Stand by Me by Prince Royce free essay sample

Prince Royce â€Å"Stand by Me† The dreamy Prince Royce is a wonderful Bachata singer. He has captivated the hearts of many girls through his sweet love songs. The latest album, Stand by Me, contains some of his best work. In the beginning of the CD, he begins with the hit Stand by Me which is a very sweet song. Right away in the first verse he has you speechless. It reads, â€Å"When the night has come, and the land is dark, and the moon is the only light we’ll see, no I won’t be afraid, no I won’t be afraid just as long as you stand, stand by me.† All of this continues with another of his great songs called Corazon sin Cara, in In which he is telling a girl that their love will never end. The whole CD is about him falling in love and about the dream relationship, but in Mi Ultima Carta he let’s his feeling out by talking about how his wife left him. We will write a custom essay sample on Stand by Me by Prince Royce or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page He can’t believe his relationship ended like that and now that he was writing her a last letter explaing things. In the whole album he talks wonders of girls and gives them all the credit for good relationships until the song Rock the Pants. Here he talks about his jealous girlfriend that he has listened to and obeyed, but not any more. Here, he stand up for himself with the bold lyrics that read, â€Å"Watch me as my jeans sag low when I walk out the door, imma go be a man, cuz you forgot that I wear the pants, watch me get these girls on the floor get em asking for more imma go do my dance and she forgot that I rock the pants†. Overall I enjoyed this CD and I am pretty sure everyone that likes cute love songs, or even if you only like Prince Royce will enjoy this CD too.

