s most startling feature–an enormous altar hewn from a solid block of polished Belgian black marble, situated dead center of the square chamber. The secret is how to die, the initiate reminded himself. â€Å"It is time,† a voice whispered. The initiate let his gaze climb the distinguished white-robed figure standing before him. The Supreme Worshipful Master. The man, in his late fifties, was an American icon, well loved, robust, and incalculably wealthy. His once-dark hair was turning silver, and his famous visage reflected a lifetime of power and a vigorous intellect. â€Å"Take the oath,† the Worshipful Master said, his voice soft like falling snow. â€Å"Complete your journey.† The initiate’s journey, like all such journeys, had begun at the first degree. On that night, in a ritual similar to this one, the Worshipful Master had blindfolded him with a velvet hoodwink and pressed a ceremonial dagger to his bare chest, demanding: â€Å"Do you seriously declare on your honor, uninfluenced by mercenary or any other unworthy motive, that you freely and voluntarily offer yourself as a candidate for the mysteries and privileges of this brotherhood?† â€Å"I do,† the initiate had lied. â€Å"Then let this be a sting to your consciousness,† the master had warned him, â€Å"as well as instant death should you ever betray the secrets to be imparted to you.† At the time, the initiate had felt no fear. They will never know my true purpose here. Tonight, however, he sensed a foreboding solemnity in the Temple Room, and his mind began replaying all the dire warnings he had been given on his journey, threats of terrible consequences if he ever shared the ancient secrets he was about to learn: Throat cut from ear to ear . . . tongue torn out by its roots . . . bowels taken out and burned . . . scattered to the four winds of heaven . . . heart plucked out and given to the beasts of the field– â€Å"Brother,† the gray-eyed master said, placing his left hand on the initiate’s shoulder. â€Å"Take the final oath.† Steeling himself for the last step of his journey, the initiate shifted his muscular frame and turned his attention back to the skull cradled in his palms. The crimson wine looked almost black in the dim candlelight. The chamber had fallen deathly silent, and he could feel all of the witnesses watching him, waiting for him to take his final oath and join their elite ranks. Tonight, he thought, something is taking place within these walls that has never before occurred in the history of this brotherhood. Not once, in centuries. He knew it would be the spark . . . and it would give him unfathomable power. Energized, he drew a breath and spoke aloud the same words that countless men had spoken before him in countries all over the world. â€Å"May this wine I now drink become a deadly poison to me . . . should I ever knowingly or willfully violate my oath.† His words echoed in the hollow space. Then all was quiet. Steadying his hands, the initiate raised the skull to his mouth and felt his lips touch the dry bone. He closed his eyes and tipped the skull toward his mouth, drinking the wine in long, deep swallows. When the last drop was gone, he lowered the skull. For an instant, he thought he felt his lungs growing tight, and his heart began to pound wildly. My God, they know! Then, as quickly as it came, the feeling passed. A pleasant warmth began to stream through his body. The initiate exhaled, smiling inwardly as he gazed up at the unsuspecting gray-eyed man who had foolishly admitted him into this brotherhood’s most secretive ranks. Soon you will lose everything you hold most dear. How to cite The Lost Symbol Prologue, Essay examples