Porcinis Pronto Essay Example

Porcinis Pronto Essay Porcinis Pronto: Great Italian cuisine without the wait! Porcini was opened in 1969 as a family-owned restaurant chain and its business was successful with 4% profit margin. Porcini’s was renowned with its attention to quality and price premium was relatively small compared to its quality and artful presentation. Porcini’s was able to maintain its high product and service quality mainly because it was a family-owned restaurant chain which gave considerable amount of control and of its safe approach on company expansion decisions. However, the management was also viewed as go-slow and comparing to its competitors like Olive Garden and other full-service chain restaurants like Dennys, Porcini’s brand recognition was much lower. The U. S. restaurants industry had three major segments: fast food, single location full-service restaurants, and full-service chain restaurants. Porcinis senior management came up with a Pronto concept which could possibly open up a new area which no one has entered yet. Key features of the Pronto concept included locations at interstate highway exits, Porcinis quality food and service with faster turnover of tables, and limited beer and wine selection. Main competitors would be fast food chain which has been operating along the interstate systems for decades and specifically targeting for travelers, and also full-service chain restaurants like Dennys. It will be critical to come up with a clear differentiator to its competitors, on both quality and service, and position itself against them. We will write a custom essay sample on Porcinis Pronto specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Porcinis Pronto specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Porcinis Pronto specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Chef Molise was taking it very serious on developing a special Pronto menu which would be less extensive with slightly lower price than Porcini’s traditional menu. Also, Halloran, who was Porcini’s HR director, put significant amount of effort onto recruiting the right people and form a â€Å"Pathfinder Team† with 3 or 4 outstanding Porcini’s employees at each new Pronto’s location. One full week of training and indoctrination in the rapid, quality service strategy and its implementation elements would be given. On the hiring side, it was a serious one. Pronto job applicants would have to pass several screens which include interviews with HR, then Pathfinder Team, and the manager. And a personality assessment test was given. It would seem logical and make sense to put focus on creating a customized menu, hiring the right people, and form a team with existing outstanding employees to bring current best practices to the new restaurants. However, it might be in the wrong direction or overkill sometimes. For the customized menu for Pronto, it was basically a stripped-down version of traditional Porcini’s menu, so what differentiated it from Porcini’s? And why customers should come to Pronto which had less menu choices, and not Porcini’s? Even though it’s a faster service didn’t mean customers would accept lower food quality, even just a slight one. And most importantly, Porcini’s didn’t ask if it mattered to them. On getting the right people for Pronto restaurants, was it actually a good idea to form a team with existing employees, while the business nature was much different? Porcini’s focused heavily on food and service quality, where Pronto focus on quick service experience without sacrificing much food and service quality. It would be doubtful if employees could switch their practice so easily and quickly. If they could not, imagine how it might impact the new hires in the team. In order to make sure Porcinis Pronto could maintain the same level of quality of food and service, a customer questionnaire system was created to collect information on customer satisfaction. The idea was great and it offered a discount card to customers who took the questionnaire, in order to bring up questionnaire completion rate and encourage repeat visits. However, the entire questionnaire focused only on food and service quality like meal quality, courtesy and efficiency of server, restaurant cleanliness etc. , with almost no questions around the time for taking orders, food serving, and pay bills etc. Also, questions like are you traveling or live in the neighborhood? could give a sense of what were the customer segments and did it align with the targeting customers originally. In addition, it should ask the customer to rank the importance of the factors, or simply ask the most important thing mattered to them e. g. Food, service, time, place etc. Without customers telling the importance of each factor, Porcini would have no clue on what to be focused on. Another set of metrics to be collected would be metrics around internal operations e. g. how long to seat a customer and take her order, to prepare a typical entree, and so forth. This could be done by having secret shoppers for instance, and it would be valuable information. After all, the Pronto concept was to offer Great Italian cuisine without the wait, if Porcini could not guarantee acceptable table turnover time, success could not be claimed. In order to grow the business, there were three options: company-owned, franchising, and syndication. First of all, what do we want to focus on? At the very beginning, Pronto should not be expanded too quickly before it could find out and establish the winning strategy. The first few restaurants were crucial and steps should take slow. Also, full control should be obtained otherwise it could easily go out of track. Also, the failure rate of franchising was pretty big. Porcini’s could not afford to have restaurants closed down and affected its brand name. Syndication could give Porcini’s full control on restaurant operations. It would also be easier to get a good location as prime undeveloped locations were mostly owned by investors. However, upfront costs were high. At this point like a testing phase, it would be better to take a slower and less costly approach before Pronto concept proved itself to be success. Company-owned would be the best option to start with and Porcini’s should consider franchising and syndication after seeing profits from the Pronto restaurants and also a reliable standards could be come up which could be applied quick to many restaurants. To conclude, the Pronto concept was aimed at a market space where no one had entered before and Porcini’s wanted to claim this space. However, an important question to ask would be why no one entered this space in the first place? Or did anyone entered but failed? It seems that in order to deliver good quality of food and service while making it a â€Å"Pronto† service is a big challenge itself. Not to mention the target customers are along the interstate highways, are they looking for good quality of food, fast service, or a nice place to chill? Seems that Pronto concept consists of all these elements, however, none of them is a real differentiator. Porcini’s management will definitely need to think about positioning and competitive advantage which Pronto could bring to the table.

Conflict and Negotiations Essays

Conflict and Negotiations Essays Conflict and Negotiations Essay Conflict and Negotiations Essay I. EXECUTIVE SUMMARY Conflict is a process that begins when one party perceives that another party has negatively affected, or is about to be negatively affect, something that the first party cares about. It also encompasses a wide range of conflicts that people experience in organizations. Conflicts are usually caused by poor communication, lack of openness and failure to respond to employee needs. Human Relations View Conflict as the belief that conflict is a natural and inevitable outcome in any group. While Interactionist View Conflict as the belief that conflict is not only a positive force in a group but that it is absolutely necessary for a group to perform effectively. There are at least three Types of Conflicts: Task Conflicts or Conflicts over content and goals of the work; Relationship Conflicts or conflicts based on interpersonal relationships and; Process Conflicts or conflict over how work gets done. There are five stages of conflict and they are as follows – Stage 1: Potential opposition or incompatibility, Stage 2: Cognition and Personalization; Stage 3: Intentions; Stage 4: Behavior and finally; Stage 5: Outcomes. Negotiation in definition is a process in which two or more parties exchange goods or services and attempt to agree on the exchange rate for them. There are two BARGAINING STRATEGIES that you can employ during negotiations: (1) Distributive Bargaining or the negotiation that seeks to divide up a fixed amount of resources; a win-lose situation and; (2) Integrative Bargaining or the negotiation that seeks one or more settlements that can create a win-win solution. There are also steps to be followed in ensuring a successful egotiation process – Step 1: Preparation and planning; Step 2: Definition of ground rules; Step 3: Classification and justification; Step 4: Bargaining and Problem Solving and; Step 5: Closure and implementation Finally there are five CONFLICT-HANDLING INTENTIONS: Competition, Collaboration, Avoidance, Accommodation, Compromise II. OBJECTIVES ? At the end of this report, the group ensures that the audience will be able to: 1. Define conflict. 2. Differentiate between the traditional, human relations, and interactionist views of conflict. 3. Contrast task, relationship, and process conflict. 4. Outline the conflict process. 5. Describe the five conflict-handling intentions. 6. Contrast distributive and integrative bargaining. 7. Identify the five steps in the negotiating process. 8. Describe cultural differences in negotiations. III. CONFLICT IN DEFINITION – A process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about. Is that point in an ongoing activity when an interaction â€Å"crosses over† to become an interparty conflict. – Encompasses a wide range of conflicts that people experience in organizations Incompatibility of goals Differences over interpretations of facts Disagreements based on behavioral expectations Transitions in Conflict Thought – The belief that all conflict is harmful and must be avoided. Causes: – Poor communication – Lack of openness – Failure to respond to employee needs Human Relations View of Conflict – The belief that conflict is a natural and inevitable outcome in any group. Interactionist View of Conflict – The belief that conflict is not only a positive force in a group but that it is absolutely necessary for a group to perform effectively. Functional versus Dysfunctional Conflict Functional Conflict – Conflict that supports the goals of the group and improves its performance. Dysfunctional Conflict – Conflict that hinders group performance Types of Conflict 1. Task Conflict – Conflicts over content and goals of the work. 2. Relationship Conflict – Conflict based on interpersonal relationships. 3. Process Conflict – Conflict over how work gets done. IV. THE CONFLICT PROCESS [pic] Stage I: Potential Opposition or Incompatibility – Communication – Semantic difficulties, misunderstandings, and â€Å"noise† – Structure – Size and specialization of jobs Jurisdictional clarity/ambiguity – Member/goal incompatibility – Leadership styles (close or participative) – Reward systems (win-lose) – Dependence/interdependence of groups – Personal Variables – Differing individual value systems – Personality types Stage II: Cognition and Personalization Perceived Conflict – Awareness by one or more parties of the existence of conditions that create opportunities for conflict to arise. Felt Conflict – Emotional involvement in a conflict creating anxiety, tenseness, frustration, or hostility. [pic] Stage III: Intentions Intentions – Decisions to act in a given way. Cooperativeness: – Attempting to satisfy the other party’s concerns. Assertiveness: – Attempting to satisfy one’s own concerns. Dimensions of Conflict-Handling Intentions [pic] Competing – A desire to satisfy one’s interests, regardless of the impact on the other party to the conflict. Collaborating – A situation in which the parties