Knowledge Management Processes and Technologies

Question: Discuss about the Knowledge Management for Processes and Technologies. Answer: Introduction Human resource management can be considered as a system of application of various concepts that guides the HRM practices towards a more efficient work performance. The HRM sector of any country plays a very important role in setting out certain working principles guidelines that are needed for a smooth flow of workforces. Moreover, a set of skilled and dedicated employees support their organizations in fulfilling their performance objective (Argote, 2012). Due to certain issues in Singapore, the existing HRM is not capable enough in producing the desired number of workforces. Approximately, 258,000 retirements might occur by 2030 while at the same time, only 171,000 employees would form the new workforce. Another problem is the availability of skilled local employees, which makes this important for the HRM to invite foreign aspirants to fill the gaps created. Foreign aspirants are mainly from the Asian region (Becerra-Fernandez Sabherwal, 2014). Explicit and Tacit forms of knowledge To mitigate the present and the upcoming issues related to the workforce availability, the HRM of the Singapore needs to undergo some kinds of restructuring under the supervision of a governing body. The governing body is required to bring the required changes in the existing face of HR practices. KM and OL principles are those governing body, which can help in restructuring the HRM of Singapore. These principles are solution for several of working domains of HRM such as future recruitment, training for the development retention of skills and inception of reward system to incept motivational thoughts into employees (Dent Whitehead, 2013). Knowledge Management can be referred to a process that helps in managing the learning system in the organization. It works through sharing of knowledge skills that are influenced by various technological cultural environments of an organization. The explicit form of knowledge management refers to the established mode of training and development programme in the organization. On a same note, the tacit type of knowledge management can be defined as a resource to socialization of few activities in the organization. It mainly resembles its familiarities with the succession planning strategy in the organization. The Human Resource Management of Singapore has loads of problems in the form of available number of skilled employees. Nevertheless, different types of knowledge management are extremely helpful in sorting out the created problem (Dent Whitehead, 2013). KM OL Principles The HRM of the Singapore needs to incept the KM principles into its working domains to cater the inclusion of skills sharing. The principle is cooperated with various external internal bodies of an organization, which provides supportive hands to the inclusion of the principle. The probable numbers of retiring workforces need to impart their learned skills to the new employees. It ensures a strong bonding of the fresh employees with the organizational values. Indeed, this is very important for the success of organizational objective (Deshpande, 2012). Imparting the knowledge to the new workers mitigates any risk of knowledge gaps in the fresh workforce. It is not only related to the knowledge and skills sharing but; it also imparts values from one to another. Indeed, an organization needs both the committed and dedicated employees that have values for the organizational objectives. To fill up the gaps created by the unavailability of a sufficient number of local workforces in the Singapore, knowledge management needs to be retained for an improved performance. Organizational Learning (OL) can be referred to a result that is produced because of proper knowledge management in the organization. Organizational learning can only be maintained if a controlled management of knowledge in the organization governs it (Fuller, 2012). KN and OL can be classified as an integral part of organizational practices as it helps in developing skilled and honest employees that are an asset for an organization. However, both the processes need certain strategies that drive the operation of these processes. Training and development are one of such tools that help in the implementation of these principles. Training helps in gaining the necessary knowledge and skills that are a part of knowledge management programme. It also helps in learning the basic skills that helps in justifying the allotted roles responsibilities (Geisler Wickramasinghe, 2015). Incapable face of HRM in Singapore The incapable face of HRM in Singapore needs to work on incepting some training and development programmes into the list of their working domains. The training may include the participation of those employees, which are near to their retirement. Moreover, fresh employees might get to know about something very important, which might not have caught the attention of the HRM and the Management. Nevertheless, a system can only brief the requirement to a particular individual but it may not necessarily guide to the implementation of required techniques. Some of the employees might find few difficulties in justifying their roles; however, a predecessor can efficiently narrate the responsibility. Moreover, the predecessor has practically implemented those techniques during his or her works (Grandori, 2012). The HRM needs to understand the most feasible learning programme for its workforce. The development programme is governed by various factors such as characteristics, culture, personality traits and many more. Those who are experienced in the organization, they generally have an ocean of knowledge with them; however, they lack in memory strength and absorbing speed. On a same note, the fresh and young talents are more energetic, quick absorber of the learning modules and an improved memory. Moreover, the HRM in the Singapore needs to analyse the most feasible mode of training programme rather than implementing the one form of training for all approach (Groff Jones, 2012). Inclusion of culture The HR practices in Singapore need to consider the inclusion of a culture that could act as a supporting hand to the training process. Knowledge management and organizational learning principles help in incepting a culture that drives the HR practices for the inception of a culture that encourages for innovative thoughts. Moreover, it helps in forming an organizational culture that encourages and welcomes new ideas thoughts from employees. It provides such a working environment in the organization that encourages for a collaborative participation of workforces. Moreover, such an environment does also support giving rewards to the deserving employees. Further, intrinsic and extrinsic modes of incentives given to employees are one of the forms of a motivational approach (Hislop, 2013). In the environment led by KM and OL, the HRM in Singapore can efficiently implement monitor various functions that are important for creating maintaining the required workforces. The formal mode of training conduction and development programme can very well guide to the organizational needs. However, for the sharing of knowledge in between the fresh and experienced employees needs to be addressed with the inclusion of proper culture in the HR practices (Kasemsap, 2013). Employees are a valuable asset for an organization and for a country. However, there are shortages of sufficient workforces in Singapore. It needs to be filled up by a quick inclusion of employees either from the local or from the other international countries. The inclusion needs to be accompanied by a proper supplying of training development programme. It is helpful in bringing a competitive spirit into employees, which is required for the execution of innovative ideas to bring the profitability (Levine, Thompson, Messick, 2013). Succession planning is an important tool as discussed earlier in this assignment, which is useful in imparting knowledge sharing in between the predecessor and the existing employees. Under the current circumstances in Singapore, it becomes necessary to incept the succession strategy in the HR practices as it helps in restoring the earned skills of predecessor into the fresh employees. In the absence of this strategy, the HRM might witness a notable gaps created by the departure of experienced employees. Moreover, the successor might not be able to grab its hold on the occupied skills. The HRM of Singapore need to think on seriously implementing the succession technique as it enables the transference of information skills in between the successor and the experienced employees (North Kumta, 2014). Knowledge imparting The best way to incept the execution of succession strategy might be to include the knowledge imparting from the predecessor for a shorter period if possible. The current programme at the time of final contract with the experienced employees does include the collection of all the Company belongings, making of last payroll, conducting a brief discussion and few others. The addition of a training programme from the predecessor for a shorter period might boost the production of skilled employees that could actually fill the gaps created by the one nearing the retirement. However, it all depends on the retiring person. They need not to be forced to undergo the kind of innovative programmes that are best suited to the current circumstances (Paulin Suneson, 2012). With the existing shortage of labour in Singapore, the companies might face a strong challenge ahead of them in terms of knowledge gap. Moreover, in the coming five years, they need to face the consequences of workforce shortages. To be competitive in the market and to incept new ideas to achieve the same, the HRM needs to implement the succession strategies. With the help of KN OL, the HRM can consider induction of this strategy alongside the training the development programme. The HR practices need to analyse the employees that are coming closer to their retirement and their achieved performances. Indeed, this is immensely helpful in short listing the candidates that can become the part of succession planning programme (Rao, 2012). To be competitive in the next five years, the HR practices need to analyse the progress of the incepted fresh talents based on their allotted roles responsibilities. It is necessary for realizing the necessity of incepting the training development programme in the organization. Competition is very high at present, which is only going to be bigger bigger in the coming five years. To respond to the growing competitiveness in the market with a capable workforce, organizations need to develop the multidimensional characteristic in employees. It is only possible if their performance is analysed ion a regular basis (Rollett, 2012). Training Development programme The ageing workforce of Singapore might face the shortages of labour in the next five years. To stay in competition, Singapore needs to restructure its training development programme to respond efficiently to the created urgency. It also needs to consider the succession form of strategy as this is helpful in preventing any knowledge gap with the departure of experienced employees. Moreover, it is helpful in avoiding the loss of vital knowledge as it can happen with the retirement of baby boomers in Singapore. By incepting KM and OL, companies in Singapore can encourage its HR practices for the inclusion of succession planning along with the training the development programme (Wiig, 2012). The above said principle might also help the organization in analysing the feasibility of the hired employees after the exclusion of baby boomers on their retirement. It is helpful in analysing the progress of the hired personal, which enables the HRM in distinguishing the talents pool from the incapable workforce. It is not advisable to fill the gaps created by baby boomers with the incapable workforces. It rather requires filling this up with the skilled and dedicated employees that are responsive to the added programmes in the environment of KM and OL. As per the belief of the Singapore government, the inclusion of added programmes under the governance of organization learning and knowledge management is of utmost urgency (Fuller, 2012). The OL and KM principles can well hold an organization firm strong under the threatening circumstances that is probable to happen after the exclusion of experienced workforce. The next five years in Singapore, might witness a huge shortage in its workforce, which can well be controlled and reduced with the help of knowledge management and organizational learning principles. These principles do support the inclusion of succession plan, which is very important for the imparting of knowledge from the predecessor into the fresh talents. The HR practices in the Singapore needs to incept a continuous development and training programme along with succession strategy to ensure a balanced move of the workforce. It is very important for the sustenance of skills in existing employees (Geisler Wickramasinghe, 2015). Conclusion Training followed by a development programme forms the backbone of an organization or a country. It imparts knowledge sharing into employees of irrespective domains. The ageing labours of Singapore have created an urgency to hire a capable and sufficient number of employees that could well occupy the gaps created by the removal of experienced labour. Moreover, organizational learning and knowledge management plays an important role in such circumstances by assimilating the traditional form of training development programme with the succession strategies. The HRM of Singapore needs to include the OL KM principles into their practices to form an efficient bench of workforce that could fill the probable gaps in the next five years. Bibliography Argote, L. (2012). Organizational learning: Creating, retaining and transferring knowledge. Springer Science Business Media. Becerra-Fernandez, I., Sabherwal, R. (2014). Knowledge management: Systems and processes. Routledge. Dent, M., Whitehead, S. (. (2013). Managing professional identities: Knowledge, performativities and the'new'professional. Routledge. Deshpande, A. (2012). Workplace spirituality, organizational learning capabilities and mass customization: An integrated framework. International Journal of Business and Management, 7(5), 3-18. Fuller, S. (2012). Knowledge management foundations. Routledge. Geisler, E., Wickramasinghe, N. (2015). Principles of knowledge management: Theory, practice, and cases. Routledge. Grandori, A. (. (2012). Interfirm networks: organization and industrial competitiveness. Routledge. Groff, T., Jones, T. (2012). Introduction to knowledge management. Routledge. Hislop, D. (2013). Knowledge management in organizations: A critical introduction. Oxford University Press. Kasemsap, K. (2013). Synthesized framework: Establishing a causal model of organizational learning, knowledge management, knowledge-sharing behavior, and organizational performance. International Journal of the Computer, the Internet and Management, 21(2), 29-34. Levine, J. M., Thompson, L. L., Messick, D. M. (2013). Shared cognition in organizations: The management of knowledge. Psychology Press. North, K., Kumta, G. (2014). Knowledge management: Value creation through organizational learning. Springer Science Business Media. Paulin, D., Suneson, K. (2012). Knowledge transfer, knowledge sharing and knowledge barriersthree blurry terms in KM. The Electronic Journal of Knowledge Management, 10(1), 81-91. Rao, M. (2012). Knowledge management tools and techniques. Routledge. Rollett, H. (2012). Knowledge management: Processes and technologies. Springer Science Business Media. Wiig, K. (2012). People-focused knowledge management. Routledge.