to a conflict each desire to satisfy fully the concerns of all parties. Avoiding – The desire to withdraw from or suppress a conflict. Accommodating – The willingness of one party in a conflict to place the opponent’s interests above his or her own. Compromising A situation in which each party to a conflict is willing to give up something. Stage IV: Behavior Conflict Management – The use of resolution and stimulation techniques to achieve the desired level of conflict. Conflict-Intensity Continuum [pic] Conflict Management Techniques 1. Problem solving 2. Superordinate goals 3. Expansion of resources 4. Avoidance 5. Smoothing 6. Compromise 7. Authoritative command 8. Altering the human variable 9. Altering the structural variables 10. Communication 11. Bringing in outsiders 12. Restructuring the organization 13. Appointing a devil’s advocate Stage V: Outcomes Functional Outcomes from Conflict – Increased group performance – Improved quality of decisions – Stimulation of creativity and innovation – Encouragement of interest and curiosity – Provision of a medium for problem-solving – Creation of an environment for self-evaluation and change Creating Functional Conflict – Reward dissent and punish conflict avoiders. Dysfunctional Outcomes from Conflict – Development of discontent – Reduced group effectiveness – Retarded communication – Reduced group cohesiveness – Infighting among group members overcomes group goals V. NEGOTIATION IN DEFINITION – A process in which two or more parties exchange goods or services and attempt to agree on the exchange rate for them. BATNA – The Best Alternative To a Negotiated Agreement; the lowest acceptable value (outcome) to an individual for a negotiated agreement. VI. BARGAINING STRATEGIES Distributive Bargaining – Negotiation that seeks to divide up a fixed amount of resources; a win-lose situation. Integrative Bargaining – Negotiation that seeks one or more settlements that can create a win-win solution. Distributive Versus Integrative Bargaining [pic] Staking Out the Bargaining Zone [pic] VII. THE NEGOTIATION PROCESS [pic] VIII. ISSUES IN NEGOTIATION The Role of Personality Traits in Negotiation – Traits do not appear to have a significantly direct effect on the outcomes of either bargaining or negotiating processes. Gender Differences in Negotiations – Women negotiate no differently from men, although men apparently negotiate slightly better outcomes. – Men and women with similar power bases use the same negotiating styles. – Women’s attitudes toward negotiation and their success as negotiators are less favorable than men’s. IX. THIRD-PARTY NEGOTIATIONS Mediator – A neutral third party who facilitates a negotiated solution by using reasoning, persuasion, and suggestions for alternatives. Arbitrator – A third party to a negotiation who has the authority to dictate an agreement. Conciliator – A trusted third party who provides an informal communication link between the negotiator and the opponent. Consultant – An impartial third party, skilled in conflict management, who attempts to facilitate creative problem solving through communication and analysis. X. GLOBAL IMPLICATIONS Conflict and Culture – Japanese and U. S. managers view conflict differently – U. S. managers more likely to use competing tactics while Japanese managers are likely to use compromise and avoidance Cultural Differences in Negotiations – Multiple cross-cultural studies on negotiation styles, for instance: – American negotiators are more likely than Japanese bargainers to make a first offer – North Americans use facts to persuade, Arabs use emotion, and Russians used asserted ideals – Brazilians say â€Å"no† more often than Americans or Japanese XI. CONFLICT AND UNIT PERFORMANCE [pic] XII. CONFLICT-HANDLING INTENTION Conflict-Handling Intention: Competition – When quick, decisive action is vital (in emergencies); on important issues. – Where unpopular actions need implementing (in cost cutting, enforcing unpopular rules, discipline). – On issues vital to the organization’s welfare. – When you know you’re right. – Against people who take advantage of noncompetitive behavior. Conflict-Handling Intention: Collaboration – To find an integrative solution when both sets of concerns are too important to be compromised. – When your objective is to learn. – To merge insights from people with different perspectives. To gain commitment by incorporating concerns into a consensus. – To work through feelings that have interfered with a relationship. Conflict-Handling Intention: Avoidance – When an issue is trivial, or more important issues are pressing. – When you perceive no chance of satisfying your concerns. – When potential disruption outweighs the benefits of resolution. – To let people cool down and regain perspective. – When gathering information supersedes immediate decision. – When others can resolve the conflict effectively – When issues seem tangential or symptomatic of other issues. Conflict-Handling Intention: Accommodation – When you find you’re wrong and to allow a better position to be heard. – To learn, and to show your reasonableness. – When issues are more important to others than to yourself and to satisfy others and maintain cooperation. – To build social credits for later issues. – To minimize loss when outmatched and losing. – When harmony and stability are especially important. – To allow employees to develop by learning from mistakes. Conflict-Handling Intention: Compromise – When goals are important but not worth the effort of potential disruption of more assertive approaches. When opponents with equal power are committed to mutually exclusive goals. – To achieve temporary settlements to complex issues. – To arrive at expedient solutions under time pressure. – As a backup when collaboration or competition is unsuccessful. XIII. REFERENCES – Robbins, Stephen P . Organizational Behavior, 11th ed. Prentice Hall Inc, 2006 – Robbins and Judge Organizational Behavior, 13th ed. Pearson Education, Inc. Publishing as Prentice Hall, 2009 – Thomas, â€Å"Conflict and Negotiation Processes in Organizations,† – M. D. Dunnette and L. M. Hough (eds. , Handbook of Industrial and Organizational Psychology, 2nd ed. , vol. 3 (Palo Alto, CA: Consulting Psychologists Press, 1992), p. 668. – S. P. Robbins, Managing Organizational Conflict: A Nontraditional Approach (Upper Saddle River, NJ: Prentice Hall, 1974), pp. 93–97; and – F. Glasi, â€Å"The Process of Conflict Escalation and the Roles of Third Parties,† – G. B. J. Bomers and R. Peterson (eds. ), Conflict Management and Industrial Relations (Boston: Kluwer-Nijhoff, 1982), pp. 119–40. Attachment 1: Negotiation Bargaining, Filipino Style Negotiating Filipino Style xcerpt from the book â€Å"Negotiating International Business The Nego tiator’s Reference Guide to 50 Countries Around the World† by Lothar Kat (updated April 2010) ? Leveraging relationships is an important element ? usually a joint problem-solving process. ? While the buyer is in a superior position, both sides in a business deal own the responsibility to reach agreement ? primary negotiation style is cooperative ? Maintaining harmonious relationships throughout the process is vitally important ? disapprove of competitiveness and strive to find win-win solutions Information is rarely shared freely, since the locals believe that privileged information creates bargaining advantages ? humility is a virtue in the Philippines’ business culture ? Excessive promotions may be taken as lies and could seriously damage your counterpart’s trust in you ? Expect negotiations to be slow and protracted (Relationship building, information gathering, bargaining, and decision making all take considerable time) ? Filipinos have a lower sense o f urgency than a Westerner may be accustomed to ? Filipinos generally employ a polychronic work style (vs. onochronic cultures, such as Germany, the United Kingdom, or the United State) Bargaining Filipino Style ? Most Filipinos love bargaining and haggling ? They expect to do a lot of it during a negotiation and may be offended if you refuse to play along ? The bargaining stage of a negotiation can be extensive ? Filipinos may prefer to respond to your inputs rather than presenting ideas ? While they will eventually open up to new ideas, they do not easily change their opinions of their own ? prices often move more than 40 percent between initial offers and final agreement Filipinos generally prefer a straightforward negotiation style ? they also use deceptive techniques (telling lies and sending fake non-verbal messages, initially pretending to be disinterested in the whole deal or in single concessions, misrepresenting an item’s value, or making false demands and concessio ns) ? do not use ‘good cop, bad cop’ ? not likely to use the ‘limited authority’ technique (groups, rather than individuals, normally make decisions) ? Do not use tactics such as applying time pressure or making expiring offers, could be viewed as signs that you are not willing to build a long-term Periods of silence are frequent and usually reflect a natural inclination rather than the intentional use of a negotiation technique ? Avoid pressure tactics such as opening with your best offer ? negotiators may sometimes use emotional techniques (such as attitudinal bargaining, attempting to make you feel guilty, grimacing, or appealing to personal relationships) ? defensive tactics such as blocking, distracting or changing the subject, asking probing questions, or making promises may be used ? fine line between giving gifts and bribing (What you may consider a bribe, a Filipino may view as only a nice gift) Conflicts and disputes that may arise during a negoti ation can be difficult to resolve because Filipinos prefer to ignore or deny them ? When making decisions, Filipinos usually consider the specific situation rather than applying universal principles. ? Personal feelings and experiences weigh much more strongly than empirical evidence and other objective facts do. ? Most Filipinos are moderate risk takers Conflict and negotiations Events and Systems March 20, 2011