Women in the Cuban Revolution Essay Example

Women in the Cuban Revolution Essay Throughout the course of history, many revolutions have brought forth the greatest outcomes of a country. The Revolutionary movement of Cuba during 1959 was a pathway to independence and also a separation of gender roles fought by women. This Revolution for Independence is also a revolution in the changes of women roles. Women had legal rights that were protected by law due to the participation in the Revolution of Cuba equal codes gender, legal entitlements, and many other rights were created. The Cuban Revolution started in 1959 when a small group of guerrillas and urban insurrectionists overthrew the dictatorship of Fulgencio Batista. A transformation of government modernized Cuba, the redistribution of wealth, separation of church and state, and the economic and political power of selected Cuban families were changed by the socialistic Revolution fought by Fidel Castrov. Castrov’s new change in Cuba also affected women’s lives. Castrov said that, â€Å"A people whose women fight alongside men – that people is (sic) invincible. the traditional behaviors of women were challenged. Pre-Revolutionary women had minimal rights; they were bared by gender roles in the Latin American community. The Revolution affected all life-aspects of the Latin American continent; however, women were highly affected by the Revolution. President Batista created the Cuban Constitution of 1940 which prohibited the discrimination of sex. When Fidel Castrov began to challenge Batista’s administration, women from the middle and upper classes began to utilize their skills and supported Fiedel Castrov’s movements. We will write a custom essay sample on Women in the Cuban Revolution specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Women in the Cuban Revolution specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Women in the Cuban Revolution specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The women used their skills in writing, networking, and they were â€Å"selling war bonds and producing rebel uniforms, taking part in propaganda work, participating in action and sabotaged units in the cities, transporting arms, and fighting in the mountains. † (Randall 1981, 22). The women support for Castrov’s movements has incredibly increased nationalism for the people of Cuba. â€Å"Cuba ought to be free and independent, and the government should be turned over to the Cuban people. † (McKinley), he support of women in Fidel Castrov’s Revolutionary movement in July 26 by the Women’s Marti Civic Front and the endless support of The Revolutionary Women’s Union (UFR) constituted the victory and pathway of equality for Cuban women. Feminists organized groups such as the UFR in which they began an extensive door-to-door campaign to fundraise and recruit. Women were arguably capable of doing any task a male can do at this time. Some Women were on the war-fronts fighting; they wielded weapons and shot enemies. Women also served as nurses and suppliers to the army, the contribution of women skillset also represented the importance and expectations of women during this time. These women changed traditional gender roles; they participated in the Revolution politically and militarily. In Havana, Cuba 1959 the first-women platoon, Mariana Grajales Brigade, found themselves a victory in the revolution. The women fought alongside the men and this – provided the necessary facts that women were important, the victory of these women guaranteed a positive change in the hierarchical status of gender. Melba Hernandez, the general of the first-women platoon states, â€Å"We [the women] of Cuba are revolutionists, we will fight for the equality of women for our future generations to come. † In the year 1960, the Federation of Cuban Women was recognized by the Cuban Government, they work to ensure the protection of Women’s Rights, and they are activists and politicians that still fight for gender equality. Women and men now share the same legal entitlements, job opportunities, sickness and maternal benefits, social security benefits, etc.