Mergers And Acquisitions Essay Example | Topics and Well Written Essays - 2500 words

Mergers And Acquisitions - Essay Example The companies are keen to reach out to a global customer base in a bid to respond to the increased pressures of achieving scale (Finkelstein, 1999, pp.1). This is also one of the motives in the case of Kraft and Cadbury deal as it will open new markets for the company. A thorough analysis of this deal covering aspects like long term strategies, regulatory implications, financing, defence mechanisms etc has been presented in the paper. Strategy of Kraft Inc Recently there has been a spate of merger and acquisition activities across the globe with the ‘bidder’ taking advantage of the low ‘target’ valuation. Besides the low valuations the other incentives in a merger and acquisition deal are tapping developing markets, acquiring access to the customer base of the target company, capitalising on the good-will of the target, generating business synergies etc. The global growth strategy of Kraft Foods is also based on the aforementioned objectives. By way of this strategy the company is anticipating an organic growth in its revenue base by 5% or higher; accompanied by a growth of 9% to 11% in the earnings per share (EPS) placing it in a good stead in the worldwide food industry. Irene Rosenfeld, Kraft Foods Chairman & CEO, takes pride in the market positioning of the company which has now entrenched itself as â€Å"global snacks powerhouse† based on its unparalleled portfolio of leading local and regional brands. By virtue of this unique combination and its significant market presence in the emerging markets the company is expected to register a consistent growth. The global growth strategy has enabled Kraft to lay the foundation for strong growth. The company aims at taking its performance to a higher level by leveraging on its scale and investing strategically in sales, marketing, innovation and create a high-class cost-structure. The acquisition of Cadbury has made Kraft Food an undisputed leader in Snacks, a high-margin and high g rowth category which comprises more than fifty percent of the total revenue of the company. The Snacks portfolio of the company is complemented by iconic local and regional brands in grocery, cheese, beverage etc. A majority of these iconic heritage brands are placed in top positions and is the favourite of the consumers who tend to be extremely loyal towards these brands. They generate high margins and have robust cash flows. The popular heritage brands offer Kraft Inc the unique opportunity of investing profits from its stable cash rich businesses to fast growing and high margin yielding developing markets. Kraft and Cadbury combination offers the scale required to grow distribution and sales in existing and new markets. The company anticipates revenue synergies and cost synergies to the tune of $1 billion and $750 million by 2013. Based on its anticipated growth in EPS and organic revenue Kraft Inc aims at becoming a top-rung performer in the food industry (Kraft Foods Inc.-a, 20 10). Regulatory implications The takeover of Cadbury by Kraft has been spoiled by the controversy surrounding the closure of Somerdale factory thereby creating sentiments of mistrust in the manner the Kraft is held. Now the company faces a stiff challenge in restoring its image in UK. The evidences gathered from

Conceptual framework Essay Example | Topics and Well Written Essays - 1500 words

Conceptual framework - Essay Example and as a guide to the enterprise itself. A Financial statement is a management tool of communicating information about the financial position of the company, its performances and changes in financial position. It is presented in income statements, balance sheets and cash flows. Part B. Review the 2008 annual report of British Airways plc and evaluate the relevance, reliability, comparability and understandability of the information to you as a potential investor (use examples to justify your answers) * On the basis of relevance. The information presented in the financial statements is relevant as it is presented in two years, 2007 and 2008. This information can help users of the Financial Statement to evaluate past and present events of the company. On the basis of past events, evidences could be gathered for confirming or correcting past evaluations made. * On the basis of reliability. Financial statements of British Airways have to be audited in accordance with IASB and should comply with the requirements in the financial market audit. A financial statement becomes unreliable when it is purposely done to influence users’ decision such understatement or overstatement of assets, income and liabilities. Disclosures from part of the financial report in claiming estimates in its preparation so that the FS will appear neutral. The study has been limited and could not interpret any understatement or overstatement of assets and liabilities. However, following the trend of the 2 year Balance sheet, changes in asset structure is not very significant to cause an alarm. * On the basis of comparability. The Financial Statement of BA provided sufficient data for comparability over time. This is done on a 2 year comparison of its own yearly performance. This allows users to study trend in performances in all