Overview of Night by Elie Wiesel

Overview of Night by Elie Wiesel Night, by Elie Wiesel, is a concise and intense account of the authors experience in Nazi concentration camps during the Holocaust. The memoir provides a good starting point for discussions about the Holocaust, as well as suffering and human rights. The book is short- just 116 pages- but those pages are rich and challenging and they lend themselves to exploration. Wiesel won the 1986 Nobel Prize. Use these 10 questions to keep your book club or class discussion of ​Night  challenging and interesting. Spoiler Warning Some of these questions reveal important details from the story. Be sure to finish the book before reading further.   10 Key Questions About Night   These 10  questions should start some good conversation, and most of them include mention of a few pivotal points that your club or class might want to explore as well.   At the beginning of the book,  Wiesel tells the story of Moishe the Beadle. Why do you think none of the people in the village, including Wiesel, believed Moishe when he returned?What is the significance of the yellow star?  One of the few things Wiesel describes is his childhood, and life before the Holocaust and is his faith. How does his faith change? Does this book change your view of God?How do the people Wiesel interacts with strengthen or diminish his hope and desire to live? Talk about his father, Madame Schachter, Juliek (the violin player), the French girl, Rabbi Eliahou and  his son, and the Nazis. Which of their actions touched you the most?What was the significance of the Jews being separated into right and left lines upon their arrival in camp?Was any section of the book particularly striking to you? Which one and why?At the end of the book, Wiesel describes himself in the mirror as a corpse gazing back at himself. In what ways did Wiesel die during the Holocaust? Does the memoir give you any hope that Wiesel ever started living again? Why do you think Wiesel titled the book Night? What are the literal and symbolic meanings of night in the book?How does Wiesels writing style strengthen his account?Could something like the Holocaust happen today? Discuss more recent genocides, such as the situation in Rwanda in the 1990s and the conflict in Sudan. Does Night teach us anything about how we can react to these atrocities? A Word of Caution   This is a difficult book to read in several ways, and you might find that it prompts some very provocative conversation. Wiesel was taken by the Nazis when he was just a teenager. You might find that some members of your club or your classmates are reluctant to wade into this, or conversely, that they get pretty fired up about issues of genocide and faith. Its important that everyones feelings and opinions be respected, and that the conversation prompts growth and understanding, not hard feelings. Youll want to handle this book discussion with care.

Provide an example of one of the forces in Porter's Five Forces Model Assignment

Provide an example of one of the forces in Porter's Five Forces Model - The threat of the entry of new competitors - Assignment Example American Boeing has 70% of the worldwide market share and is a prime manufacturer of engines and aircrafts. Remaining 30% is shared by Airbus. Boeing has established its market and brand name over the years and cannot be threatened by new entrants or competitors that easily. We can analyze that because of the high capital and technology requirement of the business, the entry barriers are quite high. The high entry barriers show that the threat of new entrants and thus for any competitors for Boeing is quite low. Any company to enter the industry and to compete with Boeing has to be financially stronger than Boeing. It has to bring in with it new and highly advanced technology to give fierce competition to the existing and established company. The initial investment or the startup cost in the airline industry is very high. An 800-seat plane that Boeing manufactures requires an investment of more than $10 billion. Competitors require huge costs and budget for research and development a nd production of the differentiated and unique product that Boeing produces. The threat of new competitors for Boeing is quite low it is because barriers of the knowledge and expertise required for the business as well.

Individual Argument Assignment Research Paper Example | Topics and Well Written Essays - 1000 words

Individual Argument Assignment - Research Paper Example The argument shows that God is responsible for allowing evil to exist. God has the power to stop evil by stopping the evil persons from that since there is evil in the world (Lavery & Hughes, 2008). Further, Einstein’s argument Evil is the absence of God, who exists shows a logical argumentation. Einstein uses the logic of the darkness and light to prove his argument. Einstein insists that cold and darkness was invented by people to explain the absence of heat and light. However, God did not create darkness and cold. Similarly, evil is the absence of God in the lives of the evil persons. Consequently, God did not create evil but some individuals chose to exercise their free will to be evil by making God from their daily lives (Asheim, 2006). Furthermore, there are weaknesses in the arguments between the professor and the student, Einstein. In every rule there is always an exemption. Just because God created everything does not literally include creating evil. On the other hand, individuals commit evil by refusing to obey God’s laws to be good citizens. In the Einstein statement Evil is the absence of God, who exists may not be all true. In the story of Noah’s Ark, God flooded the entire earth to kill the evil people of the world (Tucker, 2005). God can do something to remove the evil individuals from society. God can lend a hand to stop the evil persons’ acts. The use of a better premise will translate an argument to a more effective one. If the premise is erroneous, the conclusion is questionable. If the premise is logically persuasive, the conclusion is tenable (Louw, 1998). Further, the professor and Einstein could have done a better job at improving their concepts. The professor could have stated: God did not create everything in this world. The revised statement shows that persons exercise their free will to do evil acts by refusing to obey God’s laws. The professor is using wrong logical reasoning. Using the same argument, God

MACROECONOMICS Case Study Example | Topics and Well Written Essays - 1500 words

MACROECONOMICS - Case Study Example This results in the shift of the AD curve to the left. Aggregate supply (AS) is the total desired output of all the nations’ producer (Chrystal, p. 666). Since there is imported inflation in UK because of the rising oil prices, the AS is shifted leftwards as shown in the diagram below. Keynesians argue that demand (AD) finds its own supply. They stress about increasing AD or implementing policies that will stimulate aggregate demand. Monetary and Fiscal policies are demand-side policies; they serve to boost Aggregate demand. Aggregate demand can be increased by implementing expansionary fiscal policy like more government spending and lower tax rates and expansionary monetary policy which is reducing interest rates and increasing money supply. Classical economists are proponents of supply-side policies. They argue that supply finds its own demand. They are in favor of boosting aggregate supply through supply side policies like training and educating workers. Classical economist s argue that if AS increases due to supply-side policies, there will be less inflation. Inflation associated with production costs will be lowered. There is also lower structural and frictional unemployment as a result of increased AS. It works this way: increasing AS will require more workers so employers will start hiring. Since productivity increases as a result of increasing AS supply, a country like UK will be able to export more as a result of this. Q.b) This economic shock where the whole economy has slowed will result in workers being laid off and people who are already unemployed will find it very difficult to find a job. Cyclical unemployment or demand-deficient unemployment occurs whenever total demand is insufficient to purchase all of the economy’s potential output, causing a recessionary gap in which actual output is less than potential output (Chrystal, 2004, p. 595). It can be measured as the number of people who would be employed if the economy were at potent ial GDP minus the number of persons currently employed (Chrystal, 2004). Frictional unemployment results from the normal turnover of labor. Young people who enter the labor force and searching for jobs are an important source of frictional unemployment (Chrystal, 2004, p. 600). Also people who are planning to switch their present job are a source of frictional unemployment. Some people leave a job because of job-dissatisfaction and others are terminated. Structural unemployment occurs because structural adjustments can cause unemployment (Chrystal, 2004). Since the demand for labor is a derived demand, when the demand for product changes, the demand for labor also changes. If labor does not adjust as per the changing product demand, there is structural unemployment. Cyclical unemployment best describes the rising unemployment in the UK. Since UK is in the recessionary period of the business cycle, it means there is low economic activity and also there is less demand for the countryà ¢â‚¬â„¢s output. Hysteresis is a Greek word which means ‘coming late’ and in economics, it means that the current equilibrium is not independent of what has gone before- it is path dependent (Chrystal, 2004, p. 601). The impact of hysteresis on NAIRU (natural rate of unemployment) is that the NAIRU will be higher after periods of high unemployment than after periods of low unemployment. Through hysteresis, the shock