Road to Serfdom Essay Example for Free

Road to Serfdom Essay Hayek has written one of the most important books of our generation. It restates for our time the issue between liberty and authority. It is an arresting call to all well-intentioned planners and socialists, to all those who are sincere democrats and liberals at heart, to stop, look and listen. ’ The author is an internationally known economist. An Austrian by birth, he was director of the Austrian Institute for Economic Research and lecturer in economics at the University of Vienna during the years of the rise of fascism in Central Europe. He has lived in England since 1931 when he became Professor of Economic Science at the University of London, and is now a British citizen. Professor Hayek, with great power and rigour of reasoning, sounds a grim warning to Americans and Britons who look to the government to provide the way out of all our economic dif? culties. He demonstrates that fascism and what the Germans correctly call National Socialism are the inevitable results of the increasing growth of state control and state power, of national ‘planning’ and of socialism. It is essential that we should re-learn frankly to face the fact that freedom can be had only at a price and that as individuals we must be prepared to make severe material sacri? ces to preserve it. 68 69 the road to serfdom We must regain the conviction on which liberty in the AngloSaxon countries has been based and which Benjamin Franklin expressed in a phrase applicable to us as individuals no less than as nations: ‘Those who would give up essential liberty to purchase a little temporary safety deserve neither liberty nor safety. Toward a better world To build a better world, we must have the courage to make a new start. We must clear away the obstacles with which human folly has recently encumbered our path and release the creative energy of individuals. We must create conditions favourable to progress rather than ‘planning progress’. It is not those who cry for more ‘planning’ who show the necessary courage, nor those who preach a ‘New Ord er’, which is no more than a continuation of the tendencies of the past 40 years, and who can think of nothing better than to imitate Hitler.

Stories of Success in Salome Thomas-ELs Book, I Choose to Stay Essay

The book I Choose to Stay was written by Mr. Salome Thomas-EL. In it were short stories of success, which were his success stories, and the stories of the children, that he have touched and inspired. Mr. EL is an educator; therefore, he wrote this book for its readers to know and eventually learn from his experiences as a student, a teacher, and a human being. Every human being has his own unique genetic talents and abilities. One of these abilities is intelligence. Intelligence is the ability of a person to learn and understand. In the beginning of life, every human being was born with different levels of intelligence, but the level of intelligence that we acquire from birth doesn’t entirely affect what we become or if we succeed or fail in life. This has been what Mr. EL instilled in his book. However, one student who have read the book thought, that the message of the book was that smart people succeed, while not-so-smart people fail. In my opinion, the students’ att itude about the book is wrong, because our genetics doesn’t determine our level of success. We succeed by being hard working and determined, by having sufficient time, and by having a set of people that would guide and support us as we grow. Skills and abilities are nothing compared to hard work and determination, and a positive attitude. It has been said that if you want to achieve something; you have to do your best to get it. You can’t just sit around and wait for it to come. You have to work and live your life, for you to achieve it. Salome once told his students, â€Å"If your mind can conceive and your heart can believe, you can achieve.† In addition to these words, he said â€Å"There is only one person capable of preventing you from reaching your goals, that person... ... if not because of the guidance and support of his teachers and especially his mother.† The same thing applies to his students. His students became successful, because Mr. Salome Thomas-EL was a great teacher; he cared, enlightened and guided his students to the right path. All of us have God-given abilities. And this â€Å"gift† needs to be opened, cherished and nurtured for it to be of great help in our journey of life. To succeed in life, the first thing we need to have is determination. Once we have the determination, what we need to do next is to manage and treasure the time that has been given to us. And after we have achieved those, the third thing that we need to have is a firm and strong support system. When we have all these three things with us, it would be much easier for us to succeed. What we need to succeed are merely sugar, spice and everything nice.